Taking Ownership of Mistakes
Suggested Strategy: Approach a conversation like this one by asking for
permission to share instead of directive coaching – this opens the
employee up to receiving feedback without becoming defensive.
Suggested Questions:
→ Permission-Based Question + The Sword: With your permission, I would like to share some observations with you that I have made
regarding ownership of mistakes that I think will provide you with a
great opportunity for growth in your position. (When permission is
granted) This may not be your intention, but it is my perception that
.
→ Follow Up: Share your perceptions with the employee to bring awareness to the perceptions that they may be unintentionally
giving off.
→ Reflective Question: I don’t want you to answer right away,
I’m going to go get some
coffee/use the restroom/etc.,
but while I’m gone, I’d like you
to think about how your peers
might describe you in terms of
taking ownership of mistakes.
(Ask their thoughts when you
return).
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