qr code with logo c# SEVEN COACHING CASE STUDY SUMMARY: RANDALL in Microsoft Office

Encode QR in Microsoft Office SEVEN COACHING CASE STUDY SUMMARY: RANDALL

SEVEN COACHING CASE STUDY SUMMARY: RANDALL
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Determine Coaching Goals and Learner Motivation Make sure the goals can be accomplished in the time available and are linked to one or more of the learner s key motivators
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Randall wants to be considered for his manager s job when this person retires in six months However, Randall believes that others in the organization do not perceive him as a serious contender for this position, based, he thinks, on their view that Randall does not have the depth of knowledge or organizational respect required When asked why this matters to him, he states, I ve always wanted this since I began working in this group I want to be taken seriously In fact, I m not really sure how I m perceived or why others think I would not be a candidate for this job
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Assess the Learner s Level and Range of Self-Mastery, Then Use Level-Appropriate Coaching Approaches Determine the learner s normal (average) level and range of self-mastery
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Although Randall is a successful lawyer he is intelligent and has an engaging interpersonal style his normal self-mastery level is at the lowest end of the moderate range Although he is normally quite energetic and enthusiastic,
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Bringing Out the Best in Everyone You Coach
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he is rarely self-re ective, has dif culty sustaining his focus in most instances, and avoids negative feedback as much as possible for example, he reframes constantly, brings up extraneous topics as distractions, and continually makes jokes in meetings Although the content of the jokes is not objectionable, the timing of his delivery is inappropriate For example, he makes jokes at moments when everyone else is trying to solve serious problems His range of self-mastery is limited; his highest point is only slightly above his average level, but when he becomes distressed, he functions in the low self-mastery level
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Select the development approach(es) from the chart on pages 166 167 that would be most effective with the learner, and experiment with these
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During coaching meetings, help Randall learn to focus for longer and longer periods of time during conversations, calling it to his attention when he distracts himself by moving around and jumping from topic to topic Emphasize that it is important for him to learn to focus, so that he can do this in meetings with others at work, and explain that this is likely one reason that others may not take him as seriously as he desires Tell stories of others who have reaped rewards from being able to focus and from showing self-discipline However, base these stories on other successful professionals rather than yourself, because Randall does not listen fully to personal stories about the developer Be prepared to use approaches from the low self-mastery level when Randall is under duress; in particular, empathize with his desire to do everything, but also be clear that he needs to set boundaries for himself
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Use Coaching Techniques That Challenge Growth Plan how you will use each of the four coaching techniques from this section, and use them at appropriate moments during the coaching process
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Head Center Challenge: What if What have you heard the learner say or imply that reflects a mental model or assumption you can challenge How will you phrase this What if challenge
All of the following challenges would be effective with Randall What if you were taken seriously at work What if you took yourself more seriously at work What if you could be taken seriously at work without having to receive a promotion to prove this to yourself
Heart Center Challenge: Recognizing and Leveraging Defense Mechanisms When have you observed the learner use a particular defense mechanism Would a direct or an indirect challenge be more effective How would you phrase this defense mechanism challenge
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