Business Coaching


Take Stress Out of Your Organization and Create High Performance Teams. Here’s How:


Executive & Leadership Development

Personal Development Coaching is for the manager or executive who wants to gain awareness of those unidentified factors that limit success, and bring about important changes that create more powerful outcomes.  Coaching is especially helpful in times of transitions, or assisting the Leader acquire additional skills to achieve successful outcomes in managing a team. For the developing leader, knowing what strategy, behaviors, and actions to take can be overwhelming– which is why I developed this one page description of those attributes for Effective Leadership.

Leadership and Executive Coaching programs are tailored to each individual.  Sometimes the need is short term; in other situations the need is ongoing.  Change in behaviors typically relate to a change in attitude, and occur with practice and implementation over time.  Many programs work well by focusing on those strengths of the leader that best support the outcomes necessary for success. Other situations call for identifying what needs to change or improve, and then creating a plan to close the gap. A clear plan developed by the leader along with the coach is then agreed upon by the leader’s boss to ensure everyone is on the same page. Relevant actions are implemented, and support is provided in an environment of ongoing self-awareness, learning and encouragement.

 


Team Effectiveness

Many teams are faced with the pressure of doing more, better, faster, and with fewer people.  Bottom line results sometime loom as dragons on the horizon.  And the enemy is fast approaching over the hill, while the board of directors is standing on the sidelines watching to see if they will survive the economic downturn or have to throw in the towel.

Other teams, however, rise to the challenge, overcome obstacles, and thrive.  These are the fortunate ones; they have a clear purpose, open communication, a deep level of trust, a structure to support their action, and clear accountability.  They know where they are going, have a plan to get there, and are keeping track of their goals.  They celebrate wins, both big and small, support each other, learn lessons from their missteps, and get back on track quickly.  They thrive.
 

If your team is underperforming or merely surviving, there’s a clear and proven way to have it thrive – rather than survive. Which is motivating, more fun, and may cause others to wonder what magic pills they are taking. No pills, no frills, just great teambuilding by a certified Best Year Yet® team leader who can help guide the turnaround with a ten-step process followed by monthly meetings to maintain accountability.

 


Employee Motivation & Development

Employees want and need to know that the boss is supportive, and actually cares about them. Without this resulting experience of trust, employee productivity suffers– often greatly. Three primary strategies can turn things around if your organization culture is reflects and engages in the “blame game”. Here they are:

  1. Supervisors and Managers must learn effective ways of communicating and guiding positive employee behaviors and outcomes. Coaching is appropriate if there are only a few managers in this category, but training and follow-up coaching is required for undertaking cultural change.
  2. Typical yearly Employee Performance Reviews are counterproductive in many organizations, and are based on old school techniques that do not support motivation. Performance reviews that are based on goals set by the employee and manager together (again using the Best Year Yet® goal setting model) are much more powerful. Reviews accomplished a minimum of four times a year produce  optimum results as the manager becomes a coach for them employee– rather than discussing a grade and the need for better performance.
  3. By encouraging and taking interest in supporting the employee having a few of his or her annual goals be personal goals, employees will actually experience the manager caring about him or her. This caring goes a long way in motivating employees, and “magically” results in higher work productivity on the job.

 

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