Tag Archives: Executive Coaching

TOP 5_Benefits to Coaching and How to Achieve it

CoachCoaching is goal focused to develop skills in organisations to achieve better results.  Yet in a recent survey conducted by Happening People a huge 45% of respondents were not being coached by their manager.  This is a staggering figure when you consider that coaching provides an enormous amount of benefit to not only the coachee but also the manager and the organisation.

In 1999 Eric Parsloe wrote in his famous book ‘The Manager as Coach and Mentor” that coaching is “a process that enables learning and development to occur and thus performance to improve. To be a successful a Coach requires a knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place”.

This week we go beyond just looking at the benefits of coaching we also detail HOW you can go about achieving these benefits with your team and in your workplace.

If you are yet to ‘like’ us on Facebook, take the opportunity now and during the coming week you will receive our bonus benefit to coaching and how to achieve it, this is a tip not to be missed as it looks at the effect coaching has on your reputation.

So it’s time to jump straight in to Happening People’s TOP 5_Benefits to Coaching and How to Achieve it

1. Talent Retention
BENEFIT: Coaching retains talent because employees feel valued and invested in.
Statistically employees are less likely to jump ship when they are provided with training and professional development opportunities as well as being supported by their management team.
HOW: Let each member of your team know you will be formalising coaching sessions with them and why.  Be mindful if you do not sit down with team members routinely they may feel they are being micro managed so take the time to carefully explain what coaching is and the benefits of coaching for them .

2. Morale Booster
BENEFIT: Coaching boosts employee morale.  Employees develop a high level of self-esteem and job satisfaction as positive recognition and feedback is known to increase staff motivation and initiative.
HOW: Openly praise team members not just in coaching sessions, this is more easily done when your team is being invested in, and they form a ‘winning’ culture and success breeds success. There are a number of ideas you can introduce to encourage morale; consider an employee appreciation night or provide movie tickets to the star performer of the week. You could have a ‘knock off early Friday’ for consistently great performance or best improved.

3. Skills Lift
BENEFIT: Coaching upskills your people and strengthens and develops the skills of the overall team
HOW: Develop a skills matrix that details the current skills of your team members, identify with them areas they need to work on to improve.  Meet with them and work together to formulate a plan to achieve these skill uplifts.

4. Productivity Improver
BENEFIT: Coaching Improves productivity as goals are achieved
HOW: Research suggests that individuals can achieve an improvement in work performance by as much as 20-25% simply by goal setting. During the coaching sessions discuss the goals the coachee needs to achieve, break them down into tasks and work through a plan with your coachee to achieve the plan.

5.  Performance Management Tool
BENEFIT: Regular Coaching avoids surprises and defensiveness at performance appraisal time.
HOW: Link the coaching to the KPI’s(key performance indicators) and the overall performance management program. That way your employees will be actively working towards achieving their KPI’s throughout the year.  When they are asked to gauge their own performance they will have already had many discussions with you and the ‘truth’ of their performance will be clear to you both.

As you can see there are so many tangible benefits to Coaching, if you are new to coaching or would like to be more effective as a coach, Happening People can help, click here or call Happening People on 1800 68 67 69 or go to www.happeningpeople.com

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Top 5 – How to be an Awesome Leader

Do you manage your people or do you lead them?  Maybe it is a bit of both? So when do you manage and when do you lead?

There is a real difference between Managers and Leaders, put simply Managers have subordinates and possess a transactional style, their tasks include planning, organising, controlling and reviewing. A Leader has followers and possesses a transformational style (see tip 3) their day is filled with aligning their people and activities to the vision; they are pioneering the way whilst carving out a legacy to be remembered.  Leaders will also have subordinates as they are often managers appointed to roles in an organisational structure however they see their main goal as leading their followers so their style of leadership will be less of a manager and more of a leader.

Other attributes of a leader as opposed to a manager including being a change agents, looking  long term , setting the direction, appealing to hearts and our passions, looking for and encourage others to achieve, sometimes breaking free from rules to achieve and pioneering the way as they seek to do right rather than be right.  Finally they seek the truth and they give credit to their followers.

We offer you our Top 5 on How to Be an Awesome Leader.  If you haven’t done so already, ‘like’ our Facebook Page www.facebook.com/HappeningPeople and be sure to look out for our extra Top Tip- Number 6, which looks at Power and Leadership.

1. Lead from the Front

Leading from the front is described by General Douglas MacArthur who said

“A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He does not set out to be a leader, but becomes one by the equality of his actions and the integrity of his intent.”

The term leading from the front has been bandied about boardrooms for decades, at its most effective it means “I am willing to do, whatever I have asked you to do.’ Leading from the front doesn’t mean huge acts of heroism it means showing your followers you care about the company and their success when they see that you will never ask them to do something, that you are not willing to do yourself.  Leaders who lead from the front are great role models.

2. Show Vision
Great leaders, show leadership by showing the vision.  They do this at every appropriate occasion whether it is in a group or one on one.  By doing this they focus attention on what matters which focuses the team.   When you are able to articulate the vision, meaningful goals can be created. When goals are firmly aligned with the vision the purpose of your team is clear and achievement of the goals is more likely.

3. Possess a Transformational  Style
A good leader is focused on moving its followers towards the vision, they do this by inspiring them to follow not telling them what to do.  Your role is to appeal to their hearts rather than their heads, raise their passions and follow you.  At times you will lead them in directions they haven’t gone before which can be overwhelming for followers.   They will follow you if you show the way and are able to show them the benefits so that your followers will receive more than extrinsic rewards but will become better people along the way.

