1. I-OPT OVERVIEW ELGL WITH INDIVIDUAL DEVELOPMENT PLANS

2. I-Opt is an assessment that measures “how” you process information. (Information Processing Strategy) Acronym = Input – Output – Processing – Template Does not focus on who you are; it’s not about feelings. Many of our behaviors rely on the way we process information.

3. One choice is not better than the other. We process information at different speeds based on the amount of information we demand. If you’re quicker to process information, you focus on the main points of the information and may miss some details vs someone who takes everything in and processes information at a slower speed. We make choices on how we process information.

4. Direction vs. Support  Coaching  Written warning  Performance Imp. Plan  Discipline Conference  Termination  Develop a "Fit" Strategy  Minimize the Morale Curve  Establish Realistic Time- lines  Kinesthetic Training Process  Create a Feedback Environment  Ignore them  Minimize Influence  Change them  Terminate  Coping strategy  Show them a career path  Reward them generously  Recognize them personally  Develop them continually  Involve them / Succession Plan

5. Your Coaching Guide Assessment Summary— My primary style is: ______________ My secondary style/s is/are: ______________ My strengths: 1. 2. 3. My development areas: 1. 2. 3.

6. Strengths—360 Feedback—THE WHAT. Motivating. Positive relationships with employees. Highly trusted. Collaborative/team player. Development of others/mentor Development Areas—360 Feedback– THE WHAT. Increasing financial understanding of business. Continue to develop self-awareness

7. Development Areas—360 Feedback—THE HOW 1. Improve financial understanding of business A. Look for opportunities to learn without total immersion. Can you seek relationships in those areas to learn while maintaining current placement? B. Make a 12 month plan that identifies small achievable goals to improving the knowledge you seek. Make appointments if necessary to carve out the time in your schedule. 2. Continue to develop self-awareness A. Challenge yourself to take slower, measured action when appropriate. B. Spend time studying other styles and their preferences with interaction, communication and information.

8. INDIVIDUAL DEVELOPMENT PLANS Plan for self improvement/growth First, the what – ID Strengths and Development Areas Second, the how – actions to take Third * the WHEN – accountability mechanism Ideally, reporting to accountability partner Plan for Another – deficiency or development follows same format You become their accountability partner Feedback must be scheduled and often

9. INDIVIDUAL DEVELOPMENT PLAN Development Plan for Another – PIP Use GROW model Goal – you state the desired behaviors Reality – you share their observable behaviors incongruent with the goal Options – Let them help establish viable options to close the gap Way Forward – Accountability piece