I work for a smallish (40 of us) agency. There are 7 partners and I'm one of 7 consultants, who are essentially the next tier down. Two of the partners are retiring at the end of the year, and we (consultants) have all been invited to take part in a Development Programme, which I'm guessing is essentially a nod towards succession planning.
The programme involves some structured interviews with an external leadership consultant, plus some individual coaching and team workshops. Having never had any coaching before, I'd be interested in others' experience and advice on how to make the most of it.
I'm happy with my job, but have got young children (I do 4 days) and have limited appetite/bandwidth/energy for taking on more responsibility. But I see this as quite an interesting opportunity and don't want to balls it up.
My key questions - how honest should I be? ie should I appear hungry for progression even though I'm not (at the moment)? There are issues with the partners, there's definitely room for improvement, but should I go in guns blazing, cards on table, this-is-what's-wrong or should I keep shtum and just play nice and see what happens?
Just wondering what people's experience has been. Sorry to be vague, but I do feel a bit vague - or just unsure - about what I want out of it. Part of me just wants to keep my head down but there's a nagging voice saying I need to be more strategic going into the whole exercise.
Hmm.
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Coaching - how do i make the most of it?
9 replies
indeed · 22/06/2015 14:27
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