When someone makes a mistake, treat is a good opportunity for coaching. You can also use the same approach when someone is underperforming. Most recently, I am starting to see a trend where the mentor coaches the other person to uncover his own mistakes or underperformance. Based on that personal insight, the mentee can then make the proper correction on his own.

Instead of assuming or conveying that someone did something wrong, ask them neutral open-ended questions. You can also start with a fact followed by a question.

How do you think you did on that last deliverable?

How did you feel when Bob raised his voice during the meeting?

I did not expect the client to be that upset. What do you think made them so upset?

John

You’ve made a good point but what’s the substitute for such words? Can you elaborate with a few more good examples?

Thanks.