HR Jetpack

Interview Question 1

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Lesson:

Interview Question 1

Lesson Content

Hi Everyone. This is Christina Danforth from HR Jetpack. I'm here today with Dr. Stacey Zackin with TheCoach4You. And we're going to talk a little bit more in-depth about some of the concepts that she discussed within her course. Stacey how are you doing?

I'm doing very well, thank you. And you?

Good, very good. Alright, so let's get started, let's get right into it. In module number one, lesson five, you mention the importance of taking a coaching approach. And, this being a more proactive positive approach as opposed to what we might see when organizations are handling talent development, could you give us an example of a coaching tool that an HR manager could use in their day-to-day interactions in order to take this more pro-active approach?

Absolutely, one of the tools that was most valuable for me, as I was learning and, being trained as a coach was the tool of curiosity. It's both a tool and a value and if you keep it in the forefront of your mind and tool kit, it really helps you to take an objective look at the situation and especially the person in front of you. It's kind of an antidote to judgment and I realized that it was a lot more helpful or I was a lot more effective at it in my professional life then I was in my personal life. To sit back and think wow I wonder what's going on with this person and I wonder what buttons were being pushed or what situation led to this. As opposed to just judging them for maybe handling it poorly, or reacting or having some interpersonal conflicts with other people.

And, once you can do that it makes it a safe space for the person you're talking to actually let you know what is going on because they're not feeling judged or could critiqued because it's something that they probably don't understand themselves when they overreact to a situation or they rebel or resistance against what they should be doing and then once that trust is created you're going to have a more positive playing field and two other tools that I think are very important is the tool of brainstorming. So even though you probably know how the situation should be handled and it might be quicker to dictate these are the steps you need to take these are the results I need to see.

By having a brainstorming session with them then they can be more empowered when they find the answer. Hopefully they find the answer you're looking for, but you can, you know, what are some things that we can do, you know, asking questions is one and most powerful coaching skills. What do you want to see here? What are the results that you want? And then once that's out there you can kind of guide them in that direction. And then last, make a request.

Once you get those ideas out on the table say "well, is it possible that we could see this result or is it possible or are you willing to try this? I really need to get this done by such-and-such a date, is that something you're willing to commit to? And again it kind of puts the choice on them. Now if you're listening to this and think well that's all very, you know, lovey-dovey and warm-hearted, that's not going to work with the people I'm working with, obviously there's other strategies and people are motivated by different things but if somebody keeps resisting every positive move you're trying to make that might be a clue as to you that you have to take more drastic measures.

Stacey Zackin

Instructor:

Stacey Zackin

If Stacey were a Super Hero, she'd be The Status Quo Buster. With 15+ years of experience in human behavior, management, and entertainment, Stacey merges psychology, strategy, and imagination to...

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