Tag: Authenticity (Page 1 of 7)

How Do You Build a Coaching Based Organization?

Transformative Leadership Group

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As a business coach, I am always open & excited to discuss building of a coaching based organization.  I truly believe that companies who empower people will advance and flourish in this VUCCA (Volatile, Uncertain, Chaotic, Complex & Ambiguous) world we live in today?

As a leader, you must really be committed to providing a vibrant and engaged environment for your employees and customers to make coaching work. While there are still certain types of organizations that may require the old authoritarian structure, I believe most can benefit from a more flexible, flatter organization, especially in the long-term.

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5 Critical Commitments for Successful Leadership Development

Today, I see companies paying lip service to leadership training and individuals ignoring the provided methods because they consider them antiquated and outdated.  It’s time for 21st Century concepts be applied to leadership development. Commitment is critical for growth..

Where do you stand on this subject.  Are your giving it lip service or are you intentional and proactive in making these priorities in your company?

I challenge every company who is struggling with this issue to make it a topic of discussion in every meeting.  Check out your competition and see what they are doing?  Set the bar high for yourself and your employees and you will reap the rewards.

Here are 5 commitments that I believe are critical, if you want your company to grow and prosper:

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The Power of Relationship Management

Collaboration Word Study

Collaboration Word Study

John Maxwell talks about building relationships, personally and in business, in every book he writes. Thousands of people buy his books and read them, yet we still suffer with a significant absence of depth and compassion in the subject, in business and personally.  As John has said: “If you want to be significant and live a life that matters, you must add value to others.” This is at the core of Relationship Capital.

I think it’s time that we, in business, really examine this idea of the power of relationship management because as technology continues to advance rapidly, a direct result of this change is the reduced need for face to face interaction in business. Without this interaction we are losing a significant amount of a valuable intangible asset called Relationship Capital.

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5 Things that Show Postitive Disruptive Thinking

TLG LogoAs a disruptive executive coach I am often asked what that entails.  I usually give them the high level response that indicates a system may be broken and we need some radical ideas of how to fix it.  There may be, however, many reasons or contradictions that seem to stand in the way of resolving the issue.  One version of disruptive thinking would be to apply TRIZ to the situation. If we follow the TRIZ idea that someone somewhere has solved the problem in some way before, all we need to do is find that solution then adapt it to our needs and make it a unique solution.

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10 Steps to Build a Relationship Capital Rich Company

Collaboration to succeed

10 Steps to build an RC focused company

All successful businesses, regardless of what they do or sell, have one thing in common: their leaders know how to build and maintain relationships. Let’s face it, relationships are the glue that holds a company culture together and ensures customer satisfaction is paramount. We can also refer to this as relationship capital, which as its name implies is an asset for your company that should be treasured, nurtured and grown.

10 steps to build a relationship capital rich company

Developing relationship capital should be a personal and intentional activity for all employees, not just the leaders. It is a known fact that people will buy from people and firms they Know, Like and Trust so when your culture is ingrained with an attitude of earning relationship capital then it is easy for other relationships to flourish.

Too often leaders get caught up in the details of the products or services they are selling to notice how critical it is to build and maintain relationships, not just with customers but also with vendors, colleagues, and even competitors. Without strong, agile, relationships, it is impossible to have a sustainable, successful enterprise.

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2017 – Seek out Innovative & Disruptive Ideas

ID-10020186 (2015_09_21 22_53_07 UTC)Have you ever noticed that the road to innovation is not straight nor is it flat, it’s disruptive, curvy and sometimes riddled with potholes? Typically, those potholes create distractions that cause burnouts, minor failures or even monumental, catastrophic failures.

The net result of this can often be loss of focus and fear within many organizations, especially as we start a new year. 2017 will be a year of major disruption in my opinion and it will require all the Ikigai and Kaizen you can muster within your organization.

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Building Trust is a Skill and Here’s How to Learn It

Trust Wooden Letterpress ConceptMost people assume trust “just happens,” like some sort of relationship osmosis. That couldn’t be further from the truth. Like any leadership skill, the ability to build trust can be learned and developed. It’s arguably the most important skill required for leadership effectiveness and it’s needed now more than ever.

According to Tolero Solutions, 45% of employees say lack of trust is the biggest issue impacting work performance. Research by Kenexa High Performance Institute shows 50% of employees who distrust their senior leaders are seriously considering leaving their organization and 62% report unreasonable levels of stress. Leaders need to take the initiative to bridge the trust divide with employees and the place to start is in developing the skill of building trust.

This week The Ken Blanchard Companies released a newly redesigned version of its Building Trust training program. The new program combines the latest research findings on trust with our 35 years of expertise in leadership development. Leveraging the easy to learn, easy to remember, and easy to implement Elements of Trust model, the updated Building Trust course is a dynamic and interactive learning experience that includes a mix of video, group exercises, and electronic support tools. It teaches participants how to increase their own trustworthiness, rebuild trust that has been damaged, and how to have conversations with others about low-trust situations.

Most people are afraid to talk about issues of trust in the workplace, and for good reason. Confronting an issue of low trust can be an emotional firestorm that causes fear, anger, and defensiveness. After all, most people don’t think of themselves as being untrustworthy. The value of having a common definition of trust, which the Elements of Trust Model provides, allows people to have an objective view of what trust is and isn’t, and talk about trust in a neutral and non-defensive way.

Click here to learn more about our new program. I give some highlights about it in the video below.

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How to Give Feedback That Builds Trust in a Relationship

feedback3Giving feedback to someone is a “moment of trust” – an opportunity to either build or erode trust in the relationship. If you deliver the feedback with competence and care, the level of trust in your relationship can leap forward. Fumble the opportunity and you can expect to lose trust and confidence in your leadership.

For most leaders, giving feedback is not our most pleasurable task. Having been on both sides of the conversation, giving feedback and receiving it, I know it can be awkward and uncomfortable. However, I’ve also come to learn and believe that people not only need to hear the honest truth about their performance, they deserve it. Most people don’t go to work in the morning and say to themselves, “I can’t wait to be a poor performer today!” We do a disservice to our people if we don’t give them candid and caring feedback about their performance.

The key to giving feedback that builds trust rather than destroys it is to have a plan in place and a process to follow. You want people to leave the feedback discussion thinking about how they can improve, not focused on how you handled the discussion or made them feel.

People will forget what you said. People will forget what you did. But people will never forget how you made them feel.      ~Maya Angelou

 

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Understanding Expectation Alignment

The more I have been working with the development of the PE-ER platform and the idea of commitment management, I have come to the realization that the core of making this happen resides in expectation alignment.

We understand that trust is built when people make and keep commitments with each other but the process of getting to agreement on these commitments, hence adding value to them, requires that we have transparent, honest communications and the minimization of misaligned expectations.

Expectation Gaps

There are so many areas where we can get hung up on hidden or misaligned expectations.  The diagram above is just a starting point.  Note, in each quadrant there are internal expectations as well as the external expectations.

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Building Engagement is About Balance

Puzzle PiecesA large number of surveys have been completed over the years, asking what employees are really looking for from their employers. Some say money doesn’t count, it’s more about the perks.  Others say the perks don’t count and it is all about opportunity.

In my experience is there is no single answer to this question. As humans, we are a paradox; in some ways, we are very simplistic and in some ways, we are very complex but the key is in the balance between the two. In our perceived complex work environments today we continue to look for simple solutions which may or may not help with arriving at effective engagement.

I have seen a number of lists that proclaim they can solve the engagement problem in anywhere from 3 to 5 steps and while these steps are all good influences, they don’t have the impact that is promised.

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