The Key Benefits of Enlisting a Business Coach
The other day I was meeting with a woman who asked me, “Sue I know what a Life Coach does, but I don’t know the purpose of an Executive/Business Coach?” Well, it’s not counseling, and it’s not consulting, although I shift into this mode frequently. The best way I can describe it is for you to think of a coach of an Olympic Athlete. Now, that elicits exactly what we do, but for a business leader. We are your greatest supporter, your cheerleader, and a bit of a velvet brick. Our purpose is to ensure you become successful:
- To challenge, develop, and assist you in improving your leadership skills.
- Uncover and develop your unique leadership style.
- Provide essential feedback regarding gaps in your skills and abilities. Discovering feedback in a safe, private environment.
- Reveal so you can abort any self-sabotaging ways which would jeopardize your leadership and your job.
- Expedite the improvement of your time management and organizational skills.
- Help you to develop greater abilities in making appropriate, time bound decisions.
- Establish concrete goals for change and progress.
- Someone to hold you ACCOUNTABLE to do the things you know you need to do, to become the leader you aspire to be.
- A uniquely rich development opportunity to truly discover all you were meant to be.
- Have a non-partisan, non judgmental, objective third party who is an impartial sounding board.
- Assistance to execute key business initiatives.
- Help in balancing work and life priorities.
- Cultivate exceptional ability to influence those you lead.
- Development of your unique personal mission, vision, and values.
- Reduce turnover while building loyalty and retention.
- Successfully navigate the white waters of conflict.
- Enhance and fine-tune your decision making skills, learning to appropriately evaluate business risks, while navigating any politically entrenched environment.
- Inspire peak performance in employees by employing fresh leadership insights.
Contact Sue right now, with the e-mail below, to set up a complimentary Discovery Session to explore if Executive Coaching is right for you right now. Sue will be doing the same, discerning if you’re a good fit, as a client, for her. If all is compatible, we then co-create a plan that works specifically for you, and your specific needs. Contact Sue at AccidentalLeader@comcast.net for more information, and to set up our Discovery Session.
You as a leader/ manager are so busy these days that complete clear communication sometimes never happens. Do you know if you’re really hearing what people are really saying? Is there a way to be sure that you are? Yes, there is, and it’s amazingly simple I can’t even believe it. I was recently given a book on conflict resolution that make it such a huge deal. What I’ve discovered is that 80% of the conflicts tend to be: one person didn’t say what the meant or didn’t use the right words to convey it, so the other person heard the words, but not the intent. Or, the other person misunderstood completely what the other person was truly communicating and immediately jumped to assumptions and judgment based on what they heard, not what the person meant. When I can get people together to work through and learn this process, it’s amazing how much clears up. Don’t believe me, get on this complimentary call yourself and you be the judge!
During this tele-class you’ll examine, how to increase your leadership influence. You will gain practical tips on how to disagree with people without them ever knowing it, keeping them on your team. You’ll learn how to provide appropriate feedback, while discovering the one thing you should never do when you have to correct an employee.
DATE: August 25th
TIME: 12:00pm until 1:00pm MST
WHERE: Teleclass – on the phone (you will receive the # before the seminar)
GIVEN BY: Sue Porter – “The Accidental Leader”
COST: complimentary introductory rate – you must sign-up to receive the conference call number and materials
If you are a new or emerging leader, and could receive the wisdom and training of the preeminent executive coach in the nation, and the cost was under $30, would you not take him up on it? You’d be a fool to decline wouldn’t you? Not only that, he would also provide, for your further development, a full library of resources to implement his time tested methods for team-building, communication, leadership, and coaching! So, how do you take advantage of this? By reading his book, “What Got You Here, Won’t Get You There“. A number one best seller from Amazon before it had even been released to the public. In it you will find what keeps us as leaders in delusion, as well as why we resist change. He expounds upon the guilty habits we indulge ourselves in, adding an emotional trigger, backing up his premise with real life examples – making us feel we can relate, and therefore find hope in the ability to live and learn, ultimately changing. He also clarifies our strengths, and shows us how to overcome our weaknesses and failures. This book is certainly NOT meant for light reading. The key to this book is a willingness on your part to ask yourself and those around you the tough questions about yourself, your leadership style, and the practices you use. It’s an opportunity to take a good long look in the mirror. Besides, it’s high time we discover and acknowledge what everyone else already knows about us. Goldsmith is able to, in practical terms, lead us to the closet of our lives, in our leadership role, and help us admit what’s within, while simultaneously building our belief that we can become the leader we know we can be. In my estimation, this book receives 5 stars out of 5. (5 being the best.)
By the way, the number one skill, according to “The Accidental Leader”, one I am still working on, is to GET REAL with yourself, take stalk, get honest, while looking for true, not fluffy, feedback from those around you that know you best. No growth can occur until you are first honest and transparent with yourself. This is a big part in paying the price for great leadership. Believe me, you’ll find these things out about your leadership one way or the other,through a kind messenger, like a book or coach, or through a harsh one, like your main staff quitting simultaneously. I’ve done both! Learned the easy and the difficult way. It’s really our choice which way it comes. But, it will come, I guarantee it.
Get your copy today. Just scroll over to the Amazon book site I have provided for you here on this blog, and order it today.
I want to thank Jeannette Paladino, my guest blogger today, Writer-in-Chief of Write Speak Sell, for making this valuable contribution to the success of CEO’s and all leaders/ managers. Take close note of what she writes here. Better yet, put it into practice. In fact, as a young girl taking piano lessons I was taught to go straight home and practice what I had just learned. The best way to grow the leadership skill mentioned below is the same way, by implementing what you’re about to read immediately. Today, build the moral of your company, and set the tone for the day, by executing the steps provided for you in this post.
Whether we are employees or consultants working for a company, we all crave feedback. We urgently want to know if we’re doing a good job. And studies affirm that showing appreciation improves performance. So why don’t most CEOs and managers give feedback? The New York Times recently interviewed David C. Novak, CEO of Yum Brands on his management philosophy .
Novak said: “People are starved for direct feedback. Too many leaders don’t provide that feedback.” The best way to give feedback is to start with “this is what I appreciate about you,” he said. Yum Brands includes the chains KFC, Pizza Hut, Taco Bell and Long John Silver’s. Novak believes that “people have an innate need for well-deserved recognition. Using recognition is the best way to build a high-energy, fun culture and reinforce the behaviors and drive results.”
No doubt what I call the culture of communication is strong at Yum Brands and managers down the line are emulating their leader. Too bad this isn’t true at many other organizations. Very often the only feedback an employee gets is during his annual performance review. Most managers think this is the time to unload on an employee for all the things she did wrong during the past year. Sometimes a consultant’s only feedback is when his services are terminated.
The annual review is often a farce filled with generalities. It is probably one of the most de-motivating experiences an employee can have. I learned a lesson from the CEO of a bank where I was marketing director and also in charge of training. He proselytized the “yellow lined paper” approach. That is, give an employee immediate feedback – either praise for a job well done or counseling on how a job could be done better. Then, write yourself a note on yellow lined paper and toss it in your desk drawer (the one where you lock your purse or briefcase). Depending on your company’s policy, you can also drop an email to HR to be put in the employee’s file.
When it comes time for the review, the conversation simply summarizes all the previous feedback from your yellow lined pages. There are no surprises. The time spent should focus on what’s ahead and not what’s past.
So, if you’re a CEO or manager, remember to give praise where it’s due. It will only make your company more successful. What’s wrong with that?
By Jeannette Paladino, Writer-in-Chief
Write Speak Sell , http://writespeaksell.com