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Coaching 下载 (Listen and Question Effectively (Three types of questions
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Coaching 
Adopt a coaching mindset
What is coaching?
1). Most powerful way to help people learn and grow.
2). an ongoing process.
3). not telling employee what to do or solving problem, but help them build skills.
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Coaching's foundation
1). Accountability.
2). Communication.
3). Reflection.
4). Not instant problem solving or giving advice.
A more agile organization
It helps:
1). Get to know your team.
2). Grow capacity.
3). Manage change.
4). Develop relationships.
5). Prepare your group for succession.
6). Develop your reputation as leader.
Identify strength
Help people build on what:
1). Drives and interest them.
2). Comes naturally.
3). Will be most applicable to their career aspirations.
Introducing coaching to employees
1). Address new priorities, opportunities, or challenges.
2). Learn from experience.
3). Build on success.
4). Discuss goals, growth, and challenges.
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Promote Learning Agility
What is learning agility
is the ability to:
1). Analyze and understand complex situations.
2). Spot patterns that could impact the business.
3). Quickly assimilate new information.
4). Think flexibly, let go of old models, and embrace new ones.
5). Acknowledge mistakes and learn from them.
6). Take smart risks.
A growth mindset
1). Fixed mindset: "Talent and intelligence are determined by genetics. I was born with everything I have to work with."
2). Growth mindset:"I can improve my abilities through hard work and self-awareness. I can learn from setbacks and challenges."
Listen for clues:
Fixed mindset statements:
1). "I wasn't going to win that account anyway"
2). "The system doesn't allow creativity"
3). "We can't be competitive because marketing sets the prices too high"
4). "I'm not a people person"
5). "I'll never be good at..."
When you hear these:
1). Ask questions to challenge these assumptions.
2). Provide evidence from your own observations that counter these fixed, negative beliefs.
3). Help the person reframe fixed-mindset statements in less permanent and all-encompassing terms.
4). Create next steps.
Encourage flexible thinking:
1). Entertain opposing ideas
2). Brainstorm questions.
3). Push for creativity.
Enable self-awareness:
Reflect on:
1). Processes: default ways to approach new tasks, strengths and limitations of habits, experience.
2). Emotions: what emotions serve you well? things willing to learn, triggers of defensiveness or resistance.
3). Adaptability: How quickly assimilate new information, how long to an idea.
4). Blind spots: ideas and people you gravitate, what and whom you avoid
Learn from mistakes:
1). What was the root of this mistake?
2). What have I learned?
3). What would I do differently?
4). What old assumptions or habits got in the way?
5). How did I recover?
Recognize effort:
Praise the effort not just the results. By signaling the value of traits like persistence, innovation, risk-taking, and curiosity.
Build a learning culture:
1). Psychological safety:
2). Respect and inclusion.
3). Opportunities to collaborate.
4). Support for experimentation.
- Time for reflection.
Coach Across Boundaries
A two-way street:
coaching is a two-way street where both parties learn and grow.
When coach people who are different from you, make sure to cultivate:
1). Patience to listen as others express ideas in unfamiliar ways.
2). Humility to accept that someone from a different background might have better idea that you.
3). Dedication to untangle cultural assumptions when there's a misunderstanding.
4). Persistence to find moments to coach and exchange ideas.
Reach out to female employees:
1). Give both praise and constructive feedback.
2). Coach during stretch assignments.
3). Ask, don't assume.
4). Coach on self-advocacy and negotiation.
Coach experienced employees vs. newcomers.
Coach experienced employees on:
1). Shifts in the industry or market.
2). Diversifying their networks.
3). Efficiency.
4). Willingness to experiment.
Coach newcomers on:
1). Context and awareness.
2). Expanding their networks.
3). Focus.
4). Successful first steps and sound instincts.
Coach virtually
1). Give undivided attention.
2). Use phone or video.
3). Smile to start.
4). Use email for follow-ups.
5). Manage time.
6). Schedule buffer time.
Coach across cultures
Preparing:
1). What is the role of "small talk"?
2). How do people like to receive feedback?
3). How directly opinions are shared?
4). How will they perceive the power dynamic?
5). Do I know enough about this culture to coach effectively.
Ground Rules:
1). Assume good intentions.
2). Create guidelines for working together.
3). Be resilient.
4). Use positive body language.