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Tuning Up, Tuning In! © Nexus Point 2011 Welcome! Dr Cathy Symington Education Management & Leadership
Tuning Up, Tuning In! © Nexus Point 2011
That was AWFUL!!!
Tuning Up, Tuning In! © Nexus Point 2011 What did we just do? We just appraised that performance! Or more accurately, we had our judgment / opinion / assessment. We knew how it should have sounded, and we were ready to tell them how to fix it!!! How different is this from the way we sometimes appraise performance?
Tuning Up, Tuning In! © Nexus Point 2011 It can be very common for appraisal to be just like this; for performance to be judged and assessed, for people to be told how to fix it, for people to feel like appraisal is being done to them, for people to feel that their own thoughts don’t count, for people to be left thinking less of themselves, and for the process to seem like a waste of time.
Tuning Up, Tuning In! © Nexus Point 2011 Maybe it’s worth considering exactly what we are intending to cause, what extraordinary results are possible, and if how we are going about it actually gives us a chance to produce those best results?
Tuning Up, Tuning In! © Nexus Point 2011 What if appraisal really was about how to have people and organisations give their very best performance? What if it actively focused on not just doing their best job, but feeling the best through doing it, and really getting to be their best? What if appraisal was the perfect opportunity for tuning up and tuning in?
Tuning Up, Tuning In! © Nexus Point 2011 Tuning Up, Tuning In! If you want the best performance, you’d better have your staff tuned up and tuned in! But what do you tune up, what do you tune up with, and what do you tune in to in order to get (or give) the very best performance?
Tuning Up, Tuning In! © Nexus Point 2011 Tuning Up!
Tuning Up, Tuning In! © Nexus Point 2011 Let’s draw an analogy: If you were to shift this see-saw, where would you press? 123
Tuning Up, Tuning In! © Nexus Point 2011 If you want to influence performance, where would you ‘press’: Action / Behaviour? Feeling? Thinking?
Tuning Up, Tuning In! © Nexus Point 2011 What do you think 1, 2, and 3 are? 1.Action / Behaviour 2.Feeling 3.Thinking 1.2.3.
Tuning Up, Tuning In! © Nexus Point 2011 Results* Behaviour Feelings Thoughts * Results = Performance Rock (2006)
Tuning Up, Tuning In! © Nexus Point 2011 Where do we normally focus to influence performance? 1. Behaviour 3. Thinking 2. Feeling Performance
Tuning Up, Tuning In! © Nexus Point 2011 We want to influence performance. We know our best leverage is through influencing thinking. But we also know that; “One cannot teach a man anything. One can only enable him to learn it from within himself.” Galileo Galilei (1564-1642)
Tuning Up, Tuning In! © Nexus Point 2011 “Ideas are like children, there are none so wonderful as your own.” Chinese Fortune Cookie 2005 People have to have their own “A-Ha!” moments! Your brilliant ideas will never work as well as when people have the idea themselves!
Tuning Up, Tuning In! © Nexus Point 2011 How can we influence thinking? Through: what we say, how we say it, the questions we ask, the feedback we give, the way we listen.
Tuning Up, Tuning In! © Nexus Point 2011 Tuning Kit
Tuning Up, Tuning In! © Nexus Point 2011 Tuning through listening Start with tuning up and tuning in your own listening. What are you normally listening to? Yourself, mostly; your thoughts, judgments, opinions, assessments, points of view… What do you do when you’re not listening? Interrupt, give advice, add to or detract from what’s being said, do something unrelated… What’s your body-language when you’re not listening?
Tuning Up, Tuning In! © Nexus Point 2011 What to tune your listening to? Try “listening for potential” (Rock 2006). “If you treat an individual as he is, he will stay as he is, but if you treat him as if he were what he ought to be and could be, he will become what he ought and could be.” Johann Wolfgang von Goethe (1749-1832)
Tuning Up, Tuning In! © Nexus Point 2011 What does this look like? Maybe ask questions like these: –“How can I best help you think this through?” or –“Do you want to use me as a sounding board?” or –“Do you have a sense of what you want to do, and do you want to explore that with me?” (Rock 2006) Do what ever you need to do to actually listen - manage thoughts, distractions, body-language, appropriate feedback.
Tuning Up, Tuning In! © Nexus Point 2011 (www.coursetrack.finnware.eu)
Tuning Up, Tuning In! © Nexus Point 2011 Be rigorous with your listening What if you listened for: What are they tuned in to? What happened? What was done / not done? What was expected? What worked, what didn’t work? “He said, she said”; the facts of a situation or conversation (don’t get caught in a drama)? How something made the person feel?
