Using the concepts of the Practical Coach and using the 2 Minute Challenge process, you will submit documentation outlining your performance conversation with one of your team from the Ametros Simulation.

TO DO: Use the attached 2 Minute Coaching Process to outline how you would present a performance improvement document or have a conversation with one of your Ametros team members after your meeting debrief with Ava.

This is your chance to practice how to be a coach, your answers need to include the actual dialogue between you and a member of your Redwood team.

BE SURE TO READ THE INSTRUCTIONS AND REVIEW THE RUBRIC TO ENSURE YOU ARE INCLUDING ALL OF THE REQUIRED ELEMENTS IN YOUR WORK.

Link: http://training.hr.ufl.edu/resources/LeadershipToolkit/job_aids/2-minute.pdf

The above link is for a process called "The 2 Minute Coaching Challenge" which is used by the University of Florida's Training & Organizational Development Department

The 2 Minute Challenge is part of being a 'Practical Coach' as we discussed in module 11. Coaching takes an inclusive strategy to improve the performance of all team members and enhance all stakeholder's experiences with your organization. During your meeting with your new team in the simulation, it became clear that not everyone was on the same page or had the same expectations about the other members of the team. You received feedback from Ava and the simulation about how you dealt with personalities in the meeting but now you want to ensure you have set clear expectations by following up one on one with your team now that the meeting is over. (The 2 minute challenge, n.d.)

Answer the following questions:

Who are you having the coaching conversation with? (1 Mark)

Step 1: State what you have observed. Using information about how to handle poor work (Module 11, Slide 22) & inclusive communication be sure to clearly outline what behaviours you are looking to correct. (3 Marks)

Step 2: Anticipate a response. Using the 'Be Aware' section at the bottom of the 2 Minute Coaching Challenge, what answer might you expect to come from your associate and why? (2 Marks)

Step 3: Remind of the goal. Think back to your meeting agenda and what you had hoped to accomplish. How can you use the concepts of humility, vulnerability & safety to reinforce the right message to the associate you are choosing to coach? (6 Marks)

Step 4: Ask for a solution. What would you say to inspire your chosen team member to work towards their own solution to your identified poor behaviour? (2 Marks)

Step 5: Agree together. Provide your agreed to solution moving forward. Your answer needs to clearly show how both you and your team member contribute to the desired behaviour. (4 Marks)

Step 6: Follow Up. Provide your plan to follow up with your chosen team member. Your plan should include who you are following up with, why and when. Be sure to think of 'Inclusive Team Effectiveness' and how an inclusive leader assesses individual performance for team work. (Module 7, Slide 15) (2 Marks)

As discussed in Module 11, summarize the difference between how a traditional and inclusive manager would handle the situation. Be sure to make clear connections to the course concepts and relate your reasons to what you have learned in the course material. (5 Marks)