of the board, write down how the employee would ideally like to be described when it comes to their transparency and honesty. Erase the left side of the board and write down actions that you and the employee can take together to help them reach the description on the ideal side of the board.
Suggested Learning Projects:
Î Observational Coaching: Your coaching target should observe the conversations that happen around them throughout the day. Have them keep a journal entry daily of what happened in the conversation, what the employee thinks was executed well in terms of your definition of candor, and what they think could have been executed better and how they would improve the conversation. Bring the journal entries to the next coaching session.
Supplemental Coaching Strategies:
Î Journal-Based Coaching: Ask your coaching target to keep track of interactions with their peers where they felt their candor did not align with the definition discussed at the beginning of your coaching session. What could they have done differently in that interaction to improve their candor? They should also note any interactions with peers where they felt they were successful in practicing the defined expectations for their candor with peers. Your coaching target should bring their journal entries to your next coaching session for discussion. Î 30-Second Coaching: Take 30 seconds out of your day to verbally acknowledge the employee exhibiting candor with their peers. Be specific in your observations and in telling them what they did well.
Made with FlippingBook. PDF to flipbook with ease