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ARE WE “SLAVES” OR “SERVANTS” OF CHRIST? A DISCUSSION ABOUT BIBLE TRANSLATION AND THE HCSB

Over 30k readers of this article since it was first posted.

Simple Discipleship Blog

Holman Christian Standard Bible

ABSTRACT: The Holman Christian Standard Bible (HCSB) offers an excellent contemporary translation alternative. However, the HCSB may present a potential unnecessary offense to some black readers by translating the Greek word “doulos” as “slave” in most occurrences regardless of context. This comes at a time when the Southern Baptist Convention is making good faith reconciliatory efforts toward the black community. The article is intended to spark reasoned discussion and not meant to be critical or divisive.

INTRODUCTION

About 2004 I purchased a leather-bound Holman Christian Standard Bible New Testament (HCSB). I heard that the HCSB was being produced by the Holman Bible Publishing Company so that Lifeway could include readings from the new version in Sunday school material as a contemporary translation of the Bible. Like many Southern Baptist church pastors, I began trying out the HSCB for teaching and preaching…

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NAME YOUR GREMLIN: Pigpen Gremlin

One way you can get out of your way is to name your gremlin. A gremlin in this sense is a self-defeating behavior that reappears in life, work, and relationships that prevents you from achieving a new level of success. Like in the movie by the same name, gremlins usually are latent and easy to live with until they are activated by external or internal factors, either past, present, or perceived future. Naming them can help you to be aware of your self-defeating behavior so you may make intentional decisions that are edifying and rewarding to all involved. The introductory article to this series is at http://renovacoaching.com/2010/10/05/get-out-of-your-way/ .

One of the under celebrated characters of the famous Peanuts cartoon is Pigpen, and for good reason. Whenever you see him there is always a dust cloud around him. It is likely that you know someone with a pigpen gremlin and it can be difficult to work with them. People with the pigpen gremlin possess two primary problems:

  1. They can be productive but even then they stir up everything in the work place leaving the mess for others to clean up.
  2. The big challenge for pigpen gremlins is that as messy as they are with materials, they stir up more dust in relationships.

The good thing is that leaders with the pigpen gremlin are intensely focused on the goal and they assume others are as well. The problem is that they hurt feelings of others along the way. If you work with someone like that and have not received a “dusting”—just wait a while.

If you suspect you possess a pigpen gremlin, what might you do to improve not only your behavior but your reputation and relationships as well? Here are several steps:

  • Cultivate self awareness.
  • Practice relational road crossing. Remember when you were taught how to cross the road as a child? The instructions probably included three words—look, listen, and feel. Applied to relationships it means to figuratively stand back and look, listen, and feel during interaction with others.
  • Be quick to apologize and fix hurt feelings.
  • Since you have a tendency to unknowingly offend people, invest in relationships on a regular basis to minimize relational bankruptcy situations.
  • Discipline yourself to do some cleaning up. Put material things where they belong a little every day.
  • Don’t use Pigpen as an excuse for bad behavior.

An executive coach can be a valuable asset to help you minimize damage to relationships and is well worth the investment.

RENOVA regards,

Do you know someone with the pigpen gremlin? What will you do to improve the relationship and even help them? Did you discover that you possess the pigpen gremlin?” What is your action plan to keep Pigpen in check?

Read the Complete Series

Introduction to Gremlins

Name Your Gremlin: Blamer

Name Your Gremlin: Denial

Name Your Gremlin: Scaredy Gremlin

Name Your Gremlin: Jekyll and Hyde

Name Your Gremlin: Pigpen Gremlin

——————–

Dr. Tom Cocklereeceis CEO of RENOVA Coaching and Consulting, LLC

Author “Simple Discipleship,” contributing writer L2L Blogazine
He is a pastor, an author, professional coach, and leadership specialist

Email| LinkedIn| Twitter| Web| Blog| Book

NAME YOUR GREMLIN: Jekyll and Hyde

One way you can get out of your way is to name your gremlin. A gremlin in this sense is a self-defeating behavior that reappears in life, work, and relationships that prevents you from achieving a new level of success. Like in the movie by the same name, gremlins usually are latent and easy to live with until they are activated by external or internal factors, either past, present, or perceived future. Naming them can help you to be aware of your self-defeating behavior so you may make intentional decisions that are edifying and rewarding to all involved. The introductory article to this series is at http://renovacoaching.com/2010/10/05/get-out-of-your-way/ .

