Introduction The Purpose of this report is to review, analyze and reflect over the real life six week coaching experience I had with Jeff LaVelle. The project allowed me to apply my knowledge, skills and abilities (KSA’s) obtain thru my Coaching and Talent Management class. Jeff and I had face to face at Starbucks on the following days and times ; September 12, 5015 at 1 pm, September 20, 2015 at 11 am, October 4,2015 at 11am, October 18, 2015 at 11am, October 25, 2015 at 9am and November 1, 2015 at 10am. This report will review in detail the stages of the coaching process. Those stages are; establishing the coaching relationship, assessing coaching needs, setting goals, progressing towards goals and concluding the coaching engagement.
Establishing …show more content…
Jeff had issues with what he liked to call bandwidth, meaning he has continued ongoing staffing issues and when an employee is absent from work he ends up filling in their position personally therefore losing the valuable time we discussed that he needs to prepare for his facilitation of meetings and conference calls. The biggest question I posed to him at this point was what aspects of preparation could his staff help him prepare? Could they pull reports and gather data so he could cut back on some preparation time and also get them to engage in the results? Jeff appeared to have a revelation at the possibility of his staff’s participation bringing about more ownership. I also asked Jeff to start thinking about his bandwidth problem and the fact it was likely a long term obstacle and how he can add it to his SMART …show more content…
We resumed the conversation about long term goals and any obstacles that needed to be planned for. Jeff set his goal to have weekly meeting on an ongoing basis. His strategy for unexpected bandwidth issues was to cross train his junior management team to do preparatory work for these weekly meetings. He hoped to see their involvement create more structure and for the staff to see the meetings be presented as more of a united front. He also shared that he advised his superior of his goal to improve his presence as a facilitator in hopes to get additional feedback when he was on
Establishing …show more content…
Jeff had issues with what he liked to call bandwidth, meaning he has continued ongoing staffing issues and when an employee is absent from work he ends up filling in their position personally therefore losing the valuable time we discussed that he needs to prepare for his facilitation of meetings and conference calls. The biggest question I posed to him at this point was what aspects of preparation could his staff help him prepare? Could they pull reports and gather data so he could cut back on some preparation time and also get them to engage in the results? Jeff appeared to have a revelation at the possibility of his staff’s participation bringing about more ownership. I also asked Jeff to start thinking about his bandwidth problem and the fact it was likely a long term obstacle and how he can add it to his SMART …show more content…
We resumed the conversation about long term goals and any obstacles that needed to be planned for. Jeff set his goal to have weekly meeting on an ongoing basis. His strategy for unexpected bandwidth issues was to cross train his junior management team to do preparatory work for these weekly meetings. He hoped to see their involvement create more structure and for the staff to see the meetings be presented as more of a united front. He also shared that he advised his superior of his goal to improve his presence as a facilitator in hopes to get additional feedback when he was on