Coaching
Many coaches focus on a learning formula that looks something like this: gather feedback about how the person being coached is doing; talk through that feedback with the person being coached; identify new and different skills or behaviors this person can practice to improve the... Read More
Great question, and the answer is that we probably don’t actually know if they do or not. Not all Wellness Programs are created equal, and it would probably take a large population over a long period of time to assess the actual impact of these... Read More
Consider two kinds of leaders. One kind doesn’t mind making others uncomfortable, angry, or upset. This leader gets things done, but has a negative impact on the organization. The other won’t step up and have the “hard conversation.” So important stuff doesn’t get done. In... Read More
Question: “One of our executive leaders appears to be derailing. The CEO (his boss) is backing the guy’s position about what is going on (everyone else is at fault). I have recommended a coach and other support, which the executive has turned down. What can... Read More
Stop putting your plan for people’s development on paper. If you want people to be and do their best, documenting in a plan won’t help. Performance management systems, over the past 10-15 years, have typically begun to include the concept of “development planning.” The idea... Read More
Hey, I’ve got some feedback for you! Makes you want to run the other way? Here’s why. We avoid giving people feedback, and they avoid asking for it, because the concept of “feedback” has put in our minds something painful or unpleasant. Our performance management... Read More
We all have old brain energy, and it gets the best of us regularly. Look yourself in the eye and decide to do something about it. A “C” level executive of a large financial services company recently realized that he had reached a level in... Read More
