Todd vatalaro lsi inventory

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LSI Todd vatalaro inventory

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Todd vatalaro lsi inventory

  1. 1. Coaching and Learning Process Todd Vatalaro 2/13/2002
  2. 2. Methods • Identified area on the LSI that we wanted to improve • Identified tangible behaviors associated with this area • Identified examples of problem and how it affects our leadership and the critical purpose for our learning in this area • Determined specific thinking and behavioral goals • Identified a relative and impending situation at work and coached each other through its resolution utilizing targeted skills
  3. 3. Methods • Coaching and Learning experienced through e-mail and telephone conversations • Used prodding questions designed to induce self-reflection • Provided moral support and validation
  4. 4. Patti Avoidance
  5. 5. Life Styles Inventory Life Styles 0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 30 32 34 36 38 40 Humanistic-Encouraging Affiliative Approval Conventional Dependent Avoidance Oppositional Power Competitve Perfectionistic Achievement Self-Actualizing
  6. 6. Target Competency Avoidance • Scored the same in this category on two occasions • A problem I recognize Purpose • Affects my ability to lead, particularly when dealing with personnel problems-behavior patterns evolve into the unacceptable-I end up dealing with a major issue that could have been dealt with as a minor issue
  7. 7. Tangible Behavior • Be direct in confronting problem staff behaviors • Take immediate corrective action • Provide immediate feedback • Capitalize on Self-actualizing strengths to keep avoidance tendencies in check This is the only fair approach!
  8. 8. Todd’s Coaching What does it look like to you? I take an indirect approach when dealing with issues. I hope that an employee will self- correct. I fail to establish boundaries because I don’t confront problem behaviors.
  9. 9. Coaching Can you give examples? I have an employee who pushes the limits. I tend to ignore his behavior, hoping he will stop. I am very concerned about hurting his feelings and ultimately end up hurting him more by procrastinating to the point where the situation is out of hand and I need to take firm action.
  10. 10. Coaching What action will you take? I will begin to provide immediate feedback to my staff, even when it is uncomfortable. When? I have reviews scheduled the last week of January.
  11. 11. History Clayton • Interim Evaluation in October • Communication style • Professional demeanor • Work ethic • Time management
  12. 12. Clayton • My tendency was to “sugar-coat”, hoping he would take the hint • His behavior was noticed outside my department • Had to be addressed at yearly review
  13. 13. Review Time • Watched my body language • Maintained eye-contact • Controlled tone • Did not waiver or diminish the problem • Respectful, but did not spare his feelings • Addressed another employee in the same style, not allowing a bad habit to evolve
  14. 14. Changed Behavior How did it feel? I was stressed about it all week, but was very relieved when it was over. I feel I may have helped this young man’s professional development and guided the other employee in the direction of success. I am responsible for their development, even if it’s uncomfortable. In the long run, changing my behavior in this area will avert a lot of stress.
  15. 15. Observation • Different scores on LSI • Avoidance behavior, when allowed to take control, adversely affected my whole inventory • The first time I took it, I was in the midst of this crisis, feeling very poorly about my abilities

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