The blog examines how to fearless organization through the right exploration
A few days back, I had an opportunity to attend a session organized by the Official Partner Coaching Champions. It was interesting to listen to Hal Gregersen (author of “Questions are the Answers”) and Amy Edmondson (author of “The Fearless Organisation”). I garnered many insights, and I am gifting them to my fellow travelers with a wish for more self-introspection.
The crux of the session is their research findings on how to help people/leaders realize the need to shift from knowing to learning.
How can we structure a session with two powerful thoughts and integrate them into meaningful learning for its audience – creating synergistic learning?
The power of facilitating questions with the client (one-to-one or team coaching). This is an excellent opportunity to shift the usual way of a coach asking probing questions to help the client ask questions about the challenge s/he is facing and find solutions. (I tried it out immediately and found it more helpful and refreshing than the normal coaching process.)
The power of facilitating such a process to build a fearless organization. An organizational culture with high psychological safety is open, transparent, and innovative. Building confidence among the team that expressing divergent views is welcome!
During my experiential learning process, I learned the following insights:
It creates a non-judgemental context with the client (team)
The client owns the entire process.
There is no need to provide feedback (positive/negative)
There is no validation of good or bad questions; hence, it takes the ego out of the process.
The coach can focus more effectively on the “presence” or the given context.
It demonstrates situational humility (acknowledging not knowing, practicing Inquiry, and listening.
I would be thrilled if anybody is keen on experimenting with this methodology so that we can expand this learning.
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