They never seem to get any work done on time, but they complain that they’re being underutilized. Jacob, a chiropractor, was talking about his office staff. I have to do so many things myself that they could do for me, but they don’t. They just don’t seem care about what I want. I just don’t understand. I pay them well and they need their jobs. As Jacobs frustration increased, he explored the idea that Continue reading »
In a survey of 40,000 Americans, 93% of them admitted to lying regularly at work. When members of an organization hide the truth from each other it sets the stage for distrust, lowered productivity, poor decisions and frustration. On the other hand, to quote a police investigator, If you tell the truth too bluntly, you get your ass in trouble! Continue reading »
How do you decide when to give up when something isnt working? Yvonne, an executive, feels paralyzed by her boss new rules that require her to get approval for even the smallest expenditures. Yvonne is also representing her company in merger negotiations. The potential partner considers her boss expendable, Continue reading »
Need a Life? Get a Coach The Coaching Process There is no standard process. Coaching often takes place in 30-minute weekly telephone conversations although some coaches and clients prefer to meet in person and/or use a longer format. During a typical call, the client reports on accomplishments since the last call, as well as on incompletions. The coach provides both congratulations and a thoughtful examination of the problems that led to the undone tasks. The coach may make specific requests that these tasks be completed, or that they be re-examined in the face of the current situation. The coach may also suggest that some tasks be dropped entirely, if it becomes clear that the client has no real intention of doing them; guilt wastes energy. Clients report on current problems and opportunities and learn to ask the coach for specific help or direction in making choices and plans. Coaches provide encouragement, challenges, information and direction. They also provide referrals to others who can provide needed technical support for various projects, including physicians, accountants, software experts, networks, attorneys, marketers, graphic designers, and other coaches. There Are Many Different Types of Coaches Coaching is a profession that is practiced by a variety of individuals, with no standardized training or regulation. Several professional accrediting processes do exist. The International Coach Federations program is well respected. Todays professional coach, like yesterdays mentor, does come from a variety of different backgrounds, and can assist a client to identify and reach different objectives. While accreditation is a guarantee that the coach has a certain skill level, it is no guarantee that any particular coach is right for any particular client. A coach with a background of business consulting (with or without an MBA) may have realized that just providing expert advice about a business problem isnt enough. Although a client may know what to do about a problem, s/he may often have difficulty implementing the solution without ongoing support. The coach provides this support. A coach skilled in career development may help an unemployed client through the job search process. This may involve helping them identify target companies, write a resume, and learn to present themselves well in an interview. Another coach focuses on helping her clients discover the unique work path that will help them feel truly alive and successful, instead of on just finding employment. A financial coach may be a financial planner who provides ongoing support to help you implement the plan you have designed together. A personal coach may come from a background in the helping professions and hold a professional degree, certification or license in psychology, social work, or counseling. S/he may also be a senior member of any field who has broad life experience and training and a commitment to the success of the client. Choose your coach with as much care as you would choose any other member of your professional support team. First consider the specific support you need and ask your associates whether they know of anyone who can help. A surprising number of people already work with coaches. The expertise of the coach you are considering and your comfort with the person who offers this very personal relationship are both important factors. You should expect your coach to be committed to helping you define and achieve your own goals. Your coach should help you examine possible courses of action, help you identify and solve potential problems, and support you enthusiastically every step of the way. Free Mini-Course: How to Have Important Conversations that Build Working Relationships [tags]Business Communication, Coaching, Management, Management Development[/tags]
Need a Life? Get a Coach Coaching, or paid professional mentoring, is replacing some of the traditional mentoring relationships of the past. It is one solution to the problem of helping overwhelmed and overstressed business people cope with the complexities of their turbulent and unstable business and personal environments. In a turbulent workplace environment, a traditional mentoring relationship is increasingly unrealistic. Continue reading »
Like many executives, Becky Zimmermann, a partner in Design Workshop*, thought that coaching might help her to clone herself. Among her other important responsibilities, she considered it her job to enhance morale in the intense, dedicated, culture in her office. However she was overburdened with many other activities. Beckys work was so specialized that it was often difficult to delegate it to others. Continue reading »
Here are the last five of nine steps you can use to help you communicate important information without losing friends and without getting fired. Continue reading »
A manager who coaches others needs to provide feedback that keeps them focused and on track. Feedback is also a critical element for working out relationships with coworkers, friends and family members. Unfortunately, feedback can become a euphemism for not very constructive criticism. Continue reading »
If you are going to help people resolve conflict, you should be aware of potential pitfalls that can undermine the entire process. The most dangerous pitfall is that your clients may expect you to single-handedly design and implement a solution that will fix everything. The next most dangerous pitfall is for you to try to meet those expectations. Successful conflict intervention professionals do not fix things for their clients. Instead, they lead clients through the process of resolving their own issues in a supportive and effective manner. Avoid the Traps You will have to avoid many traps to successfully help others to resolve conflict. The first trap is often an invitation to accept at face value the clients definition of the problem and what is needed to solve it, for instance, the clients belief that more training is needed in cases where the real issue is suppressed or unidentified conflict. You will need to look behind the explanation you are offered. You’ll need to discover the needs, issues and values the explanation represents, if you are to assist clients in finding creative, appropriate options for solving their problems. Another trap may be your eagerness to assist your clients without first determining whether they really want to solve their problems. Help your client explore the implications and risks, as well as the benefits, of dealing with potentially painful issues. This helps your client make a solid commitment to working with fundamental issues and letting go of problems that may have provided secret benefits. A third trap you may face is the invitation to take sides and judge the rightness or wrongness of someone’s position in a conflict situation. It is important to stay impartial and help clarify possible effects of various actions. Be particularly wary of attempts to get rid of troublemakers in various ways. Often the troublemaker has a great deal of energy available to help resolve the problem. A person who cares enough to make trouble really cares about the prob1em and needs to be included in the resolution process. Another pitfall is the possibility that you will move too quickly into areas that clients consider risky. If you scare your client, even accidentally, you may get hostility instead of cooperation Your ability to be of value in the conflict situation depends upon your not being thrown out by an angry client. If you stay sensitive to your clients fears, you may be able to avoid this hazard. Stay Focused: Avoid the Drama Getting involved in the drama of a conflict situation can also be a trap. All drama involves victims, persecutors and rescuers. You may be greatly tempted to rescue your clients by proposing solutions prematurely, before they have brought their own information and resources to bear on the problem. Rescues usually lead to dramatic role switches in which the consultant more often than not winds up in the victim position, criticized or even fired. You will be a far more effective helper if you look for the needs, interests and values behind the roles and clarify them for everyone involved. Stimulate a search for options, instead of giving in to the temptation to reach a dramatic solution. Accepting your role as a conflict intervention professional is a challenge. Your larger challenge as an executive, manager or HRD professional may be to change the perception of conflict from an unpleasant problem to an opportunity for change and growth. Many of the lessons in The Integrity Course discuss practical ways to identify and resolve conflict.
When you’ve taken on the task of helping others resolve conflict, your most important job is to know what questions must be answered to help clarify the situation. The more of these questions you can answer, Continue reading » |
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