Coach and Develop Others Flashcards
Tell me about a recent situation in which you helped an associate identify options for meeting development goals.
Chris Burns - understanding other parts of the lab and maunufacturing
Situation new Lab Manager had been given the goal of learning more about other lab functions and carpet manufacturing processes.
Action
Setting up focused training in Carpet Manufacturing with Manufacturing Technical and an outline developed by me.
Also, exposure to: Lab Budgets Capital Budgets & Writing Proposels Depreciations Forcasts Exposure to other lab sciences.
Results
He is now familiar with carpet manufacturing and administrative roles of the lab and the financial importance of budgeting
We have all dealt with employees that are unwilling or unable to participate fully in their development planning process. Tell me aout a time this happend to you.
Dana - very intelegent engineer from chemical industry, would be frustrated quickly with people and leadership idea that were not her own.
The individual would work very hard on assignments, but was not used to interruptions or able to manage training technicians or organizing unplaned needs. She was very intelligent and project oriented. We discussed deligation of tasks and understand that we work for our customer first, then projects. She had great gratification about completing task, but in our business we have to take a customer first attitude and then internal projects.
She never felt comfortable as a leader and is now very happy again being a Senior Project Engineer.
Successful employees can be the most difficult to coach and develop. Tell me about a time when a successful individual became even more successful as a result of your coaching.
CT Friend Lab Supervisor to Lab Manager
Lab Supervisor is good organizer of work and project management, but was nor self confident and needed help to get more from technicians.
Situation Individual needs more training in Setting Goals, Monitoring Department Performance, and increasing self estimem.
ACTION
I told him frankly that he could be more if he would let me train him and grow his self confidence.
Setting up Clear Goal for Key Test Groups , Measurement, and Resposibility were key needs My moto is You get what you inspect not what you expect. It ihas worked for me wll.
Listening to what is holding them back and acting on it was key
Today he is a lab manager and proud of his accomplishments.
Give me anexample of a situation in which you reinforced or rewarded the performance of someone who work for you.
Claims Coordinator.
Our Claims Coordinator was injured off the job and we need to reinvent that job to be able to cover their work until they returned . We need volunteers. There we several people that had some experience in using the claim system. Two people came forward as viable support.
After about 4 months of working extra hours to keep their lab roles and claims organized. They had done a great job while the Claims Coordinator recovered.
We paid them a sizeable spot bonus and invited them to lunch. Later the claims coordinator left the company and we interview both of the volunteers and promoted the most well rounded.
