Unlock the secret language of effective coaching with our latest episode, featuring a deep dive into the world of Workplace Application Cohorts. This transformative approach to leadership development is revolutionizing team dynamics, and we're here to guide you through its intricate mechanisms. Explore with us how creating a safe space, embracing anonymity, and fostering trust can lead to honest dialogues and groundbreaking progress within any corporate environment. Our guest expert brings a wealth of experience, shedding light on the nuanced art of coaching and providing actionable strategies to address common workplace challenges such as negative attitudes and underperformance.
Prepare to be equipped with the tools necessary for nurturing a culture of continuous improvement and success. As we peel back the layers of traditional feedback methods, we reveal how the power of well-crafted questions and dedicated practice sessions can lead to profound behavioral transformations. By the end of this episode, you will have gained a comprehensive understanding of how to utilize group cohorts to enhance the overall performance and positivity of your team. Embrace the journey of becoming a more effective leader and watch your team thrive under your newfound coaching prowess.
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Speaker 1:
Welcome to an overview of the Workplace Application Cohort. The Workplace Application Cohort is when you work with leaders within workplaces and you deliver a cohort so they can apply coaching in the workplace. One of the most fundamental challenges that we have in getting leaders to coach today especially in the corporate world, in the non-vendor world, specifically managers and leaders with teams is their ability to practice, their ability to discuss freely and openly. A group cohort must provide a safe place, and the virtual world actually does a better job of this than the in-person world, and here's why A release here is our strong recommendation. When you are coaching, you want to be able to have a private conversation and speak freely, and one of the things that we've been doing, especially since the pandemic, all of our clients go through what we call coaching pods, which is our workplace application group cohort, and what that allows you to do is build trust with your fellow teammates. One of the rules of engagement that we encourage leaders to utilize is don't mention employees by name. So we have cohorts with people from different companies, and if you have people at the same company, we encourage them to describe things with situations, with circumstances, with different mantras of what they're trying to accomplish with an individual or their team. So typically what we do every quarter is we have them share a target individual. That target individual is being illustrated in the format of what are their strengths, what are their areas of opportunity to improve. And what that allows you to do more than anything is really have an opportunity to get leaders to discuss, to strategize, to do some critical thinking, to think about what questions, what activities would drive greater performance or behavioral change, and to also position them to practice.
Speaker 1:
I'm going to say it. Most people won't say it Coaching is a different language. Let me give you the probably the most fundamental example. When you are coaching somebody and you are dealing with someone with a negative attitude, what do we typically do with feedback? We say John, you have a negative attitude, you've got to cut it out. Here's the thing about an attitude. It's a behavior, it's a reaction. It could be low self-awareness, it could be low self-regulation to the major emotional intelligence tenants.
Speaker 1:
The fact of the matter is that person has practiced that negative attitude. They need to practice possessing and developing a positive attitude. They will not arbitrarily do that on their own. They will do it with a coach. So the question a coach could ask could be what are you going to do to positively engage with your teammates? What are you going to do to positively change? On a scale of 1 to 8, do you enter work negatively or positively? They typically go in the middle. You say OK if you're at a 5, what do we need to do to move in the direction of an 8, and what steps would you encourage us to take together? That's the fact of the matter that we need to really utilize with these group cohorts. Group cohorts are a wonderful way to get leaders to apply coaching in the workplace.