Confidence
Green Light: Let’s Get Going
1. Confidence is usually something associated with an area of development such as public speaking or having conversations of conflict. One of the activities you could facilitate is to use the word ‘perception’ to kick off the conversation and activity, such as: One perception I would share with you is I sense of fear or a lack of confidence when it comes to having tough conversations. Hearing that, how would you respond to that and what can we do to facilitate more confidence? 2. Write down their responses and place them on a sheet of paper or whiteboard for conversations going forward.
Yellow Light: Needs Attention
1. Once the area of confidence or lack of confidence has been identified, typically confidence comes from lack of practice or repetition. Think about exercises you can facilitate on an ongoing basis that will cultivate improvement. Practice does not make perfect; practice helps people improve. 2. During the sessions of practice and repetition, stay away from constructive feedback for the first three to four sessions, so you can focus on helping people feel good about getting better.
Red Light: Needs Immediate Attention
1. Assuming confidence is not being achieved within the time period you’ve been coaching, the one thing you can do is to accelerate its practice and potentially bring in other parties like teammates or other leaders and facilitate positive reinforcement during practice. Confidence is a very brittle thing for people, and it is wise to accelerate practice yet at the same time accelerate positive reinforcement and reward their effort and willingness to improve.
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