People may learn a great deal on development courses, but when they return to the workplace they often have difficulty integrating what they have learnt into their day-to-day work. Quite often, what they may have learnt simply slips from their minds.
We believe that between 50% and 70% of an organisation's climate, and hence its effectiveness, can be traced to management style. Effective leaders create a favourable working environment that boosts performance. This is where coaching comes into its own. Leadership is a set of skills, competences and attitudes that individuals can develop through practice and by reflecting on their own actions and the impact this can have on others.
Most leadership programmes are too general to provide opportunities for such intensive personalised work. Coaching, by contrast, enables individuals to gain insight into their own motives, interests and concerns. These link explicitly to the challenges they face in their leadership or management roles.
Coaching can also help executives acquire a greater awareness of their own leadership style. This is crucial if they are to develop the variety of styles needed to manage and lead in different situations. All too often leaders rely on a command-and-control style, which has a negative impact on all but a crisis. Coaching people on leadership styles produces positive results in most situations by creating a supportive environment in which employees feel empowered to give their best and find the solutions to problems."
Not unnaturally, some diehards still hold with an old-fashioned view that coaching can be used only for remedial purposes, but those organisations that have embraced the concept fully, have discarded that level of thinking. Their approach concentrates on leadership and personal development as part of building a high-performance organisation - they are committed to moving away from managing by a culture of process to managing as leaders.
Typically we find that our clients are not interested in adopting the style of coaching used by many companies to focus on simple issues - particularly how to get on with fellow team members. They choose us because they believe we offer a more challenging style that digs more deeply into behaviour and personality. This leaves executives with something more permanent that they can take away from the coaching sessions and use during the rest of their careers rather than just a one-off.
It is not always easy to convince executives that they should submit to a scrutiny of their personalities and behaviour, but in reality, those executives who balk at taking "the journey of self development" could soon find themselves isolated and lesser leaders than many of their contemporaries.
Today's News: Here is a great new site that is "Delivering Social Collaboration to the Sales 2.0 Community" It's called Connectize, and the CEO, Tom Canning is a very switched on guy - think you will like it.
Tomorrow: It's going to be a very long w/e as we put the final finishing touches to the launch of TSE 2.0.
Here's the latest news:
"We're coming ... are you ready?"
What is the TSE 2.0 Launch all about?
Well, I am not at liberty to reveal details just yet. The final pieces are clicking into place - literally-as I am writing to you.
But ... I can tell you that my TSE colleagues - sales experts from around the world - have created a whopping $2,000 worth of free gifts - extraordinary "freemiums" - with answers to your most pressing business questions and answers to questions you haven't yet asked!
Now, if you want to take a sneak peek and watch the count down with me you can ... but ssshhh! ... don't tell anybody just yet ...it's all still quite hush, hush.
Follow along here: "We're coming ... are you ready?"
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