Unleashing Potential with the Whiteboard Coaching Strategy

Are you ready to revolutionize your leadership strategy? This episode of our podcast unveils a potent tool that could seriously upgrade how you coach your team. We're talking about none other than the dynamic whiteboard coaching model. This coaching technique not only aids in understanding motivation but helps you manage your team more effectively. It's all about facilitating conversations that spotlight your team member's current state, desired state, and the road map to bridge the gap. 

Strap in for a rich exploration of this model, which kicks off by identifying individual strengths and areas of improvement in the current job role. The magic begins when we shift to visualizing the ideal work scenario. The conversation culminates in defining what it takes to transition from the present state to the desired one, empowering your team to co-author their path to improvement. Most importantly, the use of a whiteboard as a focal point creates a non-threatening, collaborative environment that fosters open dialogue and self-awareness. This game-changing method shifts the coaching conversation dynamic, stimulating self-awareness and intrinsic motivation. Perfect for leaders eager to foster a positive, collaborative coaching environment. Tune in, and let's get coaching!

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Transcript

Speaker 1: 0:36

Now I think one of the greatest activities as a leader you can facilitate for the understanding of motivation and we're kind of infamous for this, which is kind of self-proclaimed, but I think it's somewhat accurate is whiteboard coaching. Think about a piece of paper right now and think about and there's, by the way, there's many adaptations of this model that I'm going to teach but whiteboard coaching is when you think about columns one, two and three. Cone one is your current state. So if I'm coaching you, I might say well, currently, as it relates to your job, where do you feel like you have strengths and where do you feel like you have opportunities to improve? You would write down two to three responses for strengths, then two to three responses where they have opportunities. Then I might ask if you were to describe how you feel about your current job, would you love it? Would you like it? Would you somewhat dislike it? That gives you an apparatus of understanding if they're intrinsic or extrinsically motivated. Then you go all the way over to column three and then you say what's your desired state? What does that look like? What would you be doing differently? What would you like to be doing more of? What strengths do you have in that area and you get a picture of their desired state. So, column one you get a snapshot of their current state. Now, the reason we start with strengths is so we build momentum in the conversation. Use the word opportunities versus constructive feedback or weaknesses. And then the love like and dislike question.

Speaker 1: 2:06

Go to column three and ask the question what's your desired state? What would you be doing? Then you go to column two. Now the reason you go from column one to column three, remember most people lack self-awareness. Remember, the whiteboard is going to become your partner. The whiteboard is their mirror. They're actually, when they're looking at the whiteboard, they're looking at the whiteboard, they're looking at it themselves. Now, I forget the statistic, but people will be more likely to change, willing to change, willing to look in the mirror, if they have a vision of how to get there. So it's really kind of cool when you think about it.

Speaker 1: 2:44

So when you go to column three and you complete that, you then go back to column two, which is called a psychological disrupt. It gets them to think differently. Then you ask what do we need to do to move you in the direction of column three and what would you like from me? Now they've invited the coaching and the feedback. They've essentially co-authored or re-engineered their own change. Now, the reason they're willing to do that is they have a vision on the whiteboard. They're looking at the whiteboard. They're not looking at their boss, which can often lull people into I better say the right thing, because my boss is asking me now. What they're really doing is focused on themselves. Here's the funny thing Most people won't do this on their own. That's why everybody needs a coach. Whiteboard coaching is one of the best activities to not only ascertain motivation but also develop the action steps to help the person with their motivation.