TIPS 4 THE COACH (Part 3c) Dapatkan Tips dan Artikel GRATIS mengenai COACHING,
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Positive Ideas trump Negative Feedback: Instead of telling a salesperson
that they shouldn't have asked so many manipulative questions on that sales
call (Negative Feedback), it is more useful to suggest that they ask more
open-ended, double-clicking questions such as, "Tell me more?", "Can you get
more specific?", or "What are some of your most most critical objectives."
(AKimball)
The most important tip is to never demotivate the trainee. We often tend
to do so by unconscious body language. (Bhatia Samir)
Have the person/people you are coaching brainstorm by listing everything
that comes to mind about the subject, good, bad, obvious or obscure. Do not
discuss each item just write them down until you can't come up with any more
ideas. After the list is created you can discuss the pros and cons of each
idea. (CalGal)
Use pictures "screen prints" in training procedures. This helps a great
deal because the individual will remember the picture before they will remember
the words. Once they visually recognize where they are, the process steps seem
to make more sense. (CalGal)
When working on a training situation, demonstrate the process, then have
the trainee perform the technique several times in a side by side setting. Next
have them begin on their own with no direction and be in the immediate area
available for questions. If they get stuck on something, guide them through
troubleshooting but allow them to "fix" the problem. (CalGal)
Avoid negatives that discourage and exclude, such as "I don't think..."
and "You shouldn't...," when speaking. Negatives put people on the defensive.
Instead you want to encourage and include with phrases that start with "What if
we tried to..." or "Maybe you could..." or "another option might be..." etc.
(CalGal)
Debriefing is the process used by facilitators to encourage participants
to reflect on an experiential activity and share their insights. You can adapt
this technique for use in one-on-one coaching situations, especially after some
positive or negative experience (such as completing a proposal within a tight
deadline or losing a contract at the last moment). Invite the coachee to think
back on the experience and discuss lessons learned. Also discuss implications
of the experience for future behavior. (ST)
Keep it simple and keep it brief
Don't coach when you are upset. You will end up taking out your
frustrations on the coachee. Wait until you are calm and centered. Also don't
coach when the coachee is upset. Give the person time to recover. (Gabrielle)
Instead of coaching someone to perform a procedure, prepare a suitable
job aid. Then coach the person how to used the job aid. (Gabrielle)
Practice "generous listening". What I mean by that is listen for the
honorable intent behind the coachee's words. So if someone has strong passion
which is displayed through frustration, recognize the passion and the good
intention the coachee has behind his/her words. (Alain)
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