COACHING TIPS + THE PROCESS OF THOUGHTFUL ACTION
Coaching conversations, whether face to face or in a virtual setting, have the potential to have incredible impact. These conversations are different than mentoring conversations (which are also wonderful and important), but see how these simple tips can take these conversations to deep and meaningful new places.
Here are two helpful downloads for you to use right away in your coaching conversations.
Leading Well Under Pressure - Emotional Self Regulation Guide
Click inside to download a helpful pdf guide!
A Guide for Goal Setting and Habits that Stick
When it comes to goals, some of us love them, some of us hate them.
Personally, I’ve been failing at goal setting since I was a child. It all started on my 6th birthday. My thoughtful parents worked to keep all the kids entertained with backyard games. First up was pin the tail on the donkey. You know the game, you are blindfolded, spun around circles, and released to reunite the paper donkey with a tail. Most of the time you missed and sometimes you "accidentally" pinned your friends or siblings. The game was great but the reward was fleeting.
8 Tips for Encouraging a Reluctant Leader
Who are the leaders or potential leaders around you who are reluctant to take on the role of “leader” or who are reluctantly in the role and might need a little support? We all know them. They are not sure they want to be the leader because they feel under-qualified, under-prepared, introverted, or may have had role models or people in their past who have minimized them or their potential. Reluctance to be the leader isn’t a bad thing. In fact, it could be a strength because they know that the stakes are high for those they lead. Here are eight quick tips for investing in these reluctant leaders.
Readiness vs Talent
In the past, and even in some cases now, the process of investing in the learning and growth of your employees and leaders is often called Talent Management or Talent Development. The job titles of the leaders in these spaces are similar – Director of Talent Management isn’t uncommon. However, when it comes to actually developing your people, there are a number of different ways to approach it – and your fundamental assumptions and values matter. There are at least two options being pushed around out there, and I want to suggest that we are in desperate need of a third option.