I Want to Start a Movement: Explore the Road

“I can’t do two things at once!” How many times have you heard someone say that? While we poke fun at people who can’t seem to multi-task — if we’re honest — even the best jugglers would tell you that they can only hold one ball at a time. So how can we be expected to keep multiple things in the air too? This week’s blog is part three of a four-part series on The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever by Michael Bungay Stanier. Let’s explore all that the “P” for Project has to offer…

This book gives you a great list of questions to help with any project; as well as videos online for free! I would like to give you a framework to help you put these questions into perspective. The framework consists of three words — clarity, commitment, and confidence.

Clarity reminds us that it makes sense that a goal needs to be clear to be achieved; yet it is easy to proceed without clarity. We have a tendency to all use different descriptive words; and when we are working on projects (especially multiple ones) we are not always listening carefully. Here are some questions to ask to get a project off to a great start. Ask…

· When you think about this project, what are you hoping to get out of it?

· When you think about this project, what are you hoping to put into it?

· What will you be able to see and weigh when it’s done?

Commitment reminds us that it makes sense that both you and your colleagues need to be aligned in the purpose of what will be done, and committed to that purpose. When something starts, something must end; so what will that be? This concept applies to both of you, and potentially to others impacted by your project as well. Reflect on the following questions to help strengthen your commitment as your work on your project. Ask…

· How often shall we check in with each other?

· Whose help do we need to enroll and what’s in it for them?

· What resources are needed for us to succeed?

Confidence reminds us that it makes sense that we want to feel good about what we’re doing, and the belief that we will succeed. With any task we that we delegate, we think we need to be overly directive; but in the process of doing so — at times we’re diminishing the another person’s value as they’re working on the project. We risk a shaking of their confidence! Consider these questions to reduce the risk of being the one doing the shaking. Ask…

· What’s on your mind? And what else?

· What are you planning to do?

If it is clear that the person doesn’t know what to do, stop asking questions and start sharing the answers; they have every right to expect that from you. As you’re doing so — avoid the risk of asking leading questions which suggest an action; questions that start out like…“have you thought about….” These sort of questions sound like suggestions that a person can chose to do or not; and if they choose the latter, then where will you both be?

Revisit any of your current challenges and see if there are issues with clarity, commitment, or confidence. It’s time to try some new questions!