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Posts Tagged ‘Executive Coaching’

Based on two years of research and analysis of approximately one million data elements, Bersin found that the following 22 talent management processes drive highest business impact. Use this list as a priority list to guide your talent management strategy.

Top 22 Talent Management Practices

Top 22 Talent Management Practices

http://www.bersin.com/Resources/Content.aspx?id=6150

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Leadership Development, a priority for organizations in tough economic times, gets a boost as Executive Coaching is seen to be delivering on its promise of improving Leadership Skills says new report from MindTram.

Whether your ERP systems were designed by Oracle or SAP; whether your trucks were built by Volvo or Isuzu; whether your tractors were made by Caterpillar or Komatsu; the true competitive difference for all companies is the people that moves the business forward. Recognizing this global organizations are increasingly turning to Executive Coaches to develop star talent.

The majority of the Executives that have received Coaching indicate that they are ‘extremely satisfied’ with the development and knowledge gained from Coaching. Indicating increased Leadership Skills, improved Self-Awareness and better life balance as the 3 areas where they gained the most benefits.

Human Resource Professional and Supervisors (CEO’s, etc) of the individuals being coached indicated a wide increase in skills development essential to an executives day-to-day tasks and acknowledged a high degree of satisfaction from the Coaching process.

The survey indicates that the vast majority of Coaching assignments are based on recommendations and therefore the value speaks for itself as providing a return on investment.

Furthermore the MindTram Executive Coach survey provides insight from Coaches as well as the Organizations recruiting the Coach, thereby offering opinions from buyers and suppliers of Coaching.

In these difficult economic times it would appear that Leadership Development and people skills are one area that organizations would seem to need more of.

Survey Information available for download at: http://www.mindtram.com

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I was brainstorming with a group of clients last week during a training seminar about why they ‘bought’ Coaching. Here’s a summary of the key points:

In the first instance we looked at what resonates with the buyer.

  • The perfect solution to a specific problem
  • A service that people want to buy without being coerced
  • An idea that people immediately understand has value to them, even
    if they have never heard of your company or its products and services

Thinking of those bullets we expanded onto the top 3 items they said they came to Coaching to solve:

  1. Leadership Development – improving interpersonal and team leadership skills.
  2. Self-awareness – becoming more aware of there shortcomings and understanding the origins and history of behavior at home and work and its impact on others.
  3. Life balance – balancing personal and professional roles more effectively

What they all agreed upon was that Coaching first and foremost helps leaders find their authentic self – by doing this they gain more credibility in the workplace and see an increase in productivity both from themselves and their direct reports.

Please contact me if you want to know more. (colin(dot)udelewis(at)mindtram(dot)com

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At the end of each week I post the Executive Coach Tip of the Day from my twitters stream – Here are the Tips from last week:

  1. Eagerness to Please – Winning the popularity contest should be the last thing on your mind.
  2. If you want to be a Leader of People show them that you have an open mind and a willing heart.
  3. Anything is possible if you share the glory. Giving others a chance to claim credit is an easy and effective way to get results.
  4. Confide in someone you trust. Solitary introspection will only carry you so far.
  5. Develop Courage, By courage, I mean state the facts, speak the truth, and do the right thing.
  6. under pressure—in the loneliness of leadership—the only values you can count on are those you have tested.

Please follow me on Twitter if you want to get daily quotes and tips, have fun and relax a little.

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There’s a saying that goes your “IQ gets you hired but your personality ‘EQ’ gets you fired”. Whilst there is of course much truth in this I suggest an Employer can help Employees develop their EQ (Emotional Intelligence or EI) so that their IQ gets them hired and their EQ gets them promoted.

What is EI and why is it important? Confusion still abates about what is EI, in my coaching I define it as an intelligent system for the processing of emotional information. So EI cuts across the cognitive and emotional systems.

All good coaches use some form of EI in their work and ‘awaken’ the EI of their clients. I prefer to use the following 5 broad subtypes in explaining EI. Each of these components is broken into various subcomponents.

  • The first is intrapersonal intelligence, which is composed of emotional self-awareness, assertiveness, self-regard, self-actualization, and independence.
  • The second is interpersonal intelligence, which comprises empathy, interpersonal relationship, and social responsibility.
  • The third construct is adaptability, which divides into problem solving, reality testing, and flexibility.
  • Fourth is stress management, which comprises stress tolerance and impulse control.
  • The fifth contains measures of general mood, which is composed of happiness and optimism.

So if the above 5 traits do not convince you about the value of EI – what about this – – Emotion is the power that CONNECTS human beings to everything they CARE about! Emotions are among the primary determinants of behavior and achievement at work, impacting upon individual productivity, satisfaction, well being, and social climate.

Emotions are real-time indications of how well we think we are coping with day-to-day challenges and demands. EI provide us with invaluable information about ourselves, other people, and the various dynamic transactions that we share inside our organizations. This information filters through to us because our feelings reflect spontaneous emotional responses to the appraisals and interpretations we make of ongoing events in the workplace. By tapping into the rich information that emotions provide us with, we can often alter our thinking and behavior in such a way as to allow us to negotiate organizational challenges in a more adaptive (and indeed productive) manner.

