AdvoBlog

i am again reading Jack Canfield’s book at snail pace,
& here is a little something to share, about Asking.

Canfield mentioned that pple are often afraid to ask,
as they’re afraid of hearing the word ‘no’,
thereby rejecting themselves in advance even before anyone else has a chance to.

he then shared some tips to get us started:

1. ask as if u expect to get it!
2. assume u can! (e.g. assume u can get a raise)
3. ask someone who can give it to u! (i.e. asking the right person)
4. be clear & specific! (vague requests produce vague results)
5. ask repeatedly! (persistence)

later in the other chapters,
canfield has a section on ‘ask for feedback’.

pple will not voluntarily give u feedback (due to a variety of reasons),
therefore, one shld ask this powerful question,
“how do u see me limiting myself?”

after frank feedback frm valuable pple r given,
we can create a plan of action for replacing those limiting behaviors with more efficient & productive bebaviors.

we can also have followup questions for those who work closely with us:

sample qns wld be like:
“on a scale of 1 to 10, how would u rate the quality of my service/teaching during the past week?”
“on a scale of 1 to 10, how would u rate the meeting we just had?”
“on a scale of 1 to 10, how would u rate me as a coach?”
“on a scale of 1 to 10, how would u rate my effectiveness for completing xxxx task?”

den u cld ask further – “what would it take to make it 10??”

this may be abit straightforward & frank but i believe this 2nd qn brings the 1st qn to the nxt level,
as not only do we want to find out at what level of satisfaction pple r at our actions,
we will also be more informative to know how pple think we can improve,
i.e. wat it takes to make a perfect 10.

perhaps we cld make it a habit to end every meeting, class, consultation, evaluation, sharing session, with the 2 questions

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