Taming The Frg And Coaching For Micro-performance Improvements
The FRG is that impulse to take shortcuts to get the fastest results possible
. It supports the best of intentions getting quick results. But unless it is tamed, employees working for a manager with a strong FRG learn to be passive and await the next cascade of orders. Employees gradually lose their interest in innovating and exploring new options,
Vibram FiveFinger Discount and they certainly do not feel heard.
For example, a manager in a federal agency highly valued for its accurate analysis said this: "My FRG is definitely dominant in my genetic makeup, and I have struggled in the past with slowing down my own internal thought process long enough to hear what my team members have to contribute. I spend a lot of time thinking about and putting into practice the techniques for slowing down my own thoughts and encouraging my staff to get very engaged."
As a result, this manager-as-coach developed a process for particularly difficult team meetings that has worked wonders. He starts each meeting by outlining why the team is meeting and what, at a very high level, they are trying to accomplish. Then he opens the floor to discussion, sits back, and quietly performs breathing exercises while he listens to the team.
Sometimes it takes a painfully long time before anyone speaks, and it is interesting and instructive to watch how different team members deal with the silence. However, once the dam breaks, he almost always hears good ideas coming from team members. The manager can then focus his energy on asking open-ended questions that direct the team to anything they may not yet be dealing with but that are important to success.
What distinguishes the anytime coaching approach to managing people is the emphasis on micro-performance improvements. It may be tempting to want to coach on larger performance and development issues and transformational change.
However, research behind the anytime coaching approach indicates that smaller achievements in employee performance are the building blocks that increase confidence, improve morale, and gain traction with employees. Building on micro improvements, the employee can take on more difficult challenges. With the emphasis on micro-performance improvements, anytime coaching conversations are highly focused and yield positive results for the employee and ultimately the organization.
Consider the case of a mid-level public manager in a state educational operations division who had recently transferred to a federal government job with comparable work: She inherited a small, four-person team.
Merrell Shoes on Sale One team member seemed disengaged and unmotivated. Although her work quality was acceptable, it was almost always late, which affected the entire team. The manager, who had had training and experience in anytime coaching, decided that the micro improvement for this issue would be to complete weekly status reports on time and with greater accuracy.
Rather than coaching the employee on the larger themes of low energy and disengagement, the manager held two 10-minute coaching conversations on the topic of improving her performance on timely and accurate reports. She asked, "What would need to happen differently to get the report in on time-1" She also asked how, as the manager, she could support her employee. The manager used straightforward conversational tools, such as requests and offers, and observed nonverbal cues while listening intently.
As it turned out, the coaching conversation revealed that the employee needed a critical piece of information from another department and was simply too timid to ask for the data. The employee was uncomfortable because she perceived that asking for the information might initiate conflict.
by: allanleelovemonica
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