Establishing a developmental coaching plan using ISIS: Example Only

Click here for a blank worksheet to map you plan.

Example Developmental Plan

Role:  Virtual Executive                Developmental Focus: Empathy

Assumptions:

• Empathy is a flat spot and an opportunity for me.
• While I have made considerable process with empathy, focusing development on it over the next six months will help me move forward developmentally.
• My performance is connected to my ability to view, hold and appreciate the perspectives of others.
• I have a hard time understanding the feelings of others and how they relate to our interaction
• I'll make more money and get a higher return on my behavior if people are not turned off by my lack of empathy.
• I would rather ask for forgiveness than for permission.
• My intent is empathetic, yet my strengths in dominance, extroversion, pace and conformity override the perception of empathy by others.
• I can use my strengths and learn to hold them as object allowing me to choose more appropriate behaviors that others perceive as empathetic.

Vision:

I see myself as being calm, patient and relaxed while I seek to understand others and the opportunities their perspectives present to improving performance.  I actively seek out the opinions of others as I rein in my own competitive nature.  I don't have to win them all and by helping others win I can improve my own position and make a contribution at the same time to my work, life and community.

Values:

Empathy, Patience, Inquiry and Support

Principles:

• I seek to be a servant leader, while standing firm on principle.
• Give people a chance or space to communicate their perspective
• Inquire versus advocate
• Transpose myself to look at things from another's point of view
• Seek feedback often from valuable sources
• Involve others before making decisions
• Try to understand first before evaluating
• Slow down and allow the dust to settle before making decisions that affect others

Purpose:

To create opportunities for understanding, empathy and better relationships among my leadership team led by my example of openness, patience, and the willingness to solicit perspectives other than my own.

Strategic Direction: [I'm using the balanced scorecard approach]

Internal:

Value others first, then decide

External:

Involve others in my development

Financial:

Establish financial gain from increasing my empathy

Developmental:

Ask others for regular feedback , work with a coach

Key Success Factors:

Internal:

·         I receive feedback from others that identifies that I value them.

External:

·         1 conversation a week with key personnel

Financial:

·         Cash flow trend

Developmental:

·         Score positively on monthly feedback form in standards

Goals:

Internal:

·         Read over a list of statements in my feedback form at least once per business day using a tally form.

External:

·         When I sense things are moving in the wrong direction, I will make time for a session with that person within 1 business day to speak with them about issues.

·         Have a regular team check-in once per week where all I do is listen to my key personnel.

Financial:

·         Introduce one soft offer into my marketing channel per week designed to identify whether or not I am offering products and services that people find personally valuable.

Developmental:

·         Request feedback from three key people who I choose to involve in my development other than my coach.

If you want a blank format to use to work through

click here

Standards:

·         Utlize form below for feedback a min of once per month with at least 3 key personnel and my coach.

The form is simple and an example is provided: Developing Empathy as an example:

-3 less effective to 3 more effective

NCN: No change needed

NA: Not enough information

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