This is a follow up on the Coaching Makena Lane case you did previously. Please reply to the following 3 statements.
Replies should focus on expanding on or clarify an important point, offering an additional argument to support a position taken in an answer, identify areas where you think the writer misunderstood a concept or applied it incorrectly, or disagreeing with a point or position made in an answer.
Statement1
1. How would you evaluate Lane’s coaching process and progress?
Lane’s coaching process I felt was incomplete and superficial in approach. I understand this was for professional development, however, the coach made mention of the “self-care” and “self-awareness” and I believe a huge part of that process was missed. I think we can all agree, our early years have a direct correlation on how we view life and our engagement. Makena made mention of her birth and early trauma several times, yet that was not addressed in her coaching. The progress made by Makena I feel was superficial and not because she did not try or because she doesn’t want the change, but because the root of the problem was not addressed. Everything that was discussed during the process was surface level interactions so of course the “improvements/changes” would be surface level.
2. If you were Mills, would you promote Lane? Why or why not?
I were Mills, I would promote Makena because she is passionate about the company, and she truly does want what is best for everyone. Makena expressed how she felt bad when people made comments about not liking her and how she was abrasive. One of the core-career goals she listed on her MBA application was to “provide a fulfilling work experience for her employees”, so intrinsically, Makena wants what is best for her team.
3. What does Lane need to change in order to be ready to be a Vice President?
Lane needs to understand that it’s not Makena vs. Everyone. She does not have to fight or overtalk to prove her intelligence or worth. The biggest change I believe Lane needs is a core value change of the need to constantly and consistently prove her value.
Statement2:
1. How would you evaluate Lane’s coaching process and progress?
Lane’s coaching process I felt was incomplete and superficial in approach. I understand this was for professional development, however, the coach made mention of the “self-care” and “self-awareness” and I believe a huge part of that process was missed. I think we can all agree, our early years have a direct correlation on how we view life and our engagement. Makena made mention of her birth and early trauma several times, yet that was not addressed in her coaching. The progress made by Makena I feel was superficial and not because she did not try or because she doesn’t want the change, but because the root of the problem was not addressed. Everything that was discussed during the process was surface level interactions so of course the “improvements/changes” would be surface level.
2. If you were Mills, would you promote Lane? Why or why not?
I were Mills, I would promote Makena because she is passionate about the company, and she truly does want what is best for everyone. Makena expressed how she felt bad when people made comments about not liking her and how she was abrasive. One of the core-career goals she listed on her MBA application was to “provide a fulfilling work experience for her employees”, so intrinsically, Makena wants what is best for her team.
3. What does Lane need to change in order to be ready to be a Vice President?
Lane needs to understand that it’s not Makena vs. Everyone. She does not have to fight or overtalk to prove her intelligence or worth. The biggest change I believe Lane needs is a core value change of the need to constantly and consistently prove her value.
Statement3:
Overall, it seems as if Makena put a lot of time and effort into her coaching sessions. Makena mentioned that she is a stubborn and determined person. Once she is set on a goal/purpose, she really focuses all of her energy on that. Once she was told that she needed to go through coaching sessions, it seems as if she put a lot of her time and focus into that. However, it is hard to decipher on if the skills and coaching sessions actually made an impactful difference for Makena, or if she was acting like it had a big impact so she could get her promotion. I would like to believe that Makena put all of that time and effort in because she truly was open to change and saw the issues that needed to be fixed.
I think I would promote Makena. She has proved that is a top performer and that she understands the business/what needs to be accomplished. When her company passed on her for the promotion and told her that she needed to get coaching lessons, she could have walked away. However, Makena agreed and put in the time and effort for these coaching sessions. From the looks of it, she was not dragging her feet, but instead was actively involved throughout the process. Leaders talk about helping their direct reports/team members develop so they can get that next promotion, but sometimes people need help getting to that next promotion. Certain people need an outside perspective to inform them on what exactly they need to improve on, so they can make those improvements. Makena is only human, and she deserved a chance to redeem herself so she can develop into a brilliant and emotionally intelligent leader.
It sounded like Makena was amazing at hitting goals and accomplishing big things for the company, but she had no sense of emotional intelligence when it came to people. It was mentioned that Makena was hard to communicate with and difficult to collaborate with. No one really knew Makena on a personal level, and Makena did not take the time to get to know her team either. If Makena truly makes a permanent change with her social, communication and collaboration skills, then it seems as if she would be ready to be a Vice President.
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