I am sure you have worked with or for a person with a Jekyll and Hyde gremlin. As long as you are dealing with Jekyll everything is okay, but that’s the problem. The occasional and unexpected appearance of …Hyde! It’s like a box of chocolates…you never know what you’re going to get. Quite a few years ago I worked for a small company as a production manager. The owner/boss was a good man to work for…most days, but then there were the times when he suddenly changed. His explosive behavior was usually over something relatively small but the damage he caused was enormous. A day or two after the event, he would often apologize. If he happened to fire someone while Hyde was in control, he might try to rehire them. This is the classic profile of a spouse or child abuser whose reaction to something fails to qualify as a proportional response and they are sorry afterwards.

The perspective of this article is less how to work with a person with this, or these gremlins, and more about helping yourself if you discover Jekyll and Hyde in yourself. Here are some quick tips:

  • You will know you have a Jekyll and Hyde gremlin when others tell you that you are your worst enemy, you are difficult to work with, or that people never know “who” to expect when they see you.
  • Hire an executive coach. There are three reasons you need a professional coach:
  1. You need a coach to increase your awareness of signals of which to be aware so you may control Hyde.
  2. When Hyde appears, you will hurt people and your relationship with them. You need a coach to advise you on how to fix relationships.
  3. Learn what triggers the emotional reaction that stimulates the appearance of Hyde. I can’t help but feel we are talking about the Incredible Hulk.
  • Practice presence. You will find that Hyde’s appearance is usually preceded by distractions, concerns, and a lack of focus. One way to minimize Hyde is to be in the room when others are talking. Presence means that you are not emailing or texting when you should be paying attention.
  • Keep a journal where you record when Hyde appeared. The problem is that Jekyll may have difficulty remembering what Hyde said or did.
  • Don’t use Hyde as an excuse for bad behavior.

An executive coach is a valuable asset to help you minimize damage to relationships and is well worth the investment.

Links to the Gremlin series:

  1. Introduction
  2. Blamer
  3. Denial
  4. Scaredy 
  5. Jekyll and Hyde
  6. Pigpen

RENOVA regards,

Dr. Tom Cocklereece

NAME YOUR GREMLIN: Scaredy Gremlin

One way you can get out of your way is to name your gremlin. A gremlin in this sense is a self-defeating behavior that reappears in life, work, and relationships that prevents you from achieving a new level of success. Like in the movie by the same name, gremlins usually are latent and easy to live with until they are activated by external or internal factors, either past, present, or perceived future. Naming them can help you to be aware of your self-defeating behavior so you may make intentional decisions that are edifying and rewarding to all involved. The introductory article to this series is at http://renovacoaching.com/2010/10/05/get-out-of-your-way/ .

Another devastating gremlin that prevents people from reaching their full potential is Scaredy. Have you ever met someone who has a reputation for quitting or they seldom finish a commitment. Most of the time, they never even get started because they contemplate the fear of failure so much that they fall into the habit of avoiding commitment. A sign of Scaredy Gremlin is persistent procrastination which is no more than claiming a value without acting on it. The individual has said yes but their actions say no. This dichotomy is reflected in the intense conflict the individual feels leading up to making the commitment. One might see this gremlin as the “Runaway Bride syndrome.” He feeds on fear and anxiety and the higher level of these makes him happy.

The remedy for Scaredy Gremlin is to make commitments…and keep them—doing the opposite of that which one’s emotions would lead in this case. As with people who do not suffer from the inability to commit, it is not a blind commitment to anything and everything. Instead, the individual should follow the following course:

  1. Admit that you struggle with commitment or the lack thereof.
  2. Partner with a trusted accountability partner who will walk with you through your journey to overcome this gremlin.
  3. Make some intentional small commitments one at a time. These might relate to things to which the individual has a strong feeling. Maybe it would be doing one-day volunteer work for a not for profit organization. Another possibility is to join a small hobby or study group knowing that an eventual speaking presentation may be expected. These experiences should be increasingly difficult and be of mutual benefit.
  4. Rely on the accountability partner whenScaredy Gremlin begins to present himself. Be prepared for the internal suggestions:
    • You don’t feel well.
    • You aren’t really helping anybody.
    • You’re never going to overcome this problem.
    • You can’t finish anything.

