feedback

Transformation process
Transforming my career into a thriving career
Chapter 5
p.8
I really want to grow in my job and as a person become a real “World Class Champion” in everything I do. How do I go about it?
The Walk and Talk Process provides ample opportunity for growing your personal and job related skills to a level that will enable you to achieve excellence in everything you do.
Once you become aware of your current level of competence your transformation into a “World Class Champion” not only depends on how you utilize opportunities to learn but also on how you choose to deal with the feelings involved in this process of transformation.
Through learning from feedback and practicing and monitoring it, you can grow from a position of being “unconscious of your incompetence” to a position where you can do your job so well that you become “unconscious of your competence” – it just becomes the way you do things. It will, however, depend largely on how you choose to deal with feedback and the pain caused by it.
The following diagram illustrates the “Process of Transformation” as steps that we have to climb in the process of growing in our job.
Feedback can cause pain. If you ignore the signal, make excuses or go into denial, you follow the path of fools as no growth will occur.
Rather pay attention to painful signals and acknowledge them as Motivational Tools for growth.
“Incompetence” does not imply a value judgement… it refers to skills to be learned… “Competence” on the other hand refers to skills used.

Transforming my career into a thriving career

Chapter 5 p.8

w&t_question

I Ask

I really want to grow in my job and as a person become a real “World Class Champion” in everything I do. How do I go about it?

w&t_exclamation

I Answer

The Walk and Talk Process provides ample opportunity for growing your personal and job related skills to a level that will enable you to achieve excellence in everything you do.

Once you become aware of your current level of competence your transformation into a “World Class Champion” not only depends on how you utilize opportunities to learn but also on how you choose to deal with the feelings involved in this process of transformation.

Through learning from feedback and practicing and monitoring it, you can grow from a position of being “unconscious of your incompetence” to a position where you can do your job so well that you become “unconscious of your competence” – it just becomes the way you do things. It will, however, depend largely on how you choose to deal with feedback and the pain caused by it.

The following diagram illustrates the “Process of Transformation” as steps that we have to climb in the process of growing in our job.

w&t_ch7_b_the_process_of_transformation

w&t_binoculars

I Explain

Feedback can cause pain. If you ignore the signal, make excuses or go into denial, you follow the path of fools as no growth will occur.

Rather pay attention to painful signals and acknowledge them as Motivational Tools for growth. This is especially true for someone considering a midlife career change, you needs lots of input and feedback before you make the change.

w&t_elephant

I Advise

“Incompetence” does not imply a value judgement… it refers to skills to be learned… “Competence” on the other hand refers to skills used.

Use the GROW model to develop effective questioning skills
Chapter 5 p.11
I find that effective questioning is at the heart of dealing successfully with various situations. Which tools can I use to improve my questioning skills?
The “GROW Model” is one such tool which can be used for problem solving, review and assessment, relationship issues; in fact, virtually any issue which arises in work or life in general.
It is a process which elicits a positive response and generates and demands a more positive perspective from others, both clients and colleagues.
But what does “GROW” mean?
The GROW Model focuses on four aspects which can be applied when asking question in practically any situation:
G = GOALS
R = REALITY
O = OPTIONS
W = WILL
Goals:
What is the goal of this discussion?
What do you want to achieve?
Is it an end or performance goal?
If an end goal – what is the performance goal associated with it?
When do we want to achieve our goal?
(Positive – Challenging – Attainable)
Reality:
Where are we now?
Where did we come from?
What is happening now?
What results did that produce?
What is happening internally and externally?
Who is involved?What have you done about this so far?
Options:
What options do we have?
What else can we do?
What if…?
Would you like another suggestion?
What are the benefits and costs associated
with each of these options?
Will:
What are you going to do?
Will this meet your/our goal?
What obstacles could you face?
How will you overcome them?
What support do you need?
How will you get that support?
When are you going to do it?
Effective questioning and effective listening are definitely indispensable skills for effective mentioning and feedback.

Use the GROW model to develop effective questioning skills

Chapter 5 p.11

w&t_question

I Ask

I find that effective questioning is at the heart of dealing successfully with various situations. Which tools can I use to improve my questioning skills?

w&t_exclamation

I Answer

The GROW Model is one such tool which can be used for problem solving, review and assessment, relationship issues; in fact, virtually any issue which arises in work or life in general.

It is a process which elicits a positive response and generates and demands a more positive perspective from others, both clients and colleagues.

w&t_question

I Ask

But what does GROW mean?

w&t_binoculars

I Explain

The GROW Model focuses on four aspects which can be applied when asking questions in practically any situation:

G = GOALS

R = REALITY

O = OPTIONS

W = WILL

Goals

  1. What is the goal of this discussion?
  2. What do you want to achieve?
  3. Is it an end or performance goal?
  4. If an end goal – what is the performance goal associated with it?
  5. When do we want to achieve our goal?

(Positive – Challenging – Attainable)

Reality

  1. Where are we now?
  2. Where did we come from?
  3. What is happening now?
  4. What results did that produce?
  5. What is happening internally and externally?
  6. Who is involved?
  7. What have you done about this so far?

Options

  1. What options do we have?
  2. What else can we do?
  3. What if…?
  4. Would you like another suggestion?
  5. What are the benefits and costs associated with each of these options?

Will

  1. What are you going to do?
  2. Will this meet your/our goal?
  3. What obstacles could you face?
  4. How will you overcome them?
  5. What support do you need?
  6. How will you get that support?
  7. When are you going to do it?
w&t_elephant

I Advise

Effective questioning and effective listening are definitely indispensable skills for effective mentioning and feedback.