By Elisabeth Goodman, 18th January 2017
There are so many resources available to help managers perform at their best.
We teach coaching skills in RiverRhee’s Introduction to Management course and just one of several frameworks available for that. We also apply these skills ourselves as coaches. The result is a double benefit: it enhance managers’ performance and it gives them a tool to develop their direct reports’ performance.
I’m always looking out for new resources to develop my own performance as well to pass these on to the scientists and managers that we work with.
I recently wrote about Appreciative Inquiry and how this could be applied to the GROW model of coaching.
I’ve been re-visiting Michael Bungay Stanier’s “Do more great work”, and it seemed a very good fit with the Discover phase in the 5-step model that I learnt about in Appreciative Inquiry. (This phase equates to the Options step in GROW.) I tried some of this out with someone I was coaching and really liked the result. This is how a couple of Stanier’s tools could be used in the Discover or Options steps.
Make sure you have helped the person you’re coaching articulate what it is they want to achieve
This the Define step in Appreciate Inquiry, or the Goal in GROW. In particular, help them to articulate this in positive terms: what they want to move towards, rather than away from.
Ask them to think about what’s currently happening: find the great work and their values
They might dwell on the things that are going OK, or the things they are not happy about. (This by the way equates to the Reality step in GROW). What you’re after are the instances of great things that are happening, even if only once!
Getting them to jot down their thoughts can be a good aid to their reflection.
Exploring why the individual has selected that or those examples of great work will reveal what they value most about their work, what motivates them, what their particular strengths are that they would like more of.
What to do once you’ve discovered what makes your work great!
I also like Stanier’s 4-box grid which compares and contrasts things the individual cares and does not care about, with those that their organisation do or don’t care about and thought it could be usefully super-imposed with the 5-Ds’ from the MindGym’s book “Give me time”.
So this becomes a useful tool for discussing what options the individual has in relation to their aspiration for doing more great work.
The ideal is of course the dream scenario, but the reality is that we tend to have a mix in our work – and we may need to decide what we want to do about that.
(The dream scenario fits nicely with the Dream step in Appreciative Inquiry.)
At this point, the person you are coaching may be ready to consider what they will do…
These are the Design / Deliver steps in Appreciative Inquiry or the Will step in the GROW model.
…as always, I’d be interested in hearing what readers think of these tools and approaches…
About the author
Elisabeth Goodman is the Owner and Principal Consultant at RiverRhee Consulting., a consultancy that specialises in “creating exceptional managers and teams”, with a focus on the Life Sciences. (We use training, facilitation, coaching, mentoring and consulting in our work with our clients.)
Elisabeth founded RiverRhee Consulting in 2009, and prior to that had 25+ years’ experience in the Pharmaceutical Industry in line management and internal training and consultancy roles supporting Information Management and other business teams on a global basis.
RiverRhee is a support supplier for One Nucleus and a CPD provider for CILIP (Chartered Institute for Library and Information Professionals).
Elisabeth is accredited in Change Management, in Lean Sigma, in Belbin Team Roles, MBTI (Myers Briggs Type Indicator) and is an NLP (NeuroLinguistic Programming) Practitioner.
She is a member of CILIP and of APM (Association for Project Management) where she leads on Membership, Communications and Events for the Enabling Change SIG committee.