员工辅导管理培训.ppt

* 提出问題并提供信息,以澄清处境 辅导的大部分工作是要帮助人们澄清他们的处境.一般说来,最好的方法是提出问題,鼓励他們說明自己的处境. 辅导会面的目的 你希望從辅导会面中得到什么? 有半小時的会面中,你希望達至怎樣結果? 在这次辅导会面中,你認為对被辅导員工最大的幫助是什么? 可能答案是: 制定未來半年的發展目标 確定進一步行动計劃及取得承諾 了解问題的核心 对解決问題的方法取得共識 帮助被辅导者找出可行对策. 最好的辅导应能促使人们烛立思考并采敢行动.你在帮助他人找出对策的过程中,已使他谁备好在没有你帮助的情況下,自己也能解决类似的问題. 帮助被辅导者制定行动计划 在迸行辅导时,你帮助他人计划如何处理一个问題.为确保得到一个积极的结果,你必須帮助他制定一个循序渐迸的行动計划. 辅导- 循环去做，持續的 * * 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