Managing Partner
“My coaching approach to Rose would be on the directive slide of the scale (second circle from left.) Rose is eager smart, and creative, all attributes to be encouraged. However, she is new in the role and seemingly new to a professional environment. She needs to clearly understand the impact of her current actions on others in the organization, and on her possibilities for continued success. I would clearly outline the examples outlined below and used inquiry to help her identify her own next steps – if Rose lacks the ability to do this, I would become quite directive and lay out what needs to change and why.”
Expert Facilitator
"My developmental approach for Ingrid would have two parts: First, I would be curious about what’s holding Ingrid back. She may have insights that have been overlooked in implementing the change, or she may believe the new approach requires new skills. I would ask her questions to understand the underlying cause. Second, I’d enlist Ingrid’s role as a veteran on the team to be an informal leader of the changes; she is a role model for others because of her knowledge and experience. We’d agree on a date to check back in on progress."
Expert Facilitator
Expert Facilitator
Expert Facilitator
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