火锅店经典培训辅导技巧理念以及方法篇.pptVIP

不留心 姿勢不雅 沒有眼神接觸 神遊,發白日夢 心存他想 过早作結論 太早縂結 Jumping to conclusion 批判对方的价值觀, 不是按事情客觀分析 爭辯 价值观- 成長环境、教育、经驗、角度不同 目光:与讲话人保持良好接觸 身体倾前 回点头等方式做出必要的反饋 微笑相回應 适時 适 度提出一些问题 Ask, don’t tell It is the questions that focuses the attention and increases the awareness, not much the more limited command. Awareness and responsibility are raised better by asking than by telling. Function of questions Questions are most commonly asked in order to elicit information. The answer given by the coachee frequently indicate to the coach the line to follow with subsequent questions. While at the same time enabling him to monitor whether the coachee is following a productive track, or one that is in line with the purpose or company objectives. Focus on detail Questions should begin broad and increasingly focus on detail. The demand for more detail maintains the focus and the interest of the performer. eg. Looking at a square foot of carpet, after observing the pile, colour, pattern,perhaps a spot or a stain, the carpet will hold little further interest fpr the observer and his attention will be to wander to more interesting things. The coach needs to probe deeper or for more detail to keep the coachee involved and to bring into his consciousness those oftern partially obscured factors that may be important. Area of interest Paradoxically it may be valuable for the c oach to focus upon any aspect that the coachee appears to be avoiding. So as not to break the trust and responsibility of coachee. Blind Spots Open Questions Open question requires descriptive answers promote awareness Closed questions are too absolute for accuracy, and Yes and No answers close the door on the exploration of further detail. Open questions are much more effective for generating AWARENESS and RESPONSIBILITY in coaching process. 明确性提问:请你把ｘｘ的使用方法说明一下。 相关性提问:对两件事间的联系性进行提问(ｅｇ．今天发生的事对公司的声誉有何影响?) 激励性提问:其他三个部门都把任务做好，你们认为什样。 征求意見性提问:你认为本月計划有无需要修改。 证实性提问:证实、明确事实。 Interrogative words What, When, where,