Year End Goal Setting Self Coaching Questions

It's the time of the year again where people reflect on what they have achieved the rest of the year. Some reactions include regret (Why didn't I do it?), satisfaction (Thank God I quit that job!), shock (What? Year end already?) and ignorance (I don't need goals to be successful!).

To make personal and professional changes and move one step closer to having your dreams fulfilled, personal reflection is needed. It's like driving a car and looking at the rear view mirror to make sure all is safe and we are on the right track.

One of the most powerful tools to do the above is Self Coaching. Coaching is basically asking powerful questions that make people reflect on their problems or issues and come up with their own solutions. It creates empowerment. Coaching can be done one to one, group or on self.

Below are some powerful coaching questions that can be asked for self reflection (for goal setting);

1. What is the purpose of my life?
2. What makes me happy and fulfilled?
3. What are my strength?
4. How can I use my strength and achieve fulfillment?
5. What are my weaknesses?
6. How will my weaknesses prevent me from achieving my goals?
7. What can I do to control or manage my weaknesses?
8. What do I want to achieve next year?
9. How will I achieve my new year goals?
10. What possible barriers that prevent me from achieving my goals?
11. What can I do to remove or manage the barriers?
12. Who do I need to bring to achieve my goals?
13. How do I measure my progress in term of my new year goals?
14. What makes the goals important to me?
15. What have I achieved so far in my life? this year?
16. Am I happy with my progress? 
17. How can I make myself happier?
18. What kind of system do I need to put in place to help me achieve my goals?
19. How will I reward myself once I achieve my goals?
20. What changes do I need to make to get closer to my goals?

All the best in your year end reflection and may you achieve your goals in 2015.        

Asking Coaching Questions Using GROW Model

As mentioned in the previous article, coaching is one of the tools that leaders can use to improve productivity, increase performance and boost morale. One of the most popular coaching model used by many coaches around the world is the GROW  model.

In this conversation model, a coach asks questions that explore the coachee's Goal, Reality of current situation, Options for improvement and Will to do them.

Let us look at some of the questions that a coach can ask using this GROW  model;

Goal questions

1. What do you want to achieve in life?
2. What is your career goal?
3. What do you want to achieve x years from now?
4. Where do you see yourself 3 years from now in this organization?
5. Which area in your job that you want to improve?
6. What do you want to discuss in our coaching session today?

Reality questions

1. Where are you now relative to your career goal?
2. What aspects of your job that give you the greatest pleasure?
3. Which areas in your job that you want to improve?
4. What makes you happy and fulfilled?
5. What have you achieved so far in your career? life? finance? etc

Options questions

1. What are you planning to do to achieve your goals?
2. What actions will you take to improve yourself?
3. What kind of support do you need to move you closer to your goals?
4. When are you planning to implement your plan?
5. How do you measure your success in moving towards your goals?
6. What new skills, knowledge or attitude that you need to have to move you closer to your goals?

Will questions

1. On a scale of 1 to 10, how motivated are you to achieve your goals?
2. What are the possible challenges that you will face to move towards your goals?
3. How will you overcome the challenges? What is your plan?
4. On an emotional level, what emotions can prevent you from achieving your goals? How will you manage them?
5. How will you motivate your self to stay focus on your goals?
6. How will you reward your self when you achieve the milestones in moving toward your goals?

These are some possible questions that can be asked when coaching using this model. You can create your own questions to be asked as well. Don't limit yourself to the ones above. 

Even though the model provides a step by step guide, in real coaching session, things will not go as smoothly as in the model. A good coach knows when to move forward with the questions or stay on the questions until the coachee is clear with what he wants or when to backtrack and go to the previous steps. The key is to stay flexible and sensitive to the need of the coachee.

Try the questions in your coaching session today and you will see the results in your coachee. 

Coaching Using GROW Model

In the previous 2 articles, we discussed about the meaning of coaching and characteristics of a good coach and coachee. Once we understand the meaning of coaching and selected our coach and coachee, now comes the most critical part.

