The STEPS: I’d have informal sessions with my teams to instill the followings steps.

1. AWARENESS:

a. Every member MUST KNOW&ACCEPT DIVERSITY (a thomas-kilman conflict management assessment is great to know each personal way(s) in dealing with conflict;

b. ADAPT&ADOPT the mentality that “CONFLICT IS GOOD” (within reasons; which means there’s diversity of thoughts to make the best decisions & results!); &

c. They then need to learn how to manage themselves during conflicting situations (conflict is good!).

2. SUSTAINABILITY:

a. My main intention & expected outcome is to enable every team member to manage personal & team conflicts well (and “enjoy the process” to maturity) so that THEY CAN PROCESS THE CONFLICTS WITHOUT ME.

b. I also NURTURE them in becoming conflict management EXPERTS to CASCADE such skills & attitudes downward.

c. As leaders, we are to create a COLLABORATIVE CULTURE for maximum fulfillment of personal wellbeing & professional growth!

3. CELEBRATE!:

ALWAYS celebrate results of TEAM COLLABORATIONS to emphasize such behaviours as the NEW NORM!

The Big Idea: I use it to set my goals, drive my performance, achieve results & recreate myself.

How I am doing it:

1. I compete with myself to improve my ‘craft’ ( ie mentoring, coaching & training) by reviewing last year’s results, SET HIGHER GOALS & UPDATE my profile. It is a form of commitment & accountability.

2. I DRIVE MY PERFORMANCE by executing all my action plans diligently (with significant milestones), reviewing my progress periodically, and re-align (if necessary) to my Goals.

3. I record each RESULT as ACHIEVEMENT in my profile (reviewing them provides me a sense of fulfillment & add fuel to achieve more). Motivation (drive) must come from WITHIN US (INSIDE OUT). Whatever that comes from the OUTSIDE IN are bonuses (without them, I’m still fine).

4. To RECREATE MYSELF, I enjoy attending soft skills (EI, NLP-refreshers etc)and technical skills (TNA & Presenting etc) programs to ensure I stay in the GROWTH ZONE, not the comfort zone. I update them into my profile.

NOTE:

1. Our Profile is a ‘LIVING’ document, its dynamic & should be respected by updating it.

2. Review them often, face the TRUTH, if we think work is ‘not exciting’, feel like it’s stuck, it’s time start treating it as a LIVING document!

The GROW Coaching Model

1. Help a coachee set a GOAL (G) (one goal at a time) in the SMART way;

2. Probe his/her REALITIES (R) (i.e. what stands in their way of achieving the goal);

3. Elicit & clarify their available OPTIONS (O) (to overcome the realities); &

4. Guide them in setting ACTION (A) plans & hold them accountable to a timeline.

5. Celebrate the results!

***NOTE:

1. As far as possible, I do not offer my ideas & prefer my coachee to carve their own Goal, express their own Realities, create their own Options, & set their own Action plans;

2. I do not judge my coachee & seek first to understand their perspectives & realities (only they know very well whats going on);

3. I position myself as the coach who facilitates using the GROW way to help him/her reach their desired outcomes.