Finding what works to amplify

Finding what works to amplify Often on Sunday, I am a little overwhelmed with the weekend, and the work week starts. While going through my plans I felt a bit stuck, do you ever think that way? Testing the SOLVED Cards process and enjoying the tangible feeling of coaching questions cards, I pulled these 6 … Continued

SOLVED is a process for progress – you are the person who makes progress

Recently someone asked me what theories or concepts are the foundations of my work. This made me think, and slightly concerned. I do not enjoy being too deeply enamored with an organization development, leadership, or team development theory because that may blind me to other and better ideas that I have not yet discovered, and … Continued

Do something different

For an intervention to successfully fit, it is not necessary to have detailed knowledge of the complaint. It is not necessary even to be able to construct with any rigor how the trouble is maintained in order to prompt a solution. [ ] All that is necessary is that the person involved in a troublesome … Continued

Blaming each other we stopped talking and kept doing more of the same

When I met with the team leader, he shared his frustration with the project team meetings and how the team members’ always complained that communication and support are weak, leading to project completion that was late, over-budget and below-quality. So, the team leader kept trying more and more meetings – and the same communication and … Continued

Solution-Focused Team Building Activity

Solution-Focused team building is something that can be used to construct progress for your team. Below is an overview of solution-focused and the framework for the team building activity. I’ve used solution-focused coaching with management teams to share with the leadership a way to discuss strategy, progress, and regress in a manner that creates next … Continued

Change with a strong vision is project management not a change process

In a talk with ATD Buffalo Niagara, I shared a theory or framework of change. Framework for change: Frame the boundaries… Boundaries are the edges of the work, process, or change, and this is opposed to Goals – a goal is a what by when. Boundaries are different than goals in how boundaries are the … Continued

Leadership Coaching Process Current, Need to be, Next Step

A Leadership Coaching Process works when a there is a combination of organizational support from management and peers, ensuring that you can learn and apply changes in an environment that welcome learning and change; competency and knowledge of the work you are accountable to complete; the value you place on the work, our coaching work … Continued

Leadership Development that is Counter-intuitive with Mike Cardus

In 2016 I had the joy of supporting Leadership Niagara as their Leadership Development Facilitator. Their CEO, at that time Molly Anderson, asked me to respond to a series of questions about leadership and executive coaching. Below are my responses, and some thoughts on how I offer Leadership through Difference. What are three things that … Continued

Training is not the answer

Our leaders need communication training She needs listening training The management team needs sensitivity training My staff have the wrong attitude We’ve got to teach them to …. Motivation is lacking, and they need to learn how to stay motivated I told him many, many times and he still doesn’t … We just are not … Continued

Why employees stay and why they go

Supporting an organization through an interesting experiment. The company has ~28% turnover rate, which is not too bad, and they want to reduce that to about 20% in 2-years. We decided to hold a series of ‘Stay Interviews’, to create a continuum of stories about employee satisfaction and dissatisfaction, with people who have remained with … Continued