What Coaching Questions Should I ask?
We’ve all heard it “You should be coaching your staff”. Then you walk away agreeing and thinking “I barely have time to do my own work never mind coach and do the work of my staff.” Agreed.
If You Value Something You Are Motivated To Pursue It
At the core of of what has been called motivation is to value something. If we value something we will go after it.
Within Work Nothing Happens All The Time There Are Exceptions
It has happened to all of us, someone at work (your manager, coworker, subordinate, peer, vendor, customer, etc…) pisses you off and you go off an angry tirade about how resistant and uncooperative they are.
On and on and on.
While these statements may be true, they are not really useful in creating any solutions and changes to getting your work done.
I know and it is clear for me what great work is and the path for me to achieve it
One of the biggest obstacles to change is that people just don’t know the path to take. If you are unsure of the path to the change, you become exhausted trying to guess where it is and movement slows down.
I am right you are wrong can we have an open discussion
The issue starts when, for some crazy reason (which is not so crazy) we feel a need to prove that our view is the right one, while at the same time saying and truly believing you want to have an open discussion.
The Team That Parties Together Does Not Necessarily Get Their Work Done
It is nice if people at work are all friends, but not necessary.
It is necessary that people at work know what the Goal is and understand how the work they are doing contributes to accomplishing that goal.
Establishing Team Goals what by when Matrix
Consulting & Coaching a Management team, we created this 2 x 2 Goal (what-by-when) matrix.
Authority to deselect a subordinate after due process
All managers should be provided with the unequivocal authority to decide that a particular person, who is no longer working at a minimum effectiveness required for their role (for example the persons best is NOT good enough for the role), whether due to loss of commitment, not keeping up with new knowledge and technology, whatever the reason. This person will no longer keep their position with that manager, they have been de-selected.
Establishing the Goal is NOT Enough
Many times planning stops at Goal-Setting. Then managers are surprised when (if) the goal is completed it is late, over budget, below quality and the people fight the entire process. Roles (who will do what) and Procedures (how the work will get done) are necessary steps in the Goal Achievement Process. Ignore these steps at your own management peril!
Goal Setting is Below Us We Need Higher Level Leadership Training
Higher-Level-Leadership Training what does that mean? Is it a Manager’s ego that certain basic Managerial Leadership Skills are below them? Below is a piece of a conversation I had with a manager about goal-setting and Higher Level Leadership.