7
If motivation is somehow absent from a project, you can
generally find the reason for problems by analyzing the vision
(direction) and enthusiasm (destination) you have communicated
or failed to communicate.
Notice that while you may make a team member into a coach
or mentor, you shouldn’t make a team member into a counselor.
Team members don’t have the authority to confront or correct.
That’s your responsibility.
Exercise ..............................................................................................................
Using the StaffCoaching™ Model, decide what each member
needs in terms of the roles you will play in their professional lives.
You’ll respond to each of the following scenarios with one of five
answers. Individuals will need to be 1) coached, 2) mentored or
3) counseled. By delegating, you have two additional options for
managing. You may need to 4) make some members into coaches
or 5) make some members into mentors.
Pretend for a moment that you recently accepted responsibility
for taking a successful product prototype to production in only
three months. You’ve been assigned a production crew. As the
StaffCoach™, it’s your job to get the most out of each team
member in the very short time you have to develop the product.
Meet your production crew — seven people with very special
talents and needs! Based on what you learn from the remarks of
each, decide how each person should be managed.
Decide how to manage each of the following seven people in
one of five ways.
- You respond to the team member as coach.
- You respond as mentor.
- You respond as counselor.
- Team member serves as an assistant coach.
- Team member serves as a mentor.
Managing Within the StaffCoaching™ Model“Partial
commitment is
dangerous.”
— Tom Osborne