Innovative Strategies for Building a More Responsive and Cohesive Team

Discover the transformative power of coaching as we uncover its true essence with our distinguished guest who brings over thirty years of experience to the conversation. This episode promises to reshape your understanding of coaching, illustrating not merely a means of constructive criticism but a celebration of individual strengths. Learn how to leverage positive reinforcement to magnify employee engagement, with wisdom from the Gallup organization illuminating the significance of leading with people's strengths for an eightfold increase in engagement. Our expert peels back the curtain on how often a summons to the office is perceived negatively and offers strategies to flip the script, ensuring your team looks forward to every interaction.

Venture with us to the crossroads where coaching meets cutting-edge technology, and witness how artificial intelligence can become an invaluable component of your coaching arsenal, perfectly aligned with your organization's goals. Our guest spotlights innovative approaches to coaching automation that go beyond mere learning to foster deeper personal connections among team members. Imagine a workplace where interactions are enlivened with personal discoveries, facilitated by tools like JotForms, and where conflicts dissolve into common ground. Through real-life scenarios, we reveal how this synergy of coaching and technology doesn't just prompt action but builds a more harmonious, conflict-resistant environment. Join us for a session filled with actionable insights that could revolutionize the dynamics of your professional and personal development journey.

Welcome to Coaching Conversations

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Transcript

Speaker 1: 0:37

So let's get back to the fundamentals of coaching and then let's combine it with some technology solutions. You know, when I think about coaching, I think about the fundamentals, and we have defined coaching for the last 31 years the following way. It doesn't mean it has to be your definition, it's just ours, but I'll use it for this lesson, if you will. Number one it's getting someone to look in the mirror. Number two it's getting them to take action on number one. Most people won't do number one arbitrarily on their own. I've said that for 31 straight years. I still believe in that Now getting someone to look in the mirror. Number one we also have to get them to realize they have positives, they have strengths. Coaching is not just about fixing people, it's not about constructive feedback. So here is a thought for you Every time you call someone into the office, out of every three or four times, three of the times should be for just the positive things that an employee is doing. The Gallup organization says it best when you lead with people's strengths, they engage eight times more. Every time I've asked the question for the past 31 years, what happens when an employee gets called into the office? What's his or her response? It's usually uh-oh, what did I do wrong? Because we've conditioned that behavior, that reaction. So let's talk about bringing it all together. Call people into the office for the good stuff. Schedule one-on-ones for those people who need coaching, certainly every two weeks. Get together with your group. Think about a collective area of opportunity where you want to coach. It could be a strength of your team. It could be an area where they have an opportunity to improve. Number two make artificial intelligence available to your staff members. Make sure it's a tool that's in alignment with what you're trying to do. Now I'm not going to sell, but I will tell you. In our platform, coachapply, our artificial intelligence tool doesn't go out like ChatGPT. It goes out and reads our platform. So we have a coaching framework. We have very specific coaching types that we teach. So when our leaders get help from our AI tool, it's in alignment with the training that they've received from us. So just make sure the AI tool is in alignment.

Speaker 1: 2:47

Number three I think we've missed the boat. I think that we've really missed the boat on coaching automation and my staff has said to me Tim, it's all about AI now and I go yeah, but you know what? It's interesting because when you think about the pandemic technology proliferated for the virtual world, right, I mean Zoom and Microsoft Teams, all these tools came out and that's awesome, right? Here's my challenge. What did we all want to do? We all wanted to go back to the in-person, because we missed that human interaction. Humans need human interaction. So with coaching automation, it's not just automating the delivery of questions or video lessons and quotes and thoughts and perspectives, it also can automate the prompting of engagement.

Speaker 1: 3:42

Let me give you an example. We have a small company that we're working with and every week they get a lesson and one of the lessons will prompt them, or within each lesson will prompt them to go engage with a teammate, learn a couple of things and they have to fill out an assessment of small. We use JotForms, we love it, and who's the person you met with and what are two unique things that you learned about them? And guess what happens? The HR department's coming back saying we have less in-fighting, there's less conflict. Right, the reason we have conflict is if the only thing between us in our relationship is work, the relationship's going to feel like work. So guess what's going to happen? We're going to argue. Yet if I find out, you like gardening, or you like volleyball, or you like the Green Bay Packers or what have you? Guess what happens? We have awareness and commonality. Where there's awareness and commonality, there's less conflict. So coaching automation can prompt action between people.