An extraordinary set of economic, social and immigration factors seems to have landed us with a perfect storm of retention and recruitment challenges. This means leaders and organisations really need to get proactive about managing their capacity.
We coach, develop and work alongside leaders and teams to shift ideas on leadership and provide the skills and tools needed to grow teams.
Common obstacles to coaching peers & what you can do…
“Are you struggling to get started Coaching your peers?
What might be the cause of this? Lets look at this from two possible sources.”
Do You Experience FEEDBACK FEAR?
If you dread these words… ‘Can I give you some Feedback?’ you are perfectly normal not super sensitive. Most of us are at least somewhat fearful of getting Feedback.
Do you like to be appreciated?
OK, I’m going to start this off by saying ‘I do!’
I like positive feedback. I like to know that my work or my relationships add value to others. That doesn’t mean I only want positive feedback, but it really helps to know that (and why) I am appreciated.
And I think all people find that genuine appreciation motivating, (even if at times little embarrasing).
Too much feedback is just a bad thing
I am a leadership coach.
As part of setting up a new coaching relationship, I often have a set-up meeting with the coachee and their manager. During this ‘three-way’ meeting I ask the manager to outline what they would like their direct report to use the coaching to focus on.
How did it go? Debriefing – one of our best coaching moments.
“That went well! – I bet we’ll hear from them today!” two reps celebrate as they ride a lift down from a prospective customer’s office.
A manager challenges one of her colleagues: “I’m not sure what happened there. I think she may have taken your comments as a bit blunt. I’ll speak with her and let you know. ”
Lifting the Bar on Team and Individual Accountability
Accountability is a word that is often bandied about in the workplace by leaders and teams. It seems everyone wants someone to be accountable. Particularly when things have gone wrong. It appears having accountability is very much like wearing a sign that says: Blame me!
Who would want that?
Team Development – can a ‘team facilitator’ harm a team’s progress?
“I have a lot of great people in the team and we go away for a day or two and make some brilliant plans. We come away charged up with lots of agreed actions and then we get back to work and very little actually changes. If you can find a way to overcome that, then I’ve got lots of work for you!”