Introductions:

We have asked one of our clients to write a case study from her own perspective on how a leadership coaching programme worked for her. The complexity of healthcare coupled with the challenge of managing a team and working with other leaders in a high-stress environment was taking a toll. We often talk about styles through DISC, and a Dominant style often gets a bad wrap - but we need our Dominant people, just as much as we need the rest - its about using your strengths to thrive in your own work and in leading others. Lets get into it…

Key Challenges:

Previously I completed a TTI group workshop with my work colleagues, understanding our different work styles, approaches, behaviors & personalities etc. I learnt I was a “D” aka the dominant, direct one – and even better lol, I was the only “D” out of the group of 11, so I felt really out of place, like I was different or did something wrong from the others. I was recommended the coaching course through my line manager as he saw benefit for me to focus on ways I could improve my working style + behaviors & also for me to do some self-reflection – I had been having a rough year, kinda going off track at work, not being a great leader & in need of external support or help to guide me to improve or find ways to (and as two other managers had previously done the coaching & my manager noticed a lot of improvement after they had completed so suggested I jump on the course).

The Focus and Goal:

My shining goal was ‘I am a supportive human’. To bring out and 100% say confidently that I am that person, even though at the start I was feeling pretty low & not that. I also wanted to be able to ‘soften’ my approach and working style, as being a “D”, is very tough, strong minded and it was clear to me (and others) that I came across quite harsh in many working activities. I needed support to be guided or learn + understand how my colleagues and others work & interact, how/what their working styles are, and being able to apply the skills to effectively work with them & others without coming off too harsh, or the direct, dominant “D” style. Also I guess having confidence in myself too, prior to coaching I often was quite hard on myself, and did not have the confidence to talk to others about my work, other than with my manager, who is quite tough on me, which knocked my confidence in working with him. Building a good working relationship with my manager was also a goal.

The Journey:

Meeting with my coach Jo every couple of weeks and keeping consistent with this. First initial meet was to understand the coaching program & getting to know Jo. After this, we deep dived in my first session and that was a good eye opener, almost like breaking down me as a person at work and externally. – I think this gave me reassurance that I could confidently share things with Jo & plan ways to strive to make me reach my shining goal that I had set. I quickly learnt that the coaching was driven by me by expressing, sharing & discussing lots with Jo, she prompted me to feedback & to think a lot, I feel like I got the opportunity to express my feelings & thoughts in a safe environment each time which led me to be very open and honest. I would often write notes as we would be in a discussion about a topic and it would make me think of ‘tasks’ or follow ups I could complete after each session, things I wouldn’t have done previously or brought up before.

Professional Changes:

I feel I have come a long way since my first coach session, my manager always, nearly at every 1-1 catch up with him, mentions that I have done a full 360 from how I was as a person & manager a year ago, to now. I credit a lot of this from Jo’s coaching, having confidence to speak up instead of bottling how I feel or issues I may have, also to how I interact with my colleagues & ‘reading the room’ or understanding how the person’s working styles are and navigating how I can better communicate or interact with the person. I now put the person first, rather than being dominant and jumping in first. I guess being able to pause, absorb & listen to the person’s requirements (needs or wants) & not being a powerful “D” person straight away to save & fix the issue at hand. Also, not going home and venting to my husband has been a huge change, I go home happy. And not continuing with my work outside of working hours. That took a lot for me to overcome …especially emails! I completely switch off as soon as I leave work now – or on holiday!. That was a massive change for me that I have continued to do since Jo’s coaching, she gave me the confidence to be able put place these changes.

Future Focus:

I often felt that being a “D” working style was seen as a negative label, someone that comes across bad, unhelpful or blocking. Jo mentioned several times during my sessions that “the world needs ‘D’s’” – this has stuck with me, and actually made me look at that comment deeply, because she was right, my working style does bring to the table the skills, attributes that help the business I work for, encourages change & positive changes and often is relied upon esp when my fellow colleagues who could be a quiet or a closed, different working style, meaning they can rely on me to support them in the best “d” way possible. I also now have a lot of courage to face issues or problems, without feeling like I am not important enough to speak. I have had success across the line to my manager with a number of requests and/or goals I wanted to achieve that I had set during my course with Jo, one by enrolling into a diploma course, which I have just commenced. I don’t think this would have ever happened without the coaching support & tools.

Round Up:

This was my first time ever being coached, I thoroughly enjoyed each session with Jo. I believe this course has helped me as a person, the way I work & also to self-reflect and know I can strive being the best supportive person and manager I can be. I have often spoken about the course to my peers, and manager, that I can see many of the line managers I work with benefiting from coaching, and I hope they get the same opportunity as I did to have Jo’s coaching.

Last Words:

We thank our client for being so open and vulnerable in sharing her success. This case study shows the power of your own strengths and the fundamental difference in using a coach to bring these strengths out! We all want to thrive in our working and external environments and self development is quite often the key to get there. Reach out to see how we can support you with coaching - you wont regret it!

Case Study: Straight from the Coachee’s Mouth. Using coaching to make a dominant style thrive!