6 iun. 2012

Coaching in Assessment Conversations (2)

Experience self (ES) versus Remembrance self (RS)

Possible positions in a evaluation conversation:

ES (manager-coach) & ES (employee-client)
ES (manager-coach) &
RS (employee-client)
RS (manager-coach) & ES (employee-client)
RS (manager-coach) & RS (employee-client)

A good secquence


quite similar to GROW model.

The manager-coach must stick with his ES!

In search of curiosity

Curiosity (from Latin curiosus "careful, diligent, curious,"
akin to cura "care") is an emotion related to
natural inquisitive behavior such as
, investigation, and learning,
evident by observation in human and many animal species.

The need of evaluating emerges from the need of
change something you
and the employee are stuck in –
he is unable to explore by himself.

You do listening and questioning, but is a false approach if

you know the answers when you put the question!

You can not investigate, and to learn from, to move forward:

something you are unable to be curious about!

A manager-coach’s very feature

in evaluating an employee

has to be curiosity i.e.

being in a state of
Awareness, Consciousness, and Tru
st -
toward the other, and toward him self -
for Performance, Learning, and Enjoyment,

both the
manager, and the employee.

Evaluating is about language – verbal and nonverbal

Problem - ?

Empowerment - ?

Emotional loaded - ?

Coaching is about language too.

ROI is about…


(Kevin Roberts, CEO Saatchi&Saatchi)


in assessment conversations increases

responsibility and mobility

for both manager and employee.

(Prezentarea la "Leading Organizational Coaching"/partea II)

O perspectivă conexă, aici: