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:
Î 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 _____________. Î Follow Up: Share your perceptions with the employee to bring awareness to the perceptions that they may be unintentionally giving off. Î 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.)
Suggested Activities:
Î Whiteboard Coaching: On the left side of a whiteboard, write down how this person thinks that their peers would describe them related to ownership of mistakes, and on the right side of the board, write down how the individual would ideally like their peers to describe them regarding taking ownership. Then, erase the left side of the board and write down the actions that this person is willing to take to reach that description on the right side of the board so that their intentions and their peers’ perceptions are in alignment.
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