This final exam is intended to assess your ability to synthesize and showcase areas of what you
learned in Leading Change & Managing Human Capital. Equally, it is an opportunity to review
the material with the intention of solidifying a knowledge base that you can apply to many
organizational settings and people.
This class has been intended to nurture several competencies, including but not limited to
• Active listening (leading others to change through coaching)
• Coaching
• Personal change capability
• Personal agility
• Leading change
• Strategic thinking
Each of these will be very useful to you in your career.
Part 2: Coaching Others to Change: I call or text you and ask for your help. I want to change as
a person and need a coach to assist me – I want you as that coach. I tell you that I want to have
a healthier life than I have now, but that’s all I give you via call or text.
Integrate your knowledge of the GROW model, Intentional Change Theory, Tiny Habits, and
Kegan’s Theory to explain how you would coach me. Walk me through a coaching session you’d
have with me. How would you use all four of these frameworks in your effort to help me
experience personal change?
Answer these are part of your coaching efforts with me as your coaches:
1. How could you use Intentional Change Theory to coach me?
2. How could you use the Tiny Habits framework to coach me?
3. How could you use Kegan’s framework to help me? (I’ve posted Kegan’s framework,
which is in “The Real Reason People Don’t Change,” an earlier class reading, to help
you.)
4. What meaningful questions (at least eight) would you ask me to leverage the above
frameworks and when would use ask them? (Think about what the GROW model would
tell you about timing.)
5. How would you know if you’d been successful with coaching me? (Don’t just state that
I’d change 
.)
IN ORDER FO THIS PAPER TO BE DEEM SUCCESSFUL, YOU MUST ADD ” TINY HABITS THEORY, KEEGANS’S MODEL, GROW MODEL AND INTENTIONAL CHANGE THEORY
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