The Variance of Value Judgment On Professional Growth Part II
In the absence of relational structure
When there is an absence of relational structure or immediate rewards such as in long-term planning or “big picture” thinking. Such as the “S” implies participants are less likely to evolve rapidly and successfully.
Another possibility for the insignificant change of the Systemic values could be that participants were not offered long-term coaching for appropriate growth (Ellinger, 2013), which would have allowed participants the time for personal growth.
It is also possible that mentoring was needed for participants to be guided through the process of long-term planning. Pearson (2014) suggested that participant’s competence and readiness for developing depend on self determination.
Therefore, individuals need to be able to shift their thinking and be open to pushing themselves out of their comfort zone.
Expanding the scope in which they operate for growth to take place.
It may also be the case that participants bond and trust relationship with the coach was not strong; perhaps not caring or challenging enough to make a positive change (Ellinger, 2013).
It is difficult for individuals to transition and make fast adaptations to things that are uncertain that they have no control over. It is harder to be able to accept organizational changes that may affect employees either negatively or positively when they have no input or can’t think at that level.
Perhaps, another indication that it may be challenging to plan for the future as the Systemic metric indications could be the roadblocks when existing in a culture of uncertainty.
Alternative interpretation for the lack of significant improvement in the systemic value can be a sign of additional needed coaching and/or mentoring. They aid individuals create sustainable plans of action to be able to move successfully and confidently between short-term projects and long range goals.
Related articles:
The Variance Of Value Judgment On Professional Growth Part 1
