Showing posts with label Employee First Leadership. Show all posts
Showing posts with label Employee First Leadership. Show all posts
Coaching To Become A Game Changing Leader!
There’s lots of talk, workshops and articles written today about coaching and leadership. I’m always interested in what people are saying about coaching and leadership because I’ve been studying both all my life. The importance of leaders who coach is heightened in today’s hyper-competitive job market and rising employee dissatisfaction.
The latest research reveals that only 11%-22% of employees are passionate or fully
engaged with their work, 67% of employees think about leaving their job daily, 67% of employees earning $100,000 or more annually are planning to leave their job in the next 6 months and 37% of employees are actively looking for a new job. Exit interviews long ago exposed that employees don't leave bad jobs, they leave bad bosses. This situation is getting worse and developing leaders who can coach, inspire, enlighten and empower people to help them learn, grow and improve is more important than ever.
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| The ABCs Of Leadership, Always Bea Coaching! |
I recently heard an interview with Hall of Fame Football Coach Bill Parcells which explained a lot to me about my own life. The interviewer was given Bill Parcells credit for his coaching tree, the coaches that worked for him who have gone on to great head coaching careers, coaches like Bill Belichick and Mike Zimmer. He quickly cut off the interviewer and said it wasn’t so much his influence as it was the fact that he hired coach’s sons. He explained that coach’s sons were raised differently, from a very young age, all they heard about was coaching. They were exposed to inside information and got to watch how coaches worked.
The reason this resonated with me is that I am a coach’s son. I was raised to coach by a very successful High School Football Coach, and in addition, by my Mother who was an outstanding teacher. So, you see education and coaching was all I heard about growing up. I was exposed to the great coaches of the past 70 years. I was fortunate enough to hear many speak and sit in on conversations between coaches about how to coach, build teams and bring out the best in people. My earliest memory of being consciously taught about coaching goes back to when I was 9 years old, but I had already spent several years in my Dad’s coach’s office, film room, locker room and sidelines watching him coach. At the age of 9 however, my father started talking to me about what I was watching. He began to teach me to be a coach.
44 years ago, I made the choice to forego a career in sports and go into sales and business. I took all the early life lessons and my understanding about coaching into business. I continued to study coaching and adapt and apply what I had learn to business and sales leadership. I adapted and developed programs that effective created results others were not getting. Make no mistake, business and sales coaching are different than sports coaching, in fact they are harder, and in my keynotes, workshops and coaching session I share the similarities and differences and how to become a real Business Leadership or Sales Leadership Coach. As I began speaking and coaching full time, and after my father passed away, I was blessed to have the legendary Hall of Fame Coach John Wooden spend time with me. He shared his insights and experience freely and we talked about the differences between business, life and sports coaching.
Over the years I’ve seen many great coaches speak about coaching and I’ve heard many business leaders speak about coaching in business, but I always get a sense that they are missing pieces and not connecting all the dots. I am now more aware of why I can hear these missing dots and connect them. looks like an opportunity to coach and create improvement. Improvement, that’s key to coaching. In fact, being obsessed with improvement is one of my 11 Keys To Great Coaching from my ABCs Of Leadership…Always Be Coaching!
It’s with all that I’ve been exposed to and experienced that I developed my ABCs Of Leadership…Always Be Coaching, keynotes, workshops, leadership development programs and coaching sessions. This includes my 11 Keys to Great Coaching and I’m excited to be doing a Spotlight Session to kick of this year’s International Business Show. On Tuesday February 19, at 9:30am in South 223 I will be sharing my insights to inspire, enlighten and empower leaders to become the coaches who can attract, retain and develop the teams and talent to help them and their companies stand out and be a game changer!
You see my normal upbringing wasn’t so normal, I was blessed to take an exceptional journey that exposed me to both sports and business coaching up close and personal. In homebuilding we’ve all hear the analogy that if you’re a hammer everything looks like a nail, well I’m a coach and to coaches everything looks like a chance to coach and create improvement. So, if you want to learn the 11 Keys To Great Coaching and always be creating improvement that leads to excellence join me at IBS 2019 and I’ll share why Bill Parcells explained that a coach’s son is just different and how you can be too and how it will change your career and improve your people and company!