One aspect of EI is Empathy (a subset of interpersonal skills). Empathy refers to the awareness of other’s feelings, needs, and concerns. At the individual level, empathy is a person’s ability to sense and understand other people’s feelings, concerns, and perspectives.

Empathy also implies taking active interest in other individuals’ concerns and feelings, and responding to other individuals’ unspoken feelings. In other words, when we are emotionally in tune, we can put aside our own personal agendas for some period, in order to be receptive to other people’s signals.

Empathy is essential as an emotional guidance system, piloting us in getting along at work, it is a meaningful predictor of quality performance in the job environment. According to scientific reserach individuals high in empathy are more capable of relating to other group members within a professional organization (Williams & Sternberg, 1988). In addition, the ability to empathize with others and relate to the feelings of others may play a role in the formulation of superior goals, plans, and strategies.

Empathic ability is particularly important when the problems to be solved
require reconciliation of conflicting opinions in a manner that is acceptable
to diverse people working within an organization.

So if thought of as the equivalent of a ‘‘social radar,’’ empathy is crucial for success in the business world. We know it is important to listen empathically to the customer’s point of view and to see reality from their perspective.

Furthermore, empathy is a critical component of conflict resolution and negotiation skills. The best negotiators can sense which points matter
most to the other party and gracefully concede them, while pressing for
concessions in points that do not carry such emotional relevance to the other party.

I am often asked can EI be learned and the short answer is YES. People can be trained on the ability to accurately read the subtle social cues and
signals given by others. In so doing, these individuals can accurately determine the emotions being expressed by their colleagues and learn to understand the perspective taken by others with whom they interact.

So as you can see EI and empathy in particular is a crucial skill – indeed I would go as far as to venture that people skills are the one skill that we must all learn for all aspects of our lives.


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This post is a primer for the coaching we do with Leadership and Self-Awareness.

Put simply a Leader can not be an Authentic Leader without self-awareness. The top three coaching objectives that Leaders ask us for at the start of an assignment are:

  1. Leadership – developing interpersonal and team leadership skills.
  2. Self-awareness – becoming more aware of my shortcomings and growth opportunities as a leader, and understanding the origins and history of my behavior in work and its impact on others.
  3. Life development – balancing personal and professional roles more effectively.

Self-aware people are honest about themselves with themselves and with others. They also understand their values and goals. When you are self-aware you know where you are headed and why.

Because the decisions of self-aware people interrelate with their personal values and convictions they find their lives more energizing. To quote Leonardo da Vinci: “One can have no smaller or greater mastery than mastery of oneself.”

Working on self-awareness requires that you take responsibility for your part of the difficulties you face. Understanding that only you are responsible for your life and actions, the choices and decisions you make are yours alone, you can not hold anyone else accountable for your choices. How you choose to react in situations or lead your life is yours and yours alone.

To help you start developing your self awareness consider keeping a learning journal, just try it for 30 days and write honest observations on the following:

  • Thought patterns – your self-talk patterns, what are you saying in your mind?
  • Emotional patterns – what are your usual feelings?
  • Behavior patterns – your usual actions – how you behave in different situations, write down the situation, your actions and others response As you keep your notes reflect on them, how was your mood, were your actions appropriate, did you cause distress to others or yourself.

In his book, How Life Imitates Chess, the Chess Grandmaster Garry Kasparov wrote “The key to success – it’s not enough to work hard and to study hard into the night. You must also become intimately aware of the methods you use to reach your decisions. Self-awareness is essential to being able to combine your knowledge, experience and talent to reach your peak performance”

Lack of self-awareness and the ability to control our own emotions may be the biggest obstacle to increased personal and professional competence in relationships and life satisfaction. You cannot manage yourself adequately if you ignore what you need to do to change. Ignoring your feelings does not make them go away; it just helps them to surface again when you least expect it. James Allen wrote this aphorism, “As a man thinketh in his heart so is he,” and “A man is literally what he thinks, his character being the complete sum of all his thoughts”.

When you become self-aware you can learn to overcome the dysfunctional thought patterns that make up your negative thoughts – you become a more authentic leader, someone that people willingly follow and trust.

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Here’s the Executive Coach Tips of the Day from my Twitter:

  1. Recognize the skills and traits you don’t possess, and hire the people who have them.
  2. Read Leadership & Self Deception by the Arbinger Group – http://tinyurl.com/bojbzy (I am not affiliated)
  3. Never deal with another person simply as a means to an end.
  4. A vague value system can lead to chameleon decisions. Or as the Beatles so aptly put it’ being a nowhere man’
  5. what you need to know as the leader is what motivates your people, not what motivates you.
  6. to be a leader means you can never demean anyone. You have to find that thing in them which is great, and bring it out

Please follow me on Twitter and get these tips and other inspirational and motivational quotes daily. Designed to challenge, support and guide you.  ColinUdeLewis

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