Blog Archives - Page 6 of 13

Power up your questions

We all know that questions are a core tool of the coach. However novice coaches struggle with two aspects of questioning – firstly knowing which question to ask and secondly keeping their questions genuinely open i.e. avoiding leading. Finding the ‘right’ question is an art in itself and something that only comes with practice and not a few mistakes along the way.

Not all questions are equal – different questions have different purposes and impacts. Really powerful questions feel like blows to the chest and just have you speechless while you try to collect an answer. Try on Peter Hawkins powerful question for size — “What can you uniquely do that the world of tomorrow needs?“. See what I mean.. a very powerful question and not one that is easily or glibly answered.

So here is a way of thinking about the power of questions:

Level 1 Non-questions – these are typically leading/closed questions or questions where the coach already knows the answer. “Don’t you think you should take that new job” … and the implied answer is of course “yes”. These questions are really statements dressed up as questions
Level 2 Questions of Inquiry. These sorts of questions are asked from a place of genuine curiosity and are used to gather facts and feelings about the issue the coachee brings. “What sort of job are you interested in?” . These sorts of questions are of course vital for establishing the parameters of the coachees issue but doesn’t usually move them forward
Level 3 Questions of Ignition. This is where the Peter Hawkins type question comes into play. These sorts of questions push the coachee to think broader/wider/differently and played right can be the key to unlocking a stuck situation.

If you want to know more about ‘Powerful Questions’ try the following article

Perfectionism – playing to win or playing to avoid losing?

Interesting snippet on the radio today talking about perfectionism . Apparently it is not universally bad nor simple!

Recent studies* suggest that ‘perfectionism’ comes in (at least) two flavours, and has very different personal impact. The ‘self-oriented perfectionist’ is the sort of person who set themselves high standards, and get a buzz from pulling off a difficult task and doing it well. This in turn seems to enhance their sense of self-esteem and personal motivation, which spurs them on to continue striving to be their best.

By contrast the ‘social-oriented perfectionist’ has (real or imaginary) standards set for them by others. They get much less pleasure from their efforts and tend to view their work as inadequate or inferior and report experiencing external pressure or coercion to accomplish tasks. This sort of person is driven not from an internally felt desire to be their best, but more from a fear of failure . A very different place to operate from!

So what sort of perfectionist are you? Psychology Today have a nice quiz if you are interested! Click here for a link to their questionnaire.

*Kilbert, J.J., Langhinrichsen-Rohling, J., & Saito, M. (2005). Adaptive and maladaptive aspects of self-oriented versus socially prescribed perfectionism. Journal of College Student Development, 46, 141-156.

Out growing the boss

At some point along the way, I remember being told by a very sage person that “Ultimately, charismatic leaders are disempowering”. I remember this being quite a shocking thought – I’d had a few charismatic bosses I’d happily have walked on hot coals for, and the idea of them being disempowering was at the time something I wasn’t ready to take on board.

Over the years, however this thought has stuck with me and increasingly strikes me as true. It’s not just the charismatic types though. I’ve been working with a coaching client over the course of the year, bridging a period when a much loved boss moved on to pastures new. What has been striking is the growth in my client since her apparently nurturing and supportive boss left the organisation. She has been forced to stand on her own two feet, fight her own battles, rather than fall back on the all too available ‘mother hen’. Her confidence has blossomed, and she is performing beyond recognition.

I am quite convinced that one of the prime role of leaders is to grow others as leaders. And this means letting them out grow us if necessary, and being comfortable with that. Tough one!

Managing the gap between intent and impact

Giving negative feedback is never easy for most of us. It takes a big man (or woman) to hear bad news about ourselves and take it on the chin. The fact is most of us find negative feedback a subtle form of attack and up go the defences. It doesn’t make any difference if the feedback is right or wrong – our primordial selves are programmed for fight or flight if we perceive incoming.

One of the most common defences is the ‘Intent Defence’, for example “I didn’t mean to upset the team”, or “Its not what I was trying to do…” or even “I was trying to help her”. All these are defences of intent vs impact. We didn’t mean to upset someone else but somehow we ended up doing so. Most (all?) of us have hugely positive intent but somehow our impact was different on our off days.

When we are giving feedback therefore, the territory to operate on is impact rather than intent. While we can acknowledge and even understand the positive intent in someone’s actions, its the gap between this and their actual impact that we need to focus on. Otherwise we are setting up our feedback sessions for stalemate and stand-off’s.

Is it time to bin the praise sandwich?

Many moon ago, when I was first taught about giving feedback the ‘praise sandwich’ was drummed into me as the way to do it. You know the one – first say something nice, then deliver the bad news and then end on some good news. And I, like many managers and leaders, dutifully tried to apply this in practise.

The trouble was most of the recipients caught on fast. Rather than hearing the good news as genuinely intended, they saw it as inauthentic and unnecessary window dressing. “Why can’t you cut to the chase?” was the legitimate response. Often our honest attempts at giving balanced and useful feedback backfired.

So what to do instead? Rather than leaning on formulaic processes, wouldn’t it be better if we can be straight and honest and say what we need to say.. without all the trimmings. I don’t mean being brutal – the honest truth is not the same as the brutal truth – just straight and direct.

