1st discussion

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Collin County Community College District *

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ECON-2302.

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Management

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Feb 20, 2024

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docx

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Uploaded by BarristerIron9358

1 st discussion When it comes to getting Rob Parson integrated into Morgan Stanley our obvious first goal is to get him integrated quickly, but properly and effectively so little to no errors or mistakes are made. The first thing to get him started is with Double loop learning, with him still being fairly new to the industry and especially ton Morgan Stanley, we can teach him the ins and out of banking, the Morgan Stanley way of Banking and while he learns that modify the things he's already learned to fit are way. This is a fast paced industry so not only can Parson not just ask a million questions to other people before taking a decision, he must make decisions on his own quickly, so introducing him to the Ladder of Influence that will help him understand the way his mind makes up decisions inna 7 stage process and how to put them into action. Understanding this will overtime help with making quicker decision, but still effective decisions with little to no error. The third area to get him settled in is teaching him the Competing values Framework. Though we all work for the same company different departments have different priorities and different people depending on your department, personal goals and status in the company (VP, executive assistance, etc) can make other coworkers choices on how they work and what they do not only different than yours, but can seem like they could be going against or making productiveness among departments and people harder. By teaching him this, we can lower the amount of friction between departments and people with Parson's which would increase productiveness and quality of our service. And a last thing to also introduce to Parson is the Speed of Trust Model. Though just being new, Parson could one day be in a high power position and by being trusted and honest or deceitful now will effect how others take him if he were to be promoted one day. People follow leaders who are trusted and if Parson starts out his Career at Morgan Stanley on the wrong foot, a future promotion one day can truly cause less productiveness and effective work since the employees under him or his peers might not like or trust him, which will no doubt effect their work. I believe if we start Parsons off with these concepts he will be equipped with the necessary tools to succeed at Morgan Stanley and do good business for us in the future. Read and provide a quick insight with your opinion or with a question or anything you think is worth discussing:

2 nd discussion As a coach, I am committed to helping Rob Parson develop into the team player that we know that he can be. There have been many concerns addressed from colleagues and peers that he is self-centered and not molding well into the culture. I believe the Double Loop Learning approach would be the most effective strategy to start with. The reason for this is that it involves questioning thoughts and beliefs systems, that could also be effective in challenging underlying values and assumptions. Due to this being a reflective learning process, it is my belief that it will help with both personal and professional development in individual performance, and to help mesh with company culture, by helping to identify and adrees any underlying issues that could be potentially hindering his transition. I would also suggest the implementation of the Competing Values Framework. There needs to be an integration of market and clan culture in order to be successful here at Morgan Stanley. Although we want to remain competitive with other firms, we must remain consistent in our culture and staying collaborative with each other. This involves waiting on answers from our peers rather than committing to the client in a need to be aggressive to make a sale. This was a major concern amongst your peers upon reviewing the reviews. I am recommending this method in an effort for you to further understand the values and the importance of culture within the workplace, and how you can align your own personal values with our organization. Next, I would recommend using the Ladder of Inference. Upon using this approach, you may find that some of the tendencies that have been noticed by other employees may be due to experiences before working here. When you work your way up and down the ladder you will find the critical thinking skills and decision-making processes that are unique to you in making decisions. This can help with the critical areas of improvement in teamwork, and making informative decisions that may help you develop in the areas that are hindering your transition and development, by helping to identify and challenge your beliefs. Finally, I would like to recommend using the Speed of Thrust model will help you in the interpersonal relationships within the workplace. This is a major area of development upon looking at your review. When you learn to network with your managers and colleagues, there will be nothing holding you back from your promotion. You are an excellent closer, and great with client relationship. By utilizing this method, you will find the elements necessary to your success here, and you will work closely with Paul Nasr on this, as you will be reporting your progress directly to him. By the end of this process, you should be able to find a huge significant improvement of the trust level of your colleagues and managers.

When developing this action plan, my most difficult challenge was identifying the use of the models that would be most beneficial to your success. We here at Morgan Stanley, have tremendous confidence in your abilities, as we all know that you have tremendous product knowledge. I know that transitions can be a little difficult within the first years, and it is my firm belief that by providing you these measures you will go on to have a successful career and provide tremendous return value for yourself and the company. We do not want to sacrifice our core values for the benefit of one sale, and this is why we have provided these measures to you to ensure you continue to gain capital success here at Morgan Stanley. If you need anything at all we are always here to support, you in every possible way that we can. I am wishing you the best in these coaching sessions and all your endeavors moving forward! Read and provide a quick insight with your opinion or with a question or anything you think is worth discussing:

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