Leading with Emotional Intelligence: Hands-On ... - always yours

DEVELOPING OTHERS TOOLS AND STRATEGIES 239
• Become a better listener = 6
• Time management = 3
On two separate occasions we reviewed Carl’s goals and modified
his actions to continue his development. At the end of the coaching,
Carl’s progress on the goals was as follows:
• Be an inspiring leader = 7
• Set strategic direction = 5
• Communicate frequently = 7.5
• Become a better listener = 8
• Time management = 6
Carl was satisfied with his progress, as was I. He was very clear
about what he needed to do to maintain his gains and what actions
to focus on to continue his improvement in the areas listed. The
scaling questions helped in identifying gains, rewarding progress,
and clarifying areas for continued development. They also helped
by bringing some metrics and evaluation to the coaching process.
DEVELOPMENT CHART
Use this chart to organize the information about your direct
reports and to clarify the best ways to lead them.
Name: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Strengths:
Weaknesses:
Motivations:
Learning style:
Leadership style to use:
Plan:
Resources:
Accountability metrics: