Set your coaching conversation up for success. In this video, learn a four-step approach to conducting a simple, yet effective coaching conversation.
- I remember at a young age…standing at the edge of a large Olympic size swimming pool.…I was terrified, thinking to myself,…if I jump into this thing I just might drown.…I believe that's what some managers feel…when they need to have a performance issue conversation.…Well, I'm going to give you…some easy to follow swimming instructions so you won't.…When you need to have that next coaching conversation,…you'll be able to do so with ease.…In fact, EASE is the acronym you're going to follow…to swim through the conversation.…
The first step is to clearly establish…the key issue by stating your concern.…Even if there are multiple concerns,…it's important to focus on only one.…This creates the highest probability of progress.…You start the conversation by simply saying,…"I'm concerned about."…Now what's really important here…is to be clear, concise, and candid.…Do not overexplain or beat around the bush.…
Next, ask questions in a conversational tone,…and in doing so you gauge their understanding…of your concern and create dialogue…
- Recognize the effects of four kinds of leadership weaknesses.
- Determine which questions would be most appropriate to include in an employee assessment framework.
- Identify the acronym used to guide coaching conversations.
- Recognize when to adopt the “people fire themselves” philosophy.
- Explain the benefits of clear boundaries or guidelines for a team’s behavior.