He has worked as an organizational consultant with a number of major corporations, both in the US and internationally.
Schein has written extensively about a number of aspects of organizational psychology and organization theory, such as organizational culture, process consultation, the research process, career dynamics, and organization learning and change. In Organizational Culture and Leadership , a theory of culture was formulated, still seen as one of the cornerstones of our defintion of this phenomenon.
In Career Survival: Strategic Job and Role Planning , he presents concepts and activities for managers and employees based on research he first reported in Career Dynamics: Matching Individual and Organization Needs He has elaborated on and developed the notion of process consultation through the books Process Consultation Vol. That is the power of Pure Inquiry in coaching and it can help a coachee develop his or her problem-solving thinking. It makes the person being coached more aware of his or her assumptions, questionable claims, and hasty conclusions.
A couple of practical but seldom recognized principles are at work when a coach is trying to help another person develop his or her ability to do effective problem solving :. If you are focused on the problem not the person, your thinking will influence your coaching questions and the other person will sense your intent behind them.
The value of inquiry that is both humble and pure with no intent other than to inquire with interest and curiosity is that it leaves the other person with no alternative than to listen , examine, and reflect on his or her own assumptions, assertions, claims and conclusions, and question the thinking and information they are based on.
- Helping: How to offer, give and receive help | MIT Leadership Center!
- how to offer, give, and receive help.
When they see or hear of a problem, like most people, they want to help solve it. As Ed Schein points out, however, even the best intentioned help is not always well received. And it means asking the person you are coaching what kind of support they want in their effort to develop their capabilities.
Edgar Schein on Helping: How to Offer, Give, and Receive Help - video dailymotion
Humble Inquiry helps keep relationships equal. When used in Investigat i ve Inquiry it helps avoid assumptions and presumptions that feel like disrespect. And using Pure Humble Inquiry as a coach says you recognize the coachee is the owner of her or his own development. Making things better through lean thinking and practice.
What is Lean? Ask, Listen, Focus There are three basic techniques for practicing Humble Inquiry that I have identified, so far: Ask Respectful Questions: These allow open-ended answers rather than closed response questions yes or no or leading ones that basically ask if you agree with what the questioner knows or thinks. Rather, hear what the other person is really saying and by pay attention to the message and its meaning.
HELPING: AN URGENT NEW ROLE FOR LEADERS
Focus: Concentrate on the person you are questioning not the problem you are hearing about. We take in these things unconsciously already but this is a matter of letting go of your own thinking enough to be consciously aware of these things. Your awareness of yourself as you listen.
You not only hear the words and the message, you are experiencing things and having feelings in response. Find in NLB Library.
- Marthas Charter.
- Book review: Edgar H. Schein's *Helping: How to Offer, Give, and Receive Help*.
Creator: Schein, Edgar H. Edition: 1st ed.
Format: Books. Physical Description: xv, p. Series Title: A BK business book.
Related Helping: How to Offer, Give, and Receive Help
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