When working with executives in a coaching context, it is sometimes difficult for them to determine how and where they can take control, or even if they can, due to factors outside of their influence.  Particularly in change scenarios, planned or unplanned, the issue of whether one has control of not, can increase or decrease stress in the executive and those who work for them. Thus the matter of control or not, and what position one can take if they do not have control is important to clarify as early as possible.

Using a structured tool such as C-I-G can help people clarify the different features at play in a situation and what the accurate relationship between themselves and it, are. They can use it to become clear on where they can focus to take action, either by control or by influence, and where they can let things be.

WHAT IS “C-I-G”?

“C-I-G” stands for Control, Influence, Given. The “C-I-G” tool is a structured method that can be used to help to contextualise your position in regard to a meeting, discussion or telecom. i.e. are you in a position of Control in the meeting, discussion or telecom? Or are you in a position of being able to ‘Influence’ decisions or are you discussing ‘Givens’, i.e. decisions and situations that have little or no lee-way for negotiation? In which case, will you be attempting to determine what these ‘givens’ are and the reasons that they are ‘givens’?

HOW TO USE THE “C-I-G” PROCESS

The steps in using “C-I-G” are -

1. List all the issues / concerns you have with a particular situation or projected change. If you can only think of a few issues try to break them down further.

2. For each issue / concern categorise as either i) Controllable, ii) Influence-able, or iii) a Given – neither influence-able or controllable. If you cannot clearly decide, mixed categories are fine e.g. part controllable, part influence-able.

3. Option – Check your categorisation with a trusted colleague. It is rare that all items are either totally controllable or totally ‘given’.

4. Pick an issue / concern from your list that is most within your control. Develop the action plan or next steps required to progress this issue.

5. Progressively work through the remainder of your issues/concerns until you have developed an action plan for all C & I items.

6. Option – Check your plan with a trusted colleague. Is there anything else they can contribute to your plan?

7. Check your commitment to doing the plan – what would have to be true for you to act? Add this to your plan.

8. Enact your plan!

THE BENEFITS OF “C-I-G” – HOW THE TOOL HELPS:

1. It is a structured method for focussing on what is important.
2. During a change process it can be used for restoring a sense of personal control.
3. Helps individuals to return to an ‘action orientated’ mode especially when they are feeling confused or stuck or don’t know where to start. A useful coaching process to utilise with someone who is struggling to get focused.

4. You can determine your ‘projected’ position in regard to a future event. Examples may include (for Given) ‘challenging supposed givens’ or questioning ‘why is this a given?’ or (for Influence) being influential upon a decision that is being made; or (for Control) taking control of a financial report that is going to be presented to peers or staff.

So, for providing clarity and a sense of control in times of distress and anxiety, use the CIG tool!

© William Wallace
Business Coach and Development Manager, Corporate Alchemy