Makena Lane is gifted to produce better results, even where there is difficulty. However, she has a habit of upsetting other people on the course of her duties. Instead of being promoted, she is offered an executive role in the company. While carrying out her role for the company, she is enrolled for a year coaching by the company in an attempt to improve her relationship with fellow workmates. The company goes into a dilemma when the vice president of the company leaves, and the company is undecided about whether to promote Lane and get ready to lose some of the members from her team or support a different person for the post and risk losing Lane to other competitors.
Based on the case description, what are the coaching issues?
From the case, several coaching issues need to be addressed. The first issue that needs to be addressed is Lanes’ relationship practices, especially when dealing with her workmates or members of her team at the 360 company. Lane had the problem of going hard and not ready to listen to other members of her team. This lead to the breakdown in the relationship between her and other people. Secondly, another coaching issue from the case is abrasiveness necessitated by work stress. Due to her nature of workaholic, Lane does not even have time for herself. She is too busy that she also lacks time to eat. Third, the other issue concerned one’s ability to deal with sustainability and self-generation. The problem with this is her inability to generate solutions sustainably. Consequently, this caused her dedications not to yield very much.
How did the coach do in addressing the issues?
In addressing the issues, the coach resolved in doing the following. First, in addressing the rational relationship between Lane and her workmates, the coach insisted that she needed to listen more and talk less. That Lane should ask questions to understand and that when responding to emails about difficult situations, she should instead meet people in person. Besides, Lane needs to identify those people she had problems with, reach out to them to make peace. Also, to improve her relationship with people she works with, the coach suggested Lane needs to let others appear to be involved in the work. That way, people feel that they are an essential part of the team.
Secondly, in addressing the issue of independent practices, the coach advised that since most decisions and the harsh nature is as a result of stress, then Lane need to create time for herself. She must create time to do the usual things like eating, time for exercises like walking, and also time to socialize. Also, Lane needs to have enough rest. She needs to have enough sleep to be more fresh and productive at work. Next, the coach advised Lane to develop the ability to be able to create solutions to the problems she amicably encounters at work. According to the coach, Lane must adopt this method of resolving disputes.
What do you think that the coach did well based on results?
The coach did well in addressing the rational relationship between Lane and her workmates. By insisting that she listens more and talks less enabled Lane to be able to hear the views of members of her team. Also, by saying that Lane avoids responding to emails about difficult situations and instead meet people face to face enabled her to listen from the other party. Further, the coach ensured that Lane had a good working relationship with fellow workers when she told Lane to reach out to those she had problems with and make peace. And also by letting others feel involved in the work enabled them to feel part of the team.
The coach also did well in the issue of independent practices, where she Lane that she needed enough rest and to create more time for herself. Apart from just creating time for herself, Lane needs to eat well and avoid skipping meals. It is significant for her because by doing so, then her abrasive nature will be put under control. Enough rest is also vital for maximum productivity apart from just getting rid of stress. The coach also did well when she advised Lane to develop solutions to the problems she encounters at work and in doing so in an amicable manner. That way, Lane can coexist with most of her workmates and also able to solve disputes at work.
What might you have done differently?
From the case, it would be more prudent to promote Lane to the post of vice president of the 360 company without hesitation since she is tried and tested, and her work is impressive. It is evident, and many employers are likely to leave the job if Lane is promoted. There is also the likelihood that Lane could turn back to her older self once she is supported. On the other side, Lane is very efficient, and through her efforts, the company has reached greater heights. It is also all out that other competitors of the company have tried to reach out to her courting for her services. So there is the possibility that if bypassed for promotion, Lane might opt to part ways with the 360 company and join the other competitors. Consequently, it would be prudent to promote Lane even if it means losing other workmates.
The coaching has benefitted Lane in so many ways. The benefits are reflected in the case where it is said that Fernandez was impressed by her progress. He drew inspirations from most of the things Lane did. Also, this is proven just before he exited the job he advised Mills to look for ways of retaining Lane lest she joins other competitors who were willing to pay her even more than she got from the 360 company.
What is your learning edge for coaching based on this case?
Learning edge means a mutual state of conscience, which pushes an individual out of their comfort zones and being able to learn new things. It is intended to drive a person from his or her perceived complacency. Besides, it enables one to adjust to any challenging situation. From the Makena Lane Case, the lesson that needs to be learned here is that from coaching, one learns the importance of listening more and speaking less. Also, leaders must allow people to work with them to feel involved in all the works at the workplace. Lastly, and most importantly, just working hard is not enough; one also needs to know how to relate with other people at work.
Conclusively, the study points out that even though hard work is an essential requirement in the workplace, there are other simple but very vital qualities that the employee needs to have to get promotions. Examples of such attributes are listening to what others say. Secondly, one must make peace with those who have conflicts. Lastly, for maximum output and the avoidance of stress, one needs to have enough rest. If these are observed, then the environment for the working will ensure better performance of employees.