There are times in the process of coaching executives, when I am asked to deliver a training session to selected members of an organization. Such a request comes on the heels of a perceived failure of an employee to deliver performance in an area in which the C-level officers believed the employee was trained to perform. Examples of this type of training are:

• (1) The capturing (recording) of an employee’s response to a customer wherein the employee either loses patience with the employee, insults the employee, or is not knowledgeable about company products or services.
  
  
• (2) Failure of an employee to know or understand the vision of the company, and to perform in a fashion which reflects that company vision.
  
  
• (3) Perceived failure of an employee to manage an employee in a situation which could erupt into litigation.
  
  
• (4) Failure of a manager or leader to lead workers instead of pushing workers (happens a lot).
  
  
• (5) Any other company situational discomfort which has to do with the understanding by workers or leaders of what is expected and where and to what degree the expectations are measured and influencing company performance, profitability, and cohesiveness.

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