Accelerate the "Knowing Curve"
We have all experienced it. The time between when someone tells us something and when we really know it to be true. Not only do I have the opportunity to witness this phenomena with my son, but I actually created the model based on my experience with my executive coaching clients. I hope it is helpful to you as you support yours.
One of the most powerful elements of my coaching engagement process is an executive coaching / interview-based 360 degree feedback process. In it, I personally interview a sizeable collection of people who have the opportunity to experience my client on a day-to-day basis. The bravest of them even include their spouses in the process. I then provide them with what I have heard in a way that serves them to step up and into their highest potential.
"The Knowing Curve" is a critical element of every feedback process including whatever performance management process you are using in your work today. When you receive or provide feedback to others the better you are able to recognize and work through this curve for yourself and with clients, the more effective your coaching will be.
The bottom line is that the bigger the gap between what we are told and what we already believe, the longer The Knowing Curve. When we "get" something, we have made it part of our belief system. But there are steps that we must all go through on the way to doing so. These steps are:
1) Hear It: When we receive feedback, we listen while comparing it to what we believe to be true at that point in time. What resonates with our current belief system we assimilate immediately. What does not we reject immediately until we are able to process it more through the next steps. This is true for both positive and constructive feedback.
2) Spear It: We next begin to attempt to poke holes or de-construct the feedback that does not immediately resonate with our personal beliefs trying to understand what we can and what we cannot accept. It is in this step that we decide what we will dismiss outright if we do not have the support of a coach or a manager not to and what we want to take to the next steps.
3) Wear It: In this pivotal step, we "try on" what did not immediately fit to see what we can take from it. We move from being able to just "hear" that which is not part of what we believe, but we can actually begin to "see" it even if only from the perspectives of others. This step requires both self-reflection and openness. Those among us who will be purposeful about investing the time and attention to this step will lead all others in growth, development and success. Supporting your clients to do this well will be key to the success of your coaching.
4) Own it: This is the step when we actually make the feedback a part of our new current belief system. This is when the "truth" becomes true to us. This is the moment that I was able to witness in my son in the past few weeks about his schoolwork. Until we can actually own the feedback that we receive, we cannot grow from it. My and your role as coaches is to hold ourselves and our clients accountable through all of these steps.
The key determinant in how long the "The Knowing Curve" will be for your clients and how much they are able to capitalize on feedback to step up and into our fullest potential is how willing they are do to the real work of self-reflection.
To up your game, use part of your Leap Day for your self-reflection to make it a Quantum Leap Day!
To learn how I can support you to grow your executive and leadership coaching business with coaching for corporate and organizations, please contact me directly. It will be my pleasure to connect with you.
ann@quantumendeavors.com
