Full Name: TAREQ ALSHAMERI
ANSWERS
Question 1
Travelless LLC's online Marketing Department is facing odd conditions because
of the shift in the hands of leadership and the team structure. One of the social
media managers left, creating a fragility in the team that used to function well
composed of business analysts, designers, web/SEO programmers, content
managers, social media strategists, and community managers. New manager
Matthew Rogers is also a public relations professional, but he lacks
interpersonal skills and leadership. His authoritative nature and brutal tone do
not encourage working together, which has led to poorer team spirit, resulting in
the loss of more employees. This situation poses threats not only to internal
integration but to the external competitive positioning of the company in the
luxury segment of the online hotel booking market, especially when competitors
are increasing their marketing investment.
Question 2
There are many factors as to why a coaching process directed to Matthew
Rogers must be implemented:
Resolving Communication Difficulties: If no measure is taken Rogers'
communication problems are bound to result in continual possible inter team
conflicts and inter conflicts with upper management. This should make the
already discontented and disengaged members of the team even more
displeased.
Moving Towards Advancing Leadership Competences: In Rogers' case,
coaching has the potential to help advance his leadership practice from a style
that is more self-oriented to one that is centripetal and trust- and collaboration-
oriented, all of which are key attributes for high performing marketing teams.
Stavro 1: "this case to avoid seeing further attrition within the team, let alone the
loss of some of the talented resources and the invaluable organizational
memory that is fundamental and critical to the existence of Travelless LLC.”
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Enhancing Goal Attainment: With the use of effective coaching, Rogers will shift
his emphasis back to meeting the needs of the organization, which will
eventually be beneficial to the overall performance of the department and,
subsequently, the organization's profit margin.
Coaching process has the potential to address a number of issues including but
not limited to poor team work, poor client satisfaction, poor business
performance and many others.
Question 3
Using the SMART criteria, the following objectives can be established for the
coaching process:
Enhance Communication Skillset: I expect, and will most definitely encourage,
improvement in communication skills coverage within the timeframe assigned
until Matthew becomes the first-year student in a given school, the students
who will give Matthew satisfaction rating are at least 80 percent and they are
anonymous.
Encourage Team Driven Efforts: He is expected to add a minimum of two
collaborative practices within six months to implement with the objective of
increasing team engagement with an average of thirty percent. Engagement will
be measured through participation effectiveness in team meetings and projects.
Transformative leadership model: Within four months, Matthew shall complete
the required three leadership workshops with peers' positive feedback and
progress himself towards transformational leadership model rather than
authoritarian style.
Job Satisfaction Which Helps to Curb Team Resignation in an Organization:
Within twelve months, there shall be an elimination of fifty percent of turn-over
rates of the staff in Online Marketing Department through boosted morale and
contentment in their duties as per the staff retention data.
Question 4
Phases of Coaching
The entire process of coaching will be divided into three phases or stages:
Assessment, Development, and Evaluation.
Phase 1: Assessment (3 Sessions)
Session 1: Building rapport and clarifying expectations.
Techniques: Administer the Myers-Briggs Type Indicator to identify Rogers'
personality type and how such a type communicates.
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Powerful Questions: What do you consider being your hearts and views towards
leadership? What do colleagues say about how you communicate their
information or views?
Session 2: Identify specific communication challenges.
Techniques: Outlining real-life situations when communication fails.
Powerful Questions: Can you think of years/ meetings you come out of and feel
everybody else does not understand? What impact did that have on how your
team functioned?
Session 3: Setting a point of zero where all staff becomes better from now on.
Impactful Questions: What do you envision your team members saying about
your leadership in six months?
Phase 2: Development (4 Sessions)
Session 4: Strategies to enhance communication are discussed.
Techniques: Explain active listening and assertive communication.
Session 5: Implementing changes in leadership style.
Techniques: Explain the principles of transformational leadership and create an
action plan.
Session 6: Strategies for building up the team.
Techniques: Conduct a workshop on tools that can help foster collaboration,
e.g. Slack, Trello, etc.
Session 7: Mid-point appraisal.
Techniques: Redo feedback survey to evaluate status and make goal revisions
if necessary.
Phase 3: Evaluation Phase (3 Sessions)
Session 8: Assess the extent of targets set against the measure of objective
achieved.
Session 9: Tackle remaining issues; improve approaches if required.
Session 10: Set objectives to achieve over the long haul.
Question 5
The selected techniques focus on the practical aspect by engaging learners in
role playing and conducting workshops that target weaknesses been cited in
communication and leadership. Personality assessments further help in
customizing the coaching process according to Rogers’ needs while enhancing
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their self-awareness. This strategy is expected to yield excellent results, as it
will set up an environment in which Rogers can acquire practical new skills and
employ them in the required situations effectively. Also, continuous feedback
collection means immediate can be made that are more likely to meet the
targets set within the timeframe stipulated. Overall, this managed yet adaptable
coaching routine is designed to help Matthew Rogers emerge as competent
leader who is able to lead his/her team in pursuance of all organizational goals.
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