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Who For?
Any individual who will shortly be, or recently has been, appointed
to a new role.
The Issues
Once someone is promoted into a new role, they are usually expected
to “hit the ground running.” The process of coaching
is to ensure that they run comfortably and do not suddenly
stop! Often when someone is new in a job they are simply missing
a few skills. Trial and error will no doubt address these. However, it may also destabilise their team. Also, people
can become quite stressed in new roles and require a way of keeping
calm and enjoying the new challenges they face.
Frequently people
are being “groomed” for
promotion, who do not know this to be the case. Coaching can
set expectations
so that, in the event of a promotion, no unpleasant surprises
emerge.
The Coach
The coaches in this area will have faced the challenges of promotion
themselves and worked at a high level in organisations.
The Coaching
Firstly, goals are identified and agreed upon. Also, areas where
new skills are required are discussed and further reading and
training is suggested.
The coach
will seek a commitment to gain the new capabilities
required by the job and not to dwell on those lacked as
personal failure; this is simply a normal process of the recurring
skills gap that any individual will
experience throughout their working life.
Thereafter the coach will be there to assist in the decision-making process on what specific actions would be best as the
various management and strategic issues arise. This can be very
comforting for a new arrival; having the support of a coach
through the first few weeks of a new role provides a basis for
continuing and independent success.
Summary
Throwing someone in at the deep-end will identify whether they sink
or swim. The problem is, if they don’t take to it like
a duck to water, then their team will suffer. Coaching could
then be perceived as a way to deliver a young swan and reduce
the ugly duckling period to a minimum!
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