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Interview Question 4

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Lesson:

Interview Question 4

Course: Coaching for HR Professionals
Module: Interview and Conclusion
Lesson Type: Video
Lesson Duration: 2:54

Lesson Content

In the last module you touch upon the skill of "bottom lining" and having the employee get to the point. Can you give a recommendation as to how an HR professional can introduce and explain bottom lining to an employee?

The way that I do it as the coach is... if they are going on an on you first you use the the skill of intruding. It's not interrupting, because that's rude. But, using the skill of intruding you say "I'm sorry to interrupt and I'm so interested in what you have to say but I realize that our time is limited and I feel like the information you're sharing is information that you already know. And what we want to do together is have a different conversation that leads to different results".

Clients come and tell stories about what happened in their day and why they're frustrated with the this person or themselves and those are stories they told their best friend, they're coworker, their spouse, so by telling me it's benefiting them in no way shape or form. So if I feel like it's information I'm interested in but it's not going to serve them I will intrude and say... "In this situation what do you need? Or, what do you want?" are the two most important questions to ask and let them know, this is a skill called bottom lining and it's just to make the most efficient use of your time and if you feel the need to talk about things in more detail we'll set another time.

But you can't, as an HR person, allow somebody to vent in your office for forty minutes. It just it burns you out and it doesn't serve them and then your loyalty is split because you want to honor this person is talking to you, but you feel disloyal to the person they're talking about, just letting them.

Give them twenty, sixty seconds, maybe two minutes to vent and say... "You know, I hear what you're saying that sounds really frustrating but I'm curious to know what you want right now out of this situation". And when it's appropriate I ask permission "can I interrupt?". "Do you mind if I interrupt you for a second?" I say, "You know, there's a skill that I learn called bottom lining that is going to help us get to the juice of the matter.

Great! I love that love that recommendation. We understand that as HR professionals what it's like to have someone in your office and you want to help them, but getting them to a certain point to be able to truly help them as opposed to just having someone vent is incredibly helpful. Thank you for your time today. And, I appreciate all the additional information and guidance.

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...

Stacey's Full Bio

Module 1 0/6

The Value of Coaching

Course Introduction

What is Coaching

What is Coaching - History

What is Coaching - Future

How is Coaching Different from What HR Executives Do Now

How will Coaching Make Your Job Easier and Your Managers More Effective?

Module 2 0/4

SWOT Analysis

SWOT Analysis Introduction

Strengths

Weaknesses and Threats

Opportunities

Module 3 0/4

Coaching Structure

Co-Active Coaching Model

Co-Active Coaching Model 3 Principles

Co-Active Coaching Model 4 Cornerstones

Co-Active Coaching Model 5 Contexts

Module 4 0/4

Employee Psychology

Employee Psychology Introduction

Maslow's Hierarchy of Needs & Employee Motivators

Goal Setting

Cycle of Change

Module 5 0/4

Coaching Skills

36 Coaching Skills - Accountability to Visioning

Effective Communications

Four Steps to Active Listening

Feedback

Module 6 0/6

Interview and Conclusion

HR Courses

Human Resources Training Programs

Self-paced HR Courses

The following HR courses are self-paced (asynchronous), and qualify for both SHRM and HRCI recertification credits. These courses are included in the HR Recertification Subscription.

Effective Disciplinary Action Policies and Procedures