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    Role Play: Jones Schilling Employee Coaching Workshop

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    PRIYANKA BATRA
    The senior manager had a coaching session with Sam to discuss his potential promotion. While recognizing Sam's strengths as a star performer and high potential leader, the manager communicated the need for Sam to gain more work experience before being promoted to the next level. The manager achieved making Sam understand the importance of gaining more exposure through cross-functional roles or executive responsibilities in order to truly demonstrate his capabilities for promotion.

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    Role Play: Jones Schilling Employee Coaching Workshop

    Uploaded by

    PRIYANKA BATRA
    123 views5 pages
    The senior manager had a coaching session with Sam to discuss his potential promotion. While recognizing Sam's strengths as a star performer and high potential leader, the manager communicated the need for Sam to gain more work experience before being promoted to the next level. The manager achieved making Sam understand the importance of gaining more exposure through cross-functional roles or executive responsibilities in order to truly demonstrate his capabilities for promotion.

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    CCM_Coching Role Play

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    The senior manager had a coaching session with Sam to discuss his potential promotion. While recognizing Sam's strengths as a star performer and high potential leader, the manager communicated the need for Sam to gain more work experience before being promoted to the next level. The manager achieved making Sam understand the importance of gaining more exposure through cross-functional roles or executive responsibilities in order to truly demonstrate his capabilities for promotion.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    123 views5 pages

    Role Play: Jones Schilling Employee Coaching Workshop

    Uploaded by

    PRIYANKA BATRA
    The senior manager had a coaching session with Sam to discuss his potential promotion. While recognizing Sam's strengths as a star performer and high potential leader, the manager communicated the need for Sam to gain more work experience before being promoted to the next level. The manager achieved making Sam understand the importance of gaining more exposure through cross-functional roles or executive responsibilities in order to truly demonstrate his capabilities for promotion.

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    Role Play

    Jones Schilling Employee Coaching Workshop

    Group 07
    20PGHR16 | Megha Sharma 20PGHR25 | Priyanka Batra
    20PGHR33 | Sachin Bhakt 20PGHR36 | Rishita sharma
    20PGHR49 | Yashvardhan 20PGHR42 | Upamanyu shaha
    CINDY - Yashvardhan
    What she needs to improve
    • Focus
    What she has going for her • Going the extra step for work
    • Leadership Potential • Reaction to criticism
    • Detail Orientation • Disengagement from work
    • Outside of the box thinking • Being a team player
    • Time on social media

    Conversation Summary Q1 - What did the senior manager do?


    • Heard about the apprehensions that Cindy had.
    • The manager recognized her merits, caller her a high performer and
    • Communicated to Cindy about the problems.
    encourage her about having a steep career growth path.
    • Worked on a solution to help Cindy perform better
    • Highlighted how she can get promoted by slight.
    Q2- Suggestions for a senior manager to improve?
    • Involve Cindy in deciding her coaching style.
    Coaching Style
    • Taking the middle ground where Cindy’s perspective is also
    Developmental Coaching - This is an iteration of the holistic approach. In considered
    Developmental Coaching, opportunities are identified for individual growth and
    promote internal development in the long term. Q3- What did the senior manager achieve?
    • Better communication for future meetings.
    If this type of coaching is followed, she will be able to perform better, grow and
    • Enhanced commitment towards work from Cindy’s side.
    become a better employee and will be able to handle work-life priorities well. It
    is also paramount for developmental coaches to have patience and wait for • Guiding Cindy to grow and perform.
    eventual returns.
    JASON - Sachin
    What he needs to improve
    What he has going for him
    • Jason lacks initiative taking ability
    • Knows how to do the work • Lacks business etiquettes. 

    Conversation Summary Q1 - What did the senior manager do?


    • Heard about the apprehensions that Cindy had.
    • Pointed out that it is required is for him to be more motivated, more engaged, and for • Communicated to Cindy about the problems.
    him to take more initiative
    • Worked on a solution to help Cindy perform better

    Q2- Suggestions for a senior manager to improve?


    Coaching Style • Involve Cindy in deciding her coaching style.
    • Taking the middle ground where Cindy’s perspective is also
    Transformational Coaching
    • One-on-one approach that involves building a trusting coach–client alliance in considered
    which both parties agree on coaching goals and processes.
    Q3- What did the senior manager achieve?
    • Rather than establishing hierarchical control, the transformational coach acts • Better communication for future meetings.
    collaboratively with the client while offering authentic support and candid feedback • Enhanced commitment towards work from Cindy’s side.
    •  
    • It will help in building up of the following dimensions: inspirational motivation,
    • Guiding Cindy to grow and perform.
    idealized influence, intellectual stimulation, and individual consideration
    MICHELLE - Megha
    What he needs to improve
    What he has going for him
    • Formal communication both verbal and written
    • Enthusiastic • Understanding the “ask” and providing the
    • Creative solutions and reports accordingly
    • Top performer • Reaction to criticism
    • Intelligent • Disengagement from work
    • Outside of the box thinking • Listening skills

    Conversation Summary Q1 - What did the senior manager do?


    • Communicated the problems others had with her
    Sr Mgr appreciated her contributions and creativity as an employee and • The need to listen and act as per instructions
    recognized her as a great potential asset to the organization. • To focus more on the feedback

    Q2- Suggestions for a senior manager to improve?


    Coaching Style • Clear communication from the managers highlighting the ‘ask’
    • Appreciating the creativity
    • Transactional Coaching - This is an iteration of the holistic approach. In
    Developmental Coaching,  opportunities are identified for individual growth Q3- What did the senior manager achieve?
    and promote internal development in the long term. • Better communication for future meetings.
    • Enhanced commitment towards work from Michelle’s side.
    SAM - Rishita
    What he needs to improve
    What he has going for him
    • Sam requires more experience before being
    • High Potential Leader promoted to the next level. It is imperative to make
    • Star Performer him understand the importance of more
    • Diligent experience. 
    • Determined • Sam is someone who gets motivated by his work
    and is a star performer.

    Q1 - What did the senior manager do? Q3- What did the senior manager achieve?
    • Highlighted Sam’s  strength
    • Discussed the apprehension Senior Manager had for not promoting Sam
    • Communicated the drawbacks Sam portrayed 
    Make Sam understand the importance of gaining more
    Q2- Suggestions for a senior manager to improve? work exposure which is required for the next level
    Communicate that although he is a star performer and
    1.Cross-Functional Roles To Enhance Development. is valued at the organization but in order to get the
    2.Empower Them With Exposure To Executive Responsibilities. promotion exceptional achievement is required like first
    3.Holistic Coaching- gives employees a sense of their role in the team, it can give manage turnaround of a declining category, in order to
    perspective on their place in the wider business, helping them feel more connected and
    showing them how they matter.
    truly portray his capabilities
    4.Vision Coaching-This style encourages and empowers employees by giving them
    clear direction and strategies for achieving objectives and encouraging focus.

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