Solution-Focused Leadership Coaching – Stop the why ‘Why’ is an instinctive question. Asked 100’s of times every day in organizations, and much of it is helpful. It is essential to understand why a manufacturing process has failed, why a car broke down or why your fire alarm went off. It can be enlightening to see … Continued
Beginning questions for talent pool development.
How will I obtain (gather, capture, understand) and use feedback to improve performance?
Our guilt and concern for what happened in the past may block progress to find a solution. The resolution of guilt Skeleton Key may be used to have the person determine what will be happening when this guilt is lessened or no longer exists. From this change in focus, new solutions may become evident.
Frames and the labels we attach to them dictate what we can see and do: Our point of view determines what happens next.
Direct Task Assignment: A recommendation for the person to complete a specific task and be thoughtful, so they can tell you in detail, what was useful and what change occurred from that task.
Breakthrough Improvements happen when we stop doing what we have been doing and a team of people discover better & new ways of working.
Sometimes coaching is forced on an employee by their manager because they are having a tough time with a new position or their existing manager just does not know what to-do, and many other reasons.
Okay, when that happens what do you do as an executive coach?
We think that “deep” responses come from “deep” questions, not true. Responses can be at the proper depth that the person answering the question feels is necessary, it has very little to do with the question.
We’ve all heard it “You should be coaching your staff”. Then you walk away agreeing and thinking “I barely have time to do my own work never mind coach and do the work of my staff.” Agreed.