Coaching case study

1: PERSONAL NEEDS
Monica is quite an experienced worker but for this job she had to face a job in charge of people much older than her and with much more experience that could doubt of Monica'scapabilities to manage the group. At the same time, those younger workers would feel this and might also finish up doubting Monica is the suitable person for this job.
One of Monica's main objectivecould be to gain respect and recognition among her team members without having to turn bossy.
Another important issue is the stress Monica is going to suffer during the process, specially at thebeginning due to the pressure she will have in and outside the team. Stress and, most important, efforts/time management should be one of Monica's priorities to start with when hiring a coach.
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3:TEAM COACHING
One of the most important problems her group is facing is the lack of team coordination. Maybe the main reason to such a situation is that their members are either too young and impulsivefor the older ones, or on the contrary, too old and traditional for the first ones.
In this case, Monica's goal could be to be able to make them get along well and work together for the sameobjective in order to make a team out of group.

4: CONCRETE ACTIONS
In the first place, to have such a big team coordinated it is mandatory to have an efficient communication. One of the first actionsMonica could have done in order to achieve that may have been creating a regular schedule of meetings between the members of the team. Making more than 100 workers meet at the same time (notnecessary at the same point thanks to internet conferences), is something almost impossible. That is why Monica may have created small rotational groups based as well in small sub-teams. There would be twosorts of meetings, the national meetings and the supra-national meetings.
National meetings would gather all workers from the same country once a month in order to talk about national activities,...