Home » Coaching Conversations » In the non-example, when Elaine complained of difficult colleagues, which of the following things did the manager do wrong? (Select all that apply.)

In the non-example, when Elaine complained of difficult colleagues, which of the following things did the manager do wrong? (Select all that apply.)

The manager dismissed the employee’s concerns by saying, “I think you should just let it go.”

The manager said, “I think you should just let it go,” and Elaine said she’d try, but you could tell that Elaine was not impressed with that response. Elaine is probably going to be much less likely to share any concerns with that manager because she know she will just feel dismissed.

The manager asked for a report on what was going on with the employee.

When the employee expressed concerns over difficult colleagues, the manager completely invalidated them.

When the employee expressed concerns over difficult colleagues, the manager completely invalidated them. She just said, “Well, it’s not really what you think. Don’t worry about it. I’m sure they didn’t mean it.” Therefore, in that moment, you saw trust get completely undermined in that relationship.

In the good example of coaching someone dealing with difficult colleagues, what did the manager do right? (Select the all that apply.)

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In what ways did the manager in the good example express a positive demeanor toward the employee? (Select all that apply.)

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