First let me say that I am a registered Republican. I am a self-described social liberal and fiscal conservative. The focus of this blog is to call attention to lessons all leaders can learn from Donald Trump regarding the power of words. 1) Words are powerful. An ancient proverb states “the tongue has the power of life and death, and …
Step 7- The Last Step to Amazing Employee Transformation! Step 7 is the final step in the coaching model. The first 6 steps are all about creating clarity with the employee regarding performance expectations and consequences for continued sub-par performance. In step 7 the coach says, “Here is how I am going to help you get better.” Great coaches that …
Good companies with good products and good people often lose good employees. What makes employees leave good jobs? What can you do to keep them? Apply the 5 “Be’s” below will put you on a path to achieving sky high retention. 1) Be clear. People want to follow good leaders. They want to fight for leaders who have big ideas …
Step 5 and 6 – Two Powerful Steps to Impact Employee Performance! Step 5 is the most critical of all steps in the coaching model. I believe it is the step that leaders struggle with the most. Sports coaches don’t struggle with this one at all. Why? They understand the power of the consequence as a natural motivator for their …
Step 7 – Explain how you will follow up with the employee When a coach sees a player struggling with a specific skill in practice it would be common to ask the player if he wants to get better. If he does, the coach may commit to spending some additional time with the player after practice. This focused attention may …
In this short video we role play the first 4 steps of the 7 step coaching model. We covered the need when coaching to get directly to the point in step 1. In step to we encouraged leaders to share their feeling with an employee about their performance issue. Now in step 3 we explain why this coaching conversation is …
Welcome to part 4 of my blog series on coaching skills Most leaders are generally conflict avoidant. The idea of having a straightforward conversation with a subordinate about how they can and should improve their performance gives many a serious case of indigestion. Those that press on and say they have no fear tend to be abrasive, abrupt and sharp …
In this 4 minute video of the 7 step coaching model I explain and model the first 2 steps. Leadership Coach Doug Semenick and I role play the need for managers to “get directly to the point” when having a coaching conversation with an employee. We also discuss how impactful it can be when a high trust leader shares their …
In this series I have introduced my seven step coaching model as guide to increase your employee’s productivity. Step 1 starts with the need to get directly to the point when you engage an employee in a coaching conversation. Do not beat around the bush. You can read about step 1 here – . Step 2 and 3 deal with …
Since 2007 when I published my book “Coach to The Goal” I have enjoyed presenting keynotes and workshops on the topic of coaching skills. I have become convinced that the “coach approach” to leadership is extremely effective, especially when the coaching is done by a high trust leader who leads from a deep well of strong, clear and personal core values. Many new or …
