The Power of Activities During coaching sessions, whether one-on-one or in a team, we strongly encouraged to have an activity that facilitates positive change. If it’s a knowledge-based issue, we need to teach and potentially have the people we’re coaching teach it back. If it’s a skill-based issue, simulations and practice are required to facilitate skill improvement. People simply do not improve without practice. For example, if someone is lacking teamwork and they’re having a tough conversation with a coworker, facilitate a practice session around that conversation. If someone is lacking knowledge on a product, have them teach back their understanding so you can truly comprehend where they have any gaps of knowledge. If you have a customer service agent who needs to handle angry customers, have a format to handle angry customers (the knowledge component), along with practice sessions of how to interact with such customers (the skill component.) Coaching conversations should not just be conversations, but also activities. When the opportunity presents itself, as well as during most coaching sessions activities help facilitate progress the most. Questions plus activities are extremely powerful. Questions drive self- awareness, and activities facilitate change. The Power of Learning Projects A learning project is something that is done between coaching sessions. It is typically tied to the area to which you’re coaching and should encompass something the person(s) you’re coaching are already doing. For example, if someone has a negative attitude, their learning project could be to return next week with two examples of where they made a sincere effort to positively engage with their teammates. The learning project is not completed inside the coaching session, rather it’s an assignment between coaching sessions to create continuity and consistency.
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