NexusHR - oasis learning

By: Nexus Hr  09-12-2011
Keywords: leadership, coach, mbti

Coaching and Mentoring for Managers and Teams: Sensitive, strategic and focused on clear objectives

rial;">For Managers An oasis where you catch your breath, reflect on your situation, learn and move on.

OASIS Learning

  • An oasis where you catch your breath, reflect on your situation, learn and move on.
  • A professional and confidential service.
  • A personalized service: the coach will design strategies and research issues or themes for you, the client.
  • The coach is readily available in person, by telephone or e-mail.
  • A process that helps to reconcile personal and organizational objectives.
  • A process that fosters relevant and just-in-time learning and integration much more efficiently than traditional workshops.
  • A practical process that helps to generate desired results.

For Teams

Teamwork can produce excellent results under certain conditions

  • Teammates must agree on objectives and the path required to attain them.
  • Each team member must feel that his or her best competencies are put to good use and that they will be complemented by their colleagues’ competencies. 
  • The diversity of individuals and their competencies once harnessed and valued will achieve the desired outcomes.

Teams need to function on many levels

  • How will decisions be made in the team?
  • How will the team solve problems and deal with conflicts?
  • How will the team attain and maintain a high degree of maturity?

Team coaching helps both leaders and team members attain stated objectives in a friendly and constructive environment.  What are the organization’s objectives in providing managers and teams with coaching services?

The Eight Steps in Oasis Coaching

1. Understanding the organization’s objectives and context

  • What are the organization’s objectives in providing managers and teams with coaching services?
  • Is there a specific competency that needs to be acquired, a gap that needs to be filled?
  • Is the objective to help a manager and a team attain a higher potential?  What are the manager’s concerns and objectives?

2. Understanding the manager’s and team’s objectives

  • What are the manager’s concerns and objectives?
  • What are the team’s objectives?
  • Are they different than the organization’s objectivesClients and coaches agree on specific results that need to be attained. They will reconcile organizational and individual objectives. Needs commonly expressed include:

3. Defining the scope and focus of the intervention

  • Clients and coaches agree on specific results that need to be attained. They will reconcile organizational and individual objectives. Needs commonly expressed include:
    • Gaining support to better assist their employees’ acceptance and commitment to organisational change and ensuring a better work/life balance. 
    • Other clients wish to improve a specific competency in order to be more efficient and motivated. 
    • Enhancing interpersonal relations is often targeted as an objective.
  • In an ever-changing work environment, some managers wish to take stock of their career, set new objectives and proactively invest in their professional future while regaining or maintaining a healthy overall balance in their lives.
  • Clients and coaches commit to working together and agree on process, values and guidelines.The coach will often want to meet his client’s colleagues, employees or clients in order to gain their perspectives on the situation and its challenges.

4. Information gathering

  • The coach will often want to meet his client’s colleagues, employees or clients in order to gain their perspectives on the situation and its challenges.
  • In developmental situations, an effective tool for gathering information is 360 degree or multi-rater instrument. This will provide objective and specific data on areas of improvement both for an individual manager as well as for a team. This approach must be acceptable to all concerned.
  • We use “Benchmarks” for 360 degree assessments.   This instrument was designed and validated by the Centre for Creative Leadership, a renowned international organization. Please see our notes for further information on “Benchmarks”.
  • Other tools such as MBTI, Learning Styles Inventory and Career Anchors could also be beneficial.  Specific feedback and data are provided to you and your team. They serve to further define and anchor the stated objectives and the process to attain them.  You and your coach formalize a strategy and a process to achieve success. The process often includes risk-taking and trying new behaviours emanating from the objectives of the process. You receive feedback from your environment and discuss it with your coach. Adjustments are made.  Your coach helps you systematize and integrate positive changes. You will gain a new degree of self-confidence. This helps you better position yourself and your approach to leadership.

5. Providing Feedback

  • Specific feedback and data are provided to you and your team. They serve to further define and anchor the stated objectives and the process to attain them.

