Coaching - Busting through organisational confusion
- Government – Home Office
- Busting through organisational confusion
Business, Background & Objectives
Karen had recently lost her immediate boss, and was left without the leadership, direction or guidance necessary to manage her team through the rapidly changing business and political environment of her organisation.
In DetailHer newly appointed director’s style was very different from her own practical, relational approach, and seemed to have little time or need for recognising and respecting the team and the current challenges they faced. The director paid more attention to what was to be done, rather than clearly linking the activity of the team to strategic objectives. This left Karen and her team feeling undermined, isolated and without any recognition for the existing intelligence and experience held within the team.
The coaching offered Karen time in which to recognise and redirect her strengths, exploring her assumptions and conclusions about her boss’s style. She began to recognise how and where their styles clashed, and what to do in order to improve their working relationship. Karen began to feel more confident in her strengths, which included her ability to acknowledge her own and her team’s achievements. In this way, she was able to regain control, refocusing on the change agenda and recognising where she could influence upwards in order to sell and demonstrate her and her team’s value.