We’re almost done! This is the last essential component of the Upfront Agreement that I want to share with you:

Techniques and Tools

My special report, blog, website and book (The Accountability Factor: The Buck Starts Here) are filled with techniques and tools to help you get the most out of your coaching sessions–including the Upfront Agreement! Of course, you can’t expect your team to agree to use these new tools or embrace these techniques before they know what they are. So I recommend that you provide some explanation of each item and express your desire to use them in coaching sessions. Then solicit the person’s agreement to trying them out. Notice how the sample phrasing below takes the form of a request, not a demand.

These questions use some of the tools from my book as examples:

  • What are your thoughts on using the 24? The 48?
  • The C.L.E.A.R. Coaching Agenda is one structure we could use for conducting coaching sessions. What are your thoughts on that approach?
  • How about an agreement to use open-ended questions whenever possible?
  • What are your thoughts on “making requests”?
  • Using the “recap” technique might help us stay on the same page. What are your thoughts on using recap in our conversations and coaching sessions?
  • Have you ever been asked to adopt a new system or strategy without any explanation or discussion? What was that like for you?

Next time, I’ll finish the series with some final thoughts about the Upfront Agreement.

Alan

P.S. Are you interested in learning more tools and strategies for building a culture of accountability in your workplace? My book, The Accountability Factor: The Buck Starts Here, may be just what you’re looking for! Find out more.

Lesson #10: Introduce the Tools

Hi %$firstname$%,

We’re almost done! This is the last essential component of the Upfront Agreement that I want to share with you:

Techniques and Tools

My special report, blog, website and book (The Accountability Factor: The Buck Starts Here) are filled with techniques and tools to help you get the most out of your coaching sessions–including the Upfront Agreement! Of course, you can’t expect your team to agree to use these new tools or embrace these techniques before they know what they are. So I recommend that you provide some explanation of each item and express your desire to use them in coaching sessions. Then solicit the person’s agreement to trying them out. Notice how the sample phrasing below takes the form of a request, not a demand.

 

These questions use some of the tools from my book as examples:
  • What are your thoughts on using the 24? The 48?
  • The C.L.E.A.R. Coaching Agenda is one structure we could use for conducting coaching sessions. What are your thoughts on that approach?
  • How about an agreement to use open-ended questions whenever possible?
  • What are your thoughts on “making requests”?
  • Using the “recap” technique might help us stay on the same page. What are your thoughts on using recap in our conversations and coaching sessions?
  • Have you ever been asked to adopt a new system or strategy without any explanation or discussion? What was that like for you?

 

Next time, I’ll finish the series with some final thoughts about the Upfront Agreement.

Alan

P.S. Are you interested in learning more tools and strategies for building a culture of accountability in your workplace? My book, The Accountability Factor: The Buck Starts Here, may be just what you’re looking for! Find out more: https://accountabilityexperts.com/resources/alans-book-accountability-factor/.

Hi %$firstname$%,

We’re almost done! This is the last essential component of the Upfront Agreement that I want to share with you:

Techniques and Tools

My special report, blog, website and book (The Accountability Factor: The Buck Starts Here) are filled with techniques and tools to help you get the most out of your coaching sessions–including the Upfront Agreement! Of course, you can’t expect your team to agree to use these new tools or embrace these techniques before they know what they are. So I recommend that you provide some explanation of each item and express your desire to use them in coaching sessions. Then solicit the person’s agreement to trying them out. Notice how the sample phrasing below takes the form of a request, not a demand.

These questions use some of the tools from my book as examples:
  • What are your thoughts on using the 24? The 48?
  • The C.L.E.A.R. Coaching Agenda is one structure we could use for conducting coaching sessions. What are your thoughts on that approach?
  • How about an agreement to use open-ended questions whenever possible?
  • What are your thoughts on “making requests”?
  • Using the “recap” technique might help us stay on the same page. What are your thoughts on using recap in our conversations and coaching sessions?
  • Have you ever been asked to adopt a new system or strategy without any explanation or discussion? What was that like for you?

Next time, I’ll finish the series with some final thoughts about the Upfront Agreement.

Alan

P.S. Are you interested in learning more tools and strategies for building a culture of accountability in your workplace? My book, The Accountability Factor: The Buck Starts Here, may be just what you’re looking for! Find out more: https://accountabilityexperts.com/resources/alans-book-accountability-factor/.