We used Individual Leadership Coaching to help Ron transition his team. First we set up a few agreements:
- We would keep the goals of the larger project (new matrix structure) in mind.
- The specifics of our conversations would be confidential.
- We would all communicate with honesty and transparency in order to maximize the coaching experience.
It was critical to build trust with Ron so he could respond to questions and hear our suggestions. We carefully explained the skills we were using every step of the way, modeling the kind of listening and communication we were suggesting that Ron use with his own team.
We then helped Ron clarify his goals and articulate his concerns. We showed him the strengths and challenges of his own management and communication style. We helped him to identify what was most important to him in this transition and to realize that his was not the only way. During difficult parts of the process, we continued to reflect back to Ron his ultimate goals in transitioning his team.
After this foundation was laid, Ron was able to determine the behavioral changes he needed to make for the good of the team, his colleagues and himself.