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Write You - Effective Coaching Releases Employee Discretionary Energy
There’s nothing more frustrating than wanting to start your own business, but not having the right idea. Maybe you’ve come up with several ideas, but not hit on the one that’s right for you yet. Maybe you’ve come up with an idea, but been put off it by the poor reaction from people you’ve told or seen someone else start up your idea.We’ve put together this fact sh
A much better approach would be to use the concept of self-feedback. In other words, allow the salesman to self-critique the use of his skills. In the above example, assume the salesman used the supporting skill correctly. You would apply the positive reinforcement tech
When a senior officer of the Singapore Police Force (SPF) asked for my opinion about service improvement, mindset training and new technology, I became curious.I did some detective work of my own and discovered the SPF holds internal debates on provocative service questions. It’s one of the best ideas I’ve seen for developing a service culture. Here’s how they did
What is discretionary energy? Discretionary energy is the energy an employee uses when going above and beyond the call of duty to complete a task or get the job done. Every employee has discretionary energy. The amount of energy released and employed at work depends on their attitude, how well they enjoy being at work, how they are treated and how they feel about the company.
Discretionary energy can be the difference between doing what is expected and performing in an outstanding manner.
Therefore, telling a person what he is doing wrong is not specific enough.
Eliminating undesirable behavior without providing a new substitute pattern leaves the worker open to learn another undesirable set of responses and will encourage him to withhold his discretionary energy.
It is better to comment on improvement in performance than to comment on the employee’s failure to meet goals.
This can be accomplished by:
• Frequent feedback
• Reinforcing small approximations to the desired goal, gradually increasing the number of steps necessary to obtain the positive reinforcement
• Evaluations should be given for good performance and without too much time delay
• Employees deserve to know how they are doing no less than on a monthly basis
To see how this principle is applied to coaching, assume you were on a ride-a-long with a salesman and you just concluded a sales call. You observed the salesman neglected to ask for the order when making a closing statement. If in this critique you mention to the salesman that he did not use the skill correctly you would, in fact, be punishing the salesman.
A much better approach would be to use the concept of self-feedback. In other words, allow the salesman to self-critique the use of his skills. In the above example, assume the salesman used the supporting skill correctly. You would apply the positive reinforcement tech
1) Pretend that you are in a partnership with the franchisee and hope they don’t read the franchise agreement. In it they’ll find that they can follow your instructions or get sued for breach.2) Use the old sales trick of creating artificial demand to get them to sign up. You know – the territory they are interested in is likely to be sold to someone else soon. Gr
Discretionary energy can be the difference between doing what is expected and performing in an outstanding manner.
Therefore, telling a person what he is doing wrong is not specific enough.
Eliminating undesirable behavior without providing a new substitute pattern leaves the worker open to learn another undesirable set of responses and will encourage him to withhold his discretionary energy.
It is better to comment on improvement in performance than to comment on the employee’s failure to meet goals.
This can be accomplished by:
• Frequent feedback
• Reinforcing small approximations to the desired goal, gradually increasing the number of steps necessary to obtain the positive reinforcement
• Evaluations should be given for good performance and without too much time delay
• Employees deserve to know how they are doing no less than on a monthly basis
To see how this principle is applied to coaching, assume you were on a ride-a-long with a salesman and you just concluded a sales call. You observed the salesman neglected to ask for the order when making a closing statement. If in this critique you mention to the salesman that he did not use the skill correctly you would, in fact, be punishing the salesman.
A much better approach would be to use the concept of self-feedback. In other words, allow the salesman to self-critique the use of his skills. In the above example, assume the salesman used the supporting skill correctly. You would apply the positive reinforcement tech
The main trick of the advertisement is that it persuades consumers to purchase products not even realizing that the last were persuaded. Often we buy things which we do not even need and would never think of buying. Advertisement is what influenced our decision a lot.The main objective of my advertising article was to critically analyse the most commonly used tec
It is better to comment on improvement in performance than to comment on the employee’s failure to meet goals.
This can be accomplished by:
• Frequent feedback
• Reinforcing small approximations to the desired goal, gradually increasing the number of steps necessary to obtain the positive reinforcement
• Evaluations should be given for good performance and without too much time delay
• Employees deserve to know how they are doing no less than on a monthly basis
To see how this principle is applied to coaching, assume you were on a ride-a-long with a salesman and you just concluded a sales call. You observed the salesman neglected to ask for the order when making a closing statement. If in this critique you mention to the salesman that he did not use the skill correctly you would, in fact, be punishing the salesman.
A much better approach would be to use the concept of self-feedback. In other words, allow the salesman to self-critique the use of his skills. In the above example, assume the salesman used the supporting skill correctly. You would apply the positive reinforcement tech
The finance industry is one of the largest sectors in most developed economies and as such offers many opportunities to build an exciting and rewarding career. One area which attracts much attention is investment banking. It’s a high profile part of the industry because of the types of business that it specialises in – arranging stock market listings,
• Employees deserve to know how they are doing no less than on a monthly basis
To see how this principle is applied to coaching, assume you were on a ride-a-long with a salesman and you just concluded a sales call. You observed the salesman neglected to ask for the order when making a closing statement. If in this critique you mention to the salesman that he did not use the skill correctly you would, in fact, be punishing the salesman.
A much better approach would be to use the concept of self-feedback. In other words, allow the salesman to self-critique the use of his skills. In the above example, assume the salesman used the supporting skill correctly. You would apply the positive reinforcement tech
Are you itching to make a career move? Is that corner-office position calling your name? Have you convinced yourself that job-hunting is impossible because you're a mom? Here are five practical tips for the successful job-hunting mom.1. Get clear about what you really want.Landing your ideal job starts with knowing what you’re lookin
A much better approach would be to use the concept of self-feedback. In other words, allow the salesman to self-critique the use of his skills. In the above example, assume the salesman used the supporting skill correctly. You would apply the positive reinforcement technique as previously discussed. Next, ask the salesman to repeat his closing statement as best he can recall.
You might say, “Can you remember the closing statement you made? I wonder if you could repeat it.”
Several things may happen here. First, the salesman may repeat the statement and realize on his own he neglected to ask for the order – a self-realization. At this point ask him to ask for the order and positively reinforce his response. On the other hand, the salesman may not realize he used the skill incorrectly, even after repeating it. In this case ask the salesman what he thinks he could do to improve on the closing.
Confirm understanding and ask the salesman to make another closing statement. Once again positively reinforce after correct skill usage. By utilizing this method you avoid falling in the trap of the “Psychological Sandwich.” That is, after the salesman received praise he is now waiting for the axe to fall, the praise becoming the antecedent to negative consequence.
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