DCI Model
Background: The DCI Model evolved from coaching clients repeatedly reporting they had “failed” at reaching goals in the past, and were at a loss as to why. They had named a goal, and they had a plan, but they weren’t feeling successful. Why weren’t they reaching goals? Because they had incomplete or missing steps! People often had vague, generic goals and/or very loose plans on what action they would take. They didn’t know what they wanted, or how they were going to get it. Even more challenging for people was the missing step – they didn’t know why they even wanted the goal! In the absence of knowing why, they never made it through challenges or obstacles, leaving them to feel they “failed.”
Use: This three step model is used to help individuals with personal or professional goals. This is also used with teams/groups to help people become clear on goals, direction and focus.
Tip: If you know what you want, why you want it, and how you are going to get it, then you WILL get it!
The Positive Promise
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Leadership CHOICE
Background: A significant focus at SYI is around supporting leaders (supervisors, managers, directors, the “boss” or whatever title resonates with people!) to do the best job possible by developing important “people skills” or emotional intelligence. People are often focused on the team, and how they can get “them” to do a better job. This model around CHOICE helps leaders visually see that they are actually the ones with the power to set the stage with the team. Every day leaders have a CHOICE on what they will focus on, and how they will direct their energy. The positive has an impact, as does the negative. This model is a reminder that every meeting, supervision, project, interaction is a CHOICE. And that positive or negative CHOICE has a major impact on people, with long reaching results, on every level.
Use: Leaders (in the conference room or the classroom!) explore the impact of their focus/energy, and develop thoughtful goals around where they want to enhance and expand their leadership skills.
Tip: Leadership action and behavior is decided and determined EVERY day, by what you say/do, so it is a continuous CHOICE.
Ownership
Background:This evolved from an ongoing complaint, from many different angles about people who weren’t “owning” what they needed to own. This lack of “ownership” translated to a lack of progress, struggles, conflict, frustration and tension. Why weren’t people just “owning” what they needed to own? Because when you put nothing IN, it’s not yours, is it? It clearly belongs to someone else and you don’t feel like you could, or should, OWN any part of it. This model helps people understand that if you are trying to build ownership (again, in a classroom or a conference room) people need the opportunity to put something IN.
Use: This model is fabulous to use as a lens to asses what is currently working (or is already in place) to support ownership- and what needs to be expanded/added to help increase ownership.
Tip: The missing piece is almost always INput!
Trust
Background: Trust is a key piece of relationships and it is especially necessary when teams, departments or agencies work together. It is very common to hear people say, “I can not work with _______because I/we do not trust them.” When people were asked how to go about developing that trust, they were at a loss. Many would say it would just happen “over time.” Nothing happens “over time” if you aren’t DOING anything differently! This model was created to help people see, in a very concrete way, what actions need to happen to build a solid state of trust.
Use: In the nonprofit world it is common for funders to look for partnerships/collaborations, some of which are new and/or forced because of the grant requirements. This model is primarily used to help develop solid working relationships between teams, units or agencies that have not previously worked together. This model can help identify what can/should be done to establish a sense of trust and ensure a positive relationship.
Tip: If there is no communication, there is no trust!
