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  • Rodrigo Escobedo 9:00 am on June 17, 2014 Permalink | Reply
    Tags: coaching, , , , , , , , , ,   

    4 principles to achieve motivated teams 

    Estimated reading time: 6 minutes

    4 principles to achieve motivated teams When you start working in a coaching process, you use different tools that help boost the team’s alignment with the new work philosophy and the culture that the employer or manager wants for their company. Specifying a vision, mission, cultural values or points, job descriptions and their respective KPI’s, procedure manuals and other tools are really helpful in meeting this challenge.

    However, the current team commonly finds the process exhausting. Taking the team out of its comfort zone is too much for some members who, given the changes, decide to jump ship. In the case of employees who decide to stay, it is important that employers or managers recognise that members are going the extra mile and seek out additional reinforcements to keep their team motivated and achieve greater commitment to the company.

    When thinking about incentives for our employees, the first thing that comes to mind is… money! Although money is attractive for some people, there are 4 principles which we should focus on to achieve greater engagement, generate more trust and increase motivation in the current team:

    Power

    Power means that your employees have the authority to take decisions that are important to their performance and to the quality of their working lives. In companies people are usually given responsibility without authority. This limits the individual’s decision making and ultimately generates frustration. Empowering your employees means that they can decide and then receive feedback. Let them take responsibility and have complete authority over their decisions and their outcomes.

    Information

    This means data, statistics, KPIs, revenues, profitability, customer reactions, etc. Just as many Mexicans are demanding access to information from our government, your team must also have access to your business information. This information must be accurate, current and understandable for employees.

    The more transparent the leader of the company is about its information, the greater the possibility that employees will effectively contribute to achieving strategic business goals. Thus the employee will be able to link the company’s progress towards its various goals to his or her personal contribution to each of these goals.

    (More …)

     
  • Pedro Amador 9:00 am on May 13, 2014 Permalink | Reply
    Tags: coaching, ,   

    Expectations or How to Setting Real Goals 

    Estimated reading time: 12 minutes

    Expectations or How to Setting Real GoalsCongratulations! Welcome to my second post! You must be thinking: – Of course! What a silly observation! – Are you sure? Have you ever stopped to think of the reasons why you like a book? Why do some of them keep you reading from beginning to end? Is it the cover, the introduction, the author? There can be many answers. Some readers may also influence other readers. Then there are some people who are so busy they never open a book. There are also people who feel obliged to read a book until the end, even if it bores them to death.

    Let me raise the following question: What is it that makes you go on reading this post? Take your time to answer sincerely. As you know, there can be several different answers, such as: I had nothing better to read, or I was bored, or someone told me I’d love this post. Again, it’s only your answer that matters. It’s important to keep your answer inside your head until the end of this post.

    What’s the proper meaning of the concept of expectations and how do we control these expectations? In order to find the answer we could look the word up in a dictionary, or we could look it up on the Internet, but it’s always better if we use an example.

    Imagine a hot summer day; the kind of day where you can’t stop drinking cold water. Once you have run out of water, you go into a shop to buy a bottle of water. There’s a sign in the shop that says: “Large bottle of water, 1 dollar.”

    You ask the shopkeeper for a large bottle. Well, what do you know? The problem has begun and it’s possible that you haven’t even realized. What is the exact meaning of “large?” Does it mean the same thing to the shopkeeper as it does to you? It’s only an example but for me, a large bottle is a 1-liter bottle.

    (More …)

     
  • Pedro Amador 9:00 am on April 23, 2014 Permalink | Reply
    Tags: coaching, ,   

    Ten steps to becoming a toxic boss 

    Estimated reading time: 3 minutes

    Ten steps to becoming a toxic boss Are you tired of being unsuccessful? Would you like to be loathed to death but be the one that generates the most revenue? If so, you need to painstakingly stick to the following ten rules that will help you on your way to becoming a toxic boss:

    1. It´s a good idea to keep your head down. Every day that goes by without being fired for making mistakes will increase your severance package as well as the power of your kingdom.

    2. Don’t complicate your life with change. Innovative ideas come and go and there’s no reason why you should put yourself at risk for anything that scares you.

    3. Don’t share your ideas with anyone. Too many people will want to jump on the bandwagon.

    4. Of course, you should automatically pass off any good ideas that your staff and colleagues have as your own in front of your bosses. There’s no need to name names; it all happens thanks to you.

    5. Don’t show any gratitude. People are paid for their work and that should be enough.

    (More …)

     
  • Rodrigo Escobedo 9:00 am on January 15, 2014 Permalink | Reply
    Tags: coaching, , , ,   

    Do You Set Goals for Your Business? Or Just Wishful Thinking? 

