UNDERCOVERCOACH


WITH ME


Five Key Strategies or


3 EXCHANGE PERCEPTIONS AND EXPECTATIONS


Options Strategies 1, 2 and 3 are mainly preventative and 4 and 5 are principally remedial in nature. All can be a great opportunity for you but will need to be done in private, and in strict confidence.


1 SET UP FEEDBACK CONTRACTS This is a good way to start being more open at work. It is usually done on a one-to-one basis where two people agree how and when feedback at work will be given and received. People decide what news or information should be included and the process can be undertaken regularly and then reviewed at agreed intervals.


2 HAVE A TEAM DISCUSSION This is very similar to number 1 above and again it is a good starting point for more openness. On this occasion the whole team agree how and when feedback at work will be given and received. People decide what news or information should be included, what should be shared with the team and what should be done one-to-one. Again the process can be undertaken regularly and then reviewed at agreed intervals.


This is probably best done one-to-one and is very useful when people are not as aware as they should be of the impact that their behaviour has on others. It is very important that this process is not one-sided or dominated by one person. It is important that both or all sides give their perceptions and expectations of each other at work. The process can be undertaken regularly and then reviewed at agreed intervals.


4 SET A DEADLINE FOR DISCLOSURE, DATA OR DECISION


This is probably best done one-to-one and is very useful when damage has been done by people not being open, frustration has set in and performance is suffering. People meet privately and one or more of them imposes a deadline on the provision of the required disclosure, data or decision. One person says ‘if I have not heard anything more from you by this date (person gives deadline date) I will assume (person gives his/her preferred version or a realistic outcome) and act accordingly when the deadline passes’.


5 HAVE AN ‘OFF THE RECORDWITH CLARITY’ SESSION


This is probably best done one-to-one and is very useful when number 3 above has failed or has been avoided and people are getting very upset. The process involves one person requesting an ‘off the record’ session with another person. ‘Off the Record’ simply means that people can say whatever is on their mind, how they feel etc. without it ever being held against them.


Indeed if reference is ever made to the discussion both sides are free to say ‘You are a liar!’ or ‘that discussion never took place’.


It can really help because people can say, for example, ‘Would you like to know how your decision made me feel?’ or ‘Would you like to know what I thought of you at the time?’ In my personal experience it can really ‘clear the air’ and is then over and done with…until the next betrayal!


Good luck with getting the important people in your life to open up, and good luck with being more open yourself. You may find that you are in a ‘who goes first’ situation. In my experience it is better to go first yourself, that way you can set the level of disclosure you need from the other person.


The UnderCoverCoach has been helping people in UK industry to get better results for over 25 years. If you are facing a situation that would benefit from more openness, and if you think it might help to speak to someone, you can contact the Coach by e-mail via duncan@greenenergypublishing.co.uk


There will be more from the UnderCoverCoach in the next issue.


Wind Energy NETWORK


15


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