Obligations Can Keep Us from Creating Our Own Lives By...
3. What are you doing well? Share your views on the direct report’s key achievements. Then ask her to share her perceptions on what she is doing well. Sometimes our lack of recognition is not a function of not caring – it is a function of not understanding achievements from the other person’s perspective. By asking, “What do you think that you are doing well?” we can get their perspectives.
4. What changes can lead to improvement? Share your ideas on how more progress can be made in the future – then ask for her ideas. Be open to the possibility that her ideas may be more useful than yours.
5. How can I help? Ask for ideas on how you can better help her achieve agreed upon goals. If you want to be a great coach, this question will help.
6. What suggestions do you have for me? Ask for her ideas on changes that you can make to become a more effective manager. If you want her to focus on continuous improvement, you can lead by example.
In between each quarterly “six questions” dialogue, establish your mutual responsibility for continued alignment. Let her be responsible for immediately contacting you if she is ever uncertain about priorities or needs feedback. You be responsible for contacting her, if the business situation changes and you need to re-set priorities.