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.

  

Stories That Change Lives

We all love stories. They make us cry, laugh and reflect. Stories are powerful tools that can be used to teach life-changing lessons. Look at the great religious leaders of our time. All of them used stories to transfer key lessons and teachings.

Life-changing stories have certain structures that make them easy to follow, understand and remember. The next time you want to use stories to impart lessons to your team members, remember the acronym SEAL.

Short (in time and characters). Entertaining stories are short for obvious reasons as mentioned above. How short is a story? Personally, I prefer them not to exceed 5 minutes. We also need to limit the characters in the stories to not more than three. Why? If it is more than three, we will find it hard to tell the stories and worst still, our audience find it hard to understand.

Entertaining. Our stories need to be entertaining. How to achieve this? Tell them with passion and enthusiasm. Use dialogues to bring the characters to life. Tell of the struggles and how your heroes (or heroines) overcome them. Use your body language and vocal varieties to give your stories more impact.

Audience-appropriate. Avoid stories that may offend people. Sexist, racist and stories that ridicule certain segments of societies need to be avoided at all costs. Study and get to know your audience before you decide which story to tell them.

Learning-oriented. Good stories have learning points. Before ending your stories, make your audience reflect on them by mentioning key learning points. I love to ask my audience what their thoughts or lessons that they can learn after I tell my stories. This will make them reflect and when they reflect, change happens.
So the next time you want to tell stories to your teams, use the acronym SEAL above to ensure your stories have all the elements they need to inspire change.