You have agreed to coach Yelena, a hospital operations director, who would like

Question

You have agreed to coach Yelena, a hospital operations director, who would like to improve her leadership skills. She recently participated in a 360 feedback assessment where she received feedback from her manager, her peers, and the employees she supervises. She has contacted you to help her specifically in her relationships with her direct team.

Some of the comments from her team include the following:

Delegation

“I worry that Yelena takes on too much on her own. We are here to help her and support her, and sometimes she seems to take on a lot of the burdens of our department without our assistance. I think we have a lot to offer and I would like to take on more responsibility.”

Communication

“Yelena is great about communicating with us. We have a weekly staff meeting where she shares everything that’s going on, we have a quick review of each of our projects, and she listens to our input. Even in the middle of the week if something comes up she will send us all an e-mail to keep us informed.”

Business Knowledge

“Yelena knows more about health care than anyone I know. She is up to date on all of the regulations, many of which are quite complex.”

Performance Feedback and Giving Direction

“The one opportunity for improvement I see is that I would like to get more direct feedback from her on how I’m doing. We have an annual performance evaluation process but that seems to be the only feedback I get from her. I also think there is an opportunity for her to be more directive with us and state her expectations of us more clearly.”

Create a plan to coach this client based on this feedback. Consider the following:

1.      Reflect on an individual transition you made using the concepts of ending, neutral zone, and new beginning (some ideas: a job change, moving to a new city, changing schools, or a personal change like weight loss or quitting smoking). What did it feel like to end the old ways, experience the neutral zone, or start the new beginning? Did you experience some of the common feelings of personal transition reviewed in Chapter 10?

2.      Based on your own experience of change, how might your client be approaching her own change? What do you think might be difficult for her as she ends old preferred patterns and tries new ones?

3.      What questions might you use to help Yelena understand what to focus on next?

TEXTBOOKS:

Anderson, D. (2014). Organization Development: The process of leading organizational change. 3rd Ed. Sage

Explanation / Answer

1)

The individual transition which i experienced is a situation i which the company im working has changes the software it is using to a new software. Initially as in the first stage of transition , there was lot of resistance and impatience among the employees . They could not understand the software and it became a nightmare for us to learn the software. Some people bursted out due to anger and frustation and some could start letting it go by being used to the software.

In the second stage with the help of expert trainers and outside consultants employees slowly started accepting the change and the software got implemented company wide. People got confused and slowly by asking others and trainers they got used to it.

After a few weeks employees got accustomed to the new software and started working on them.

2) Based on my experience of change the client may be approaching her own change by slowly delegating the tasks and communicating more with the employees. At first she may feel difficult to delegate the task in the fear of risk and quality but later on by continuos supervision and followup of the delgated tasks she will slowly gain the confidence on others and will be able to assess who can do the task and can assess the quality also.

3)

The questions that can be asked to yelena will be how frequently does she interacts with her colleagues, what is her approach in delegating her tasks, how good are her relations with the employees, is there anyone whom she feels capable to do a specific task, how good are people accepting any change or feedback etc.

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