I’ve been reading (and have shared some via twitter if you want to check them out) a lot of blog posts in the past few days about New Year’s Resolutions. Anyway, in a similar vein, I’d like to encourage all of you supervisors out there to adopt a New Year’s Resolution to give your people more structure,
Developing People Is our Business
To Coach or Not to Coach
To wrap up our coaching success stories, we are lucky enough to have a guest post from Tom Rausch, who helps us to figure out when to coach and when to use other leadership styles. Tom writes: Many leaders new to coaching struggle with the decision about when to coach and when to employ a more
Coaching Success Story 3
Our third coaching success story this week is from Mark. Mark writes: I currently support all of the Management Consulting courses that are held in St. Charles. Recently we had a 4 week stretch of multiple sessions running at the Q center and at our Kuala Lumpur training center. During some of this time I was on
Angela Wagner MCC – Rest In Peace; your legacy will live on
Would you indulge me while I process my grief about the passing of a dear friend, and brilliant coach? I know you’ll get something out of this too, as my plan is to write about what she taught me – about coaching and about being fully present to and in the world. Here’s the legacy that
Coaching Success Story 2
Let’s hear from Gianluca about his coaching success story, since he learned how to coach: How did it start? I stumbled upon Clare’s work while discussing with colleagues about very different matters on our virtual collaboration environment. Clare drives a very interactive and lively discussion about people development with coaching approaches in everyday business life,
Coaching Success Story 1
Time take a step back and mark the successes of people who took part in the Coaching Challenge, a series that we ran this time last year. (how time flies when you are having fun). So this week’s posts are all about how Ceci, Gianluca and Mark have used what they learned in the coaching challenge
High Performance Learner summary
Did you take part in the High Performance Learner Challenge over the past 7 weeks? What difference did it make to your performance in the short-term? As we draw a close to the High Performance Learner series, you may want to read the full paper about the research, so click here. If you missed any of
High Performance Learner Characteristic 7: Active soliciting of input and feedback
What will you do differently this week to be proactive about seeking regular detailed feedback from multiple sources, and then act upon it? What will you do to proactively give regular feedback? Our research says: A key point from our research is that top performers are more proactive about seeking regular input. They are more
High Performance Learner Characteristic 6: Active collaboration
What will you do differently this week to network and join forces to solve your and others’ problems? Our research says: Top performers are great collaborators and networkers; they know how to reach out for information across the organization and how to contribute their experiences to the greater knowledge base of the company. Top performers are
High Performance Learner Characteristic 5: Linking learning and practical experience
What will you do differently this week to stretch yourself with new roles or responsibilities – practical experiences that will speed your development? Our research says: Top performers are looking to stretch themselves with new roles and responsibilities—practical experiences that will, by nature of the work, increase their learning and speed their development. As one
High Performance Learner Characteristic 4: Agile alignment
What will you do differently this week to align your learning to changing priorities? Our research says: Top performers do not see their skills as something to be developed and then used in a static way on different projects (the proverbial hammer in search of a nail). Instead, they see themselves as having a broad
High Performance Learner Characteristic 3: Autonomous performance
What will you do differently this week to take responsibility for managing your time, completing your work and planning your learning experiences? Our research says: A key characteristic of top performers is a high degree of autonomy in managing their time, completing their work and planning their learning experiences. We asked both the top performers
What are you contributing to your people?
We did some research recently, which showed us that our people prefer to talk to their friends and peers about their career, rather than speaking with their manager. Given that this should be a role that our managers fulfilled, we wanted to understand what stopped people from talking with them. What do you think stops
High Performance Learner Characteristic 2: Self-directed development
What will you do differently this week to be intentional when planning the learning opportunities required to get to where you want to be? Our research says: Top performers are more likely to take an intentional, self-directed approach to planning the learning opportunities required to get to the top. About 80 percent of such performers
High Performance Learner Characteristic 1: Future Orientation
Recent Accenture research shows that we can all improve our performance if we do certain things differently. The research says: Top performers excel at keeping one eye on their current tasks and the other eye on the future. For example, in looking for a new assignment, 47 percent of top performers seek more responsibility and
Coaching vs Instruction
If you are a fan of telling people what to do, you might not realise the power of coaching – that is ASKING them what they should do. I just watched a great video from John Whitmore about the difference between coaching and instruction – or asking vs telling. It really brings to life how a
