Tag Archives: Executive Coaching

Three Shifts That Change EVERYTHING!!!

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In Coaching, a shift indicates a transition from one place or position to another. A Coach can create an environment for a shift to occur, but only the Coachee can actually make the shift. In my coaching, I have observed 3 shifts that make a world of difference for clients. And while a shift will mean different things to different people, overall it tends to feel like wholeness and self-acceptance, which are vital to happiness. I share the below tips in hopes that readers benefit from the information below and it moves them towards an increased state of happiness, harmony and wholeness. The three Shifts are:

  1. From Roles to Relationships: Oftentimes, we see ourselves in roles – Wife, Husband, Supervisor, Employee, etc.  Roles indicate duties  – things we should do, would do and could do. Yet these roles also signify relationships and connections – things we get to do, choose to do and want to do. Seeing roles as relationships aligns with one’s values and speaks to who they are.  As a person gains a greater awareness of themselves, roles and accomplishments seem less urgent and they in turn just want to find and enjoy who they are and what they contribute to their relationships. (Gibson, 2016).
  2. From Distraction to Decision: Choice Overload Theory observes that too many options lead to adverse consequences like decreased motivation to choose or a greater chance for dissatisfaction once a choice is made. Today, individuals have an array of choices when it comes to choosing careers, places to live, things to do and places to go (Scheibehenne et. al., 2010). So many choices can be a distraction to the key question – ‘What outcome do you want?’ When one shifts from distraction to decision, they gain focus – and the minute we block out distractions and make decisions, whatever we focus on will inevitably be the best choice.
  3. From Extrinsic to Intrinsic: In his New York Times Best-Seller, Drive (2009), Daniel Pink argues that the secrets to high performance and satisfaction rest in the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world. This assertion challenges popular misconceptions that money, position and other’s opinions drive us to greater achievement. By connecting with our intrinsic motivations, we make decisions that align with who we are and who we aspire to be, not external influences which can lead to living someone else’s life and achieving someone else’s dreams.

The common theme amongst each shift is the need to get clear on who we are. In the words of John Whitmore (2009), “Self – Awareness leads to Self – Confidence leads to Self – Fulfillment.” Now, GET GOING!!!!

References:

Coach U. (2005). The Coach U Personal and Corporate Coach Training Handbook. Hoboken, NJ: John Wiley & Sons, Inc.

Gibson, L. (2016, April). Your Three Life Goals. Tidewater Women. P.19.

Pink, D. (2009). Drive: The Surprising Truth About What Motivates Us. New York: Riverhead Publishing, Inc.

Scheibehenne, B., Greifeneder, R., & Todd, P. M. (2010). Can There Ever Be Too Many Options? A Meta-Analytic Review of Choice Overload. Journal of Consumer Research, 37(3), 409-425.

Whitmore, J. (2009). Coaching for Performance: GROWing Human Potential and Purpose – The Principles and Practice of Coaching and Leadership, 4th Edition. Boston, MA: Nicholas Brealey Publishing.

Keeping “The Cold Within” Out of Your Team

There is a purpose behind every problem. Oftentimes a really ‘great’ problem will cause you and your team to grow and transform in ways unimaginable. Much like the video portrays, everyone has a “log” to place in the fire. Few teams have everyone contributing at their maximum potential. Sometimes team members feel their contribution somehow leaves them with less, not appreciating that the team (and company) only survives if EVERYONE commits.

Leaders that ‘build bridges’, recognize and address the frictions that lead to a “Cold Within” scenario. They do this in three Ways:

Recognize and Address Issues Directly: Patrick Lencioni (2002) relays in the                         ‘5 Dysfunctions of a Team’, clues a leader has an issue. They are:

  1. Absence of Trust
  2. Fear of Conflict
  3. Lack of Commitment
  4. Avoidance of Accountability
  5. Inattention to Results

Again, diagnosing the symptoms of a problem is only the first step. The leader must address the issue(s), understanding that they build upon one another. For example, if the team is not interested in results, the 5th characteristic, the other four signs likely factor into the issue and must be addressed.

Cultivate Big-Picture Thinking:  In “How Successful People Think”, John C. Maxwell (2009) relays a story about how Jack Welch once told a GE employee that the ongoing relationship with the customer took priority over the sale of any individual product. Managers must remind their teams of the big picture – projects come and go, competitors, consumers and markets change – but a solid team, built on good relationships, will thrive in all circumstances.

Have a Game Plan: Team dysfunction is not a question of “if”, but “when”. The “bridge builder” keeps her tools ready and has already considered their actions in addressing internal conflicts and challenges the team might encounter. They play out potential scenarios, they talk out potential courses with their colleagues, mentors and coaches, to be clear on their plan and intentions. They are ready. This keeps their team on time, on task and on target (Kimsey-House et. al., 2011).

References:

Kimsey-House, H., Kimsey-House, K., Sandahl, P. & Whitworth, L. (2011). Co-Active Coaching: Changing Business Transforming Lives. (3rd Ed.). Boston: Nicholas Brealey Publishing.

Lencioni, P. (2002). The Five Dysfunctions of a Team: A leadership parable. San Francisco, CA: Jossey-Bass.

Maxwell, J. C. (2009). How Successful People Think: Change your thinking, change your life. New York: Center Street.

 

Best Leadership Advise for 2015

 

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As we reflect on the great successes and opportunities for improvement discovered in 2014, let us commit to growth, learning and continued pursuits towards excellence in 2015. Consider the following advice. It will improve your leadership, your relationships and your personal well-being. Happy New Year!!

  1. Make time to think. Thinking must be intentional and a priority. It should not be something we do when we have the time. We must make (take) the time to think!! In his book, How Successful People Think (2009), John C. Maxwell interviews Chick-fil-A, President, Dan Cathy. Cathy, a highly successful multi-millionaire, shared that he had a ‘thinking schedule’.  He scheduled half a day every two weeks and one full day every month and 2 – 3 full days every year specifically for the purpose of thinking. Having these personal operational pauses allows us to maintain focus, clarity and resolve about key and important things vital to winning – in business, as professionals, personally, spiritually and within all relationships.
  2. Leader, know (and align) thyself!! Before a leader takes on the task of aligning the organization, building, managing and leading teams and corporations, he or she must first align themselves. As leaders, our strengths are our team’s strengths, and our weaknesses are our team’s weaknesses. Leaders shape the vision, the values, the objectives and culture of the organization. Yet, many have never taken the time to sit down and write out their own personal vision, mission, goals, values and non-negotiable beliefs. Getting clear in this area provides clarity in all dealings (Ramsey, 2011). Clarity breeds consistency, which establishes dependability and trust, resulting in more productive, happier, resilient organizations and teams.
  3. Embrace and accept that you (and your leadership) are unique. In the Power of You (2013), Chris Michaels, makes a keen and profound observation when he writes, “There’s never going to be another you!! God made just one. Nobody talks like you. Nobody thinks as you do….. You’re an original piece f work, created by a Master Artist.”

I can only be me. No one else on this planet will ever have my voice, my thoughts, my perspectives or prerogatives. These things make me – perfectly unique. You can only be you. Give the gift of you to your team, to your loved ones, to the world  – EVERYDAY!!

References:

Maxwell, J. C. (2009). How Successful People Think: Change your thinking, change your life. New York: Center Street.

Michaels, C. (2013). The Power of You: How to live your authentic, exciting, joy-filled life now! New York: Penguin Group.

Ramsey, D. (2011). EntreLeadership: 20 Years of Practical Business Wisdom from the Trenches. New York: Howard Books.