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Posts Tagged ‘Executive Coaching’
Emotions-their impact on change–interview with Tiger Wood’s new coach
A recent interview with Tiger Wood’s new coach provides smoe great tips for changing behavior. The specifics of golf, for someone who is not a golfer, is not the important message in this article. As an executive coach to many business owners, what I found to be important in this article was the idea of keeping things simple and teaching/coaching in a minimalist way. It also reminded me of the importance of your emotions and thoughts when dealing with change.
When trying to make adjustments to your leadership style, how are your emotions impacting your ability to make the necessary adjustments to enhance your leadership performance?
You can read the whole interview here. http://bit.ly/fQpaBi
Questions to Keep Employees Engaged
A recent article from HR Specialist lists 15 questions you should ask new employees after their first 60 days of employment. Click this link to read the article http://bit.ly/9RATuy
I would argue that leaders should be asking many of these questions on an ongoing basis and not just after the first 60 days on the job. Asking these questions in an environment of trust and openness can enhance the engagement of employees and ultimately lead to higher productivity. The more conversations you have with employees about their expectations the more they will feel that you care for them. Remember that as a manager/leader you are the number one reason why an employee remains engaged and productive OR whether she leaves. Make time to ask these questions as well as others, it is one way to show you care!
If you have other questions that have worked for you to keep employees engaged, please share them with our readers
Advice from Google CEO
As I read this brief article from Money CNN, http://bit.ly/2N9qXs, it took me back to the many times that I have met CEOs and other business leaders who had the same reaction to hiring a coach as Eric Schmidt had when the idea was first suggested to him.
Unfortunately, many successful executives fail to move forward with a coach because they are successful. They envision being more successful and reaching a higher level of performance than they have already accomplished without the need to make adjustments to behaviors and beliefs.
What I find curious with these leaders is, that when they are leading their organization they can always find ways to improve their company and others around them, yet fail to look in the mirror. The most successful leaders are those who can self reflect and believe that they can always learn and improve no matter how successful they are.
So, when did you last look in the mirror?
Book Review – Coaching for Performance
“This is a quick read and a great overview to coaching. It outlines a coaching model GROW that can be used by managers who want to embrace coaching to improve performance, purpose, and/or meaning of their employees. It also explores team and corporation coaching.
GROW is the acronym for Goal, Reality, Options, and What will you do? The model stresses Awareness and Responsibility as the critical factors to learning and change.”