members having a clearer understanding of your expectations —
as well as the confidence to work more independently. The
coaching role is to encourage that growth. Challenge your people.
Let them know that you have confidence in them. Let them know
that you think they are “unlimited resources.” Let them know that
you think they can do and be whatever they choose — and show
them how.Case Study .........................................................................................................
Neil Evans joined the staff of a private southern college as
director of food services just three weeks after the former director
died suddenly in an automobile accident. When the associate
director learned that he would not be offered the vacated post, he
resigned immediately. So Neil took over a 37-person team with
only four days to review records, accounts, menus and personnel
files ... as well as inspect the campus food-service complex.
His past experience directing food services for the dormitories
at a state university helped his orientation process greatly, but he
admitted to the college president that he would be “feeling his
way” through some areas without the detailed input of the two
previous staff leaders.
His first act as director was to call a Saturday morning
meeting of the entire food-service staff, before any of the food
facilities were active. He had five items to discuss.- Introduce himself.
- Assure everyone that someone was at the helm.
- Deal with rumors surrounding the associate
director’s resignation. - Discuss his immediate goals.
- Answer any questions team members might have.
After he covered his first three points, Neil passed out a list of
his short-term goals. He also placed them on an overhead projector
while he spoke. His goals were the following:
Coaching, Mentoring and Managing3 C A S E S T U D Y