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Fierce Conversations, Inc. Coaching (Mineral Rights) Conversation Name: ______________________ Objectives Principles Interrogate Reality Provoke Learning 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 Identify the issue: Clarify the issue: Determine current impact: Determine future implications: Examine personal contribution to the issue: Describe the ideal outcome: 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? 1 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: 2 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. 3