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Transcription
If you're not getting the results you want in your learning project, don't change it too much. Instead, maintain continuity and use progress and effort to determine coaching success. When you reach a red light moment, ask yourself if you've facilitated enough activity and asked enough questions. Take responsibility and slightly alter the learning project to include examples from teammates. This will give additional perspective and insight to accelerate progress. Be more aggressive if needed to see the desired results. If you get to the red light moment and you need to adjust your learning project because you're not seeing potentially sustainable, predictable results, first of all, be careful that you don't change it so much that it becomes an or else type of proposition. Again, I like to maintain that continuity between all three stages of green, yellow, to red using the same learning project. You really want to use the apparatus of progress and effort as a determinant of your coaching success. And when you get to the red light moment, we have to ask ourselves, have I facilitated enough activity? Have I asked enough questions to get this person to truly be in a position of maintaining success on an ongoing basis? So we also have to assume a role of responsibility here. So with the learning project, if you're at that red light moment and you're not seeing success to the level that you'd like to see or that your person that you're coaching, it should really be a mutually defined thing, is to also alter the learning project slightly such as, Charlie, next week I want you to come in with an example of where your teammate shared with you that you were successful, that you were really great to work with on a project from an accountability standpoint and maybe a teammate that gave you some feedback where you felt like you were lacking accountability. Now that red light moment, the reason I structured the learning project that way is I'm giving them additional perspective. I'm giving them additional insight outside of our coaching relationship, which might accelerate. So again, the red light moment, you want to be more aggressive if you're not seeing things that you'd like to see. So what you might do is alter that wording so they get additional perspective and insight.
