The biggest challenge in coaching is providing feedback, as it can generate conflict. To deal with conflict, Lisa Gates explores the various response styles to feedback, and gives a step-by-step process for giving it, including stating the facts, describing the impact of your observations, doing a reality check, pausing, and agreeing on next steps.
- People who are drawn to coaching,…as a management style, are passionate…about supporting people and helping them grow.…And we know that growth happens…when we take people to and past their comfort zones.…When we risk disappointment or even failure.…But one of the biggest challenges for a manager coach…is giving feedback.…Challenging assumptions and safe choices…that limit growth and results.…Sometimes we worry about upsetting people,…creating conflict or damaging rapport,…if we give feedback that's too challenging or critical.…
And for some, giving feedback might disrupt…the way we want others to see us,…or even the way we see ourselves.…To help you deal with this tension,…I want to explore conflict response styles,…so that you can recognize your default,…and find where your growth edge is.…From there, we'll dive into a feedback process…that'll fuel both growth and results.…This is an adaptation of the Thomas-Kilmann Conflict Model,…built around four conflict styles.…
Avoid, accommodate, compete, and collaborate.…
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- List three strategies to assess an individual for coachability.
- Identify the essential elements of a coaching contract.
- Recall the three levels of accountability.
- Distinguish among the three levels of listening.
- Summarize strategies for coaching a low-performance employee.
- Summarize strategies for coaching a high-performance employee.