I have to get into this one. In my opinion, prescribing a cookbook formula to an exec. who is looking for development is the wrong way to
go. This is the time for asking questions: What business is this VP in? How long in the business/industry? How is the business
doing...growing, shrinking, what? What does this VP do well? What could be improved? What kind of feedback has this person received
regarding his/her effectiveness in areas such as leadership, strategy development, etc.?
This is probably the time for a 360 degree evaluation instrument to help determine areas for development, something like Benchmarks, or
other Center for Creative Leadership instruments. If this person REALLY follows Covey's concepts, he/she will understand about "not
prescribing before diagnosing."
Good luck...
George Ferguson
georgeferguson@hmri.com
-------------------------------------------------------------------------------------------------------------------------
On Feb 21 Tom Bryant replied:
>>I have one VP who
>>has adopted time management, Covey type leadership and Blanchard
>>type techniques. What's next on the development path for someone
like
>>this?
>All three items look pretty self-centred. How about something more
>extended, like coaching?
I agree that coaching, particularily peer coaching, sounds like a next
logical step. I would contend that this approach needs to positioned and
planned carefully, especially with fellow executives who may not have
the readiness for this. Any other toughts from the group?
David Soock,
Director, Training and Development
Cablenet, a Division of Cogeco Ltd.
Burlington, Ontario
Canada