    Estimated reading time: 5 minutes

    We are in the era where we define and execute new goals in the new year. The question is: How many goals did you accomplish last year? The reality is that we are used to filling ourselves with “wishful thinking”, in our life and in our business, thus not fulfilling actual goals. And the sad thing is that new year resolutions become a list of actions or changes that take place the first week of January, and later, they end up throwing in the towel and going back to the same old habits.      

    If we want to accomplish these resolutions and not convert them into a list thrown into the trash as quickly as children throw wrapping paper from their presents away on the 25th of December; if we want to talk about true goals, key points to consider are:

    1. To be sufficiently specific, i.e., detail it as much as possible so that there is clarity (without the need to provide previous explanations) and both you as a business professional, as your work team, perfectly understand the goal to achieve. An Enterprise Social Network allows you to transfer the message in a clear and concise way.

    2. It must be measurable, i.e., have a quantifiable parameter that allows you to know how you are advancing with respect to the goal and time.

    3. It should be reachable. Beforehand, know that it is a challenge, but with this additional effort, you will be able to achieve the goal. If you obtain it without effort, then it is not a goal. It is only a task.

    4. Target a result. Let it be clear- why do I want to achieve this goal? What do I get when the goal is reached?

    5. Define a specific date to reach this goal, or a clear time mark. The act of it being reachable generally goes tied to this criterion. Then be realistic, yet bold in setting the date for this goal.

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  • Rodrigo Escobedo 9:00 am on November 4, 2013 Permalink | Reply
    Tags: coaching, , , ,   

    Enterprise Social Networking and Coaching: how to make a positive impact on the company integrating both tools 

    Estimated reading time: 5 minutes

    When a business owner or director is coached, he/she lives with the challenge of everything that they have learned permeating with their partners in the organization. People perceive their leader, after finishing a coaching session, will leave the session with renewed energy, with different ideas of the status quo and with motivation to implement immediate changes in the company or department. However, there is no clarity in why business owners or directors are making these decisions and how partners can contribute to the changes given to them.

    An excellent support tool for people to become clear of all the reasons changes are made, are enterprise social networks. Remember that a coaching process focuses on the company becoming more profitable, more efficient and to allow partners to align with the vision of the leaders of the company.

    How does an enterprise social network contribute to the achievement of these objectives?

    First, since it is currently being integrated into the workplace, they are an attractive tool for the generations born in the late eighties. They are also an opportunity for older people to share their knowledge and experience with these new incoming youth.

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  • Rodrigo Escobedo 9:00 am on October 18, 2013 Permalink | Reply
    Tags: coaching, , , , , ,   

    4 Principles to Achieve a Highly Motivated Team 

    Estimated Reading Time: 8 minutes

    When thinking about incentives for our employees, the first thing that comes to mind is money! Although for some people money is very attractive. But money is not necessarily the most important motivator. There are four principles on which we should focus to achieve greater engagement, generate more trust and increase the motivation of the current team: Power, Information, knowledge and Rewards.

    1. Power: Power means employees have the authority to make important decisions for their performance and professionally  improve their quality of life. This implies that they decide and then get feedback. Or they accept responsibility or total authority of their decisions and its results.  It has a lot to do with the 5th key for a Winning Team to“encourage risk taking” in order to offer our employees the opportunity to make decisions on their own account. In this way, reward them if they give good results or feedback. Additionally, they can learn from their mistake if they did not obtain the planned result.

    (More …)

     
  • Francisco Eguiza 9:00 am on October 7, 2013 Permalink | Reply
    Tags: coaching, , , , , team work   

    4 recommendations for working in a team 

    Estimated reading time: 4 minutes

    It has been demonstrated that working in a team, co-working and corporate collaboration, are three main strategies of success in a company or business. Nevertheless, it is common (and accounting for the talented personalities thereof) that working in a team can convert itself into a complicated situation before a prompt solution. For this reason, we are introducing four recommendations for working in a team in an appropriate and successful way.

    1. Involve yourself

    This should be the number one rule in this topic. Honest participation in the membership of the team, since no talent should be left behind in the process. It is extremely important to ask and offer help, above all when it is concerning a new element in the company. The fixed paradigm should be the constant support, the stimulus of work and the empowerment of each member to provide a mesh of complete machinery of the company or business.

    (More …)

     
  • Mertxe Pasamontes 9:00 am on July 30, 2013 Permalink | Reply
    Tags: coaching, , , ,   

    What is and how to give good feedback? 

