Leading with Emotional Intelligence: Hands-On ... - always yours

238 LEADING WITH EMOTIONAL INTELLIGENCE
PLAN
• In a similar experience you might have had, what was the
impact of that decision?
• How would you have improved on it knowing what you know
today?
• What things did they not consider with their choice—
unintended consequences, impact on stakeholders, resources
needed, time needed to implement it, skills needed?
• What will be the next step?
• When should they check back with you?
• How will they know it is working?
10. SCALING QUESTIONS
These questions ask candidates to rate where they are in various
situations. It is a helpful strategy to see how people rate themselves.
When you are going through your goals in the review, it will also
help you see if there have been gains. Scaling questions bring some
metrics to the development process, even if it is a self-report.
Ask questions from your direct reports and request that they rate
themselves on a scale from 1 to 10, where 10 is the highest. When you
get a number, say a 6, you want to follow with the question: “What will
bring it to a 7,” not a 10. This will help in getting some micro-intiatives
to help them move forward. Another benefit when you review their
goals with them using scaling questions is that people typically don’t
remember what number they gave months ago. They are surprised
and encouraged when their self-report has increased.
Carl was a client who worked for a design fi rm, and we developed
the following goals for his coaching. Here, the ratings are 1-10,
where 10 is the highest:
• Be an inspiring leader = 4
• Set strategic direction = 2
• Communicate frequently = 6