OKR Coach Certification 10th 2nd session We start story of education scene. Let’s go to the scene where the enthusiasm of the coaches who participated in the second round of OKR coach training to become a company where everyone grows together ~! 팀빌딩프로그램
Session1 1 on 1 CFR meeting focused on feedback and encouragement In the first session, I learned about CFR meeting with Son Chang-hoon. CFR means Conversation (developmental / honest) conversation Feedback (corrective) feedback Recognition (supportive) Recognition Before the full-scale lecture, I had time to watch and share the video about ‘media impact on language’!
“The key to communication is character management!” When do you feel rewarding and fulfilling in the workplace? “Immersion.” Leadership in this age must create “immersion.”
Essential 3 Factors for Immersion
1. Meaning and Value of Work (Valuable Immersion)
2. Goal Management (Intensive Immersion)
3. Coaching Communication (Leadership) This is the age when coaching leadership becomes important. Focus on “the growth of the person.”
Coaching leadership requires “complete frankness between each other.” Two elements of Radical Candor (complete frankness) Personal fellowship (psychological stability) + direct confrontation (feedback) Feedback should be “behavior-centered”. Passionate OKR coaches who ask hard questions and share their troubles until break time! 가인지캠퍼스
Conversation Model for Corrective Feedback SENSe Model Corrective Feedback (Nonviolent Conversation Model) See (Observation) Emotion (Feeling) Needs (Needs) Suggestion (Please) I had time to practice!Coaches who apply the SENSe model through the talk sheet! I divided the feedback I wrote into pairs.
“It was time to solve the anxieties that I had in the organization through corrective feedback.” My evaluation -> observation -> my thoughts -> feelings – my means / methods -> forced desire -> I was able to share. It’s just that, uh,
Next is the TEB model.
T: Thanks (thanks, helpful things, insights, etc.) E: Evidence (concrete evidence of auditing, case) B: Benefit (benefit from auditing, effect, direction of development) It is difficult to say. However, we must love our team members and move forward with faith and encouragement. We support coaches who will create a beautiful corporate culture through recognition and encouragement.
Session 2 Feedback Methodology to Promote Reflection and Teamwork AAR OKR’s Last Journey, After Action Review (AAR) Shinju started with a strong instructor. Google’s OKR finishing method 1. Scoring 2. Self-assessment 3. The most important thing when finishing the retrospective OKR is feedback.
AAR’s five powerful and clear questions:
1. What did you want to get? (Goal) 2. What did you get? (Result) 3. What is the difference and its cause? (Cause analysis) 4. What should be done? (Improvement) 5. “What should not I do?” (Lecture) We have looked specifically at the AAR method through two examples!
The main points of AAR are as follows
: No external causes! No Attitude causes! Focus on action! [Pyramid tool for problem solving] 1. Individuals solve themselves 2. Solve in teams 3. Related departments solve 4. Solve in management 4.
5. Only God solved I had time to write through the AAR Practice card. After that, I took time to coach myself and talked with them. It was time for the coaches to learn from each other by asking each other a variety of questions.
Next, in the Lean Coffee way, I chose a topic that everyone could discuss with OKR and shared it!
When setting up Objective, what can we use other than Mandart? How can we manage OKR-related weekly? I was able to learn more about OKR through various topics and discussions!
The way the organization changes through OKR education.
The way it grows with new attempts. Coaches’ efforts to establish a growing corporate culture have been full of today. I hope you have learned a lot through practical experiences and examples.Coaches who have enriched their education with a variety of questions, including the second round of training, will support the “growing corporate culture”