    Estimated reading time: 3 minutes

    Editor’s note: Today we’d like to share this post that Mertxe Pasamontes posted on her blog in which she highlights some of the points to remember when listening and collecting feedback from your employees.

    Image of Mertxe Pasamontes

    One of the tools used most in coaching is feedback, that action we perform when we recognize something in someone else, be it their behavior, ability or identity.

    Feedback is not the same as criticism. Criticism is usually a poor instrument for making changes in another person’s behavior as the other person either blocks it or activates submissive, rebellious, angry or resentment behavior.

    What can we do then? Use the valuable tools of del feedback and questions. Questions automatically trigger a response in our brain (though we may not put it into words) and it helps us to seek options. It enables us to activate our resources for improvement. (More …)

     
  • Eduardo Sanz 9:00 am on June 17, 2013 Permalink | Reply
    Tags: coaching, , , , ,   

    The Coach Leader is the leader of the 2.0 world (II) 

    Estimated reading time: 6 minutes

    Last week we spoke about how a coach leader manages people. Today we will continue to discuss this type of leader as the defender of sustainable leadership: “that transcends people to be installed in organizations that lead, last over time, and are successful”.

    A coach leader believes that “we are all important, no one is indispensable”, they work to surround themselves with the best, prefer to manage people with potential, and develop them as a key part of their role, they are not afraid nor worried about their position, they put the“we” before “I” and their management directly impacts the balance sheet.

    Whoever applies this leadership model achieves major loyalty among the team; they manage to infuse anyone and everyone they meet in business with that spirit, no matter what department they come from; and create a true “company spirit”.

    The coach leader bases their leaderships on others and not on themselves.

    • Treat others like you want them to treat you
    • Build up a network of contacts and give added value to that network,get out and network.
    • Work on that “I” to build the “We”. Be yourself.
    • Give always without expecting anything in return.
    • Keep your mind open and clear.
    • Have a plan and execute it with passion. Not with enthusiasm, but passion.
    • Invest in yourself. You’ll soon see that if you need a leader, that it is only you.
    • Talent is there, success is built. Know yourself. Practise your skills (they’re there; you just have to discover them), find a coach to guide you on that learning and continuous growth.
    • Be flexible and creative. “Innovation distinguishes between a leader and a follower” said Steve Jobs.
    • Work as a team. Doing it alone is much more difficult than in company. When the work of a great leader finishes, people say: we did it!

    And use the 3 basic resources a great leader needs to have: common sense, critical thinking, and a sense of humor.

    Eduardo Sanz (@esanzm) is entrepreneur, coach and founder of Directivos en Acción.

     

     
  • Eduardo Sanz 9:00 am on June 14, 2013 Permalink | Reply
    Tags: coaching, , , , ,   

    The Coach Leader is the leader of the 2.0 world (I) 

    Estimated reading time: 4 minutes

    A coach leader is “the person who enables another individual or a group of people to achieve common goals based on their own effort and performance, which they wouldn’t achieve without their guidance”.

    In a competitive world, developing this leadership marks the difference between success and failure in a company.

    Our teams are the reflection of our leadership, so we need to bring them guidance, confidence, optimism and motivation.

    How do coach leaders manage people?

    1. They empower the team. They make the team feel front stage and know how to stay in the backdrop.
    2. They build responsibility and commitment, which enables the team to share the organization’s objectives.
    3. They network, staying in touch with the latest trends that emerge to conver them into powerful tools that can be applied to their work.
    4. They are coherent with what they think, say and do. They transmit that coherence so that any challenge can be assumed by the organization and the team without any doubts.
    5. They give access to information and resources to make the right decision. They give all the information necessary for their team and the resources needed for managing it.
    6. They work with them to choose the most suitable option to solve each problem, enabling them to make decisions quickly.
    7. They are able to exercise assertiveness in collective decision-making. As a conscious, congruent, clear, direct and balanced way of expression, whose purpose is to communicate ideas and defend their position without aiming to hurt or harm, acting from an inner state of self-confidence.
    8. They are always positive thinking and have ability to make changes in the team or in procedures so that they are accepted and taken on board easily.
    9. They master Verbal and Non-Verbal language and active listening, meaning they can take the right decisions that benefit the organization.
    10. They become involved in continuous personal growth and learning processes , which are usedto enhance their performance and that of their team.

    Eduardo Sanz (@esanzm) is entrepreneur, coach and founder of Directivos en Acción.

    And in your company, are you being led by someone with this profile or are you still with a pseudoleader?

     
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