As we know, coaching is now one of the key concepts in leadership and management. It is one of the most powerful ways to improve employee performance and it happens primarily in conversation. One of the essential skills required for effective coaching conversations is effective questioning.
Questioning is relevant to every aspect of coaching : establishing a coaching relationship, negotiating a coaching agreement, setting stretch goals, creating action plans, engaging motivation, reflecting on learning, and structuring accountability.
Therefore, in order to encourage you, the leaders of Sime Darby Motor Group (NZ) Limited, to use coaching as one of your leadership tools we are pleased to bring you the Effective Questioning Techniques Series. These will help you to coach your employees effectively in workplace.
Coaching is a skill; it is not just about following a recipe. We need to practise in order to acquire the skills. Practise makes perfect! The examples provided here are intended as a guide and as reference tips to help you become a more effective coach.
This series will focus on asking the right question, at the right time, and with the right intent.
Happy Coaching !!!
Questioning is relevant to every aspect of coaching : establishing a coaching relationship, negotiating a coaching agreement, setting stretch goals, creating action plans, engaging motivation, reflecting on learning, and structuring accountability.
Therefore, in order to encourage you, the leaders of Sime Darby Motor Group (NZ) Limited, to use coaching as one of your leadership tools we are pleased to bring you the Effective Questioning Techniques Series. These will help you to coach your employees effectively in workplace.
Coaching is a skill; it is not just about following a recipe. We need to practise in order to acquire the skills. Practise makes perfect! The examples provided here are intended as a guide and as reference tips to help you become a more effective coach.
This series will focus on asking the right question, at the right time, and with the right intent.
Happy Coaching !!!
"It is not the answer that enlightens, but the question." -- Decouvertes
How do we uncover internal drive?
These questions will assist your employees in uncovering what internally motivates them based on their beliefs and values so they can access their own energy to achieve it. You are also uncovering the style of management they best respond to. Moreover you are setting up the expectations on both sides as to what to expect from one another. It certainly beats using your energy to push or stimulate interest or action based on your assumptions or beliefs based on what may work for you.
These questions will assist your employees in uncovering what internally motivates them based on their beliefs and values so they can access their own energy to achieve it. You are also uncovering the style of management they best respond to. Moreover you are setting up the expectations on both sides as to what to expect from one another. It certainly beats using your energy to push or stimulate interest or action based on your assumptions or beliefs based on what may work for you.
If you rely on pushing to get someone into action, they won't move unless you're there to push. It's more effective to help them articulate what they want so they can begin to self-motivate.
The real benefit of getting this is that empowering people by tapping into their internal drive does not drain your energy. Pushing for results is exhausting.
The real benefit of getting this is that empowering people by tapping into their internal drive does not drain your energy. Pushing for results is exhausting.
1. What do you want to be doing that you aren't currently doing?
2. What areas do you want to strengthen, improve, or develop?
3. What is most important to you in your life and career? (What does a successful career or life look like?)
4. What are the three most important things you would like to accomplish right now?
5. What is your action plan to achieve those goals?
6. What do you need that's preventing you from reaching those goals?
7. How can I best support you to achieve these goals? (Uncover how each employee wants to be managed and supported.)
8. How can I best manage you and hold you accountable for the results you are looking to achieve?
9. How can I hold you accountable in a way that will sound supportive and won't come across as negative or micromanaging?
10. How do you want me to approach you if you don't follow through with the commitments you make? How do you want me to handle it? What would be a good way to bring this up with you so that you will be open to hearing it?
Source : http://www.allbusiness.com/
No comments:
Post a Comment