How does Coaching help?

As an Executive & Business Coach, people I met often ask "How does coaching help executives & business owners?". The detail I give them depends on how much time they have. As I always say, "Systemise the routine, Humanise the exception", so I have decided to systemise my initial answer to this FAQ(Fequently Asked Question) on this Blog. I can "Humanise" any "exceptional" enquiries you may have by contacting me directly.

Here are the 20 most common areas my coaching has helped clients. There are many other areas I have assisted clients with their individual needs, which are too numerous to list here.

1 –Uncover and then deal with blindspots.
2- Crush excuses.
3- Coach leaders to lead others to change the way they work and sustain the changes.
4- Keep clients on track with goals despite competing workplace distractions.
5- Revitalise and maintain motivation.
6- Maintain Accountability to do what you know needs doing.
7- Sounding board for finding solutions.
8- Leverage current skills, experience and resources for strong leadership.
9-Coach teams to deliver more with less.
10-Link performance to key metrics on a daily, weekly, monthly and quarterly basis.
11-Strategic and tactical problem solving.
12-Highlight why some employees aren’t held accountable for results and how to fix it.
13-Coach how to spend less time on "fires" and more time setting direction for the company.
14-Coach how to make a quick transition in a new role.
15-Coach how to recruit, retain, and develop top talent.
16-Coach how to get your people thinking more like owners so they will go the "extra mile".
17- Coach how to think more strategically and how to act more like an entrepreneur.
18- Coach conflict resolution & reduction.
19-Help develop high ROI initiatives – and kill activities that waste time and money.
20- Develop self-reflection to ensure high-level performance continues well after coaching ends.

Success Formula

What factors can you increase to improve your chances of succeeding with a particular project?

Success Formula = Desire x Belief x Talent

Talent = Natural Aptitude x Training

Desire = Passion (strong feeling or emotion) for the project x Need (a state requiring supply or relief).

Belief = (Optimism from knowing it can be done) x (Confidence from past successes)

Natural aptitude may be fixed like IQ, but the other variables can be increased. If you cant lift these variables, maybe this is the wrong project for you to pursue.

Deal with 'Poor Performers' A.S.A.P

In a Cause-and-effect Universe, there is no such thing as an employee performing poorly without others paying for it. Poor performers reduce the morale of better performers, who either drop back their own performance and/or leave. Poor performance grows like a cancer and needs excising ASAP. The reason managers avoid dealing with this issue is because their fear of confronting the situation is greater than the problem. What about the fear of losing business and star employees? Fears of challenging others blind managers from thinking about what will happen if they don't prevent things sliding further downhill. I challenge you to challenge your fears on this subject and open your eyes to the actions you need to take to get people back on track.
On the positive side, let’s look at the benefits of dealing with the poor performer:-
1 – The ‘poor performer’ improves or they make way for somebody else that is willing to perform at the required level.
2- You get increased respect of your leadership coming from all 360 degrees of your work environment.
3- The rest of the team lifts their performance, knowing that the standards are real.
4- Your own confidence grows because you have broken through a fear, making it easier to do next time. This also has a kick-on effect for challenging your other fears.
5- You become a role model for your direct reports to follow suit with their poorly performing staff.
If the ‘poor performer’ leaves, don’t worry about covering the gap because the team will pull together to keep things moving, knowing the future will be brighter with a new person pulling their weight.

Be Sure

"People respond well to those who are sure of what they want"
- Anna Wintour's answer to a reporter asking how she has remained at the helm of U.S. Vogue Magazine for 20 years with an assertive management style that made Meryl Streep's character in 'Devil Wears Prada' look meek by comparison.

"If you want to succeed selling pots & pans, make sure you own a set yourself "
-Zig Ziglar, Sales Guru and author

We convey non-verbal clues that give away our inner thoughts when attempting to persuade others, so don't waste your time with on-selling products or ideas unless you've bought it first.