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Five Questions You Should Ask a Person With a Bad Attitude

Tue,Jul 26,2016 @ 10:43 AM

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The questions below are designed to get the employee to be honest with themselves so you can facilitate a launching point to improve their attitude. Telling someone they have a bad attitude and they must improve it is a form of rhetorical management and if it worked we would not have a training or coaching industry. 

1. Would you mind if I share the perspective of where I think you have an opportunity to improve as a teammate?

2. What are you willing to do to alter people's perception of your attitude and what could we do together to get started?

3. On a scale of 1 to 8 with eight being you have a positive and cooperative attitude and one you have a negative and evasive attitude were would you rate yourself and why? What are you willing to do to move towards an eight and what could we do to get started together?

4. If your best friend were here right now what would he or she say in terms of your opportunity to improve your attitude knowing they would be honest with you?

5. I would like to provide you a perspective of where I think you have an opportunity to improve from an attitude basis and after I provide you feedback I'd like you to reflect and come back with two things you're willing to do to improve genuinely and authentically. Would that be okay with you?

No question is full proof but these questions above are designed to get the employee thinking differently about their attitude. The goal of dealing with someone's negative attitude is not to win the argument and convince them because deep down they already know you are correct, rather we want to provide a conversation to get the ball rolling. I hope this helps and please let me know your feedback or please add a couple questions in the blog area below to share your questions.

 

FREE Webcast: 7 Coaching Strategies for Positive Attitudes in the Workplace: https://attendee.gotowebinar.com/register/6605310982474902785

Tim Hagen

Written by Tim Hagen

Tim Hagen founded Progress Coaching, a Training Reinforcement Partner Company, in 1997. His entrepreneurial career began in college leading to positions in sales, sales management, and sales training for small and large corporations, and eventually ownership of several training companies. He possesses a unique combination of hands-on experience, academics, and innovative insight to solve the industry’s most common challenges. Tim holds a bachelor’s degree in Adult Education and Training from the University of Wisconsin, Milwaukee.

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