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Can most people move quickly from circumstances to results? Why?
It’s hard to change without help. What makes change hard?
What emotions might motivate and help engage people? What are the most powerful emotions that people feel?
Answer this question by completing the Emotions that Motivate Worksheet located in the Materials tab at the top of this page. Upon completing the worksheet, save the results to a file on your desktop for uploading.
Upload your answer to this question.
How do great leaders impact people’s mindset – both their thoughts and emotions?
Think about what makes you think.
How might you diagnose someone’s lack of performance using the Psychology of Leadership? How might you impact someone’s subconscious thinking? Specifically, what questions might you ask to help bring people’s subconscious beliefs into their consciousness?
What questions would cause you to consider your biases, fears, thoughts, and feelings?
Mark is an employee on your team. He achieves his objectives, yet he often misses small details in the quality of his deliverables that prevent him from achieving even higher levels of performance. You think his quality is a reflection of his tendency to rush although you are not certain that you have accurately isolated the root cause. Regardless of the root cause, you want him to produce higher quality deliverables.
You have scheduled a 1on1 with Mark to get him to produce higher quality deliverables. Outline the key points of your conversation with Mark:
Consider what guiding principles and attitudes related to getting into details might you like to have more clarity.
Think about your typical 1on1 interactions such as recruiting interviews, performance reviews, and 1on1 coaching sessions.
Which of the Psychology of Leadership diagram elements above are most often addressed by your current interview questions? Employee performance reviews? Your 1on1 coaching sessions?
Which elements do you plan to spend more time emphasizing in the future?
For each element you plan to emphasize more, what questions might you ask people to facilitate a discussion regarding that element?
Recall your most recent 1on1 interviews, recruiting, or performance sessions. What topics created the most engagement?
Think of an upcoming coaching session with one of your team members.
List their first name and describe the result you want them to achieve:
Describe the behavior(s) that precede the result that you want them to exhibit:
Which additional elements in the Psychology of Leadership do you want to discuss in this coaching session? Write one or two questions for each additional element you want to discuss.
Which element(s) would you suggest they address in their professional development and put into their individual development plan (IDP)?
Select a team member you know well and an area of development that is clearly needed.