Coaching is using the Socratic method of 'teaching'. I used the term 'teaching' in a loose manner. In coaching, the coach 'teaches' (or guides) his coachee by making him reflect on his current situation, his goals and ways to get there by asking questions. 

This is powerful in empowering the coachee because it makes him reflect and comes up with his own solutions. Nobody understands his own problem other than himself. As such, by asking powerful questions, a coach guides his coachee to find the solutions. The coach acts as a mirror where the coachee reflects on himself.

The most common model used in coaching is the 4-step questioning technique known as GROW. Below are the details of each steps;

1. Goal - The first step is to determine the goal, short term and long term, of the coaching session. This is important as it determines the final outcome to be achieved by the coaching session. It sets the 'mood', approach and time frame of the session.

2. Reality - In this step, the coach asks questions to enable coachee to determine his current situation in perspective of his goals in step 1. Some common issues explored include present performance, challenges, motives and others.

3. Options - Next, after determining goal and current situation, coach explores, with coachee the possible solutions to achive the pre-determined goals. Possible obstacles, resources, emotional response, action plans, etc are explored.

4. Will and Wrap Up - Lastly, detailed plan is formulated and the coach asks questions to explore commitment, time frame, support structure, etc to ensure the plan is actionable. Here, both coach and coachee will agree on the next meeting to discuss progress.

In our next article, we will discuss questions to be asked at each step of the GROW Model.        

Improving Performance Through Coaching (Part 2)

As we have discussed earlier, coaching is one of performance improvement tools that leaders can use to make positive changes in the workplace. However, not everybody can be can be a coach or coachee. As the coaching process involves long term commitment, patience and good interpersonal skills, selection of coach and coachee needs to be done carefully. 

Generally, characteristics of good and effective coach include;

1. Possess good communication skills especially listening and asking great questions.
2. Formally trained and well verse in the coaching principles and processes.
3. Patient and committed.
4. Believe in human potentials.
5. Strive on challenges.
6. Flexible but firm.
7. Able to feel empathy without personally attached to it.
8. Withhold judgments.
9. Not imposing his values, beliefs and knowledge on coachee.
10. Able to think on his feet and adapt.   

To select a coachee, we need to consider characteristics such as;

1. Committed in term of time and other resources.
2. Doer of planned actions.
3. Willingness to change and improve.
4. Curious.
5. Positive learning attitude.
6. Good listener
7. Humble.
8. Having an open mind.
9. Willing to share personal experiences.
10. Accepting own strength and weaknesses.

In the next article, we will discuss the step by step process of coaching.

Improving Performance Through Coaching (Part 1)

John C. Maxwell, an international expert in leadership once said that all successful people had others helping them along the way. I am sure you can recall your teachers, friends, colleagues and even parents that have supported you to become where you are now in life.

One of the best way to build others is through coaching. What is coaching? Coaching is a process used to guide others to achieve their objectives or goals in life and work. It is basically a performance improvement 'tool' to enhance productivity, increase motivation and improve job or life performance. 

The origin of coaching came from the sports world where a coach guide his 'coachee' to achive certain targets or performance benchmark. The idea was picked up by management about 3 decades ago. It has been proven to improve individual's performance. Many organizations nowadays include coaching as an important tool to grow new leaders, improve productivity and many others.

Coaching can be done in a 1 to 1 situation or in groups. It can be done formally or informally. In the next article, we will discuss what makes a good coach and coachee.  

The Right Way To Prioritize

When I am conducting time management workshop, one of the tools that I like to share with my learners are the Urgent Important Matrix. This tool is made famous in the classic book by Stephen R Covey titled "The Seven Habits of Highly Effective People". It is also known as the Eisenhower Matrix.

The main idea in the tool is that we can categorize our activities by urgency (needs to be done now or suffer serious consequences) or importance. By drawing each axis, we have four categories as shown below.

