• "Are you a Builder, or a Climber?"
• How to Score Your Answers
• A Special Note for Climbers
• Creating Coaching Relationships
• Conducting a Table-Top Job Analysis
•  Step-by-Step TTJA Procedures
• Using TTJA to Identify Knowledge, Skills, and Attitudes
• DISC Communication Styles
• A Quick History of the Four DISC Styles
• DISC Language Overview
• An overview of High and Low D Scores
•  An overview of High and Low I Scores
•  An overview of High and Low S Scores 
•  An overview of High and Low C Scores
• Sample Assessments
•  Schedule a DISC workshop for your team
• Request Assessments
• Computers Have Manuals—Why Not People?
• Using DISC Assessments 
•  Using Workplace Motivators Assessments 
•  Schedule a Workplace MotivatorsTM workshop
• Using The Myers-Briggs Type IndicatorTM (MBTI)
• How to Create Vision and Mission Statements
•  Creating a Vision Statement - Part I
• Creating a Vision Statement - Part II
•  Creating a Mission Statement
•  Want Help?
•  Delegation Helps
• Delegating for Large Projects - Phase 1
• Delegating for Large Projects - Phase 2
• Delegating for Large Projects - Part 3
• Delegating for Large Projects - Part 4
•  Conflict Resolution - The 'Relationship Ladder'
•  Step 1: Focus on the Other Person
•  Step 2: Seek Confirmation On What You Understand
•  Step 3: Look For Trust
•  Step 4: Gently Discover the Truth
• Step 5: Establish Hope
•  How to Do Better Training
•  How to Analyze a Situation for Training
•  The Training Triangle
•  Create a Framework of Learning Objectives
•  Decide How to Best Teach The Objectives
• Delivering Training
•  How to Evaluate Your Training Effort
•  What Are KSA's?

• Detailed Bio

Step 4: Gently Discover the Truth

Once trust is established, you can start exploring the "truth" (the heart of what's really going on). 

• It's best if truth is "discovered" (instead of lectured)
• A great way to "Gently Discover" truth is to ask questions, such as:

1. What do you think really happened to cause this problem? 
2. What do you think is really going on here? 

Tip 1:  The "truth" will more likely to emerge in an "emotionally safe" environment. 

Emotionally Safe means: 

• Free of judgment 
• No mocking or snideness in your voice or facial expression
• No interruptions except to ask for clarification

Tip 2:  Steps 1 - 4 are about the past and present, NOT the future.  

• Do not talk about solutions or "next steps" yet, just things that have happened up to this point.  
• Save "solutions" for Step 5. 

Step 4 is also where you get to tell YOUR perspective: 

• what you think
• what you've observed
• what you've heard
• what you feel

Notice the order of events in this step. First the other person talks, then you do. This aligns with the advice of Stephen Covey, "seek first to understand, then be understood."  In other words: 

1. First let the other person give his/her perspective
2. Then give yours

From here it's often easy to move on to Step 5

Step 1   |   Step 2   |   Step 3   |   Step 5

Go the Learning Projects main page