The newest model for develop a person. This model was created by
Nir Golan, Educational and Leadership Expert. A crown is a
termination of a tower consisting of a lantern like steeple supported entirely
by a number of flying buttresses, or a knot made by interweaving the strands at
the end of a rope, often made as the beginning of a back splice or as the first
stage in tying a more elaborate knot. It is a symbol to the perception of how
to develop a person: improve his abilities, increase his passion and identify
his added value, his uniqueness.
The CROWN model contains 5 steps:
Compassion
Reality
Options
Way forward
Negotiation
Compassion
Compassion is a feeling of deep sympathy accompanied by a strong
desire to alleviate the suffering, find a solution. Compassion comes from
Medieval Latin passiōn- (stem of passiō) and a variant of preposition cum-
with.
When you sympathize with someone, you have compassion for that
person, but you don’t necessarily feel her feelings.
Compassion is taken a step further, where a person feels empathy
and then a desire to help alleviate the suffering of the other person.
From the above, it appears that there 3 stages that correspond
to the 3 concepts:
Sympathy focuses on awareness;
Empathy focuses on experience; and
Compassion focuses on action
Reality
Reality is introducing facts, examples, quotations, emails and
other data.
Discussion with the person in order to identify the main reason
for his behavior:
· Gap: 4 optional reasons:
Knowledge: "I didn't know that…"
Awareness: "I didn't pay attention/ notice, I wasn't
aware…"
Attitude/ Opinion: "I don’t agree/ accept…"
Skill: "I didn't know what to do/ how to deal with
it…"
· Success: 4 optional reasons:
Knowledge: "I knew that…"
Awareness: "I paid attention, I noticed, I was aware…"
Attitude/ Opinion: "I agree/ accept…"
Skill: "I knew what to do / how to deal with it…"
Options
The directions that can be taken in order close the gap/
preserve success?
The type of gap and the ways to address (change/preserve the
pattern or behavior)
Knowledge: Provide person with the necessary information
Awareness: Give the person examples, evidence of the pattern/
behavior. Explain to him the rational, the ‘why’. Give him some practical tips
that will help him to pay attention, be aware to this pattern/ behavior.
Attitude/ Opinion: Explain the rational, the ‘why’, use techniques
for changing the attitude/ behavior.
Skill: Tools, practical tips. Exercise/ practice them.
Way forward
It is about building a concrete action plan.
Summary and expression of support, define action items, document
highlights and next steps.
Documentation is necessary:
Date/ Issue/ Feedback given/ Response of recipient/ FU action/
FU date
Negotiation
A win-win outcome is usually the best result. Although this may
not always be possible, through negotiation, it should be the ultimate goal.
Agreement can be achieved once understanding of both sides’
viewpoints and interests have been considered.
It is essential to for everybody involved to keep an open mind
in order to achieve an acceptable solution. Any agreement needs to be
made perfectly clear so that both sides know what has been decided.
Furthermore, compassion and the way issues are negotiated must
be understood as negotiating will require different methods in different
situations.
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