Candor with Peers
Suggested Strategy: Using Define & Coach, come up with a mutual definition of candor so both parties know what is expected by that definition. You can then begin your coaching conversation with both you and your employee being on the same page and avoiding future miscommunication regarding expectations.
Suggested Questions:
Î Define & Coach: When I say the word candor, what specific definition comes to your mind as it relates to your relationships with your peers? Î Rating Question: On a scale of one to six, with six representing absolute candor and one representing a figurative wall between you and your peers, where do you think your peers would rate their conversations with you and why? Î Third-Party Question: How can open conversations with peers assist you in your relationships with them? Why are these conversations important to your development in your position?
Suggested Activities:
Î Role Play: Practice a scenario where you are a peer and the employee is him/herself and you engage in a conversation about something that absolutely needs to be addressed. Note the employee’s tone, body language, and ability to effectively hold the conversation. Ask the employee after Role Play two things they think they did well, and two things they think they could have improved based on your definition of candor. Î Whiteboard Coaching: On the left side of the whiteboard, write down how the employee thinks their peers would currently describe their transparency and honesty in conversation. Now on the right side
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