Attitude
Suggested Strategy: Gain an understanding as to where this employee’s
root behavior is coming from, allowing goals and strategies to really take
hold.
Suggested Questions:
→ Risk Question: Risk questions allow those you’re coaching to see
outcomes if behaviors do not change. By addressing them using a risk
question, it allows them to see the setbacks that come from not
embracing a good attitude. For example, “What risk do you assume if
you don’t understand and change your attitude for the better?”
→ Permission-Based Question: More than likely, the employee has built
up resistance and reluctance to discuss critical conversations, helping
lower that guard is essential to having success when it comes to the
subject of attitude, which is very personal. Use a question like, “With
your permission, I’d like to discuss something that may be
uncomfortable for you as it relates to your attitude in the workplace.”
Suggested Activities:
→ Directive Coaching: This may be especially useful if the above activity
does not take hold for the employee. Many times, simply highlighting the
behavior that needs to change is enough to get the individual thinking on
how they can improve. Use something l ike, “I know this may be hard to
hear, but embracing a positive attitude is necessary to be successful
here. Let’s come up with ways on how to improve together.”
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