Jacques Laub on how to manage using the benefits of the Positive Attitude.
This was an interesting day in which colleagues were forced to tell me during 1 minute all my qualities.
It remembers me when I was training mangers in my previous company to adopt a coaching attitude, as the tips are very similar.
I learnt the "Coaching for improved performance" methodology from John Whitmore, which uses an interview structure called G.R.O.W.
G = Goal
R = Reality Check
O = Options
W = Wrap-up
During the first phase of the interview, the coach and the coachee have to agree the Goal of the coaching session. It has to be a S.M.A.R.T. goal. It has to be shared.
During the second phase of the interview, the coach and the coachee exchange information to better understand the problem, the context, the environment. They share their understanding of the situation
During the third phase, the coachee generates ideas, options, alternatives. All ideas are welcome. The coach uses open questions techniques and try not to give his(her) solutions to the coachee. This would not result into an improved performance for the coachee. Then the choose the right options.
During the last phase, the coach encourages the coachee to build-up an action plan. The coach checks if the coachee requires further empowerment and that all actions may be achieved.
Finally, the coach and the coachee agree on a next coaching session if required.
The secret of performance lays in the fact that the coach tries not to give solutions, but mainly pushes the coachee to find himself (herself) the solutions to the defined problems.
For more information google Coaching GROW.