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Coaching Greater Candor With Peers

Tue,Jul 21,2020 @ 11:19 AM

This is a sample coaching map from our book series Coaching Conversations - we hope you find this helpful!

Suggested Strategy:

  • Define & Coach:  By coming to a mutual definition of candor and both parties knowing what is expected by that definition, you can then begin your coaching conversation with both you and your employee being on the same page.

Suggested Questions:

  • Define & Coach:  When I say the word “candor” what definition comes to your mind?  
  • Rating Question:  On a scale of one to six, with six representing absolute candor and one representing a figurative wall between you and your peers, where do you think your peers would rate their conversations with you and why?  
  • Self-Actualized Question:  How can open conversations with peers assist you in your relationships with them?  Why are these conversations important to your development in your position?  

Suggested Activities:

  • Role Play:  Practice a scenario where you are a peer and the employee is him/herself and you engage in a conversation about something that absolutely needs to be addressed.   Note the employee’s tone, body language, and ability to effectively hold the conversation.  Ask the employee after Role Play two things they think they did well, and two things they think they could have improved based on your definition of candor
  • Whiteboard Coaching:  On the left side of the whiteboard, write down how the employee thinks their peers would currently describe their transparency and honesty in conversation.  Now on the right side of the board, write down how the employee would ideally like to be described when it comes to their transparency and honesty.  Erase the left side of the board and write down actions that you and the employee can take together to help them reach the description on the ideal side of the board.  

Suggested Learning Projects:

  • Observational Coaching:  The employee should observe the conversations that happen around them throughout the day.  Have them keep a journal entry daily of what happened in the conversation, what the employee thinks was executed well in terms of your definition of candor, and what they think could have been executed better and how they would improve the conversation.  Bring the journal entries to the next coaching session.  

Supplemental Coaching Strategies:

  • 30-Second Coaching:  Take 30 seconds out of your day to acknowledge the employee exhibiting candor with their peers.  Be specific in your observations and in telling them what they did well!

Want More Info On Coaching Maps? CLICK HERE

Check out our video on coaching during our "new normal":

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. Tim is often a keynote speaker at companies teaching the value of coaching and conversations in the workplace. He possesses a unique combination of hands-on experience, academics, and innovative insight to solve the industry’s most common challenges specific to workplace performance. Tim holds a bachelor’s degree in Adult Education and Training from the University of Wisconsin, Milwaukee.

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