4. Be People Focused
A good leader does not have to be a loud and overly gregarious one to be effective, in fact many leaders aren’t, rather, they are good with people and are focused on the people rather than the task.  Through their actions and interactions they boost the confidence of those around them to achieve the goals before them and they want to see their followers succeed and take the credit.   Though these methods they inspire loyalty and motivation.

5. Your Legacy
Most people think about their legacy at the end of their careers, awesome leaders think about it throughout their careers.  Pericles famously said ‘What you leave behind is not what is engraved in stone monuments, but what is woven into the lives of others.’  Leaders look to leave a legacy through changing the lives of their followers.  Robert Galford and Regina Maruca, authors of “Your Leadership Legacy,” suggest that “thinking about your legacy now makes you a better leader today no matter how far you are from retirement.” This view is based on interviews with people at all organisational levels.  Galford and Maruca advocate we all should be engaged in legacy thinking.

Leaders aren’t just born, good managers become great leaders through being shown the way.  Happening People are award winning  corporate  training specialists and are the Leaders in Leadership Training.  Give us a call on 1800 68 67 69 or visit our website www.happeningpeople.com for more information on how we can help you and your organisation develop awesome leaders.

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TOP 5 : How to Improve Team Effectiveness

The Oarsome Foursome is the nickname for an Australian men’s rowing coxless four crew who competed in all Olympics between 1990 and 2012 and won numerous medals for Australia. They enter the history books as an elite rowing team and are an excellent example of team effectiveness.

In the book Better Coaching: Advanced Coaching Manual, The Australian Sports Commission delves into the success of the Oarsome Foursome and what made them such an effective team.  Their coach Neil Donaldson had his work cut out for him as each athlete came to the team with their own rowing experience, their own health problems, their own training needs and their own preferences to training. Noels job was to bring all of this unique talent and styles and bring them together to create a rowing powerhouse.

A people manager is tasked with the same responsibilities, but unlike a rowing team the team needs to pull together and perform at its peak each working day not just for a series of races every four years.  Despite the best efforts of leaders there are times the ‘oars fall in the water” and a leader needs to navigate their team to calmer waters.

Happening people have pulled together our Top 5 on How to Improve Team Effectiveness to help steady the boat and drive your business to the winner’s podium.

1. Gain a more in-depth understanding of all members in the team
You know yourself when a new team is formed it takes a while for the ‘ice to break’ and for you to feel comfortable with the members of your team.  The more you get to know them the easier and more at ease you are doing your job role.  As a manager one of your roles in improving team effectiveness is to make sure that the team move through this phase quickly and easily to facilitate their cohesiveness.  There are infinite number of ways to do this some of these include regular team lunches away from work, games that focus on ‘getting to know you’ and using  a few minutes of your team meeting to focus on one team member who gets to ‘introduce themselves’ and talk about their passions outside of work.

2. Identify effective methods of working together and how to implement these
You do not need to have all the answers, most likely your team does!  Take the time to meet with them individually and collectively and find out what it means to them to work with a team and what ideas they have that can be implemented to improve team dynamics.  You may be surprised at the hugely varied responses they can provide as well as the level of detail.  Hot Tip: The team is more likely to be successful when they are given the opportunity to work together the way they agreed upon rather than having it decided for them.

3. Gain a greater understanding of other team members’ expectations and needs
No two team members have the same expectations and needs, there may be similarities like expectations around respect and fairness, but even your definition of these concepts will differ from another team member based on your own experience.  Jane might think its ok to be half an hour late to work because she has to drop her twins at day care but Anna might think it’s outrageous as she has to tend to a sick husband at home and still makes sure she is at work on time.   These areas of conflict can be addressed by working with the team to come up with a set of team values that will help govern behaviour.

4. Develop a common understanding of job roles
One of the reasons great teams are so great is that each team member knows what the other one role is. Think of a soccer team, each team member is given a place on the team based on their skill and ability and they must carry out that role to the very best of their ability whilst supporting the other team members to achieve theirs.  If the goal keeper is too busy being the striker then they will not be in position to defend the goal when needed and the competition will inch closer to a win. The same applies to business teams. All team members need to do their job to a high standard and support other team members to do their jobs to an equally high standard.

5. Improve interaction, collaboration and fun
There are many team building activities that you can get underway that will help bring the team together through a renewed understanding of each other.  Some of these include International food day at work where team members celebrate their uniqueness and cook a meal that represents their heritage to share with the team. There are also many group activities like sailing, bowling, cross city treasure hunts and corporate rowing teams.
Simple things like sweepstakes in races such as the Melbourne Cup, fund raising  or themed team lunches in the boardroom can inject fun into the workplace.

These are our top 5 in the early stages of team development, other important aspects of team effectiveness include a clear vision, goal setting and excellent communication – to name a few.

Over the years Happening People have run a very successful range of ‘Team’ based Corporate training programs which are very popular with organisations as they strive to gain the upper hand  in today’s competitive market.  Happening People’s programs include Conflict Resolution and Team Effectiveness and Growth.  All programs can be tailored to your individual team and needs or a new program uniquely your own can be created. To find out more click on the links above or call Happening People on 1800 68 67 69 or go to www.happeningpeople.com

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