There are two exercises for you to complete in this worksheet.

You can complete the exercises

in this document or print and complete by hand.

Exercise 1: Style Awareness

Exercise 2: Coaching Application

Get started below.

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Exercise 1: Style Awareness
Using what you have learned in this unit, select one or two individuals with whom you work
(team members or peers) and reflect on what you have observed or believe to be true about
each individual’s personal style and preferences, and their need for autonomy, mastery and
purpose in their work.  Refer to your MBTI® profile overviews and Autonomy, Mastery, Purpose
framework as needed to complete the exercise. If you are unsure, indicate that as well.  Be as
honest as possible in your assessment.

Step 1: Complete the following table:

Team Member or Colleague
Styles and Preferences
Style or Preference
MBTI®
Introversion or Extroversion Ms. Hani- Extrovert
Energy Preferences: how we gain and spend Mr. Clifton- Extrovert
energy; situations that make us feel tired or
energized
Sensing or Intuition Mr. Clifton- Sensing
Perceiving Preferences: how we take in Ms. Hani- Intuitive
information; information we prefer or tend to
trust
Thinking or Feeling Mr. Clifton-Thinking

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 Judging Preferences: the process we use to Ms. Hani-Thinking
make decisions or what information we
prioritize
Judging or Perceiving Ms. Hani- Judging
Organization Preferences: how we organize Mr. Clifton-Perceiving
our outer world and tackle tasks
Motivation (Rate as low, moderate or high)
Autonomy Ms. Hani- Moderate
Feeling that we can make voluntary choices Mr. Clifton- Mooderate
over the tasks we do, when we do them,
techniques we use and with whom we work.
Mastery Ms. Hani- High
Having a mindset of continuous improvement, Mr. Clifton High
willingness to experiment and practice to get
better at a task, skill or behavior
Purpose Ms. Hani- High
Feeling like our work is in service to a cause; Mr. Clifton- High
the desire to make a difference or leave a
legacy; contribute in a way that benefits
others

Step 2:
After completing the assessment, you should then answer the questions below and consider
what is important to keep in mind when engaging with this individual, how their needs for
autonomy, mastery or purpose are being met, and how you could better engage with them.

What don’t you know? How will you learn more?

I have been working with these colleagues (Hani. Clifton) for about 7 years already and I
believe that we have already known our own personal style and preference. We have worked
in several projects and accreditation in these 7 long years and I think we kind of adjust to
each difference.

What strategies can you use to better understand and honor their preferences and styles?

Working with people in the organization requires a lot of focus and understanding. Open
communication, giving and receiving feedback is the key to encouraging understanding
among members.

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Based on your own style, what are some adjustments you can make to better engage with this
person?

I believe we jive in most ways and in most of our style that's why we have been connected
and open in all aspects whether work matters or personal matters. I think respect and
understanding plays a role in dealing with people whom you meet in any organization.

Step 3: Follow-Through Activity (optional):

Use the tool above to assess your own knowledge and understanding of all team members.

Step 4: Discuss

Share your thoughts on the Style Awareness discussion topic and read others' responses as
well.

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Exercise 2: Coaching Application
The second exercise is for leaders to analyze their current approach to coaching.  This exercise
asks each leader to assess their own mindset, level of availability and impact.

Step 1: 
Complete the Coaching Diagnostic below, selecting the number that indicates the extent to
which you agree with each statement as it applies to you as a coach.  Be as honest as possible in
your self-assessment. 
Not at all Somewhat Completely

I actively try to learn more about my

1 2 3 4 5
employees’ skills & aspirations.
My
Coaching Coaching is associated with learning
Mindset and development on my team, not 1 2 3 4 5
punishment or incompetence.

My primary focus is to help others

1 2 3 4 5
develop and improve performance.

Part of my job is to help others learn

1 2 3 4 5
and work more independently.

It is easy to get in touch with me and

My 1 2 3 4 5
find time to talk.
Coaching
Accessibility I create opportunities to observe how
1 2 3 4 5
people are performing.

My staff feels comfortable voicing

1 2 3 4 5
concerns or asking for help.

People know that they can trust me

1 2 3 4 5
with confidential information.

I know how to translate team

My 1 2 3 4 5
priorities into individual goals.
Coaching
Capability I have regular check-in meetings with
1 2 3 4 5
my team members.

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 I understand the different styles and
personalities of team members and 1 2 3 4 5
integrate them with desired goals.

I understand the skills my people

1 2 3 4 5
need to perform well.

I’m comfortable leading coaching

1 2 3 4 5
conversations.

I ask my boss or others to coach me. 1 2 3 4 5

Step 2:
Once you have responded to each statement, look across the areas that you have scored
yourself the lowest.  The goal is to look forward and adjust the levers that will have the biggest
impact on your effectiveness.

What are one or two things that you can do immediately to positively enhance your mindset,
availability or capability as a coach?

One would be understanding the personal style and personality of the team. I think I have
been behind these skills and it would be just easy knowing them that may enhance my
capability as a coach. Maybe due to time constraints and focusing on the target t that I have
forgotten to learn more about our team’s style and personality.

If leading a large group where one-on-one coaching by the leader is challenging, how can you
create a coaching culture where peers are also comfortable coaching one another?

As a leader I would start it with myself by allowing my team to be open with me to give their
feedback. In this way this can transcend to other team leaders and members to be more open
and fully engaged and on board with coaching. I believe that to grow an effective coaching
culture it should start at the top so it may flow through the rest of the team and the entire
organization.
Note: You are not required to share your personal coaching assessment with your classmates,
however, a Coaching Assessment discussion topic is provided for general discussion of the
topic.

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