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:
Î 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?” Î 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:
Î 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 like, “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.” Î GOAL-Based Coaching: This tool is especially helpful when beginning the transition from the status quo to the goal of working together towards embracing change. Discuss some goals he/she should have
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