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Accountability Culture & Coaching for Better Performance
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Transcript of Accountability Culture & Coaching for Better Performance
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8/12/2019 Accountability Culture & Coaching for Better Performance
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Accountability Culture & Coaching for
Better Performance
Kenneth Cheung
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8/12/2019 Accountability Culture & Coaching for Better Performance
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GENERAL CONCEPT
Why you cant get the whole
picture?
How come you fail to meet
requirement?
I've TOLDyou what to do!!
Youve been assignedto the
job that means you have the
responsibility to make it
If hes capable to get the
whole picture, he should be
the manager instead of me
Are we fail to communicate
clear expectation? Are we inthe same level of satisfaction?
He have been assigned and
instructed what to do
therefore he can
shout down his
BRAIN!!!
BLIND SECTOR
Missing fragment between responsibility
and accountability
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Accountability
Is the liability created for the use of authority
Authorization (transfer of ownership)
By delegating authority to subordinate to achieve theshared goal with clear expectation in specific date and
time
Responsibility
The duty assigned to a position
Responsibility is only partof accountability,To be an accountableleader always point tomirror instead of glass
Complete Accountability
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Four pillars and foundation of
Accountable
S
ACCOUNTABLE
CLEAR
EXPECTATIO
N
SPECIFIC
DATE &
TIME
SHARED
UNDERSTAN
DING
CLEAR
OWNERSHIP
ASSERTION
ASSESSMENT
DECLARATION
REQUESTS
OFFER
PROMISE
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Team member is the gear
Accountable culture is the
lubricant
To make sure each unique gearworks smoothly, leader have to
help the gears shaft running in a
correct position (desired outcome)
Coaching model is the tools to
allocate the desired outcome
ONLY THEY KNOW WHAT DO
THEY WANT
How to maintain the gear run functionally?The function of Coaching
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LET THEM DO THE THINKING!!!!
THE AHA MOMENT IS NOT
BELONGS TO ME
Break thought old mind set
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Teaching stop there thinking
Dig into what he think
Stop teaching
Let them do the thinking
Stretch people out of comfort zone positively
Think about thinking
Facts placement
Thinking question
Clarifying
Dance towards insight
FEELING model
Follow up
Create new thinking
To effectively improveteam performance, theleader should coach histeammate to create newthinking instead of onlysolve the problem byhimself
Use Coaching model to create new
thinking
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I used to believe buildingan effective team as aleader needs to charge/instruct teammate what/how to achieve the goal Isetup for them .
And Coaching inspire mewe can leave existinghabit as it is and create awhole new habit is moreeffective
Action plan and time line
Replace teachingwith coaching 5
times in 1 month
New Thinking
Request coachingbuddy to check-in
by-weekly
How to
measure