Download Fierce Conversations Proposal

Fierce Conversations, Inc.
Coaching (Mineral Rights) Conversation
Name: ______________________
Objectives
Principles
 Interrogate Reality
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 Provoke Learning
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 Tackle Tough Challenges
 Enrich Relationships
Comments:
Master the courage to interrogate reality®
Come out from behind yourself, into the
conversation, and make it real®
Be here, prepared to be nowhere else®
Tackle your toughest challenge today®
Obey your instincts®
Take responsibility for your emotional wake®
Let silence do the heavy lifting®
Comments:
Coaching Conversation Steps
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Identify the issue:
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Clarify the issue:
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Determine current impact:
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Determine future implications:
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Examine personal contribution to the issue:
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Describe the ideal outcome:
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Commit to action:
“What is the most important thing you and I
should be talking about today?” Give them time
to think about this.
“What’s going on? How long has it been going
one? Am I understanding you correctly? Is the
issue _______?
Paraphrase: check your perception. Your job is to
help the individual discover what this
conversation wants and needs to be about.
“How is this issue currently impacting you?
Others? The organization? What other results is
this situation currently producing? (What else?
What else? What else?) As you consider these
results, what do you feel?
“If nothing changes, what are the implications?
What’s likely to happen? What is at stake for you,
for others, for the organizations, if nothing
changes? (What else? What else? What else?)
When you consider these possible outcomes, what
do you feel?
“How have you contributed to this
problem/issue? What piece of this issue has your
DNA on it?
“When this issue is resolved, what difference will
that make? What results will you enjoy? Others?
The organization? When you contemplate these
results, what do you feel?”
“What is the most potent step you could take to
move this issue towards resolution? When will
you take it? What’s going to try to get in your
way and how will you get past it? When can I
follow up with you?
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Fierce Conversations, Inc.
Reflection on Coaching Conversation
Name: ______________________
1. What were some of the keys to the success of the conversation?
2. What was your greatest challenge as you asked the coaching (Mineral Rights)
questions? Greatest learning?
3. From your perspective, what was it like to be the one answering the coaching
(Mineral Rights) questions?
4. How might the coaching (Mineral Rights) conversations help to improve your
results, the results of your team, and the results of your organization?
5. How might you use the coaching (Mineral Rights) conversations in the future?
6. Additional Comments:
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Fierce Conversations, Inc.
Rubric for Fierce Conversations
Name: ______________________
Content
Team
Conversation
Coaching
Conversation
5 Points
Exemplary
The issue preparation form is
completed with clarity. The
participant implementation
documentation includes reflection
regarding components of the
conversation, the results of the
conversation, and future plans to
utilize this model. The participant
also includes reference to the 4
objectives and the 7 principles.
The participant implementation
documentation includes evidence of
utilizing the 7 steps of the coaching
model and reflection regarding
components of the conversation, the
results of the conversation, and
future plans to utilize this model.
The participant also includes
reference to the 4 objectives and the
7 principles.
Date: ______________________
4
3 Points
Acceptable
2
1 Point
Needs Improvement
The issue preparation form is
mostly completed with clarity.
The participant implementation
documentation includes reflection
regarding components of the
conversation and the results of the
conversation. The participant also
includes a general reference to the
underlying principles/objectives.
The issue preparation form is
incomplete or confusing. The
participant implementation
documentation includes only a
summary of the conversation
with no reflection. There are
no references to the underlying
principles/objectives.
The participant implementation
documentation includes evidence
of utilization of the 7 steps of the
coaching conversation reflection
regarding components of the
conversation and the results of the
conversation. The participant also
includes a general reference to the
underlying principles/ objectives.
The participant
implementation
documentation includes only a
summary of the conversation
with no reflection. There are
no references to the underlying
principles/objectives.
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