Guide
The so-called boot, is a senior staff and team members to help each other agitation wisdom, skill groups to promote action. Facilitation of the root “Facil-” the word in Latin means Easy. Therefore, Facilitation English intent refers to “make it easy”, “it is convenient”, or “make it successful.” Therefore, the function guide is to provide support for human activities, it becomes easier to make things easier to progress [4] .
Development activities is a common form of guidance through the design of the game activities guided by the participants who contributed to observe, to share with reflection, action learning (Action Learning) is the culmination of a variety of learning styles of the collection to a specific organization issues to guide members of the dialogue, such a method is different from traditional teaching methods, neither to the instructor (Usher) individual-centered, not to teach knowledge and skills for the purpose, but with the parties and team-centered, raises its common thinking, establish common goals, shared responsibility, and reached a consensus to solve the problem together. Its spirit is to accompany and promote, rather than the teachings and suggestions. The distinction between the two as shown in the following table:
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Guided method |
Non-guided approach |
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Data source: Plymouth Sheila Wilson “build guide type methods: a difference of leadership,” Du Wenjun, M., P.15, Fudan University Press (Note: Some people will guide translated into constructive guidance, referred to as Construction guide)
Leadership qualities and capabilities
The so-called leadership, simply means that influence the behavior of an impact on the behavior of the followers of the ability to start it is the “influence of an organized group to promote its goals [5] . “My years of research think should show leadership capacity in the five executives who are:
- Total Kai vision: a leader where to go? Not just where they want to go, but to lead his followers to go? Corporate vision for the future and success is the need to work together to build leaders and followers, leaders have portrayed vision and inspire team members to achieve the ability to change the status of a common dream.
- Implementation: In the pursuit of dreams and goals, leaders should be goals into executable tasks, processes, schedules, budgets to manage the cycle – Plan (Plan), execution (Do), Checklist (Check), Four steps to adjust (Action) to implement in their daily work.
- Effective communication: to climb the peak is to pay a great deal of effort, the team towards the dreams and visions of the process, the need leaders continued recognition, incentives and recognition, to narrow the distance between the reality and the goals, the exchange is not only is to convey information and feedback, but also the emotional and spiritual interaction.
- Development Team: One of the people to participate in the organization’s purpose is to obtain guidance and their own growth, and development organizations must also rely on the ability of members to grow to heritage. Development team leader means that in addition to the performance of subordinates concerned, we have to nurture, counseling them.
- Self-management: leader title and status is not enough to rely on ethics group leader, but also able to win respect for their own actions for you. Leaders must realize that he is a model of organizational behavior and, therefore, should set an example, manage their own in order to lead others.
In practice coach
The role of the coach is to help senior executives more (hereinafter referred to as the customer) inward practice themselves, perceive and improve its ability to influence the behavior of others. Coaching method is usually through one or many [6] conducted coach talks, divided into the following steps:
- Found that changing the tension (Tension): change to have the importance and urgency, coaches learned through interviews or questionnaires need to change the behavior of most customers, in order to obtain the best results. Also confirmed that customers want to explore topics in each round of talks, so that customers perceive changes in tension.
- Establish targets (Target): In the former coach talks, the talks need the customer to confirm the overall goal of leadership behavior, and the target in each of the talks, also requires customers to confirm correlation between their overall objectives, to ensure that the talks in line with customers’ most I hope the effect reached.
- Focus dialogue (Focus Conversation): on the current state of the customer, in order to listen, ask questions, praise, encouragement, mining, integration coaching techniques, causing customers to review and reflect on their experiences, stories, along with the customer to do to clarify thoughts, emotions express, to help him change perspective, to broaden their horizons and strengthen their ability to solve problems.
- Perceived constraints (Awareness Inertia): coach talks to help customers perceive limiting beliefs and reshape problem-solving perspective.
- The first step of action (Action): encourage customers to view converted into action steps to implement the overall objectives of the talks in each invitation to customers to make commitments of action, especially the first step what to do.
- Support Continuous Improvement (Keep moving): Before each round of talks is to help customers implement affirmative action steps to promote the formation of continuous improvement of its behavior. At the end of the general meeting, the customer can not rely coach, but in the habit of self-sustained sophisticated form.
In practice the guide
Guide is to assist executives and team members (hereinafter referred to as the participants) to dialogue or discussion groups “workshop” (Workshop, otherwise known as working meetings) in the form [7] carried out to assist the organization structure of the development-related issues , there were problems of common ideas, the division of labor force in the form of action programs. Although the workshop is not to discuss personal issues executives, but it helps to show the correlation of their leadership capacity. Guide who need professional guidance (Facilitator) presided over his role similar to the coach, not for advice or solutions, but rather to assist in the dialogue. Step guide below:
- Power (Motive) triggered change: Dynamic change from reality and expectation gap, interviews and questionnaires can be used to understand the current situation and the organization’s member organizations dissatisfied with the status quo (dissatisfaction), which sort of change tipping point.
- The Field of dialogue (Dialogue Field): the need to establish an open dialogue, respect, trust, sharing space, ushers in the beginning of the dialogue may use activities common cases to observe, reflect, to form an energy-depth exploration of issues field.
- Vision and goals of Kai (Vision): guided participants to set the agenda, to stimulate their desire to resolve the dilemma, and hope to achieve the vision and goals.
- Scenarios and inventory resources (Resources): create a positive space for dialogue forward, prompting participants expected the various possible scenarios and resources available.
- Develop action plan (Plan): invite participants to explore a variety of possible solutions, and the timetable envisaged in the action plan, the division of labor, as well as budget.
- Commitment (Commitment): invite participants to make a commitment to act for the division.
- Celebrate (Celebration): In progress regularly with the results reached by the performance of recognition, appreciation and celebrate.
Leadership Development Programme Design Case
Is designed for senior executives may include leadership development programs evaluated, coach, guide, mentor, training, consulting, publish, written reports, reading (or audiences), a diary and other learning activities. Which is consistent with the idea of coaching and guiding skills, just use a slightly different way, senior managers often tend to hire a personal trainer to solve the problem of leadership behavior, Marshall Goldsmith (Marshall Goldsmith) is a leader in Executive Coaching He found that successful people have in common to a higher peak of 20 bad habits, his responsibility is “to correct them, to find some bad habits of their existence in the process of interaction with colleagues and help them correct these habits so that they can continue to contribute to their own organizations. [8] “; while the boot is to help executives and their team members to engage in dialogue on issues relevant to organizational development, consensus building, forming a plan of action, both complement each other, there is a critical leadership role in enhancing the customer.
Case: Gu Sambo leadership development program
Gu Sambo is the general manager of a trading company, he decided to conduct his own body an unprecedented investment in learning, he hopes to draw thirty hours a month to carry out leadership enhancement program. He hoped that this program can be designed coach Chan for his needs.
First, Chen and Gu Sambo coach discussed his five-year career goals envisaged Sambo, in the next five years, he hopes to be able to open two new career, one headhunter (high-end talent agency), a small financing. He has already participated in short-term training courses in human resources and finance offered by the two universities, each month on a two-day weekend course, a total of 24 hours. Then, Chen coach to 360 degrees Leadership Assessment Questionnaire, learned Sambo on self-management and interpersonal communication with others there is a big gap, and then tell Sambo, if you can admit that he is in need of improvement in these areas, otherwise Any leadership development programs are ineffective against him. Sambo accepted the fact that he was determined to make changes for their own shortcomings. Thus, Chen and Sambo coach on leadership development programs reached the following consensus: