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Module 2 Assignment Overview

In this module, you will complete a three-part Assignment that is submitted over the course of 3 weeks. This week, you will complete and submit Part 1. You will complete and submit Part 2 in Week 5, and you will complete and submit Part 3 in Week 6.

Important Note:

Please be aware that, for Part 2 of the Assignment, due in Week 5, you will be required to have completed an online simulation experience that must be scheduled for a particular time. Be sure to read the instructions thoroughly to ensure you plan ahead and fulfill all requirements for the Assignment.

In this three-part Assignment, you will play the role of a new manager who is engaging in development activities for your team. As a new manager, you are being asked to provide evidence to your senior leader of the types of activities you are engaging in to further develop individuals on your team—and the team as a whole. In line with that request, you will complete three activities and create three documents that you will present to your manager. In Part 1 this week, you will develop and submit a coaching preparation and strategy document that you will use to conduct your required simulation to be completed ideally sometime later this week or early in Week 5. In Part 2, you will use the simulation platform to conduct a one-on-one coaching session with an employee, reflect on this experience as it relates to your individual development as a manager and as a coach, and submit a coaching plan (for individual performance management). Finally, in Part 3, you will research and develop a team charter for a team you know well.

By demonstrating skills in these areas, you will develop foundational competence in helping both individuals and teams achieve results and stay motivated and engaged.

This Assignment incorporates the

Business Skill for Good

of coaching and mentoring.

Part 1: Coaching for Performance: Coaching Conversation Preparation and Strategy

For this part of the Assignment, you will act as a new manager who has become concerned about what appears to be declining motivation and engagement on the part of one of your employees. You have spoken to your senior leader about your concerns, and she has asked you to document your interactions with the employee so that she can support you in becoming a more seasoned coach for your team. Your task is to prepare for an appropriate and effective coaching conversation with this employee. You will conduct this conversation using an online simulation platform. This week, you will draft and submit a Coaching Conversation Preparation and Strategy document for your coaching session.

Week 4 Assignment: Developing Individuals and Teams
Part 1: Coaching for Performance: Coaching Conversation
Preparation and Strategy
Prepared by: Replace this text with your name.
Date: Replace this text with the submission date.
Walden University
WMBA 6010: Managing People and Promoting Collaboration
© 2021 Walden University, LLC
Page 1 of 6
Introduction
The PERLA Coaching & Consulting (n.d.) article in Week 4 provides a useful framework
for preparing for a coaching conversation. You will use the same framework, based on
the acronym FUEL, to prepare for—and serve as a roadmap during—your simulation.
To complete this Assignment, review the situation as well as the simulation
challenges/objectives, and then fill out the Coaching Conversation Checklist (starting on
page 3 of this document) as indicated to ensure you are properly prepared for the
conversation. You will then want to have this document—and the Checklist in
particular—available to reference as you work through the simulation.
The Situation
You took over as manager of your team approximately 6 months ago. For the first 3
months, one of your employees, Chase, exhibited great engagement and motivation.
For example, they would often volunteer suggestions for improving processes, initiate
team get-togethers and celebrations, and consistently greet you and team members
warmly and with a smile.
Over the last 2 months, however, you have noticed a change. Chase is now completing
their assigned tasks competently (though they have missed a couple of deadlines) but
has ceased to participate in team brainstorming sessions or generate new ideas for
improving team processes. They have been self-isolating lately and have even asked to
be excused from opportunities outside of work hours to socialize with the team—
something for which they previously showed great enthusiasm. You have asked them
several times if something is bothering them, but each time, they stated that things were
fine and ended the conversation as soon as possible. You are concerned that if these
warning signs are not attended to, Chase’s performance may slip further.
You have asked Chase to meet with you today to discuss your observations and
concerns. To prepare for this conversation, your senior leader has asked you to
complete and use the Coaching Conversation Checklist to ensure your conversation is
productive. The checklist will guide you through the steps to a successful conversation
and will provide space for you to write out key statements (such as the purpose of the
conversation) or specific questions you want to be prepared to ask during your meeting.
You have also taken the step of consulting HR to ensure you are fully prepared for the
conversation. They reminded you that the company has an Employee Assistance
Program (EAP) available to all employees at no cost to them. The EAP is a workplace
benefit that confidentially provides a range of services to employees to assist with
personal problems that may be impacting work performance. Issues they can help with
include substance abuse, social service referrals, and short-term counseling, to name a
few. HR provided you with contact information and materials you can share with Chase
if it seems appropriate. You are also prepared to make appropriate adjustments to
Chase’s work schedule and workload if it will be helpful, such as providing a more
flexible work schedule, making arrangements for Chase’s workload to be covered so
they can use some accumulated paid time off (PTO), or making some adjustments to
© 2021 Walden University, LLC
Page 2 of 6
Chase’s current workload and deadlines. While you are prepared to work with Chase
using any of these resources that seem appropriate, you do not want to pry
unnecessarily into their personal affairs. You also want to make clear that the primary
purpose of the conversation is to discuss performance-related observations and
concerns and come away with a clear plan for performance improvement and
monitoring. Specifically, you want to ensure there are no more missed deadlines
(indicating work progress will need to be tracked and monitored before the deadlines
occur) and that Chase both attends and actively participates in team brainstorming and
process improvement sessions.
Simulation Challenges and Objectives
•
Challenge/Objective 1: Frame the content and process for the coaching
conversation and set a tone of mutual exploration and problem solving.
•
Challenge/Objective 2: Share behavioral observations and ask for employee’s
point of view.
•
Challenge/Objective 3: Explore solutions and strategies and reach mutual
agreement.
•
Challenge/Objective 4: Review next steps with the employee, including
timelines and follow-up actions to be taken.
Important Note: In the simulation experience, you will not be notified when you have
met or not met a challenge and its objective. However, the avatar will respond positively
when you “hit” the challenge and will react in a more negative manner if you “miss” the
challenge. Please consult the Simulation Preparation document (found in the Week 4
Learning Resources) for more information about the avatars.
© 2021 Walden University, LLC
Page 3 of 6
Coaching Conversation Checklist
Instructions: For each item on the checklist, write out a script or detailed notes that you
will use when completing your live, online simulation experience. You will submit this as
your Week 4 Assignment and will then use this document to guide your coaching
conversation simulation experience.
Frame the Conversation
_____
Welcome Chase warmly and thank them for meeting with you today.
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
_____
State the purpose of the conversation in one sentence, followed by your
suggestion for how the conversation will proceed and a clear statement of
the desired outcome (Remember that you want to provide appropriate
support for any issues Chase may be facing, but your primary goal is to
ensure their performance does not continue to deteriorate.):
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
_____
Get Chase’s agreement to proceed as outlined, or else agree with specific
changes to the process:
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
Understand the Current Situation
_____
Open the discussion by sharing one or two specific behavioral
observations of the shift in behavior that you have noticed. Attend carefully
to tone of voice as well as wording to ensure your observations are clear,
behavioral, and non-judgmental:
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
_____
State your concern and/or possible interpretation of the behavior change
and ask for more information, using an open-ended question:
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
© 2021 Walden University, LLC
Page 4 of 6
_____
Be prepared with at least three additional, open-ended questions to elicit
more information:
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
Explore Desired Outcomes
_____
Ask what possible strategies or resources have been considered:
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
_____
Clarify what’s important to the coachee, while being clear about success
factors that must be met on your end:
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
_____
Suggest possible resources or strategies, allowing multiple options
(Important Reminder: From your discussions with HR, you know that
there are things that can be offered if Chase is experiencing some kind of
personal issues affecting their performance. For example, the company
has an Employee Assistance Program (EAP), providing free, confidential
counseling and referral to resources; Chase has some accumulated paid
time off (PTO) that can be used if desired, and the company does allow
managers to provide flexible schedules if warranted. You want to make
sure that no further deadlines are missed, so it’s important that progress
be clearly tracked and measured along the way.):
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
Lay Out a Success Plan
_____
Reach clear, mutual agreement on the plan for success, including:
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
_____
Action items and owners of the actions:
Replace this text with your script or detailed notes to use for your live,
online simulation experience.
© 2021 Walden University, LLC
Page 5 of 6
_____
Due dates for each action item:
Replace this text with your script or detailed notes to use for your live,
online simulation experience.
_____
Dates for follow-up check-ins to measure progress and
define what, if any, next steps need to be taken:
Replace this text with your script or detailed notes to use for your live,
online simulation experience.
_____
End the conversation by summarizing the agreed-to plan, asking for
additional comments or concerns, thanking the coachee, and expressing
confidence:
Replace this text with your script or detailed notes to use for your live, online simulation
experience.
© 2021 Walden University, LLC
Page 6 of 6

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