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Coaching

In: Business and Management

Submitted By metal4life
Words 945
Pages 4
Patricia J Beckett
Coaching Session
Capella University
MHA5042- Team Dev Pers Ldrshp Hlth Care
Dr. Darleen Barnard

I didn’t pick Steve as a coach, but I am very grateful for being assigned to him. He was, for me, the perfect coach. He asked the right questions and opened my eyes to many things. I recognized Steve as a high-performing individual because he seemed to follow the five rules of defining your leadership pipeline. The research that the Harvard Business review did found some things that will help to contribute to the success or the failure of the leader and succession planning. Some of the businesses in the research combined succession planning with leadership development. I feel that Steve shares goals that the people in the research do and that is helping people get the right skills in the right place (Conger, J. A., & Fulmer, R. M. (2003). They developed succession management system that will help build a reliable pipeline of talents for future leaders. The five rules are as follows:
Rule One You need to focus on development. This is the foundation that the other four rules laid upon. This is a flexible system and this is a must be. By combining succession planning and leadership development, gives the best that each one has. It is more than just training. By developing leadership, the people can walk away from the session with more energy and enthusiasm (Conger, J. A., & Fulmer, R. M. (2003).
Rule Two
The second rule is to identify linchpin positions. This is where a higher level of focus should be. Finding what the linchpin position is for the person being coached, is key. They can be at times hard to fill. This is where the coach can scrutinized for strengths and weakness of the person that they are working with (Conger, J. A., & Fulmer, R. M. (2003). Rule Three The third rule is make it transparent. Succession...

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