Three phases of a job role
Often when working with corporate clients they talk about their job roles and express anxiety about or frustration with their own performance. This is usually within the first 6-12 months of their assuming the responsibility for that role. They are both hard and judging of themselves. This harshness and judgement hinders their performance and prevents them from realising their potential. when dealing with such clients I find myself drawing the above image to walk them through the three phases of a job role.
Phase 1: Discovery.
Phase 2: Performing and Delivering.
Phase 3: Mastery and Exploration.
These clients are all High Potential individuals. They don’t see that in themselves, even though in 360 feedback, their line manager usually scores them much higher than they score themselves.
Phase 1: Discovery. This is the learning phase, where everything is being done for the first time, appraisals, budget setting, team development plans, marketing calendars etc. Most often this is the make or break phase, usually brought about my self sabotage. The self sabotage is extreme levels of inwardly directed harshness and self judgement. The extent to which the individual hurts themselves can lead to paralysis in the role, which derails them. The consequences of the derailment that I have witnessed over the years has been variously a loss of respect from the team, it forces the employer to take action or worse still it has manifested into the clients domestic life.
Phase 2: Performing. This is all about delivering on the potential for which the client was recruited into the role. During this phase, the individual is operating consciously and at minimum, competently. Most tasks have been done at least once, the learning has been experienced and taken on and the individual begins to relax more into the role and deliver for the organisation on their KPI’s.
Phase 3: Mastery and Exploration. The role mastered, and the annual tasks having been completed at least twice, attention turns to the “What next” question. During this third and final stage, the individual is now operating at or near the unconscious competence level, where they are simply doing much of the work without too much thought. For most, this is where they start to look around at what their next step is. They begin to explore and develop strategies to enable them to achieve that. There is a risk of derailment at this stage. For some, they simply get to mastery and fail to do the exploration. Most often fear of change and failure holds them back. Boredom is the derailer, where everything is just too easy and whilst not necessarily conscious of the boredom, performance begins to slip.
Having an awareness of which phase they are in and what is coming next helps clients to be more choiceful about exercising self compassion and creating action plans of how to move to the next phase.
Enter your contact details below if you have a manager in your team who would benefit from having a coach to facilitate the transition onto the next phase and we’ll be in touch to discuss how executive coaching may be able to help you to help them.[wysija_form id=”2″]