6. Setting the strategy and working towards implementation

  • You and your coach formalize a strategy and a process to achieve success. The process often includes risk-taking and trying new behaviours emanating from the objectives of the process. You receive feedback from your environment and discuss it with your coach. Adjustments are made.

7. Integration

  • Your coach helps you systematize and integrate positive changes. You will gain a new degree of self-confidence. This helps you better position yourself and your approach to leadership.
  • These new skills, be they individual or team based contribute to real improvements and greater satisfaction.  There is an on-going assessment by you and your coach of the progress accomplished in relation to the desired outcomes.

8. Assessment and follow-up

  • There is an on-going assessment by you and your coach of the progress accomplished in relation to the desired outcomes.
  • You and your coach agree on further actions in order to further anchor the new competencies. New objectives are set as needed.  There are occasions when traditional training is an appropriate approach for skill development.  We have helped many organizations achieve their learning objectives by designing and delivering custom made learning programs.  

Design and Training

There are occasions when traditional training is an appropriate approach for skill development.  We have helped many organizations achieve their learning objectives by designing and delivering custom made learning programs.

Diagnostic Tools

We offer a range of diagnostic tools such as MBTI and Benchmarks to support learning for both you and your organization.  Learning more about ourselves and others is an important step in the voyage of self discovery.  The Myers-Briggs Type Indicator is a self-report questionnaire designed to make Carl G. Jung’s theory of psychological types understandable and useful in everyday life.  MBTI results describe valuable differences between normal, healthy people – differences that can be the source of much misunderstanding and miscommunication.

Myers-Briggs Type Indicator (MBTI)

 After more than 50 years of research and development, the current MBTI is the most widely used instrument for understanding normal personality differences.  It has been employed as a tool by a variety of users in small businesses and large corporations, service industries and manufacturing concerns, consulting and training services, governments at all levels, established firms and new ventures by entrepreneurs, and educational and health care institutions.  The MBTI is used in:  Self-development

  • Self-development
  • Career development and exploration
  • Relationship counseling
  • Academic counseling
  • Organization development
  • Team building
  • Problem solving
  • Management and leadership training
  • Education and curriculum development
  • Diversity and multicultural training

The MBTI will help you to identify your unique gifts.  You can use the information to better understand yourself, your motivations, your strengths and your potential areas for growth.  It will also help you to better understand and appreciate those who differ from you.  Understanding MBTI is self-affirming and enhances cooperation and productivity.  NEXUS HR offers workshops in both introductory and advanced MBTI to individuals and/or teams.

360 Degree Leadership Assessment and Development using Benchmarks®

  • Benchmarks® was designed by the Centre for Creative Leadership ( Greensboro, North Carolina) one of the foremost leadership research and development centres in the world.
  • Benchmarks® is a statistically reliable, valid and comprehensive 360-degree-feedback instrument.
  • The Benchmarks® assessment tool is available in English and French.
  • Benchmarks® goes beyond providing very precise feedback. It provides a detailed development plan which allows leaders to develop professionally and personally and avoid career stalling problems.  Benchmarks® is intended for middle and senior managers.

Confidentiality of the report is assured. Only two copies are produced - one for the client and one for the consultant who gives his copy to the client at the end of the process.As a confidential tool for individual development in addition to rating themselves, managers receive feedback from superiors, peers, direct reports, and other observers.

Objectives of Benchmarks® :

  1. As a confidential tool for individual development in addition to rating themselves, managers receive feedback from superiors, peers, direct reports, and other observers.
  2. The 39 page report provides specific data on one’s leadership strengths and areas of improvement.
  3. It also clearly indicates career stalling issues and how to overcome these.
  4. Benchmarks®  provides a clear and thorough development plan to facilitate leadership growth.
  5. Benchmarks®  allows leaders to compare and confront one’s most important organizational values with those of the observers.  

Keywords: coach, leadership, mbti

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