Next, we categorize our activities into each boxes and start tackling them one by one. Start with activities in the urgent-important category first. As for activities in the not-urgent-important box, we need to allocate time for them in our timetable. Activities in the other two boxes can be ignored, delegated or abandoned altogether.

Give it a try and see your productivity improve today.

  

Tips for Effective Mentoring (Part 1)

Mentoring is a powerful tool to increase productivity and performance in the workplace. What is mentoring? It is a deliberate process to improve job performance through consultation and sharing of experience.

Normally it is done on a 1 to 1 basis between a mentor (the one providing the guidance) and a mentee. However, group or team mentoring are also popular in many organizations.

In order for mentoring to be effective, there are several issues to consider;

• Top management commitment (manpower, time, money, etc)
• Able and willing mentors
• Able and willing mentees
• Clear mentoring purpose and objectives
• Mentoring training for mentors
• Reward systems for mentors and mentees
• Support structure for both mentors and mentees
• Communication systems to encourage mentoring culture

In the next article, we will discuss characteristics of an effective mentors.  

    

Avoiding Work-Related Burnout

Work-related burnout is a silent killer in the workplace. It is believed to have caused serious long term health problems such as heart disease, hypertension, ulcer and cancer.

What is a burnout? It is basically the physical and mental conditions that are characterized by tiredness, lack of focus, low desire to work and others. If left untreated, burnout can cause serious health problems mentioned above.

Causes of work related burnout include relationship problem with colleagues, overwork, lack of resources, financial problems, poor health  and many others.

How to avoid workplace burnout? Maybe you can try some of the tips below;

1. Be a better communicator at work. Most of problems at work are caused by misunderstanding. Learn to 'read' people better, a good listener and polish your skills to ask quality decisions.

2. Build good work relationship. We spend most of our day time at work the entire week. Having good work relationship will help us to feel appreciated, cared for and loved. These are strong emotions that can be great motivators and killers of work related burnout.

3. Manage time effectively. Multi-tasking is a common thing today. So, on a weekly or daily basis, plan how you will use your time, taking into account not only work related activities but time for families, God, personal development and hobbies.

4. Exercise regularly. One of the best ways to beat work-related burnout is by being physically fit. Activities such as brisk walk, jogging, swimming or cycling 3 times a week will do wonders to your body and guard you against burnout at work.

5. Nurture your spiritual growth. Humans that live for something bigger than themselves normally can withstand many challenges in life. They are found to be more positive thinking, disciplined and motivated. If you feel the symptoms of burnout, maybe now is the time for you to go to that spiritual retreat than you have planned but postponed many times before.  

Slaying The Procrastination Giant

Procrastination or delaying tasks that are supposed to do now is one of the greatest thieves of time and the enemy of productivity. Millions of hours are lost daily (not to mention personal productivity) due to procrastination.

I once read that everybody procrastinates. The issue is whether we procrastinate 'productively or not'. If we procrastinate or delaying doing things that are not productive such as gossiping, updating our facebook or other similar tasks, then we are practicing productive procrastination. The opposite is also true.

What strategies can we use to slay this giant called procrastination? Maybe the next time you stare at your 'To-do List' and start to think of delaying completing them, try some suggestions below;

1. Just Do It. Most of us procrastinate because we want to get 'that feeling' or sudden rush of motivation to complete our tasks. Unfortunately, most of the time, it will not happen. It's like waiting for a bus that never comes. Rather than waiting to get the right feeling, why not start doing it first regardless of how we feel? Normally, after we complete 1 or 2 tasks, that feeling of wanting to complete more tasks start to kick in. Psychologists called this feeling 'flow'. Once we are in 'flow', we will be on an automatic mode to complete them so much so that we forget about time and maybe that cup of coffee too.

2. Eat That Elephant. How to eat a 1-ton elephant? One bite at a time. A great way to beat procrastination is to divide our tasks into smaller ones and tackle them 'one bite at a time'. Usually, we get motivated or excited after we completed smaller tasks and crossed them from out 'to-do list'.

