Why Coaching, Not Gadgets, is Key to Getting The Most Out Of Employees

Forget the gadgets and “lifehacks” to increase productivity, research shows that managers need to become coaches to get the best out of their employees.

Coaching means many things, from simply listening to staff, to helping them set personal goals or understand the company’s objectives. When employees understand the business goals, they can make their own decisions and not wait for someone to tell them what to do.

When employees are listened to, they feel valued and empowered. They have greater ownership and commitment to actions that they themselves have identified as necessary. As one manager in our study noted:

When you coach people rather than command people, you almost always
win their hearts and minds, so loyalty, trust and confidence are built.

Research shows manager coaching led to improvements in productivity, engagement and customer service. One manager reported that coaching led to an increase in output from 35% of the target to greater than 100% within 12 months. One organisation improved customer service by 450% within five months of introducing manager coaching.

Coaching also transformed some underachievers into star performers. For example, one employee who was described as “very lacking in self-confidence” developed enough confidence to apply for a promotion and became a highly effective manager. Coaching had helped the employee to identify solutions, by providing advice and expertise when needed.

Coaching in practiceContinue reading

Three Easy Steps To Business Success?

Do you hire a mechanic to service your car?

Do you have a personal trainer or go to a gym to workout?

Do you call a plumber if your tap is leaking?

Or are you like thousands of other small business owners who decide to Do It Yourself with these tasks. After all how hard is it to change the engine oil, get a little exercise or change a tap washer?

 

Just how much can you do yourself?

The value of having a business coach in order to plan, review and implement major projects within your business is no longer a luxury but in some cases a necessity. This is a function you can Do Yourself, but sometimes it is far more effective to hire an outside perspective, to assist with developing and implementing new initiatives in your business.

Business owners like simple, easy to understand yet powerful tools to use in their business. The 3 Step Coaching Model is one of those tools. The model incorporates 3 simple steps, examining the WHO, the WHAT and the HOW. If you are a Do It Yourself kind of business owner you too can follow these 3 simple steps.

Step1. Who - Discover Who the Client is.Continue reading

Gain a Leadership Edge by Becoming Your Own Life Coach

From Fortune 500 CEOs to Hollywood starlets to Oprah, people are performing better, making smarter decisions and reaching new heights in areas such as work, finance, relationships and health, all thanks to coaches.

Executive coaching is defined by the International Coach Federation as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” But it can be pricey—as much as $3,500 an hour, with a median hourly fee of $500, according to Harvard Business Review’s “What Can Coaches Do for You?” research report.

Unfortunately, many people don’t have the money to work with a life coach. A 2013 study by Stanford University and The Miles Group shows that two-thirds of CEOs are not receiving coaching from sources outside their companies, and 100 percent of participants wish they were.

What’s the average hardworking American to do? Consider this: Many people want to work with a personal trainer but, unable to afford one, they take matters into their own hands. And if it’s possible to move training out of the gym and under your own roof, does that mean it’s possible to bring other coaching in-house, so to speak, and go it alone?

Many experts say yes. Self-coaching, by applying professional coaching techniques to your own goals and experiences, is not only viable but the ultimate goal that coaches help clients achieve. It takes discipline and dedication, but it can be done.Continue reading

Coaching and Mentoring – A CIMA Overview

The Chartered Institute of Management Accountants (CIMA) produce a range of 'Topic Gateways' which are intended as a refresher or introduction to topics of interest to their members and others involved in the practical application of finance within organisations.

This Topic Gateway explores the difference, parallels and applications of coaching and mentoring within a financial environment.

COACHING & MENTORING OVERVIEW

Stress – A Quick Guide

It is well recognised that stress reduces employee well-being and that excessive or sustained work pressure can lead to stress.

Occupational stress poses a risk to most businesses and compensation payments for stress-related injuries are rising. It is important to meet the challenge by dealing with excessive and long-term causes of stress. This quick guide gives introductory guidance only.

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Changing Workplaces Call For A New Type of Leader

Developing effective and empowered leaders is one of the most important things an organization can do to ensure the successful accomplishment of its goals, whatever they may be.

That’s because leadership influences nearly all aspects of a business, such as the selection, engagement, and retention of talent, customer loyalty, and overall brand perception and influence. Yet despite its importance, many companies seem to struggle with leadership development.

Perhaps the biggest reason for that struggle is the new and varied set of behaviours and
skills today’s leaders need to be effective. One of the worst mistakes any organisation can make is to base its promotions or leadership decisions on tenure. Simply being a long-serving veteran of the organization or a star individual performer does not automatically make someone a candidate for leadership or demonstrate they have the necessary commitment to the role, the team or the company.

In today’s ever-evolving and increasingly complex environment, effective leaders must be able to guide staff through moments of uncertainty, be a trusted source for honest and open communication, and encourage and inspire their teams to take risks without fear of failure. As Deloitte notes in its Global Human Capital Trends report, leadership is increasingly about the challenges leaders face rather than the “art” of leadership. And those challenges are many.

Today’s workplace can have up to four generations of workers, all of whom have different expectations about what it takes to keep them truly engaged. Millennial workers, for example, expect an environment of constant development, mentoring and stretch assignments. If your organization doesn’t offer that, another will, and much of your younger generation of workers will be enticed to leave. And as organizations replace their old hierarchical structures with a more linear and inclusive management model, leaders can no longer simply issue instructions and expect them to be followed. Leaders must now be able to inspire a diverse set of employees, often located in multiple locations, with networks of teams made up of a mix of full-time, temporary and “gig” workers.Continue reading