Trust
Green Light: Let’s Get Going
1. Trust is a huge issue and has many interpretations based on who you are. With that said, ask the person(s) being coached what is their definition of trust and what does it mean to them. This will give you insight to what you might need to do as a leader to meet them halfway to facilitate trust. This will also position you to coach them to that expectation of trust. 2. Once this conversation is over, make sure you have that definition typed out or written down and available to use for future coaching sessions.
Yellow Light: Needs Attention
1. Many things can affect the person’s ability to support the element of trust. It could be fear of being honest or handling conversations at conflict along with a variety of other reasons. 2. Ask the person(s) you are coaching to identify one or two factors that inhibit them from supporting the definition of trust. Use that definition of trust from earlier coaching sessions as a catalyst in the beginning, a critical step.
Red Light: Needs Immediate Attention
1. Knowing you’ve been coaching for a while and the person(s) you are coaching are still struggling with trust, use a state and ask approach, along with reflective coaching such as: “We’ve been coaching for a while, and trust continues to be a challenge in terms of your ability to facilitate it in direct regard to our definition. Knowing that, what will you do to successfully turn this around in a very short period of time, and let’s discuss it after giving this some thought in the next few days.”
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