CONTACT US   SITE MAP
 
     
     
    Tailored business solutions and developmental experiences for the acquisition of “people skills” required for business success and individual career advancement.
 

Resolution of Specific Workplace Problems


This service focuses very intently on helping the individual resolve a tangible, here-and-now work issue that is:

  1. Impeding their professional achievement and their manager’s goals, or
  2. Placing the individual’s job security at risk

This service involves:

  • A frank and direct assessment of strengths and weaknesses (both personal and professional)
  • The leveraging of existing strengths to modify the problematic behavior
  • The establishment of specific goals that reflect the needed work improvement
  • The client implementing behaviors reflecting the desired goals, and we then review the level of effectiveness
  • Ongoing coaching and feedback is offered to maintain our focus on the importance of the client making tangible improvements within a specified time frame

Here are three examples of our work with individuals who received these types of coaching services:

Operations manager with "aggressive style" issues

The Problem

This person’s aggressive style was hindering his performance in a corporate culture that was requiring more sophistication in the people side of leadership. The client had the reputation of getting the job done, but often at the expense of alienating others through his hard-nosed style. He needed to make quick changes due to an organizational change that would require people in positions such as his to assume more visibility and scope.

The Solution

  • We worked together to identify new, tangible communication approaches that he could used to communicate his action-oriented expectations without alienating others
  • We created a plan that adhered to the belief that small changes in behavior pay big dividends in terms of how others perceive him.
  • We developed an informal 360 degree feedback loop to sample stakeholder perceptions regarding whether his behavior was “improving” or not

The Result
He developed a more person-friendly approach that served him well within the new organizational structure, and he was chosen for a series of turn around assignments that reflected his progress in modifying his personal style.



Content expert who "needed leadership skills"

The Problem

This woman had been successful in her career by being a true technical specialist. In essence, she was the “go to person” that her peers would seek out when difficult problems presented. Due to her technical expertise, she was promoted to a challenging role that required her to use subtle influencing behaviors within a matrix management system where her technical expertise was less effective than before. To her credit, she realized she was not performing at acceptable levels and that her job was at risk.

The Solution

  • We identified influencing skills compatible with a matrix environment
  • Identified resources and techniques that she could use to increase her skill in influencing
  • Using practice sessions, she was able to see that her new skills gave her increased confidence, allowing her to address the many ambiguous components of a matrix system
The Result

Her behavior improved to levels where her job was no longer at risk


Two small business owners experiencing an ongoing conflict

The Problem

After working together for a few years, the two founders and owners of a business noticed that their differences in personal style, which they formally described as “complementary,” were now seen as impediments to making required business decisions. They were now talking about ending their partnership.

The Solution

  • Individual meetings were held with each partner to identify their perceptions of the issues and the business goals
  • The Myers-Briggs Type indicator (MBTI) “Work Styles Report” was used to help the partners identify more effective approaches for communication, decision making, conflict resolution, and project management

The Results

The partners developed an appreciation for how to leverage their individual differences. Their personal relationship did not rebound to its original level, but they did become more accepting of their individual differences, and were able to keep the business going forward.

 

 
  Copyright Flannes & Associates
Tel: 510.339.7095