Self-Awareness
Green Light: Let’s Get Going
1. It’s been estimated 80 to 85% of people significantly lack self-awareness (Tasha Eurich). Introduce this statistic and use a technique called dovetailing such as: “Looking at that statistic, what are some areas that you‘re highly aware you do extremely well, and what are two areas you would like to improve that you think would facilitate greater performance and position you to progress in your career?” 2. Once that question is answered, make sure you write it down so you can review it with them.
Yellow Light: Needs Attention
1. No matter what you’re coaching to, here are three questions you can ask as an activity after the person(s) you are coaching share with you: “What did you learn, what did you learn about yourself you’re positively committed to improving, and what are the positive steps you’re going to take based on what you’ve learned?” 2. When asking these questions make sure you create a journal or repository of their responses, and in a very gentle, thoughtful manner remind them of those commitments and their learnings. 3. The questions themselves create the actions and activity.
Red Light: Needs Immediate Attention
1. Knowing that self-awareness is always being measured in terms of personal progress, what can you do and are willing to do to accelerate in those areas starting tomorrow morning? Write those actions down. 2. If you had to accelerate your self-awareness and improve within your job starting tomorrow, knowing that we’ve been at this a while, what would you specifically do to facilitate that? Write them down. 3. An aggressive technique is to ask people to get feedback from their peers, and their only response can be the words “thank you.” You want to create a safe space so this can occur, but it provides over time an aggressive approach to helping someone develop their self awareness.
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