What's been a pleasant surprise in the last two years is that the coaching industry and the coaching movement has gone from this concept of, "It would be nice to coach if we had time," to organizations stating, "We must coach our employees." This has been, needless to say, refreshing.
This still begs the question- how do we motivate our managers to coach?
This article is not about how to coach,..
I bet when you first read the title you thought it was over the top. This is from a company we worked with years ago that had less than 15 people when I first started working with them. I'll never forget the day this conversation took place. It still reminds me of the value of teaching coaching and what I do for a living.
A manager of one of our clients sites was extremely upset with one of his..
When we have to do something associated with conflict and confrontation, people tend to get very squeamish and hesitant to even do so. But, in the meantime, they'll go off and tell others of their frustrations, resulting in "Water Cooler Talk"!
One of the questions I receive frequently from managers is about getting their managers or executive team to coach them. They often fear retribution if they bring it up- as if they are crossing a line. When we provide our program to organizations, everybody says you should start with the executive team, which I agree with, but often it gets pushed down to management levels below the executive..
The coaching industry is growing by leaps and bounds. With that being, said I think we have to be very conscientious of the reasons why we need to coach and not just for the traditional reasons of engagement and performance development, but more organizational reasons as well.
To be blunt, the elephant in the room is always the manager's perception of they don't have time to coach. We hear that at every client site when we start. I always laugh at this because I think if somebody leaves me and I have no time to coach them how when do I have time to even interview somebody to replace them? On the other hand, I think we're asking managers to do more and more than we ever..
I’m not the type of person who complains about any customer service error. If a cashier is rude to me, it’s not a big deal; they’re probably having a bad day. If something I order online takes way longer to arrive than the website told me it would, I live with it. If the meal I order isn’t exactly what I receive, I usually just eat what I get.
First of all, millennials are incredible people, and let me also share this major suggestion with you-not all millennial's are alike! Treat each and every employee, including millennials, on their individual merits, characteristics, and opportunities for growth. We tend to categorize and label people too much, cutting ourselves off from truly learning what each individual is about and what they..
This is written by 16-Year-Old Daughter Bridget: Trust me I did not edit one word as you will see: Well Done Bridget!
My family has a running joke about my father’s intelligence - or, really, his lack of intelligence. We joke that he’s been lying to us for years about graduating college, that he’s never actually read a book, and that my brother and I must be the products of either infidelity or..