By Mike Moore
Be...Do...Have!
If you wake up everyday to learn, grow and improve, your attitudes, skills and actions, to be a likable, trustworthy, expert, who is helpful, caring and courageous, you'll do more na have more!
Make your 'To Be List' of the things you want to be and stay focused on them rather than on what you want to do or have!
By Mike Moore
Real Leadership Is An Act Of Love!
A Leaders Success Rest In The Hands Of Average People
Many, including Dr. Covey, have waxed eloquently about hiring passionate, exceptional, people. This is a myth unless you are only hiring a very small group of people with unlimited opportunities for them
to learn, earn and grow. Otherwise you will only hire and retain these types of people until they become your leaders or your competition because they move up or move out to pursue their dreams.
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| These people become your leaders or competition. They move up or move out to pursue their dreams! |
So, even when you hire them you will only have them for a short time in the position they were hire to be passionate about. Keep trying to hire the best but the best needs to be defined for each position.
One of the reasons this myth keep perpetrating itself is that it sounds good to most leaders. You see most leaders think every wants to be like them, extraordinary. Most people don't, even though they can be, they don't have the will or emotional intelligence to be above average without strong mentors and leaders. This is why leaders who can coach, teach and manage people are so vital to any organizations success!
If you are leading more than a small group of people many will be average thinkers who are more interested in seeking comfort and the easy way than in being extraordinary.
This is a statistical fact, the majority of people will be average or below, especially if they aren't being coached, mentored and influenced by an effective leader.
Leadership is the key to moving a group of average people to create extraordinary results, but it is not done by expecting everyone to be exceptional. The best leaders understand they must put the right people in the right positions and then inspire and teach them to be a little more than average. A group of people all perfuming 10%-15% above average will produce extraordinary results. This is a leaders greatest challenge and the reason leadership is so vital to any group of people success.
Getting average people to come together and become teammates only happens when someone becomes a coach! This is the reason leaders who coach people continually are the most effective, and companies who teach manager how to coach and become leaders will grow and sustain their success!
By Mike Moore
Leadership, Coaching & Building Teams
Winning coaches understand if they want to keep winning they can't focus on the score. The score can't be coached or managed. Instead, they have to identify the causes that produce the score they want and start coaching and managing those causes.
Are you running an organization or managing people. Are you an executive who needs to improve their company's results? It's fairly simple, even easy, to identify the results you want or need to produce. However results can't be managed. Improving areas or generating new results requires identifying the causes that produce them and coaching and managing those causes.
The first thing to acknowledge is that all working people are like performing artists. They're really the same as athletes, actors or musicians who need coaching or direction to produce peak performance. Once you acknowledge this you can begin to understand their need to be coached. In fact, you will start to understand what's missing in most organizations. IT'S LEADERSHIP AND COACHING!
Here are the areas and some specifics for you to get started if you are going to stop being a frustrated traditional executive or manager and become a successful leader who coaches people to their peak performance.
Create A Performance Culture
Instill an attitude that their work is a performance art. Build a team of passionate people who care about customers and helping people while being an advocate for their profession. This will require the full force of your will. You'll need a firm belief that you are working to leave a legacy, not just working to produce results. I used to advise my clients to only hire people who already had a passion to pursue being their best and had an outstanding work ethic. This doesn't work any longer because you won't find enough people that possess these traits. We've experienced too much of a deterioration in what's considered average. Our standards have fallen. You need to be prepared to develop and inspire people to grow and improve if you want to be a successful leader or coach.
Instill an attitude that their work is a performance art. Build a team of passionate people who care about customers and helping people while being an advocate for their profession. This will require the full force of your will. You'll need a firm belief that you are working to leave a legacy, not just working to produce results. I used to advise my clients to only hire people who already had a passion to pursue being their best and had an outstanding work ethic. This doesn't work any longer because you won't find enough people that possess these traits. We've experienced too much of a deterioration in what's considered average. Our standards have fallen. You need to be prepared to develop and inspire people to grow and improve if you want to be a successful leader or coach.
