‘My English is terrible,’ he said, despondently, in near-perfect English. ‘I feel like I’m going backwards rather than improving.’ This recent, brief conversation with an asylum-seeker student typified a phenomenon that leaders, coaches and trainers often encounter in people and groups. A German social worker friend describes it as: ‘Eine Frage der Wahrnehmung’, which is, translated, ‘A question of perception.’ It’s something about perspective, belief what we notice and how we construe it.
In this vein, Dr. Terrence Maltbia commented astutely in a LinkedIn post this week that coaching and facilitation are ‘as much about mind-sets as skill-sets.’ This student (above) was far more competent, more skilful, than he realised. Yet his own assessment of his performance affected his confidence badly. This, in turn, affected his emotional state and what he believed himself capable of doing. The immediate coaching challenge was, therefore, to address his mind-set, not his language skills.
I asked and gestured: ‘Imagine a box. The box contains everything you know in English. How big was the box when you arrived in the UK?’ He gestured the shape and size of a tiny box. ‘And now..?’ He gestured a significantly larger box. ‘And so..?’. A wide smile broke out on his face. He sat up straight and his voice became stronger as he spoke: more confident, able and hopeful. In that moment, his perspective had changed and everything had changed with it. Eine Frage der Wahrnehmung.
Why is this important? A person’s performance at work can be regarded as a dynamic product of 4xCs: commitment, competence, confidence and credibility. Commitment: what we are willing to do; competence: what we are able to do; confidence: what we believe about ourselves; credibility: what others believe about us. In my experience, confidence is a critical recurring factor in enhancing or inhibiting a person’s effectiveness. So, I’m curious: how do you enable a change in perception?