Week 11 – Identifying potential future Team Coaches
Week 11
Identifying Potential Future Team Coaches
As you move toward the finish line, your mission expands from guiding a single team to ensuring the 100-Day Challenge model takes root across the entire local system for tackling GBVF. The most effective future coaches are often those currently in the “trenches” of a Challenge. This week, you become a talent scout, identifying the 2–3 individuals who have the potential to carry this work forward into the next sprint.
Podcast
Click here to listen to two Coaches discussing the mission and tasks this week – with great tips!
Your Tasks This Week
The Aptitude Assessment
Team members who have lived through the 100-day journey have a “comparative advantage”; they understand the “Bumps on the Track” from a participant’s perspective. Your task is to evaluate each member, including the Team Leader, using a 1–5 scale across these seven core coaching dimensions:
Aptitude Dimensions and What to Look for:
- Model Passion: Do they truly believe in this way of working, or are they just going through the motions?
- High-Quality Participation: Are they consistently present and contributing to the weekly meetings and guru/peer sharing sessions?
- Interpersonal Intuition: Can they spot friction early and help peers navigate interpersonal dynamics?
- Persistent Positivity: When a “bump” occurs, do they maintain a “can-do” attitude or do they shut down?
- Active Listening: Do they have the skill to draw quieter members into the conversation?
- Attention to Detail: Do they notice when data tracking slips or when the “Battle Rhythm” is off?
- Comfort in the Background: Are they happy to let others take the credit while they handle the “unseen” work of organising and following up?
Two-Step Strategic Huddle
Once you have identified your top candidates, you must refine and socialise this list with leadership.
Step 1: The Team Leader Huddle –Meet with the Team Leader first to validate your findings.
- Mutual Feedback: If the Team Leader is not a candidate, give them honest feedback on their “coaching compatibility” and developmental areas.
- External Validation: If they are on the short list, use their observations to cross-check your assessments of other Team members on the list.
Step 2: The Leadership Briefing – Convene a three-way meeting with the Challenge Strategist and the Team Leader.
- The Pitch: Present your high-scoring candidates and their unique strengths.
- Scale-Up Integration: This list is crucial for the Strategist; they will use it to decide who can be “upskilled” to lead future 100-Day Challenges.
