Archives for July 2012
A leader is one who inspires by their actions and receives a buy-in to their vision by what they are, how they act, and what they do.Â A leader need not necessarily be one with a title. Leadership is not about the use of authority.Â Â Most organizations have managers but not necessarily many of them are leaders in a true sense.
Many managers rely on authority and control to get the job done. They are directive in their management style and instruct, no matter how enthusiastic or self-starter some members of their team may be. Described conversationally, itâ€™s â€œI talk, you listen â€¦ I direct, and you adhere. â€œDescribed attitudinally, itâ€™s Iâ€™m the boss and I alone have the authority to decide how things are done. However, no matter how junior or inexperienced your team may be most of us donâ€™t like being bossed around.Â Ask yourself if you’d like to be commanded and instructed – fact is most of us including you resent it and the team whom you are managing resent you for doing it.Â Authoritative and directive style management stifle creativity, enthusiasm, learning, transition, commitment, morale and the tenacity to stay on is broken.
There are some managers who adopt a friendly style in that they trade on their friendship to get the job done. This style may increase the potential for favoritism, and loss of objectivity whilst dealing with issues. Your team members may also find it confusing to deal with you since they are not sure whether you are telling them to get the job done as a manager/boss or as a friend. This also stifles creativity, motivation and makes transitions difficult.
In today’s world where attention spans are for less than a nano second andÂ with companies expanding and becoming complex, most managers expect the work to be done without actually caring to determine if their team member/s have understood or not.Â ManyÂ high performing individuals are frustrated because there is no one to listen to them or determine what they actually want. Also, many times authority-based systems are a breeding ground for abuse of power and are prone to creating oppressive work environments.
So what can organizations and individuals do in these kind of situations, where meeting deadlines and targets are important but a manager may not necessarily have time to help a person within their team through a transition. Who can assist you in these kind of situations
9 things your Coach can help with:
1. Life Skills Coaching – clarifying what you want in life – your purpose and vision and action plans to achieve it.
2. Transitions – Assisting you in managing the transition process be it a new role or promotion or new responsibility.
3. Business CoachingÂ includes Interpersonal and communication skills, time management, increasing productivity, increasing market share, customer service development, staff development and dealing with conflict, identifying gaps and obstacles to efficiency, strategic thinking and business planning.
4.Â Career Coaching – for those starting a career, mid-life career changes, re-entering the work force, transition and change due to company restructuring, increasing your visibility and profile in the current workplace, dealing with job loss.
5. Skills Development – focuses on Executive’s current task for e.g. presentation and negotiation skills.
6. PerformanceÂ – is focused more broadly on an executive’s effectiveness in a present job.
7. DevelopmentÂ – is focused on an executive’s new or future’s career
8. Leadership – defining transformational leadership â€“ authenticity, credibility, inspiration, leading change, seeking opportunities for change, determining and guiding change, defining and clarifying goals and strategies to achieve change
9. Communication skills – giving praise, feedback and encouragement , problem solving with staff and clients.
A coach is a leader and helps you to identify and remove barriers that limits the expression of your potentialÂ is one who assists you through the transition you wish to make.
With the information overload that we have on a daily basis from Social Media, and the Internet, many times you find it difficult to get to where you want to go.
Let’s say you are a top performing executive in an organization and have consistently surpassed your targets. You have never shirked responsibility nor have you disappointed in your commitments. However, you feel you are reaching a saturation point and are not able to grow. You speak to your boss and he tells you to enroll in a leadership and motivational course. He also sends you some web links to read. You attend the course for 2 days, you read all the links he sent you and add some of them to your other regular reading sources.
Yet, you feel that you are not able to make the progress you want to make. You have tried to tell this again to your boss, Human Resources and other seniors within the organization but to no avail. You don’t want to leave the company but sometimes you feel that is probably the best option available.
I could give you several similar examples where you probably feel stuck or you have been assigned a new role or assignment and you need help in going through the transition.
On line, group trainings will not be able to help you in your transition because they are not tailor-made to address your individual roadblocks. Most leadership programs are too general to provide opportunities for intensive personalized work.
A Coach is someone who can help you. No, the person doesn’t need to be in your field of expertise.
Coaching, Â enables individuals to gain insight into their own motives, interests and concerns and these link explicitly to the challenges they face in their leadership or management roles. Coach doesn’t give you advice or instructions on what to do. But a coach will ask you questions, challenge you and assist you to move you in the right direction. A coach follows through and doesn’t leave you high and dry.
Coaching is a process to unlock a person’s potential to maximize their own performance. It is essentially a conversation – a dialogue between the coach and the client which focuses on improvement of skills and concrete results.
Steps to take before you hire a coach and the questions to ask :
1. Resolve to change and the right mindset – having the right mindset is important. If you think you are the best and cynical about everyone around you, and expect the coach to do all the work, coaching is not going to help you. Coaching assists you but the resolve to change has to come from within.
2. Trust & Confidentiality – Â You need to hire someone with whom you are comfortable and are able to relate. You also need to ensure that the coach maintains confidentiality rather than wagging their tongue.
3. Values and some one who is a listener rather than a talker – you can relate to a person whose value system matches with those of yours. The coach needs to be a listener rather than an advisor or a talker or instructor.
Questions that (these are not an exhaustive list but covers the most important) that will help you select a coach.
- How would you define coaching?Â What does coaching mean to you?
- Do you have a particular coaching model that you use? Please describe?
- What are some of the key work experiences that led you to be a coach?
- How long have you been doing coaching work?
- What kinds of people do you work with and what results did you achieve?
- With what kinds of people and topics do you do your best work?
- Do you have a particular type of coaching you specialize in? Please describe.
- What kind of assessment instruments, tools, or techniques do you go through with a new client?
- How do you determine the client’s needs?
- How long do you work with clients? How much time do you usually spend with the client?
- How do you implement your interventions (phone, e-mail, face-to-face)?
- How will you ensure that I as a client will get results?
If you want to achieve results and want to see the change that you want, hire a coach.
Training alone has proven to be inadequate in providing executives with the skills they need. Evidence shows that a critical factor in the transfer of skills is the opportunity for focused practice and constructive feedback. A study in the private sector found that training alone increased productivity by 22.4%, whereas training and follow-up coaching increased productivity by 88%. Coaching assists in increasing overall efficiency and managing costs effectively while providing for corporate up-scaling.