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Middle Manager
My Agenda:
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Just promoted - how can I become effective, as quickly
as possible?
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I'm ambitious and need to understand my development needs.
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I have agreed with my company that I need to change career
- what do I do next?
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I love my organisation - but hate my job - what next?
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My poor people management skills are holding me back.
What can I do?
As a Middle Manager in your Company, these may be some of
the issues that you currently face. In some situations you
maybe in a position to involve some of your colleagues, your
Human Resources Director or the Managing Director in developing
answers to these questions. However on occasion this may not
be appropriate.
Coaching may offer you the opportunity to consider
these issues and allow you to advance your thinking before
raising them with the relevant audience. In this context the
use of a coach can help you frame the issue, clarify
your options and consider the most appropriate action to take.
The role of a good coach is to operate as a sounding board,
in a confidential and discreet environment. Through active
listening and constructive questioning the opportunity exists
to reframe an opportunity or challenge in order to find the
most effective solution open to you.
As you will be aware, the coach is not the expert and is not
there to give advice. Rather the coach acts as a facilitator
in order to assist you in identifying the most effective approach
to take. This means that an effective coach does not try to
'second guess' your knowledge of the business or the people
involved. In addition a Coach can provide a useful
role in providing an outside perspective to the particular
issue you are considering.
When linked to the company's performance appraisal system,
coaching can be a powerful tool, in supporting your
own personal development and helping you achieve your true
potential.
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