The triangle of coaching is a very simple concept yet there are some unique attributes of each stage we encourage organizations to adopt. One of the most fundamental mistakes I think organizations make is we spend so much money on a top-down approach specifically teaching leaders how to lead their employees. When you think about a traditional organization of let's say 100 or 1000 people typically..
The Progress Coaching Blog
I think we have it wrong when it comes to developing leaders within our organizations. If leaders make up let's say 15% of the organization and we have 85% of the organization who needs to receive that leadership we need to cultivate the mindset and the reception of that 85% so the 15% can be heard and accepted.
There are 5 actions of feedback a leader can use and this episode also teaches how to teach employees to get feedback on their terms. Feedback is a loaded issue and if carefully crafted from both end of delivery and reception workplace cultures and team will dramatically improve.
You often hear the concept that feedback is a gift, and it truly is yet we cannot use that approach as some reactive way to facilitate a positive relationship with feedback when so often it is perceived as negative. A positive cadence of feedback structured by the recipient is the secret sauce. There is such a simple concept called WIIFT, what is in it for them.
Recently, I was conducting a workshop and one of my participants was an ex-bartender. She never hesitated to participate or offer her thoughts or converse with people or dare I say, role play. She's quick on her feet and really listens well during the workshop. I asked her where those skill sets came from. She said, I bartended for 15 years. As I thought about her response, I thought what a..
Conversations are hard. The cool thing about what's happening in the training and development and talent world is that leaders and organizations are finally realizing coaching is not just something we'd like to do if we had time. It is now moved into an arena of, We Must Coach Our Employees. This requires leaders to have conversational ability, the ability to ask questions, to truly listen, to..
First of all, realize one thing conversations are powerful! What we say and how we say it has a major impact whether fair or unfair.
What if we turned our leadership development program upside down? What if we looked at developing our organizational leadership skills and capacity from the bottom up, not from the top down? Let me explain. In the United States alone, we spend hundreds of millions of dollars every single year on top line management, middle management, down to frontline leadership to become better leaders. There..
I went to go get some food for my wife and I at a very popular place where a lot of baseball teams go after they play. What I witnessed at the counter was a father giving his son some feedback on the game that was just played. As I sat a couple seats away, I quietly listened, not letting them know I was listening. The father began to tell his son he could not make the mistakes he was making..
Quite Quitting is not a new concept. Maybe it's a different name and a different label yet, we've had quiet quitting for decades. We need to get back to the fundamentals of employment. If you are hired to do a job, you should be hired to do that job to the best of your ability. There is not a job description in the world that encourages people to not try or to gossip or to be negative in the..