Are there any situations or scenarios that coaching isn’t useful for?
1. In an emergency
2. When you’re in a rush or your mind is elsewhere
3. When you’re trying to get someone to think the same as you
4. When someone doesn’t have the knowledge
What more do you need to know?
What support do you need and from whom?
Talk me through how you’ll approach this now?
5. When someone is displaying strong emotions
6. When they’re family or friends
These are 6 scenarios i wouldn’t advise coaching and I’m sure there are more. What others do you want to ask about? [email protected]
Cool stuff I found on the internet this week:
A great article from Dr Chantal Thorn of Box of Crayons about when leaders should use feedback, advice or coaching.
2. This TikTok video brought to my attention by Lisa Hurley on Linkedin that explains how people who are not racist are reinforcing racism today. Biggest takewaway: if a racist confides in you, you’re their safe space.
3. These great scripts from Amy Edmondson of Harvard Business School for bosses and team members to help create psychological safety in your team
Pic of the week:
[For image accessibility] Psychological Safety: How to say it when you’re the boss
- This is totally new territory for us, so I’m going to need everyone’s input.
- There are many unknowns/things are changing fast/this is complex stuff. So we will make mistakes.
- Okay, that’s one side. Let’s hear some dissent/who’s got something to add/let’s have some give-and-take.
- Lucy, you look concerned. Giles, you haven’t said much. Adrian, what are you hearing in the warehouse/on the phones/on the road?
- What assumptions are we making? What else could this be/could we investigate/have we left out?
- What are you up against? What help do you need? What’s in your way?
- Did everything go as smoothly as you would have liked? What were the friction points? Are there systems we should retool?
- If you’ve got something to add. just…(mention a few channels of communication, including ones suitable for difficult conversations).
- Thank you for that clear line of sight.
- I really appreciate your brining this to me. I’m sure it wasn’t easy.
[For image accessibility] Psychological safety: how to say it when you’re not the boss
- Something’s been troubling me. Do you have a few minutes to talk about it?
- Some of this is not good news. Is this an okay time to dig in?
- We’ve got some updates we’d like to run by you.
- I’ve hit a roadblock/I’ve got to go back to square one.
- I mentioned the problem to the team and we’ve got some ideas.
- I’ve made a mistake and wanted to let you know right away.
- Our experiment didn’t go as hoped.
- I need help figuring this out.
- There’s been an uptick in X, and we can’t explain it yet.
- What’s the best procedure for getting input? Who should I approach?
- How much detail do you like to hear?
- I need another pair of eyes on this. Do you have a minute/hour/day to look at it?
- I don’t feel right about this. Can we pause and take a closer look?