The August Leadership Development Roundtable Challenge is being hosted by leadership coach extraordinaire Mary Jo Asmus.
Mary Jo wrote the challenge (based on a real case), selected the guest expert (Gwyn Teatro, from You're Not the Boss of Me), herded up the Roundtable responses, and is hosting a voting poll for readers to select their favorite answers and/or add their own comments. Voting results will be published next week.
Roundtable members are forced to keep their answers to 200 words or less, so we have to be direct and to the point - no looking at the situation from all angles. After last month's challenge, we decided to allow the Roundtable members to join the debate and add comments if they choose.
Roundtable members include myself, Mary Jo, Art Petty, from Management Excellence, Jennifer Miller, from The People Equation, Scott Eblin, from The Next Level, and new Roundtable member Sharlyn Lauby, from HRBartender.
BTW, you can use this handy gadget if you would like to subscribe to all of the Roundtable member blogs with one click:
Here's the challenge:
Linda, a department head has contacted you. She would like you to consider coaching one of her direct reports; a long-time manager who for some reason, is not getting the results expected of his team. Linda “likes and respects” this manager but believes he needs to step up his game to be more effective.
Another month goes by. Rob is still not progressing. He’s obviously not doing between-meeting assignments that he committed to, and hasn’t had a meeting with Linda yet. Your level of discomfort is increasing because as Rob’s coach, you are sworn to protect the confidentiality of your client, preventing you from speaking with Linda about his lack of progress.
As Rob’s coach, what would you do at this point?
Go here to see our answers, vote, and comment!
1 comment:
Very nice challenge! Really made me think, to be honest.
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