There’s a common misnomer that you can motivate others. In truth, you don’t possess the power to move others into action. What you can do is help them access, or tap into, their unique motivators to ignite commitment and action.
As managers and leaders, you’re asked to wear your “coach hats”to support team members’ development.
Most of us are taught to ask questions that start with “will” or “can.” The problem with these closed-ended questions is that most people don’t want to disappoint, so they answer “yes” even when they may mean “no” or “I don’t know.”
Let’s assume you’ve gone through the process of determining whether you should coach, if your employee wants you to coach them, and if they are coachable.
Everyone has a natural or innate response to conflict. While we may choose to not engage in a conflict, we feel our emotional response to it nevertheless. The more aware we are of our natural tendencies, the more effectively we can manage them.
Most people send powerful indicators that something is bothering them before an actual conflict or challenging situation arises.
We look forward to getting to know you!