So here’s my tests for giving effective feedback:

Has it landed? – feedback is worthless if the recipient rejects or defends against the message.
Will it lead to change? – the recipient has to be able to act on the message
Has it built/maintained the relationship? – has it been done in a way that enhances the relationship and builds self-esteem.

Objections to Growth

I spent 3 days this week with a leadership group looking at how they could show up as even better leaders. While the conversation for the first 2.5 days had been flowing and open, as soon as we started on the conversation of how they needed to change the conversation ran aground.

Three objections were bandied around:

Objection no 1: “It is them that has to do the changing. “ These folk clung to the idea that change is for other people – usually their bosses or their subordinates …obviously they were not required to change and had no responsibility to do so.

Objection no 2: “I’m not that sort of leader”. This group carried a notion that leaders are some sort of mythic heroic figure, blessed with extraordinary characteristics and abilities that they weren’t lucky enough to have. Leadership was therefore something remote and extraordinary rather than the everyday stuff of getting people to follow you.

Objection no 3: “I can’t help it – this is the way I’ve always been” This group believed that behaviour was not a choice, and that their behaviour was a fixed part of their personality which they obviously couldn’t change or address.

Net result … the status quo unless these beliefs are challenged. Anyone else seen these in action?

Delegation and the art of kite flying

I met a man a couple of weeks ago who just didn’t get delegation. While he understood the need to push work down into his teams he was very reluctant to do so – “After all I am responsible and accountable – if anything goes wrong it is me that is going to get kicked, isn’t it!” However his reluctance was more than this – he saw delegation as synonymous with abdication, and, I suspect, at the heart of it wasn’t sure what value he added if he wasn’t doing all the work. Unfortunately, he’s not alone in this, I meet many leaders who fail to tap into the full capacities of their teams and whilst simultaneously bemoaning their overloaded schedules.

I think reluctance to delegate is partly to do with how we talk about. The language of delegation is often all about ‘turning over’ and ‘letting go’, empowerment of teams sounds a lot like a loss of control. What sane leader would want to ‘let go’ of something mission critical? A refreshing alternative metaphor – suggested by an inspired course delegate – is kite flying. As a leader you learn to pay out more ‘string’ to your team as they get more adept and confident, reeling it back in if needs be. The kite never flies entirely freely, even if it is on a long, long line. The leader always retains a level of control even if it rarely applied.

I wonder if that thought would help my reluctant delegator…

Here’s a link to a useful Harvard Business Review article “Why aren’t you delegating ?”

Blackberry frenzy

I’ve just spent a very happy week running a 5 day leadership programme. It’s one of my favourite programme to run and always gets great feedback. It is also one of the most full on, and delegates and tutors alike are kept pretty busy.

As with many companies the use of blackberries is rife, no sooner do we have a break then they are out and dealing with stuff back at the office/plant. Some of the tutors get most indignant about this – others wearily shake their heads saddened that our delegates can’t abstract themselves from work sufficiently to get most value from what we are doing together. I am worried when I find many of the attendees will be working the weekend to catch up from a week away from work.

Organisations make huge investments in learning and it is more than a shame if attendees are distracted by work pressures. However organisations also expect the wheels to keep turning and it is the rare delegate that can free their diary completely. How do we help participants on our programme to be fully in the ‘here and now’ when we have them with us, and avoid the email back log they dread on their return?

Strangers to ourselves?

Don’ t you love it when you find a really fascinating book that manages to offer some really challenging stuff in a palatable and informed way? I’ve been reading ‘Strangers to ourselves‘ by Timothy Wilson, which does exactly that.

As the title implies, Wilson makes the case that we often don’t know our own minds, and that actually most of our thoughts, feelings and behaviours are the product of our unconscious rather than our conscious minds – even if we experience it differently. Startlingly he argues that others can often read us better than we can read ourselves – ever seen a friend go head over heals for someone totally unsuitable and only realise it months after everyone else?

Wilson (unlike Freud) believes that it is impossible to know our unconscious mind arguing that its a bit like the software in say a CD player – we can hear the output (conscious thought) but we have no direct access to the processes that produced it.

If you buy his theory – and some of his evidence is pretty intriguing – this has huge implications for any of us working in the people development field. Discuss…

Getting perspective – issues in coaching.

Just got back from holiday, feeling well rested and ready for the Autumn fray. I wish I could bottle it!

I’ve also come back with a renewed sense of perspective – what’s really important and what is just ‘sweating the small stuff’. I’ve also surprised myself with how easily solutions for some supposedly intractable problems have appeared by just giving myself a break from thinking about them. I’ve noticed the same in stressed out coaching clients who finally get around to giving themselves a break.

I recently read an appalling statistic that fewer of us are taking proper breaks from work, and some of us even do as much as 3 hours a day work when we are supposedly on holiday. Apart from issues of physical and mental health and family relationships, how are you supposed to get a real sense of perspective if you are always nose deep in the detail. If we never disconnect from the hamster wheel we never stand a chance of reinventing the hamster wheel.

So here’s some tips about ways to stop working while on holiday…