Below you'll find a list of all posts that have been tagged as “leadership development”
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 …
Think about how successful you could be if you tapped into the limitless resources that you possess to become innovative, responsive and results oriented. After twenty five years in sales and sales management I have discovered the forces that work against us originate from within. These restraining forces keep us from excellence. They leave us with excuses and weak justification for subpar performance. You know …
