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In the topic 'Coaching & Developing'


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Video Clip: Asking for Feedback on Coaching Effectiveness

The research behind development of The Extraordinary Coach included looking at best practices in helping professions such as counseling, clinical psychology, and social work. Two practical lessons that apply to coaching effectiveness were focusing on topics of importance and interest to the coachee and asking for feedback at the end of a coaching conversation. When […]

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Strategies to Address Feedback Conundrums, Ironies, and Contradictions

A few weeks ago I reflected on the last three years of partnering with Zenger Folkman (“Re-Fired with Building Strengths“) and their powerful strengths-based leadership development methodology found in The Extraordinary Leader. 360 feedback is critical to building strengths or addressing fatal flaws (as long as it avoids the “Nine Problems with 360 Multi-Rater Assessments“). […]

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New White Paper: How Developing a Coaching Culture Pays Off

Most people know that the difference between incompetent coaches and extraordinary coaches is huge. What’s often more surprising are these big differences between OK or mediocre coaching at the 50th percentile and outstanding coaching skills at the 90th percentile: 28% versus 46% of employees willing to “go the extra mile.” Employee commitment jumps from the […]

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Checking Your Coaching Skills

We have seen a dramatic increase in the use of coaching as a tool for leadership development over the past few years. And for good reason…the list of benefits is impressive: improved productivity high-energy company culture dynamic supervisor/employee relationships creative problem solving greater risk taking heightened innovation, and higher levels of customer service and satisfaction […]

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Thoughts That Make You Go Hmmm on…Expectations Impact Performance

My last blog “How Leaders Cause Their Direct Reports to Sink or Soar” gave examples and research on the power of expectations. The impact of teachers, coaches, parents, or manager’s expectations of the people they were leading on their performance has been well documented. “Leaders Have Great Expectations” reports on the pioneering work of Robert […]

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How Leaders Cause Their Direct Reports to Sink or Soar

“Tell me about the people at the organization you just left,” said the senior manager who was screening candidates to fill a key leadership role. “They were uneducated and lazy,” the candidate responded. “You always had to keep an eye on them because they were constantly trying to goof off or rip off the company. […]

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How to Positively Correct Negative Behavior (Video)

Many managers either don’t address performance issues and negative behavior or do it poorly. Both cases lead to disengaged and demoralized team members. Survey after survey shows that a great source of frustration for most of us is not being given effective feedback when our behavior creates problems or performance falls short. It’s one of […]

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Video Clip: Working ON the Team versus IN the Team

We’re working with the leadership team of a multi-billion dollar project that’s critical to the future of the company. Through a series of offsite retreats with dozens of the top managers and key professionals we’ve developed strong alignment on core Strategic Imperatives for the next year. We’re now forming SI Teams and solid implementation plans […]

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Video: The Difference between Training, Mentoring & Coaching

I’ve written extensively about coaching skills development. Many of my leadership books have full chapters on coaching and developing. We have also designed and delivered numerous coaching skills development workshops. Two years before we formed a strategic partnership with Zenger Folkman I reviewed their new book, The Extraordinary Coach: How the Best Leaders Help Others […]

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The Difference Between Training, Mentoring, and Coaching

We find there is a lot of confusion between these three highly related, but distinct activities.

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Leadership and Culture Development for Higher Health and Safety

Leadership and organization culture are THE critical X factors. “Soft” leadership and culture boosts or BLOCKS health and safety improvement efforts. Safety is a leadership and culture issue. There are very few strictly “safety problems.” But there are many leadership and organization effectiveness problems that show up in accidents, sickness, and other symptoms of organizational […]

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Working ON the team versus working in the team

Taking time to step back and work on the team and the organization instead of being overwhelmed by working within the team.

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The Power of Recognition, Appreciation, and Celebration

Highly effective leaders energize others by noticing and recognizing the field of wheat. They thank, appreciate, recognize, and celebrate accomplishments. We all draw a lot of energy from sincere recognition and honest appreciation.

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The Coach’s Playbook

Effective coaches are masters at working with people to set the performance bar very high while aligning organizational, customer, and team needs with the individual's personal goals.

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People Live Up or Down to a Leader’s Expectations

The behavior we get, in those who look to us for leadership, is often shaped by the picture we have of them. They become what we expect.

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Measurement and Feedback are Vital to Improvement

Feedback is central to learning. Faulty feedback is one of the biggest contributors to organization, team, and personal learning disabilities. If we don't know how we are doing, we can't improve.

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Leaders Invest in Growing and Developing People

Leaders demonstrate by their actions that people are the most critical factor in an organization's performance. That's why they invest heavily in growing and developing people.

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Leaders Help People to Help Themselves

Getting teams to share the workload and become more self-sufficient shifts the team leader's role and focus. Leaders spend much less time personally solving problems, and invest their time in making sure the right problems are being solved.

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Leaders Help People See Beyond What Is to What Could Be

Successful entrepreneurs are leaders with vision who predict the future by inventing it.

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Leaders Have Great Expectations

Consistently held expectations become self-fulfilling prophecies. Leaders see people as they could be – as eagles in training.

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