Jiugongge is a set of tools. What problem can it help you solve? He can help you define your goals, he can help you find out what the difficulties are now or what the difficulties of subordinates are, help you understand the current situation, he can also help you find methods and resources, and help you create more opportunities and choices.

Second, Jiugongge

1 and Jiugongge's first step is the goal. We often talk about goals, how to determine them? In coaching technology, it is called PE-SMART, which is active, controllable and balanced. Hello, I'm good, everyone. For example, can you set a goal for robbing a bank? This is possible, but it does not conform to the positive sum system equilibrium. In fact, many robbers have clear thinking, strong logic and strong purpose. But this can't be done. We have to balance the system head-on. For example, there are many people with depression, and they set many suicide goals, which is quite terrible. I have seen a particularly complete plan to commit suicide by burning charcoal. This is not good.

The goal should be positive. We often educate our children to say: don't watch TV, don't play with mobile phones, and don't put your hands in front. Where do you want him to put them? This kind of situation, we will hear when we were young. If we hear too much, you may not do better. For example, you say: My subordinates are not active and don't work hard, and I want them not to play mobile phones. Actually, this can't be the goal. When we set goals, we should set a positive goal. In this case, everyone will have a definite change. For example, subordinates don't work hard and don't play mobile phones. This is not the goal. What you want to say is what you want him to do, not what you don't want him to do. This is a positive goal.

Next is the SMART principle (realizable: what others have done, there are successful cases; Related: Last year 100 customers earned 500,000 yuan, and today 150 customers earned 700,000 yuan). In the process of coaching, we also need to constantly adjust our goals. The coach should pay attention to listening and capture valuable goals for him, which is absolutely sensitive. Many times this goal is not necessarily the most valuable goal for him, and the coach should help him find the most valuable real goal. After setting the goal, you can continue to go down and have a dialogue-practical difficulties. This time is often called clarifying the status quo. At this time, you help the customer analyze the current situation. Note that there are two dimensions to analyze.

2. Current problems, difficulties and obstacles. What is the real situation? This is a fact. Many times, we can't find a solution because we can't see the truth. Subordinates give you more complaints, and lovers give you more emotions. You can't see the truth behind it. In other words, we don't want to see the truth, or even the truth is that there is something wrong with your management, which is possible. At this time, the coach is to help the other side see what the real reality is and what happened.

What he said may be biased. You may have to repeat his goal and what difficulties and problems you have encountered in the process of achieving this goal. Help him make it clear through your questions. What this place can ask is the truth. What the hell happened? What problems and obstacles have you encountered? If he goes astray, you can add, "Let's clarify what problems, difficulties and obstacles you encountered in the process of achieving this goal just now. Can you share them with me?"

3. Clarify the relationship and find the relationship and reason. You will see that value and motivation are thrown out first. What will happen if the goal is achieved? If this goal is achieved, how will it help you? At this time, the other party will be inspired by you and mobilize a little strength. Why are people being brought up at this time? Because you look for the reason directly, it is a very painful thing and it is easy to resist. Why? What is the internal cause for him to find the reason? Is it easy for you to admit your mistake? It is not easy. The coach's words will be guided before, whether it is for his own reasons or others' reasons. Here, you can do better in this place Before that, you should adjust his ability a little higher, and then he will be willing to open his heart, tell you something external (even internal), and then motivate himself. What will you say to yourself if this goal is achieved? These two sentences or these sentences will charge you. For example, subordinates have not achieved their goals, and the number of customers is obviously too small, which is simply not enough. At this time, you also found the reason. You come directly to ask why there are so few customers. He will directly resist. At this time, you can improve your relationship and energy a little. What do you think will happen if you achieve your goal and the number of customers reaches 80? Then my job will be very easy. What do you think we can do if we want to reach 80 customers? At this time, the ability will be improved.

4. Resource creation and selection. The goal is clear, the analysis of the current situation is almost complete, and you have found some reasons. At this time, it is necessary to motivate him to move in the direction of action. At this time, encourage him to find more customers. What else can I do? Who can introduce customers to me? At this time, encourage him to have more resources He would say, find an old colleague, not bad, not bad, what else? ..... I can't think of it. Keep thinking, if it is beyond our department, who else can you introduce us to? ..... At this time, he will find himself full of strength, and he will find that there are many resources to use. What will the customer do when he finds more choices? At this time, the coach will inspire him to make a better choice. "With so many resources, what do you think you can do now?"

When there are more than three choices, his heart is full of strength. Which one should he choose? Who will make the decision? We said he would make a decision. Why did he make this decision? Then, our coach believes everyone will make the best choice at present. Why should it be him instead of the leader? If the leader says he will implement it, but the intensity of this implementation may be 7 points, if he wants to do it himself, then his intensity may be 10 points. Is it possible that he will encounter setbacks when he goes to work next? It is possible that if the leader tells him what he wants (alas, what you said is wrong) and he tries to do it himself, he will think (alas, what I did wrong just now, how can I do it better) that this choice and responsibility will give him more motivation to do it.

Note that although you are the boss or leader. But the choice you give is not necessarily his best choice. At this time, he is willing to choose that road, that is, he chose to bear and take responsibility. Since he thinks he can, he can let him go and let him do it. What do leaders and coaches do? After helping him clarify his accusations and practices, ask: What support do you need? What else do you want me to do for you? At this time, he has cultivated enough sense of responsibility and will say, okay, leader, what will you give me when I finish that? The leader said: Yes. Only within the scope of your criticism can you support it.

5. Next, the application of Jiugongge is applied to the last grid. Only two things can be sure at this time. When did you start doing it and to what extent? What do you use to evaluate? Finally, a report is formed, which is generally recorded by the coach. In this process, for subordinates, it is a thinking process, and what the coach has to do is to record the whole process. In the process of recording, you will find out what went wrong. If any deviation is found during recording, Ken can make adjustments. This grid is very flexible and practical.

You may find that the other person's movement obstacle appears in any grid, which may be the reason, the goal, the resource and so on. If we are stuck with resources, we can take this as the first case. We have to ask: Can we take this as a new goal and find more resources to solve my problem? Finally, after everything is down, you ask him: Xiao Zhang, we have all finished. What do you think is your confidence and willingness? 1- 10. Score 6 points. At this time, it is necessary to find out why the will is still not high when the objectives, methods and resources are clear. You might want to pay attention.

Third, which scenes is Jiugongge suitable for?

Sales management, training management.

1, subordinates can't complete the indicators for counseling.

2. The subordinate's report is hard to hear and can't be explained clearly.

3. The subordinate answered the customer's question badly, and he felt like slapping him soon.

4. Subordinates have been in love for a long time and don't know how to talk business with customers.

5. Finally, the subordinates invited customers to a meeting, and the attendance rate was not high.

6. The subordinate's performance is poor, the number of customers is not enough, the customers will not open, and the quality of visiting customers is poor.