5 Ways for Every Leader to be a Coach

The best leaders spend up to 20% of their time coaching their direct reports.

It's a responsibility that leaders all too often overlook as they get caught up in pressing matters, but nothing can be more important to the health and future of an organization.

Coaching others not only helps develop their skills, it frees leaders to focus on more strategic initiatives as their junior leaders develop. It also builds the bench strength of an organization to ensure a competitive advantage in years to come.

Collaboration Trumps Time Management

Collaboration trumps time management...every time.

We often seek to do things faster and better and as a result look for "time management" techniques for the answer.

The problem is that time management often results in us asking the wrong question - "How do we do what we are currently doing more efficiently?"

Instead...focus on working more effectively with others and you'll find yourself answering these types of questions:

Communicate What You Need

When people don't communicate what they need, it results in a lose-lose for themselves and others around them.

I recently experienced this in my personal life. I'd been traveling (mostly for fun and personal time off) several weeks in a row and my wife and I were invited on an out-of-town trip to the mountains with friends. I immediately said yes, because spending time with friends and family is one of my core guiding principles.

3 Ways to Derail Team Formation: Part 3

Here is the third excerpt from our recent article on 3 Ways to Derail Team Formation.

In Part 1 of this post I talked about the first mistake that derails team formation - Ambiguity of team purpose and vision for the future.

Part 2 focused on the mistake of - Hiring a warm body instead of the right person

Here's Mistake #3...

Dis-orientation

Most team members are hired and then thrown into the fire.

An Interesting Duality

One of the challenges that senior leadership teams face is what I call an "interesting duality."

On on hand, a senior leader is often responsible for a functional unit or team within an organization. On the other hand, they are asked to be on a team with other leaders - usually headed by a Director, VP, or CEO.

Four Excuses to Scare off a Customer...Forever

Here are 4 real-life excuses that will scare off a retail customer every time.

Excuse One: “It’s our policy.”

Ah, the dreaded fallback position from employees and organizations that have no clue about what the customer needs. Smells like complacency to me. In other words, corporate has my hands tied and I can’t do anything for you.

Excuse Two: “My manager is on vacation for the next week.”

This seriously happened to me. Right after excuse number 1. Sounds a lot like "my dog ate my homework."

Learn More About Everything DiSC

Have you been interested in incorporating DiSC into your team, leadership, communication, and sales training?

If so, here are some upcoming Virtual Showcases to give you an overview of the latest and greatest Everything DiSC Profiles.

Everything DiSC Showcase: An overview of all the Everything DiSC Products

A Common Leader Mistake: Part 6

Another  common and costly leader mistake that can result in a loss of  credibility and trust.

MISTAKE: Drawing clear lines in the sand.

The challenge in many organizations is that most leaders don’t get to know their people well enough to create a motivating environment. They like to draw lines in the sand between business and personal.

Actually, our business and personal lives often intersect and have a huge impact on each other.We need to make business personal.

A Common Leader Mistake: Part 5

Another  common and costly leader mistake that can result in a loss of credibility and trust.

MISTAKE: Leading with answers instead of questions.

Jim Collins said it best in Good to Great:

A Common Leader Mistake: Part 4

Another  common and costly leader mistake that can result in a loss of credibility and trust.

MISTAKE: Solving problems others should solve.

It’s not uncommon for new leaders to solve problems for their team members instead of helping them learn to do it on their own. For the overly controlling leader, you may find it faster to take care of it yourself than to take the time to teach.

For the less assertive leader, it might be easier to do it yourself so you can get around confronting an issue directly.

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