• John, I would love to have you observe Susie when she’s in meetings, and start journaling what you think she does really well as a teammate and one thing you’ve learned about yourself where you have an opportunity to improve as a result of that observation. • John, here’s a video about teamwork and it coincides with the sport of rowing. After watching this 3-minute video, send me an e-mail sharing your major takeaway and one thing you’re going to successfully apply into your practice of being a positive teammate as a result of watching that video. • John, I’d love to have you get together with Ken from the other department and share with him some of your challenges and successes as it relates to being a teammate, and how it might position you to become a future leader. (This is a form of peer-to-peer coaching or mentoring and is ultimately tied to the person’s motivator. A key action might be to talk to not only the mentor or peer coach but also to have the person being coached e-mail on a monthly basis a summary of what’s going well and what’s been challenging as it relates to the work.) All of these models are adaptable and can be utilized in a variety of situations. Again, we encourage you to realize when starting a coaching relationship that effort stage should be focused on nurturing their efforts and demonstrating appreciation for their willingness to improve. Next, you enter the progress stage where you want to see and pinpoint where they’re progressing, which leads to greater motivation to move forward into the third stage, which is predictable and sustainable results.
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