4 Step Model (summit)

The four-step model of the Qualms coaching model consists of a learning project, questions/discussion, an activity, and another learning project. The conversation with Charlie, who wants to become a future leader, focuses on questions and activities. The activity helps Charlie practice certain skills or conversations. The model aims to teach knowledge, practice it, and eventually achieve progress and results. The sessions focus on effort, progress, and ultimately, achieving sustainable and predictable results. The four-step model is the QAL of the Qualms coaching model. Now, the four steps are as following. If you want to write these down, it'll make it very simple. Number one, learning project. Number two, questions or discussion. Number three, activity. Number four, learning project. So let's go back to our friend Charlie who wants to become a future leader, is viewed as negative and isn't always a positive influential resource inside the team setting. The learning project are the bookends of the conversation. The conversation you're gonna have are really going to be the Q and the A. So questions and the activity, okay? So the learning project always ends the conversation and it always starts the next conversation. So for example, Charlie, last week, I asked you to come in with two examples where you went above and beyond the call of duty to really positively help your teammates. So what did you do? What did you learn about yourself? What are you gonna do to maintain that? What can I do to assist you? And you start asking your questions after he's done sharing. Now, the activity might be, he might share, you know, things went really well, but I had a really tough conversation with Lisa. You might find out what the nature of the conversation was. He'd say, well, let's practice that conversation you need to have with Lisa. That's the A or the activity. It's as simple as that. It's questions and then when the opportunity presents itself, have an activity. Now the activity, again, knowledge. Do they know what to do? Do they know what to say? Do they know what steps to take? If they don't, teach it or find out what to teach. Number two, then practice it. That's as simple as it gets. So the four-step model, this conversation, it should only be eight to 10 minutes, especially one-on-one. In groups, it's typically about 20 minutes. In this case, we'll just focus on individuals. So when you're asking questions and then you morph into an activity, eventually you're gonna get to the end of the conversation and say, Charlie, this has been great. Next week, let's come in with two more examples of where you really invested, where you felt like you went above and beyond the call of duty to influence your teammates and to support them positively. See, what happens over time, people go through three levels of change. The first three or four sessions, what you're looking for is effort. If he's doing the learning projects, which again is tied to what he's already doing, interacting with his teammates, and he's exhibiting positivity when he comes in, reward it, share it, stay away from constructive feedback. Then you'll get into sessions roughly five through eight. You should start to pinpoint progress. You should start to look for areas where he's progressing. There's a great study at Harvard. When people are progressing and improving in their jobs, 76% of the people said they were at their most motivated state. It was not reward recognition or money. The reason I share that is that progress stage is critical. If you do not pinpoint, in this case, pinpoint where Charlie's being more positive, he won't know what to repeat. Now, that is not to say to stay away from the constructive things, yet you're building momentum in a relationship to do what? Continuous improvement, continuous progress. So once you go through the effort stage, typically sessions one through four, then the progress stage where you pinpoint it and you isolate where they're improving and where they still have opportunities to improve, what that will lead to is the last stage, which is result. When you drive change over a period of time, it becomes a habit. And once it becomes a habit, guess what happens? The results become more sustainable and predictable.