Rule #2: Start with an attention grabber! “Most people will do just enough to be left alone.”
This shocking and provocative statement (wink) not only has your undivided attention but is also encouraging further engagement. “I agree. Let’s keep reading.” Or “That’s dumb. Let’s keep reading.” Or “I don’t even know what you’re talking about. Let’s keep reading?”
Rule #3: Problem Statement, issue to be solved for the reader. Ineffective Coaching
The reason most workers want to be left alone is most coaching from their supervisor is not effective and does not add value to their day. Their time is a resource only to be spent on beneficial endeavors.
Rule #4: Evidence the Problem Statement. Ineffective Coaching Examples
Coaching becomes a “drive-by” event. Coaching devolves into a “check the box” exercise. The fundamental intent of coaching, helping your team shape safe behaviors, is lost. Coaching is too regimented by a prescribed process that it becomes unnatural.
Rule #5: Provide Solution. Building the relationship is the first step in building the coaching process.
Learn and Help. Learn what their challenges are and help them address those challenges to build trust and add value to your team’s day.
Learn: What are the frustrating or difficult parts of your job? How often do you encounter unplanned conditions? What types of things tend to go wrong? Are there conflicting priorities or expectations? What conditions make your job difficult or prevent you from doing work as prescribed by policies or procedures?
Help: Now that they have revealed their challenges (not what we assumed was their challenges) you must follow through and help eliminate these issues. Before your team can give discretionary effort, they need to see some personal benefit or “what’s in it for me?”. Lead from the front by helping to improve the work environment and your people will more readily give discretionary effort to improve behaviors.
Rule #6: Use a smart quote to add validity to your point. Nobody cares how much you know until they know how much you care – Theodore Roosevelt
Rule #7: Don’t tell readers the rules so they don’t feel manipulated!That probably should have been rule #1.
Hopefully, you have picked up on the irony of being hung-up on the process to describe why you should NOT be hung-up on the process. Notice how unnatural and awkward this blog is? Did it feel too formulaic and a little manipulative? Do you trust me or are you still trying to figure out my angle? How did this happen? I followed the process as described. I checked all the boxes, used all the tips, and communicated the highpoints but I doubt that I’ll get too many requests for signed copies of this blog (available at https://www.knowledgevine.com/contact/ …wink).
Look at Rule #5 for this blog: Provide Solution. Building the relationship is the first step in building the coaching process. Learn and Help. Learn what their challenges are and help them address those challenges to build trust and add value your team’s day.
Start there and don’t make it any harder than that. The boxes will get checked, the report will be developed, and your boss will now leave you alone.