Imagine stepping into a new management role, eager to lead your team to success. The challenges of guiding a new employee can be significant, but with the right support both that employee and the team as a whole will thrive. The problem is finding the right way to support that employee, at the right time, with the right tools.
At The Metiss Group, we’ve been growing leaders and amplifying team success for over 28 years. In that time, we’ve actually built our own proprietary system used with dozens of teams. Typically, clients see significant boosts in employee engagement, buy-in and productivity.
In this article, we will walk you through what that journey looks like, how it benefits you, how it benefits your team, and show you the path to rapid success. Throughout, we will look at this concept through the lens of Beth, a new manager, and Charles, her recently hired team member in a hypothetical scenario.
The Journey Begins: Setting the Stage for Leadership and Growth
Recognizing the importance of effective leadership, Beth sought guidance to ensure she could support Charles in the best possible way.
From the beginning, The Metiss Group emphasized a collaborative approach, involving Beth, Charles, and a coach working together. This three-pronged strategy was designed to align goals, set clear expectations, and establish a foundation of trust and communication.
In Month Zero, the groundwork was laid with a focus on self-discovery. Charles underwent a series of assessments, including DISC Analysis, Workplace Motivators, and the Hartman Value Profile.
These assessments provided a comprehensive understanding of his strengths, motivators, and areas for development. This approach is backed by research demonstrating that self-awareness is a critical component of effective leadership and personal development.
According to a study published in Harvard Business Review, leaders who possess a high degree of self-awareness are better equipped to understand their own behaviors and how they impact others, which leads to more effective management and stronger team dynamics.
Furthermore, using tools like the DISC Analysis and Workplace Motivators helps in identifying individual behavioral styles and intrinsic motivations, which are essential for personalizing development plans and aligning them with organizational goals.
The Hartman Value Profile, based on Robert S. Hartman's value science, adds another layer by evaluating the decision-making processes, further enriching the understanding of the employee’s cognitive and emotional strengths.
This comprehensive assessment strategy is crucial as it not only enhances self-awareness but also informs targeted coaching interventions that can lead to improved performance and job satisfaction.
Beth, as his supervisor, was equally engaged from the start. The coach worked closely with her to ensure that Charles’ scorecard, outlining his key responsibilities and performance metrics, was aligned with the company's objectives.
This scorecard wasn't just a checklist; it was a living document that evolved with Charles’ role and was regularly reviewed to ensure it remained relevant.
Months One and Two: Individual Coaching for Growth
The first two months were dedicated to one-on-one coaching sessions between Charles and the coach.
These sessions were designed to help Charles understand the feedback from his assessments, set realistic goals, and create an Individual Development Plan (IDP).
However, this process wasn't solely about Charles’ growth; Beth was also coached on how to best support his development, ensuring that she had the tools and strategies needed to guide him effectively.
During these sessions, the coach focused on empowering Charles to take ownership of his role while providing Beth with the guidance needed to foster a supportive environment.
The goal was to create a dynamic where Charles felt confident in his abilities, and Beth felt equipped to provide course correcgtions and support.
Research supports this dual approach, indicating that employee empowerment is closely linked to higher job satisfaction, increased motivation, and improved performance. According to a study published in the Journal of Applied Psychology, when employees are empowered to make decisions and take responsibility for their roles, they exhibit greater engagement and productivity.
Additionally, providing managers like Beth with the tools and training to offer course correction has been shown to enhance team effectiveness and improve overall organizational performance.
A report from The Center for Creative Leadership highlights that coaching managers on how to deliver feedback effectively not only strengthens the manager-employee relationship but also fosters a culture of continuous improvement and learning within the organization.
This evidence-based approach ensures that both Beth and Charles are not just performing their roles but excelling in them.
Quarterly Reviews: A Collaborative Approach to Development
At the end of the third month, the coach met with both Beth and Charles for their first quarterly review. This meeting was a critical touchpoint where the progress made so far was assessed, the scorecard was reviewed, and any necessary adjustments were made.
This collaborative approach ensured that both Charles and Beth were aligned and that any potential challenges were addressed early on.
