From Conflict to Communication
High-C manager reframed "right/wrong" to solution-focused leadership via TEIQue-guided coaching.
The Challenge
An experienced manager with over 10 years at the company was struggling to communicate effectively with her team and had been accused of bullying behavior by one of the team members. Despite her extensive process knowledge and the team's generally good performance metrics, interpersonal tensions were threatening team morale and effectiveness.
The organization needed to address this situation quickly as the manager was highly valuable to the business due to her technical expertise, but the communication issues were creating a risk of team dysfunction and potential turnover.
The Solution: Dual-Lens Assessment Approach
A comprehensive approach combining two powerful assessment tools was implemented to gain deeper insights into the manager's behavioral patterns and emotional competencies:
DISC Profile
Assessment revealed the manager as a very High C, SD profile:
- Perfectionist tendencies
- Persistent and thorough approach
- Task-oriented rather than people-oriented
- Strong preference for achieving results
TEIQue Profile
The trait emotional intelligence assessment showed:
- Most facets below 20th percentile
- Impulse Control at 30th percentile
- Emotion Expression at 30th percentile
These scores indicated significant opportunities for developing emotional awareness and interpersonal skills.
Intervention Approach
- 6 one-to-one coaching sessions
- 3-month intervention period
- Self-awareness focus
- Practical application exercises
- Communication strategies development
Key Insight:
Early in the intervention, it became clear that the manager's high standards for herself were creating unrealistic expectations for her team. She was labeling situations as either "right" or "wrong" rather than finding workable solutions.
The Breakthrough Moment
The manager experienced a significant shift in self-awareness when she realized that the very high standards she set for herself were not always achievable by others. Through the coaching process, she moved away from labeling situations as simply "right" or "wrong" and developed a more flexible approach focused on finding workable solutions.
A critical test of her new skills occurred when she had to manage a difficult disciplinary issue that could have resulted in dismissal. Using her newly developed emotional intelligence capabilities, she facilitated a meeting between the concerned parties and achieved an amicable outcome beneficial for everyone involved.
Transformation Process
Before:
- High standards focus
- Right/wrong thinking
- Limited listening
- Directive approach
After:
- Process orientation
- Solution-focused
- Empathetic approach
- Adaptable communication
Outcome:
- Amicable resolution of complex disciplinary issue
- Increased team trust
- More collaborative environment
Measurable Results & Impact
"The TEIQue assessment showed me that low scores don't mean I can't be an effective manager. It gave me the awareness I needed to grow and adapt my style."
Next Steps
- Bi-monthly coaching sessions scheduled to continue supporting the manager's development
- Organization considering implementing similar assessment-based coaching programs for other leadership positions
- Planning to develop internal capabilities for ongoing application of these psychometric tools
