Active Listening
Suggested Strategy: Using Define & Coach, start off your coaching conversation with the same definition and expectations. By doing this, you can be sure that your coaching will adhere because the employee will be on the same starting point as you feel they are on and you can minimize miscommunication of expectations.
Suggested Questions:
Î Define & Coach: When I say the phrase “Active Listening”, what specific definition comes to your mind as it relates to your position? Î Self-Actualized Question: How can you exhibit that definition of active listening in your conversations at work, and how might that benefit your work relationships?
Suggested Activities:
Î Role Play: Practice a conversation, either between your coaching target and a peer or manager or between your coaching target and a client, and practice active listening. Both of you should play both roles. After the conversation, discuss what the other did well in actively listening to the counterpart, as well as what could possibly be improved. Î Brainstorming: Make a chart together on a whiteboard of the effects of active listening and how it can benefit the employee in their work relationships. By putting the cause and effect on a board for both of you to see, it takes the employee’s focus off of the potentially uncomfortable face-to-face conversation and gives you both something else to look at. They can also see in front of them the chain of events that can occur in their favor when active listening and eye contact are utilized.
Made with FlippingBook. PDF to flipbook with ease