Transferring Ownership for Improvements: Safety Leadership Coaching – Step 3

We’ve been looking at how to coach improvements in a safety leadership culture, and so far we’ve covered the first two steps of the G.R.O.W. coaching process; namely, identify the goal and evaluate the reality.  The next step in the process is to generate options for improvements.  To do that, you’ll need to ask questions that not only probe potential options for improvements, but effectively transfer ownership for those improvements to the person you’re coaching. You’ll recall in our hypothetical coaching session that we asked our coachee how he thinks he performed on a scale of 1-10.  To transition to the next step of the G.R.O.W. process we might ask something like . . .

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Eric Svendsen

Eric Svendsen, Ph.D., is Principal and lead change agent for safetyBUILT-IN, a safety-leadership learning and development organization. He has over 20 years experience in creating and executing outcomes-based leadership development and culture change initiatives aligned to organizational goals, and he personally led the safety-culture initiatives of a number of client organizations that resulted in “best ever safety performance” years for those companies.

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