Recruiting
Do you know your next employee? Do you have a bench, feeder system? Do you know where to look for your next employee? A coach's first action is to recruit people. This has two purposes. First, performers should know if they don't perform they can be replaced. This is the first step in instilling a performance culture. Second, and more obvious, you need to find the people you want to work with. You want to do this differently than your competition so you have a better chance of hiring people you can coach who will create a winning organization.
Do you know your next employee? Do you have a bench, feeder system? Do you know where to look for your next employee? A coach's first action is to recruit people. This has two purposes. First, performers should know if they don't perform they can be replaced. This is the first step in instilling a performance culture. Second, and more obvious, you need to find the people you want to work with. You want to do this differently than your competition so you have a better chance of hiring people you can coach who will create a winning organization.
Coaching...Attitudes
Attitudes produce actions that generate results. Attitudes are dominant thoughts and beliefs that make up a person's state-of-mind while raising their ability to perform to their peak. Top coaches manage attitudes that create the company's atmosphere or culture. Coaches instill dominant thoughts that create positive attitudes and high emotional intelligence. This requires making personal contact daily with your people to check their attitudes. This allows time for you to support positive attitudes or coach them up to make sure they are ready to perform.
Attitudes produce actions that generate results. Attitudes are dominant thoughts and beliefs that make up a person's state-of-mind while raising their ability to perform to their peak. Top coaches manage attitudes that create the company's atmosphere or culture. Coaches instill dominant thoughts that create positive attitudes and high emotional intelligence. This requires making personal contact daily with your people to check their attitudes. This allows time for you to support positive attitudes or coach them up to make sure they are ready to perform.
Teaching...Skills
Coaches are always teaching. They teach to improve the skills and knowledge of their people. They train people by holding them accountable to learn and improve. It's a coaches responsibility to make sure people train so they are prepared to perform to their peak. Being a teacher and trainer is an ongoing part of being a coach. So, coaches have to study, learn and grow regularly if they are going to be a successful leader. Regular scheduled education for learning and growth are a coaches responsibility but creating a culture where change, learning and growth are a habit is the real requirement for success.
Coaches are always teaching. They teach to improve the skills and knowledge of their people. They train people by holding them accountable to learn and improve. It's a coaches responsibility to make sure people train so they are prepared to perform to their peak. Being a teacher and trainer is an ongoing part of being a coach. So, coaches have to study, learn and grow regularly if they are going to be a successful leader. Regular scheduled education for learning and growth are a coaches responsibility but creating a culture where change, learning and growth are a habit is the real requirement for success.
Managing Actions
Managing actions is the exercise of assigning and monitoring the work of your people. The people who don't want to improve won't like being held accountable and they often call this micro-management. It's not micro-management, it's responsible management. There are two distinct purposes for monitoring work. The first is accountability. The second, and most important, is to create real life opportunities to coach attitudes, teach skills and knowledge while assigning actions to be taken that you can monitored and do this all again. This is the circle of coaching, teaching, training and managing to coach teach and train that will produce the improved results you desire.
Managing actions is the exercise of assigning and monitoring the work of your people. The people who don't want to improve won't like being held accountable and they often call this micro-management. It's not micro-management, it's responsible management. There are two distinct purposes for monitoring work. The first is accountability. The second, and most important, is to create real life opportunities to coach attitudes, teach skills and knowledge while assigning actions to be taken that you can monitored and do this all again. This is the circle of coaching, teaching, training and managing to coach teach and train that will produce the improved results you desire.
These are just some of the skills a successful leader and coach must master and practice daily. Peak performing management and coaching are often the missing links in a company or organization. I have been coaching, teaching and training executives and managers for more than 20 years. I was first taught these traits by my father, a football coach, and later had them reinforced in one-on-one sessions with John Wooden. I have since practiced, polished and developed them in real life business environments while by implementing them with my clients.
By Mike Moore
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