Tuning Up, Tuning In! © Nexus Point 2011 Tuning through questions What are the best questions for tuning up and tuning in? The kind that show up the thinking. The kind that have people see for themselves where they are in or where they are out of tune.
Tuning Up, Tuning In! © Nexus Point 2011 Different types of questions: 1. Closed questions –“Do you agree?” –“Did you prepare for that meeting?” 2. Open, non-directive questions –“What about this situation / person makes you so uncomfortable?” –“What don’t you understand?” 3. Directive questions –“Which colleagues / topics are you having problems with?”
Tuning Up, Tuning In! © Nexus Point 2011 4. Quantitative questions –“What?”, “When?”, “Who?”, “How much?”, “How many?”. –E.g. “How are you connecting with the talents of your students / staff?” 5. “Why?” –“Why on Earth did you do that?” 6. “How?” –“How did you work that out?” 7. Feelings questions 8. Visionary questions –Ask about past successes, future dreams. Based on Whitmore (2010)
Tuning Up, Tuning In! © Nexus Point 2011 Design your questions for tuning. The more thinking that is done in answering your questions, the more tuned in they can become, and the more extraordinary their (and your) performance can be.
Tuning Up, Tuning In! © Nexus Point 2011 Tuning through feedback To elicit the best performance, what can you focus your feedback on? 1.Behaviour / action? 2.Feeling? 3.Thinking? 4.All of the above?
Tuning Up, Tuning In! © Nexus Point 2011 How you give your feedback can make all the difference. You certainly don’t have to be delicate! Just take time to think through what you want to communicate and what result you intend to produce. Thinking through the small details of this will pay dividends!
Tuning Up, Tuning In! © Nexus Point 2011 Some feedback styles work better than others 1.Manager to teacher: “You are so boring!” 2.Manager to teacher: “Your classes are so boring!” 3.Manager to teacher: “Your class was well-planed and technically accurate, but did not connect with the students.”
Tuning Up, Tuning In! © Nexus Point 2011 What about these: 4. Manager to teacher: “How do you feel about your classes?” 5. Manager to teacher: “What is your intention in this classroom? To what extent do you think this is being fulfilled?” “How are you engaging your students in this topic?” “How could you develop this further, or what could make a difference now?”
Tuning Up, Tuning In! © Nexus Point 2011 Should we only use questions in feedback? Of course not! Of course there are times when you should say something directly. –The things you say can make the most extraordinary difference! Just think about what you intend to communicate, what result you intend to produce, and how best to do that.
Tuning Up, Tuning In! © Nexus Point 2011 Fine tuning “In my view…” “In my experience…” What do you want to acknowledge? –Actions, feelings, thinking? –Qualities? Guide, offer, suggest, invite. What do you think they’re capable of?
Tuning Up, Tuning In! © Nexus Point 2011 Tuned up, Tuned in. Be straight. Tell the truth (they can handle it!). Be honest, sincere and appropriate. What could you thank them for?
Tuning Up, Tuning In! © Nexus Point 2011 Influence
Tuning Up, Tuning In! © Nexus Point 2011 Trust and trustworthiness Deals with facts not stories / drama Clear communication Listens well Empathises, rather than sympathises A high level of awareness If you were going to let someone influence YOUR thinking what would you require from them?
Tuning Up, Tuning In! © Nexus Point 2011 Also tune yourself What are you tuned up to? What do you tune in to? Does that tuning accomplish what you’re committed to? What do you need to watch out for? What would help if you developed it?
Tuning Up, Tuning In! © Nexus Point 2011 What to tune in to?
Tuning Up, Tuning In! © Nexus Point 2011 For the very best performance, how about tuning in to these: Principles Values Motivators Passions Talents Agreements Aligned courses of action?
Tuning Up, Tuning In! © Nexus Point 2011 What happens if we are tuned up and tuned in to these? –Harmony –Resonance –Growth –Partnership –Responsibility –Accountability –Satisfaction –Appreciation –Acknowledgment.
Tuning Up, Tuning In! © Nexus Point 2011 What happens is something like this:
Tuning Up, Tuning In! © Nexus Point 2011
What happens is best quality performance.
Tuning Up, Tuning In! © Nexus Point 2011 If appraisal was about tuning up and tuning in, There’d be no need for defensiveness, justification, avoiding. It would be an opportunity; for partnership, leadership, responsibility and accountability… It would be an opportunity for harmony, creativity, and for extraordinary performance.
Tuning Up, Tuning In! © Nexus Point 2011 Just remember; For best quality performance, tune up and tune in to THINKING.
Tuning Up, Tuning In! © Nexus Point 2011 How you listen What you ask What you say It all has an impact It can all make a difference
Tuning Up, Tuning In! © Nexus Point 2011 It’s all about tuning up and tuning in!
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