3. Make Them Visible. Use visual boards, white board or personal calendar to list down all the tasks that we want to complete. Better still if we can write them in bold red letters. This will unconsciously create a sense of urgency to complete the tasks on time.

4. Make Them Easy & Within Reach. Say you have been procrastinating to exercise. One way to beat this, according to experts, is to make it easy for you to decide to exercise. How to do this? Well, for a start, you can put your exercise attire, shoes etc on your living room table. The moment you reach home, it is much easier for you to decide to exercise than if you were to look for your attire in your closet and your shoes in the shoe rack. The same goes for other tasks either at home or in the office.

5. Use Your Reminder. Set your smartphone alarm or other apps to remind you to start doing your tasks. Like most others, I made lots of excuses not to make cold calls to prospects. However, I beat this problem by setting my phone alarm at a certain time on weekdays to remind me to call my prospects. After a while, it has become a habit.

So the next time the giant 'procrastination' stares you on the face and tempts you to postpone completing  your tasks, remember to apply the above strategies to beat him and you are well on your way to a more productive team player in your organization.            

The Power Of 1-Minute Praise

All of us long to be praised for a job well done whether we want to admit it or not. Sincere praise has the power to boost morale, motivate employees and increase productivity.

However, how often do we receive and give sincere praise to others? In my training workshops, most participants lamented that when their bosses call them, most of the time it is because the bosses want to reprimand them. 

Even though giving negative feedback do improve productivity if done correctly, it has to be balanced with sincere praise as well.

Giving sincere praise for a job well done doesn't have to take too long. From my experience, most of the time it will only take 1 minute or so. How to give a powerful 1-minute praise that can make the morale shoot through the roof? 

Three simple steps in the form of the acronym BIT will help you the next time you want to give a 1-minute praise to your team members.

Behavior : State the positive behavior that you observed your team member has performed. Be specific as much as you can. For example, you can say something like this ; "Steve, I really liked the way you handle that phone call with our client Mr Smith. You were respectful and polite even though Mr Smith was angry and raised his voice at that time."    

Impact : Next, explain the positive impact or outcome of his behavior that you have observed. Your conversation can go like this ; "Because you were respectful and polite, we are able to keep Mr Smith as our client". 

Thank you : Lastly, end your 1-minute praise by giving sincere appreciation and thank him for a job well done. You can close your conversation similar to this ; "I really appreciate your effort and would like to thank you for a job well done. Thank you." 

These three steps will help you to give sincere, morale-boosting 1 minute praise in a more structured and well-organized way. Try it today and get ready to see the positive changes in your team members. 

SMARTER Goal Setting

Many of us are planning for our 2014 goals as we are now at the end of 2013. In order for our goals to stand a chance of being fulfilled by the same time next year, maybe it is a good idea to test them against these characteristics, using SMARTER as the acronym;

1. Is the dream Specific? Losing weight is a fuzzy goal. Losing 2 kg is specific.
2. Is the dream Measurable? As they say 'We can only achieve things (and goals) that we can measure'. Losing 2 kg is measurable.
3. Is the dream Actionable? Losing 2 kg is actionable compared to losing say 20 kg.
4. Is the dream Realistic? Losing 2 kg of weight is more realistic than losing 20 kg as per explanation above.
5. Do you allocate a Timeline to achieve it? Goals without timeline is nothing more than make believe.
6. Do you have Emotional reasons attach to the goals? Humans make decisions mostly on emotions, not only logic. Losing 2 kg because you want to be healthier so that you will have longer quality time with your family is a strong emotional reason.
7. What Routine do you plan to achieve your goals? To lose 2 kg may require you to pay a visit to your local gym 3 times a week.

Using SMARTER as a check list helps you to design a better goal for 2014  and increases the chances for you to achieve it by year end.

