Week 11 – Identifying potential future Team Coaches
Week 11
Identifying Potential Future Team Coaches
In order to support scaling this work, it would be good for a few other members of the community – in the courts, municipalities, and TVETs to learn the skill of coaching 100-Day Challenge Teams. You are in a unique position to assess who are the most promising candidates to become future 100-Day Challenge Coaches. This will be your main focus this week
Your Tasks This Week
Assess Aptitude of Team Members to Become Team Coaches
Those who have experienced 100-Day Challenges as Team members have a comparative advantage as candidates for Team Coaching. So you can start by assessing them, including the Team Leader. You can formalise this evaluation using the provided template where you assign a value from 1 to 5 to the aptitude of each team member, in terms of:
- Passion for 100-Day Challenge model and way of working.
- Level and quality of participation in the events and the process
- Willingness and ability to step in and help team members sort out interpersonal dynamics that are getting in the way of the Team’s work
- Persistence – and positive attitude – in the face of difficulties
- Willingness to listen and skill in drawing others into conversations.
- Attention to detail.
- Comfort playing a background role: taking notes; organising meetings; following up with others.
This will give you a sense of 2-3 top candidates for the role of potential future coaches.
Review the Short List with the Team Leader & Challenge Strategist
This can be taken in two steps, first meet with the Team Leader and then have a three-way meeting with the Challenge Strategist and Team Leader to review the list. This is especially the case if the team Leader is not on the short list of candidates for future Team Coaches.
The first meeting with the Team Leader would be an opportunity to give feedback to the Team Leader about his compatibility with Team Coaching role. The Team Leader may have no interest in becoming a Team Coach. But if he does have an interest, it would be useful for her know what are the things she needs to work on in order to become a good candidate for the role. It would also be an opportunity to validate the initial assessments of Team members, taking into account the observations of the Team Leader.
The joint meeting is to let the Challenge Strategist know who among Team members (including the Team Leader) scored high on the template, and also their unique developmental areas. The Challenge Strategist can then factor this into the scale-up planning.
