[Ailist] Transition with new exec

[sherene zolno]

Regarding transitioning a new exec:

Although not new to her team, this exec had received feedback that her team
perceived her as remote. I developed the following questions and she was
coached in the AI interview process (deep listening, etc.)

It was a very successful process, and gave input to the follow up
teambuilding conversations about values and vision.

Sherene

The Leading Clinic
www.proactionassociates.com




Question Pointing to values.
 
1. I would like you to think of a time and place where your highest values
and your work were wonderfully aligned. I am very interested in you telling
me your story about what happened at that time‹what was going on, who was
there, what were you doing? (This can be here at MS or any other place that
you recall.) 
 
Note: Be sure to ask for the story and then listen to the whole story.
 
Follow up questions:
 
2. What would you say were the values that were demonstrated in your story?
 
Note: By asking this question you are eliciting lived values rather than
just their espoused values.  Asking for what they say their values are would
be more of a set of listed values.
 
Example: they may say ³I really value that I am in a profession that assists
people in getting the job that they love.²
 
3. Without being humble Šwhat was it about you that made it possible for
that particular contribution to happen? (Give them permission to say good
things about themselves).
 
Note: Still in the arena of values and commitments. Answers to this question
would be meaningful without being emotional.
 
Note: Have her take notes on the values that she hears that are important to
her directs. Then have her take those values to the offsite and state what
she has heard that are important to her team. She will bring this data and
also bring her data on what she values.
 
Note:  Once she has interviewed her people then I will interview her with
the same questions.
 
Note: This will give us what she values and what others said that they
value. We will then bring the info to the offsite to open up conversation on
how do we create an organization where we live out what is important to us.
 
Question Points to Purpose/Mission:
 
4. What do you believe is the source of vitality and life for our division ­
without it we would not even exist? (Or What is the purpose of our being
here/ what is it we do that makes a difference for MS?)
 
Note: The reason for existence is what we are looking for. In Built to Last
(Collins and Porras) they call this the CORE‹that part that must be
preserved even while strategies and views of the future may change. In these
interviews and data gathering process, the answer to this question would
help identify  the components of our work without which we would not be
here. What we will be generating is data that helps the group define their
mission and purpose. Again she is gathering data to bring back to this
offsite to share with the group what she says brings life to this
group/division. 
 
Note: This is how we are going to create a shared mission and purpose by
asking each persons point of view.
 
Pointing to the Future:
 
5. IF you could have three wishes that would even have us be more successful
and contribute to what we are here for what would those be?
 
Note: This is how we are going to create a shared vision. By asking each
person¹s point of view she will connect to her people and build hope, as
they will understand that she is reaching out to them to include them in the
conversation about what are their shared  values, what their purpose is, and
what they see their future to be.