
THE ANSWER IS A QUESTION44
coachable moment? Could there be a better outcome from this situation,
and if there is, can I ASK a question? Not just any question—but a
question that doesn’t diminish the other person, make them feel small,
set a trap or make them feel like they should know the answer—a
question that’s genuinely asked for their benefit and where the
manager then actively listens to their response. And then, having had
a conversation, considering how to secure a RESULT by encouraging
the other person to take a small action. How can they give them the
confidence to follow through with the next step?
If you divide the model down the middle, ...