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Learning Project: This is the same learning project as #4, yet it starts the coaching conversation. Example: “Last week, I asked you to come in with two examples of where you positively engage with your teammates.” This learning project then kicks off the coaching session immediately gravitating into a discussion or questions. Discussion: Questions drive not only an understanding for you as the coach, it also builds self-awareness for the person being coached. Let’s say somebody comes in with two examples of where they positively engaged, then you could ask some very simple questions. We encourage always starting off coaching conversations with the word ‘what,’ such as the following: • What did you learn? • What did the positive result teach you about yourself and your opportunity going forward? • What are you going to do to keep this momentum going? • What can we do together to facilitate that? Those four questions maintain momentum associated with the improvement sought. Activity: The simplest way to think about activities is if it’s either a knowledge-based issue or skill-based issue we have to teach. For a knowledge-based issue, ask the people we’re coaching teach it back. If it’s a skill-based issue, facilitate practice sessions. Using our prior example, if we have an employee who’s struggling with another teammate to maintain a positive disposition, we may have to teach how to have a conversation around conflict, and then actually practice that conversation so the employee is equipped to turn things around positively. Learning Project: This is the same learning project as #1, yet it ends the conversation assigning a simple task to be completed between coaching sessions, such as coming in the following week with two examples of where they positively invested in their teammates with an enthusiastic attitude.
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