What if you could empower your coaching sessions with a strategic tool that ensures continuity and targeted focus? This episode brings to the table a unique concept we call QUALMS, specifically focusing on the 'L' – the Learning Project. We use the example of coaching 'Lisa', a budding leader struggling with conflict, to illustrate how a learning project can create accountability and ownership of one's development.
Change, as we all know, takes time. We break down this process into three phases - effort, progress, and results. Rewarding the effort, recognizing progress, and consistently repeating what works leads to sustainable results. As we step into February, don't let those New Year resolutions wane. Tune in and learn how to turn fear into strength, sculpting better leaders through effective coaching.
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Speaker 1:
Okay, you're about to leave January 2024 and you're going to enter February. This is where goals start to fall by the wayside. This is where New Year resolutions fall by the wayside. So what are you going to do to maintain continuity as a coach? What we teach at Progress Coaching is something called QUALMS, q-a-l-m-s.
Speaker 1:
The L is the learning project. The learning project ties the conversations together. So, for example, if I'm coaching someone named Lisa to become a future leader, we'll make it very simple. Yet she knows she struggles with conflict, she hates conflict, she avoids it, but she knows she needs to get better at it. What you could do is craft a learning project at the end of each coaching session and say, yeah, every week I want you to come in with an example of where you had some conflict that you felt like you handled pretty well, and what did you do, and then maybe another conversation of conflict where it didn't go as well as you would like, and then we can discuss it. What the learning project does is it gives insight to you, the coach, as to what she's actually experiencing, germane to the areas she needs to improve so she can reach her goal of becoming a first-time manager. That's a pretty fundamental example. The learning project builds accountability and bestows accountability and ownership on the rightful owner, in this case, lisa, the person being coached. You cannot I repeat, cannot own what they choose not to own. The learning project which is done between the coaching sessions, is something that the employer, the person being coached, is already doing. So what you're doing is your cranny continuity and a very targeted focus on the area that you know needs to improve.
Speaker 1:
Here's the good and the bad news. The good news is it's very easy to do. The bad news is it takes time. If someone has had a fear of conflict for five years in the workplace, do we honestly think one or two conversations is suffice? The fact of the matter is people change slowly. They go through three levels of change effort, progress and results. Effort, reward Lisa, thank you so much for bringing this in. Let's practice it. Reward her effort for practicing, even if she doesn't do it well, because effort converts into progress. When we have progress, we have to pinpoint, acknowledge, reward, recognize it. Once we do that, they now know what to repeat and only then does it go into the sing-called results, which are predictable and sustainable.