These quarterly reviews were repeated at the six-month, nine-month, and twelve-month marks, providing regular opportunities to reassess and realign goals. The coach played a crucial role in facilitating these discussions, ensuring that both Beth and Charles were engaged in the process and committed to continuous improvement.
The Power of the 70/20/10 Learning Model
The Metiss Group’s approach is grounded in the 70/20/10 model, a well-established framework that emphasizes that true learning is achieved with 10% coming from structured learning, 20% through observing, and 70% by practical application. This model, first conceptualized by researchers at the Center for Creative Leadership, has been widely validated in both academic and corporate settings, particularly in its effectiveness for leadership development.
By focusing 70% on practical application, this model ensures that Charles’ learning is not just theoretical but solidified with practical application, aligning with David Kolb's Experiential Learning Theory, which posits that knowledge is best retained when applied directly to real-world situations.
In this case, The Metiss Group coach worked closely with Beth to help her apply what she learned directly to her role, reinforcing the practical aspect of her development.
Additionally, the coach provided Beth with strategies to support Charles’ growth through regular feedback, creating a supportive learning environment. This dual approach not only accelerated Charles’ development but also strengthened the relationship between him and Beth, fostering a culture of continuous learning and improvement within the team.
This aligns with Albert Bandura’s Social Learning Theory, which highlights the importance of feedback and social reinforcement in the learning process.
The Role of the Coach: Guiding Both Beth and Charles
One of the unique aspects of The Metiss Group’s program is the dual focus on both the direct report and the supervisor. The coach wasn’t just there to support Charles; The Metiss Group coach was equally invested in ensuring Beth was equipped to lead effectively. The coach guided both parties on the best way to approach the other in healthy manners, being mindful and considerate of their individual audience styles. This holistic approach meant coaching sessions often involved in-depth discussion around how Charles could better support Beth’s leadership, and how in turn, Beth could create an environment where Charles could thrive.
The Metiss Group coach followed The Success Process and guided Beth in providing Charles feedback that was both constructive and empowering, helping balance the dynamic between them. These sessions also delved into strategies for maintaining open lines of communication, which are essential for preventing misunderstandings and cultivating a collaborative atmosphere. By setting clear expectations and aligning them with both Beth and Charles’ goals, The Metiss Group Coach helped create a framework cemented in accountability and mutual trust.
The impact of the coach’s involvement was profound: Charles gained confidence in his role, knowing his input was valued and his growth supported. Beth, on the other hand, discovered how to be a more effective leader by understanding how to nurture Charles’ potential while also receiving the feedback she needed to continue her own development as a leader. The Metiss Group Coach’s dual focus ensured both Charles and Beth were exceeding their individual goals and working together to achieve mutual success.
Long-Term Success: Scorecard Accountability for 13 Months
The journey didn’t end after the initial coaching sessions. The Metiss Group’s program included a 13-month scorecard accountability process, solidifying the progress made during the coaching sessions was sustained over time. This process included regular check-ins with both Beth and Charles, ongoing adjustments to the scorecard as needed, and continued support to ensure both were on track to meet their goals.
By the end of the 13 months, Charles had a clear understanding of his role and how to succeed in it, and he had developed a strong working relationship with Beth, underpinned by mutual trust and respect. Beth, in turn, felt confident in her ability to lead and support Charles, knowing she had the tools and strategies needed to help him thrive.
The Metiss Group Success Process is more than just a development tool for new employees like Charles. It’s a comprehensive, collaborative process, ensuring both the direct report and the supervisor are equipped to succeed. By focusing on self-discovery, individualized coaching, and ongoing support, the program not only accelerates Charles’ growth but also empowers Beth to lead effectively.
Our approach empowers leaders with the ability to navigate challenges, foster strong relationships, and drive continuous improvement. Additionally. The Metiss Group’s program provides the direct report with a process strengthening certainty in the role, accountability for tasks, and a proven path for future success. This ensures both leaders and their teams are positioned to thrive.
Contact The Metiss Group to speak with someone about adding Success Process to your organization.
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