PAPERmaking! FROM THE PUBLISHERS OF PAPER TECHNOLOGY Volume 5, Number 2, 2019
4. Intent . Ask about the person’s original intentions. This enables you to close the gap between impact and intent. Example: “What were you hoping to accomplish with that?” or “What was going on for you?” Inquiring about intent prevents us from veering off in the wrong direction based on faulty assumptions. Extending the SBI feedback model to SBI- I allows the conversation to address what’s behind a person’s actions. This not only clarifies things, but it also builds trust and understanding. Simple solutions usually follow. Inquiring about intent is also where good coaching starts. When you inquire about intention, motivation, or what is behind the action, you are essentially in a coaching conversation – one that can make a positive difference well before a performance review or disciplinary conversation.
Article 15 – Leadership
Page 3 of 3
Made with FlippingBook - Online catalogs