How Framing Can Revolutionize Your Coaching Success

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As a manager, giving feedback is essential. Using a coaching approach helps employees make small improvements. Sometimes, deeper conversations are needed, called counseling. This corrects behaviors before they become major problems. Framing is a powerful tool for this purpose.

What is Framing?

Framing helps someone see a situation from a specific perspective. It softens negative feedback and steers conversations toward productive outcomes. It sets the stage by establishing intentions and attitudes, making others more open to feedback. Managers and coaches find framing crucial for effective conversations. Use this tool at the beginning of any conversation or relationship.

Framing tIPS Guide the Conversation

Framing positively guides conversations. Here are some tips:

Set the tone: Start with a positive tone and words to create a welcoming environment.
Be clear about the purpose: Clearly state the conversation’s goals and objectives to keep everyone aligned.
Establish common ground: Find common ground to create unity and ease collaboration.
Use inclusive language: Promote trust and safety with inclusive language, encouraging open dialogue.
Be open to feedback: Listen to different perspectives to foster a dynamic, productive conversation.

Examples of Using framing

Example 1:

Crystal frequently checks her phone during meetings, appearing disrespectful.

Manager: “Crystal, can I speak with you for a moment?”

Crystal: “Sure, what’s up?”

Manager: “I’ve noticed you’re often on your phone during meetings. It can be distracting. You’re valuable to the team, and I want you to get the most from these meetings. Can we discuss this?”

Crystal: “I didn’t realize it was bothersome. What do you suggest?”

Manager: “Let’s establish phone guidelines. Maybe everyone can silence phones and keep them out of sight. What do you think?”

Crystal: “That sounds good. I’ll focus more during meetings.”

Manager: “Great! Anything else you’d like to discuss?”

Framing the conversation helps Crystal understand the issue and feel supported. This leads to a positive outcome.

Example 2:

Manager: “Hi Crystal, how are you? I’ve noticed you’re often on your phone during meetings. Is everything okay?”

Crystal: “I’ve been dealing with some personal issues.”

Manager: “I understand. Our team meetings need full engagement. How can we help you manage outside distractions?”

Crystal: “I’ll try to stay off my phone during meetings.”

Manager: “Thank you for being open. Let us know how we can support you.”

Framing shows concern and support, encouraging open communication. Enhance your coaching and leadership skills through High Road Management Training courses. Explore now and get started on your journey to better leadership: Coaching and Counseling Course.

Building Trust with Framing

If you’re a manager and you’re struggling to establish trust with your employees, don’t worry – it’s not an uncommon problem. However, you can still use framing as a way to communicate effectively with them.

The key is to find common ground with your employees. Look for shared goals or objectives that you can both work towards. When you communicate with them, use language that is neutral and non-threatening, so they don’t feel like they’re being judged or criticized. Try to be empathetic and acknowledge any concerns they may have about the topic at hand.

It’s also important to focus on the positive outcomes that can be achieved, rather than the potential risks or negative consequences. If you can show your employees that there are benefits to the actions being taken, they may be more willing to trust you.

Finally, follow through on your commitments and promises. If you say you’re going to do something, make sure you do it. This can help build trust over time, even if it takes a while.

Overall, building trust with your employees is a process that takes time and effort. But by using framing as a communication tool, you can start to establish a more positive and productive relationship with them.

USING FRAMING When working with a new team

Establish yourself as approachable and supportive from the start. Pre-frame conversations to set a positive tone. Emphasize your goal of supporting the team and acknowledge the need for corrective feedback. This builds trust and respect, making employees more receptive to feedback.

As employees see conversations as opportunities for growth, you’ll notice positive behavior changes. They’ll seek your advice and see you as a valuable resource. Framing can ease tensions in difficult conversations, both at work and in personal life.

We’re confident that by using this tool, you can revolutionize your coaching conversations with your staff. If you’re interested in more tools and information on how to improve your coaching and counseling skills, we encourage you to sign up for our course Staff Management: Coaching and Counseling.