All the best in formulating your 2014 goals and may all of them will come true by this time next year.      

10-Minute Planning

Are You Having A Burnout?

Burnout is a state of physical, mental and emotional (spiritual) exhaustion. Left untreated, it can lead to long term health problems. If you are experiencing the symptoms below, there is a high chance that you are having a burnout.

Specific symptoms of burnout include:

• Having a negative and critical attitude at work.
• Dreading going into work, and wanting to leave once you're there.
• Having low energy, and little interest at work.
• Having trouble sleeping.
• Being absent from work a lot.
• Having feelings of emptiness.
• Experiencing physical complaints such as headaches, illness, or backache.
• Being irritated easily by team members or clients.
• Having thoughts that your work doesn't have meaning or make a difference.
• Pulling away emotionally from your colleagues or clients.
• Feeling that your work and contribution goes unrecognized.
• Blaming others for your mistakes.
• Thinking of quitting work, or changing roles.

If you are experiencing several of these symptoms, you need to seek assistance immediately. Seek someone you trust, a mentor or coach and take actions to reduce your burnout before it gets worse.   

Personal Productivity Tips : ABC Method To Prioritize Daily Tasks

Personal Productivity Tips - How to Have the Growth Mindset

Personal Productivity Tips - The Growth Mindset

How to Read More Books in Less Time

Have you ever wished that you could read a book faster and still be able to absorb the important points? Wouldn’t it be great if you could double or triple your reading speed and finish four books in a month instead of two?

A renowned success guru, Brian Tracy in his book, ‘Time Power’ suggested the OPIR method to help us read faster and still retain the important points. OPIR stands for Overview, Preview, In-view and Review. Let us look at it in detail.

Overview – Firstly, read the front and back covers. Then, look at the flaps inside each cover and browse the table of contents. Look for subjects and headings that are of special interest to you. Highlight them to mark out anything that stands out. Next, turn the pages quickly, about 30 to 40 pages per minute. This is to get the feeling of how the book is structured. Read a paragraph here and there.

Preview – Go back to the first page and turn the pages again one at a time. Stop and read an occasional sentence or paragraph. Read the first sentence or paragraph of each chapter. At the end of each chapter, read any questions or summaries if available. Then, use a highlighter to mark out sections of the book that you want to spend more time on. Limit this phase to ten minutes.

In-view – Next, return to the sections that you are interested in and browse the relevant material. Put your hand or fingers down the page to keep your eyes on the lines. If you find anything that is particularly interesting, slow down and use a highlighter to mark the passages. Make notes in the margins, turn down the page corners or color the edges that you might want to access quickly later on.

Review – Lastly, review what you have read. Return to the pages you have marked previously. Read the notes that you have written on the margins and the ones that you have highlighted. You can create a learning record by transferring what you have written on the book onto separate sheets of paper that you can file later on.

This OPIR method can help you to complete a 300 page book between one to two hours. The good news is, the more you use this method, the faster and better your will become. Then, you should be able to read more books in a month, retain most of what you have read and increase your knowledge at the same time.  

Personal Productivity Tips : Fixed Mindset

Personal Productivity Tips #13

One of the best ways to assess our time management habit is to perform an audit of how we use our time. By assessing say, a 5-minute or longer, block by block of our activities for a day or week, we will get a clearer picture of our priorities and can make the necessary adjustments to use our time better. As they say, we cannot manage time because it will pass anyway. What we can manage is ourselves and our activities over time. Have a productive week ahead.

Personal Productivity Tips #12

The late W. Clement Stone, insurance giant and mentor to success gurus such as Jack Canfield (Chicken Soup for the Soul fame) and many others had his staff shouted "Do it NOW" several times every morning before starting their work day. The idea is to do what ever that is needed to do that particular day without delaying it to the next day. Procrastination is the mother of poor productivity. We need to constantly remind ourselves like what Stone did to his employees to beat this disease. Have a productive week ahead.