Last week, I was facilitating some learning modules for a high-potential leadership program. One module was on “coaching.” After sharing some key principles and a simple tool, I asked the group to practice on a real situation of mine. I’ve used this approach with many classes, but here is what was different last week.
- The situation was still in progress for me.
- Describing the situation, I realized what a bind I had gotten myself into.
- I really needed some new thinking and I was anxious about the situation.
What was different? In past examples, I had already made myself vulnerable to my trusted advisors and my answer was clear.
I walked away with two great outcomes:
- I was humbled by how vulnerable I felt with this group of terrific leaders digging right in to help me thinking about the problem. I felt a little embarrassed that some of the ideas were simple and right on target.
- This group of eight leaders stayed in the coaching principles, asking great questions–broad and razor sharp. I can’t even remember if they took it to the “here are my ideas” stage in the conversation.
I’m proud to say that I was a good coachee, engaging in their questions, being honest, taking ownership about what I wanted to do as a result of the 5-minute interaction. FIve minutes…great value for a seriously short timeframe.
If you haven’t asked your team or colleagues for coaching lately, I highly recommend you do. If you are interested, Coaching is a written piece I share with my clients.