Research Paper: Development Program for AB

Research Paper By Crina Marin
(Life Coach, ROMANIA)

1. Introduction

This report is based on AB Development program outcome.

The program methodology contains:

One to one discussion

Goal: To help AB identify behaviors and thinking to change.

GROW model (Appendix 1)

Goal: To lead to a clearly defined end result through four phases. It stands for learning through experience: reflection, insight, making choices and pursuing them.

Points of you “The coaching game” (Appendix 2)

Goal: The game invites the participant to free herself from set patterns of thought from the usual solutions, and to meet herself in a different place, opening up new possibilities for change, expansion and growth.

Personality test

Goal: To help AB acknowledge her strong / week points.

This program was designed to help AB to have a better structure to her thinking, and is done possible by asking powerful questions, actively listening, suggesting after seeking permission and by sometimes have a direct conversation. This structure helps in gaining awareness, clarity, making the right choice, moving to action and committing to results.

Program time frame: 10 months (within first four months 1 meeting/month and starting with January 2 meetings / month):

2. Development program steps

3. Program progress

Set the program mission– goals alignment with AB and the direct superior (determine the purpose of the program, agree on the process, agreeing upfront how communication and confidentiality will be dealt with and how progress will be communicated to AB’s direct superior)

The established goals for this program are based on AB and her direct superior desired state related to AB’s behaviour changes:

a) To became more decisive and decided
b) To develop conflict management skills

Understand the current state–The purpose of this step was to have a better understanding of the current state and to help AB gain awareness about herself and about where she is presently in much deeper sense.

The methods used in order to do this were:

a) One to one discussion with AB
b) SWOT Analysis (Appendix 3)
c) One to one discussion with her direct superior
d) Assessment: Personality inventory (MBTI) , “The coaching game”

The outcomes in this phase are as follows:

AB’s SWOT Analysis as a manager

Assessment outcomes

The assessment tools used were Personality test based on Myers Briggs which gives details about AB’s strengths and how AB can achieve fulfillment in professional life and for self assessment the instrument was The Coaching Game.

Based on the results, AB’s profile was ISTJ:

According with this profile, AB always try to be straight-forward with others—a trait that others often appreciate—and rarely sugar-coat things.

AB values security and stability, and expects others to follow through on their responsibilities. She holds herself and others to high moral standards.

AB has initiative, and others often describe her as a “doer”. AB is competitive and always pushing herself to be the best.

She is a great problem-solver. She is able to think critically and logically when making decisions, rarely letting her emotions cloud her judgment. When confronted with a problem, AB tries to use the information available to make the best decision, hoping for the best.

She places a great deal of trust on her own judgment, which is based solely off of unbiased logic and reasoning. Because of this, sometimes AB can be inflexible and stubborn and the others may see her too forceful in her decisions.

Based on “The coaching game”, the outcomes were related to current challenge for AB: new manager position. The purpose was to create awareness regarding this specific topic and to take a closer look at it from different perspectives. The discussion topics were:

What is the real issue?
What is stopping her or holding her back?
What are the opportunities she is faced with?
What is she afraid of?
What allows her to move forward?

Build of action plan (Appendix 4)

In this phase the purpose was to create a detailed actionable plan and follow-through that will lead to goals attainment. The approached topics in one to one meetings in this phase were: