Leadership Coaching for Curtis Nicholas

Click here for your: Leadership Potential - 2nd Revision (LEAP - R2) Click here for your: Multidimensional Emotional IQ Assessment - Abridged (MEIQ - Ab)

Leadership Coaching Session #1: Monday 5 March 2018

- Curtis was an ex-member of the military in a supervisory level. - Curtis is the Store Supervisor and has been at BWPL for 7 years. - He would his job at Blue Waters as 7/10 - His main issues with working at Blue Waters, which he said can be shared with upper management ANONYMOUSLY are: (i) Lack of respect and recognition from his Manager and upwards for the Stores Department (ii) All Supervisors have a company phone and a laptop, and Curtis had to beg for a computer which is not the best. He has given up on getting a company phone. This makes him feel sub-par. (iii) The salary level could be higher and is currently $7,000. As a matter of fact, he has not had a pay increase for the seven years he has been at Blue Waters. (iv) The Stores Department does not have a way to measure performance and efficiency as compared to other departments. (v) The Maximo system is in the process of being implemented, and should give ways to measure performance. (vi) Curtis feels that there should also be the human element of evaluating performance and inflation should be taken into account. (vii) His manager Eshwar does not ever meet his supervisors one on one, so Curtis feels that he cannot be totally open to share views. (ix) Curtis said that Eshwar does not react to criticism well. He does not take the blame for anything that goes wrong. - Curtis has two employees who report him. One is very reliable and shows initiative, while the other one does not. He has been given many chances to improve but now he is on his own. - Curtis shared that Dominic has never addressed his staff as a whole since the time that he started working with the company. - Below you will find a summarized version of your Leadership Potential assessment results, characterized as Strengths, Potential Strengths, and Limitations. Strengths He is able to motivate others He has good coaching ability He collaborates well with others He reports experiencing stable emotions Potential Strengths He sometimes uses transactional leadership techniques He sometimes uses transformational leadership techniques He possesses some of the personality characteristics of the ideal leader He is generally comfortable delegating tasks to others His goal-setting skills are acceptable He generally grasps the importance of rewarding performance He sets an adequate example for others He is fairly easy to get along with He behaves in a fairly responsible manner Limitations His problem-solving skills lack creativity He does not possess a visionary outlook He tends to be fairly close-minded and inflexible Acknowledgements from Session #1: - I acknowledge you for completing the two assessments, the Leadership Potential assessment, and the Multidimensional Emotional IQ assessment. - I acknowledge you for coming to these Executive Coaching sessions to make progress in your professional career. Takeaways from Session #1: - You found the results of the Leadership Potential assessment that we discussed, accurate and it gave you better self-awareness of your strengths and limitations. Action Plan from Session #1: - You agreed to read in more detail the Leadership Potential assessment report. - You agreed to work on one of your leadership limitations using the advice provided below: #1 Your problem-solving skills lack creativity

At times we may be very aware of the conflicting voices inside of us. One part of us may be excited about making changes while another part of us is simply terrified. If we can acknowledge and honor all of our different inner voices and the feelings attached to each of them, then our intuition will show us the appropriate step to take - one that moves us in the right direction without being too frightening for our vulnerable selves or too radical for our conservative side.
Your intuition will most likely push you gently toward taking some appropriate risks and trying new things. As you learn to listen to your intuition you may find that the process of making decisions changes. Instead of ruminating endlessly over the pros and the cons of a potential decision, you can begin to simply ask yourself what feels right.

- The next session is scheduled for Monday 26 March 2018 at 10:15 AM.

Leadership Coaching Session #2: Monday 26 March 2018

- You shared that that even if management wanted to give you and your team a raise, they will find an excuse as to why not to do so. - You shared that you have been trying to execute a better vision for the Stores department. - You said that you feel that your efforts over the past six years have not been rewarded. - Next, we reviewed the MEIQ-Ab assessment. Your score on the MEIQ assessment is satisfactory (100/155, 53rd percentile), but there is room for improvement. Overall, you are adequately skilled at understanding and dealing with emotions, but you need to further develop your skills. Awareness is key to helping you find the motivation to improve in this area, and knowing which areas you most needs to work on developing. - Below you will find a summarized version of your MEIQ assessment results, characterized as Strengths, Potential Strengths, and Limitations. Strengths He chose good forms of resolution for others' conflict situations on the test He is socially insightful He shows good self-control He is able to let go/rise above minor issues He is able/willing to adapt his social skills to the circumstances around him The manner in which Curtis would resolve conflict situations on the test was healthy He seems to be quite content He is flexible Potential Strengths He has a satisfactory emotional IQ level He is somewhat aware of his strengths and weaknesses He was sometimes able to recognize the emotions depicted on the test He does not ruminate excessively, which is good, but he also may not give things sufficient thought His approach to problem solving is sometimes conducive to resolution His mindset is moderately positive He is doing reasonably well in the area of Emotional Management His impulse control is satisfactory He is reasonably resilient/hardy His coping skills are satisfactory He is moderately driven towards further self-development His level of self-esteem is satisfactory Limitations Improvement is required in the area of Emotional Identification, Perception, and Expression His emotional self-awareness is limited He is not very comfortable with emotions in general Improvement is required in the area of Emotional Facilitation of Thought He doesn't make it a point to act in accordance with his values Improvement is required in the area of Emotional Understanding He struggled with the emotional integration aspect of the test His ability to empathize needs improvement He is not very self-motivated He is not very assertive He seems to struggle to act independently Acknowledgements from Session #2: - I acknowledge you for coming to these Leadership Coaching sessions to make progress in your professional career. Takeaways from Session #2: - You found the results of the MEIQ assessment that we discussed, accurate and it gave you better self-awareness of your strengths and limitations. Action Plan from Session #2: - You agreed to read in more detail the MEIQ assessment report. - You agreed to choose a few of your EIQ limitations to improve upon in the coming months. - The next session is scheduled for Monday 16 April 2018 at 10:15 AM.

Leadership Coaching Session #3: Monday 16 April 2018

- You mentioned that you had a talk with Earl Belforth about his absenteeism but it has gotten worse since the talk. - You said that you are going to write a letter to Earl and you are going to log Earl's issues in emPerform. - You shared that he has always been this way for the past four years, that you have tried to cover for him. - London Consulting Group took Earl from a position at BWPL without a structured JD, and put him in the Stores department. So, Earl is not where he wants to be and he has too much structure and demands on his time. - You also feel that the Stores department is under-appreciated. The salary for Earl's position is only about $5,000 per month, so even if Earl was replaced by someone else, that person would probably not stay long in the position. - There seems to be a lot of managers at Blue Waters who make big salaries, whereas employees below them make substantially less. - There also seems to be a separation of front office and back office staff, almost a type of "CASTE" system. - You said that you will try to use the "Coach approach" more with people like Earl who seems to be consistently missing 2 days per week of work. - We then engaged in a role play exercise with me pretending to be Earl and you trying to use the Coach approach to get to the bottom of why Earl is missing work during the week. - You chose the following three EIQ limitations to work on in the coming months: #1 You are not very self-motivated #2 You are not very assertive #3 You seem to struggle to act independently Acknowledgements from Session #3: - I acknowledge you for coming to these Leadership Coaching sessions to make progress in your professional career. Takeaways from Session #3: - You found the role play exercise helpful in trying to understand the "Coach approach" more and how to use it with your employees. Action Plan from Session #3: - You agreed to read in more detail the MEIQ assessment report. - You agreed to start working on the following three of your EIQ limitations in the coming months, using the tips under each limitation: #1 You are not very self-motivated

What really matters to you? We often adopt values, beliefs or opinions without really considering whether they reflect who we truly are or what we truly want. Stop going through life on "auto pilot." Challenge conventional opinions and rules. Most importantly, take some time to actually sit down, determine and analyze your values and beliefs. Throughout the day, periodically ask yourself, "What do I really want?" "Why does this matter to me?" "What do I really think/feel about this?" Pull your attention away from the outside world and start focusing on your inner world - develop your self-awareness!
Know your strengths and weaknesses. Make an actual list of what you consider to be your strengths and limitations. Then come with ideas on how you can improve on your weaknesses: Can you take classes? Ask a colleague to train you? Find reading material to help you? Awareness of your strengths and limitations will help you pinpoint problem areas you need to work on and reinforce your strengths at the same time. Sometimes the vague thoughts we carry about ourselves can become crystallized when we actually see them in print.
Find a mentor or coach. Find someone who inspires you, or surround yourself with ambitious people. Learn what you can from their experience. Ask questions and seek their advice on goal-setting, perseverance, and motivation, and put your new knowledge to use. While you shouldn't depend entirely on others to motivate and push you to greatness, knowing that you have people behind you if needed can be a great source of inspiration.
Know what motivates you What drives you? This is essential information to know because it's the key to success. Do you thrive on pressure or do you need recognition from others to keep you going? Is it the feeling of accomplishment? Try to incorporate strong motivators into your goal plan as much as possible - they can really get you through those tough times when you're feeling frustrated or your plan just doesn't seem to be panning out as well as you expected. Keep in mind however, that the best source of motivation often comes from within (the sense of pride after a job well done, the feeling that you're truly making an impact on the world, etc.). External motivators (praise, money) are good for some people, but may not be able to keep you focused and determined all the way through.

#2 You are not very assertive

Assert yourself when necessary. Being assertive requires a certain degree of comfort with vulnerability, and that's probably one of the main reasons why people hesitate to speak up for themselves. Assertiveness means risking dissention, rejection, and embarrassment. It can spark conflict if the message doesn't go over well. If you find it difficult to speak up or say "no" to others, remember this: Not speaking up communicates to others the erroneous belief that your needs don't matter; that you are not worthy enough to ask for what we want.
Assertiveness training can be extremely beneficial, along with the realization that being assertive does not imply or require aggression.

#3 You seem to struggle to act independently

Consider the implications for your life of always putting aside what you want to do or what is important to you to always accommodate other people's wishes.
Remember that other people constantly change their opinions about you, and that looking for positive affirmation from others by always trying to be a people-pleaser usually never works anyway. Try to see yourself as a valuable human being in the eyes of God, who is the only one whose opinion of us matters!

- The next session is scheduled for Monday 14 May 2018 at 10:15 AM.

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