Success Story #8:
Mastering Self Discovery
The Benefits of Using Self-Discovery
The process of self-discovery is one in which a person is guided, through open-ended questioning, to reach his or her own conclusions regarding how chosen actions and behaviors influence particular outcomes.
In high quality and impactful coaching conversations, the process of self-discovery is valuable in that the person being coached must stop and think through how he approached, or would approach, a given situation, and if the chosen path resulted in, or would result in, optimal achievement.
A number of Monarch Performance Group, LLC (MPG) clients have learned to effectively use this skill-set, and have enjoyed the advantage of a more collaborative, empowered, creative, and self-aware workforce. A workforce equipped to produce results!
Clients who have used this process have offered their input as to the specific ways they have used self-discovery, and the particular benefits they’ve realized as a result. A summary of the client's feedback is as follows:
Client: Sales and Leadership Trainer at a large Southern financial institution.
1. How do you frame the concept of self-discovery during classroom delivery?
I position self-discovery as a life and relationship skill. I mention that even though we are presenting the concept in terms of employee coaching, self-discovery can be used to enhance communication with friends, family, co-workers; just about anyone with whom you interact.
2. What is the initial reaction to the idea of self-discovery questioning and coaching from training participants?
It’s a concept that is foreign to many participants, because as managers they are used to doing more telling than asking when it comes to guiding employees’ performance. This becomes evident as we start to conduct role-play sessions, as most participants will slip back into being directive and asking more closed-ended questions than open. The good news is that as we practice, the managers have their own moments of self-discovery, and they realize they’re still operating in tell mode. Using self-discovery is a skill that takes some time to master.
3. Which self-discovery questions do people use during training sessions that garner the greatest response from other participants?
I try to model the self-discovery process as we go through the curriculum by engaging participants with questions that begin with: tell me, share, describe, explain, illustrate. I find that by doing this, not only do the participants open up more, but they will also use these words and phrases when they are in practice. Class members again experience their own self-discovery when they notice how much more information they uncover by asking questions in this manner.
4. After class, how are participants using the self-discovery process in the real world?
I have managers who will call me to tell me how well the process is working in their branches and how much more engaged, collaborative, creative, and productive their team members are as a result. People are amazed at the power of self-discovery, and how it truly can be used in all phases of life.
5. How has self-discovery helped you to grow as a trainer and a coach?
It’s definitely made my classroom time more engaging and energizing. I feel as though I’ve taken myself out of trainer mode and transitioned into the true role of a facilitator. By modeling self-discovery as I teach, I find that the group is more open, more involved, and that a deeper level of learning takes place. Using self-discovery techniques during training sessions can also help reduce tension, and cause people to be less defensive.
Self-discovery has become one of my favorite principles, and I practice the skill at work, at home, and throughout daily life.