Running head: Module 3 Case

Trident University
Adrian Brown
Case 3
LED514: Mentoring and Developing Employees
Dr. Kristen T. Christman
May 18, 2015

Module 3 Case

Introduction
For this case assignment, our coaching session moves forward to exploring
options or obstacles based on the GROW model in order to achieve both the coachee
and our teams objectives. In our previous coaching session, we have already
established the goal and current reality of my coachee. The goals of my coachee are to
become an effective team player and improve his marketing skills. As previously
discussed, he prefers to work alone than in teams based on his previous work
experience.
In our coaching session, we conducted brainstorming in order to come up with
specific actions to achieve the coachees objectives. As a coachee, I also offered my
suggestions but encouraged him to do more of the thinking. We have listed the top five
options that would be the most helpful in achieving his objectives. Advantages and
disadvantages were also discussed so as to fully weigh these options.

Preplanning
I have read the suggested article regarding brainstorming so as to understand
how to discuss and explore the options we are going to discuss with my coachee.
According to Van Valin (2014), the first rule in brainstorming is to consider every idea as
good idea. It was a good thing that I was able to read this article because I have the
tendency to immediately look into the negative side of things.
It is very important to set aside judgment and look into the positive side of the
ideas presented. As Van Valin (2014) discussed, one should be open to the ideas
presented and never think that it is outrageous. In our department, we are really

Module 3 Case

encouraged to voice out our ideas and I have planned to inculcate this in our
brainstorming. Furthermore, I have planned on getting as many options as possible and
narrow them down to the most effective and useful ideas. I have set top five options so
that in our next coaching session we would be able to be focus and come up with a
more detailed action plan.

Exploring Options
As scheduled, we conducted our coaching session after office hours. I informed
my coachee that we will be generating and evaluating ideas that would help him and the
team as a whole in achieving both our objectives. We started exploring options in order
for him to achieve the objective of becoming an effective team player. Before we have
started our session, I have already looked into various articles and books that would
guide me in coming up with strategies that would help my coachee to become an
effective team player. I have planned on bringing up these ideas after he has presented
to me his own ideas.
At the start of the session, I asked him whether he has already thought of various
ideas to achieve his goals. He mentioned that he has observed how our team worked.
Feedback is encouraged in our team. Ideas are considered. Moreover, each work not
just for his own benefit but for the whole team. Based on these observations, he has
concluded that it is important for him to be more open to his ideas and ask for
comments and suggestions.
He has also observed that our team is very good in troubleshooting unexpected
problems especially when dealing with clients and other agencies. Even if some

Module 3 Case

problems were caused by one person, the whole team would resolve them without
blaming. I told him that when we resolve problems, we focus on the problem and not on
the person who caused the problem. My coachee has disclosed that in his previous
work, this is not the case and all the burden of solving the problem is given to the
person who made the mistake. Well, there was an advantage to it because he is forced
to really find ways to solve the problem. It made him somewhat independent and
confident especially when he is able to resolve the situation.
In working as a team, he suggested that he should improve his interpersonal
skills. I agreed to his idea and further asked why he should improve such skill.
According to him, he is not really good with communicating his ideas to other people.
He can express his thoughts well in writing but struggle to convey his ideas orally in a
way that everyone would readily agree. I explained to him that when we communicate
with others, our goal should not be that everyone would immediately agree to our ideas.
We should be open to the possibility that some would not consider the idea and would
even reject it.
Another option that my coachee mentioned is to study more about the account
that we handle. He has observed that there are many things to remember when
handling our account. He wants to be well-versed about the policies and procedures. I
asked him whether it would be okay for him to handle the monitoring tasks in his first
month so that he will know what should be updated always. Moreover, the monitoring
function is very important because it involves communicating with clients about annual
requirements and monthly and quarterly amortizations. My coachee has agreed to this

Module 3 Case

set up. However, I assured him that there is a job rotation so that he can experience the
whole credit process.
Next we discussed about improving his marketing and negotiating skills. I asked
him why he wants to focus on this skill. He told me that he is really not good in
convincing people. He added that most of our clients are businessmen who are, for him,
intimidating. I told him that improving ones marketing skills takes time. Moreover, there
are no hard rules when it comes to marketing and negotiating. One important concept in
marketing is knowing ones client. That is why I have assigned him in the monitoring
function so that he will have a hands-on experience in dealing with our clients.
My coachee asked me whether there are seminars that he can attend so that he
can improve his marketing skills. I informed him that after his six months in the
company, he will be nominated for seminars which are required in our department. The
first seminar that he will be attending is regarding the products and services of the
company. This will then be followed by training on credit management. He was quite
curious why it would take six months before attending such seminars. I informed him
that the hands-on experience he will have within the six months is his orientation about
the whole credit process. He would appreciate and understand more about the topics
discussed in seminars and trainings if he already has an overview. The seminars and
trainings are just theories.

Post-coaching
Our session lasted for two hours. I have expected that my coachee would come
up with many options. However, he was very specific with his ideas and those that can

Module 3 Case

be immediately applied to our work. He has also made his own observations and based
his ideas on these observations. I have wanted to encourage him to come up with more
ideas but I believe that all the things we discussed are the main objectives that we
should work on.
One thing I have observed from my coachee is that he is straightforward. I think
that this characteristic is helpful in our team because I can see that he wants things
done immediately. He has the sense of urgency which is important especially when
meeting targets.

Conclusion
In conclusion, we have established the objectives that we will take up in order for
my coachee to achieve his goals. We have come up with not too many options but
these options are already specific and attainable. We can already draw a detailed action
plan. I think that hands-on experience is important so as to achieve his objectives. My
coachee would be able to understand more about the whole operation if we integrate
our coaching with on the job training. This would be realized through assigning him in
the various tasks in our team. In our next session, we hope to come up with specific
actions for each of the options we have discussed. I believe that my coachee is eager to
complete our coaching session because both of us have learned and applied the
knowledge in our work.

Module 3 Case

References
Kennedy, F.A. and Nilson, L.B. (2008). Successful Strategies for Teams; Team Member
Handbook. Office of Teaching Effectiveness and Innovation. Clemson University
The GROW model: A simple process for coaching and mentoring. (2014) Retrieved from
www.mindtools.com/pages/article/newLDR_89.htm
Van Valin, S. (2014). Brainstorming. Leadership Excellence, 31(2), 2021.