…and so on. The accountability partner should offer encouragement and dialogue to counter such expected internal conflict

Finish strong! Celebrate when you complete the commitment. Remember that there are some commitments that have no end, but should be celebrated on anniversaries and at major achievements.

Remember that the best weapon against the various gremlins is to name them and counter them usually with the opposite action to which they push.

GREMLINS- (Underlying Automatic Commitments)

More to follow in the series.

RENOVA regards,

Dr. Tom Cocklereece

NAME YOUR GREMLIN: Denial

One way you can get out of your way is to name your gremlin. A gremlin in this sense is a self-defeating behavior that reappears in life, work, and relationships that prevents you from achieving a new level of success. Like in the movie by the same name, gremlins usually are latent and easy to live with until they are activated by external or internal factors, either past, present, or perceived future. Naming them can help you to be aware of your self-defeating behavior so you may make intentional decisions that are edifying and rewarding to all involved. The introductory article to this series is at https://renovacoaching.wordpress.com/2010/10/05/get-out-of-your-way/ .

Denial is a common gremlin and usually works best in cooperation with other gremlins. You have probably heard someone jokingly say, “Denial is more than a river in Egypt.” Jokes given in that way often have a seed of truth, as they were probably pointing out your denial about an issue.

We humans have an amazing adeptness when it comes to denial. Some denial is rather harmless and comical. For instance, I know a man in his 70s and his hair gets bluer each time I see him. The explanation is that his hair is naturally white at his age so he tries to color it a distinguished gray. However, because he has severe corneal cataracts in both eyes, what looks gray to him turns out to be a smurfy blue. For years he has denied that his vision was deteriorating.

Denial is more often harmful illustrated in the following bullets:

  • The woman having an affair but thinks nobody else could possibly know.
  • A man has a family history of prostate cancer; has had chronic deep back or groin pain, but refuses to go to the doctor for a simple test.
  • The diabetic who eats three donuts and simply compensates with a little more insulin—on a regular basis.
  • The person sitting down to a double rack of ribs a month after having coronary heart surgery.
  • The woman who returns to her abusive husband only to get beat up again—for the third time.
  • The organization that refuses to change even though their community and target customer has.

The list could go on, and please feel free to add to it with your own comments.

Denial is a refusal to accept or comprehend the external reality because it is too threatening whether the reality is self-inflicted or external. It takes the forms of lying to oneself and others, ignoring, passivity, passive aggression, and even continued inappropriate behavior. (Doing the same thing over while expecting different results)

The remedy for the denial gremlin is 1) naming it, 2) brutal truth, and 3) radical accountability. The initial problem is the denial of denial, as getting the individual to the point of acceptance is indeed difficult. When there is a window of opportunity to help a person in denial—jump through it! By neutralizing the denial gremlin you will likely also eliminate some other paralyzing gremlin.

Links to the Gremlin series:

  1. Introduction
  2. Blamer
  3. Denial
  4. Scaredy 
  5. Jekyll and Hyde
  6. Pigpen

RENOVA regards,

Dr. Tom Cocklereece

NAME YOUR GREMLIN: Blamer

One way you can get out of your way is to name your gremlin. A gremlin in this sense is a self-defeating behavior that reappears in life, work, and relationships that prevents you from achieving a new level of success. Like in the movie by the same name, gremlins usually are latent and easy to live with until they are activated by external or internal factors, either past, present, or perceived future. Naming them can help you to be aware of your self-defeating behavior so you may make intentional decisions that are edifying and rewarding to all involved. The introductory article to this series is at http://renovacoaching.com/2010/10/05/get-out-of-your-way/ .

It is likely that you have known someone who has the gremlin named “Blamer,” that is, they seem to always blame somebody or something for their failure. They rarely accept responsibility for anything and even when they do, their statement usually includes some measure of blaming. If Blamer is your gremlin, you need to know two things: 1) you are sabotaging your success and relationships, and 2) your future opportunities will gradually diminish. If this is what you want out of life then keep Blamer as your pet and feed him well with criticism of others at every opportunity. On the other hand, if you desire to improve your relationships and increase future opportunities, always be aware of your latent blaming potential and critical spirit. Then,…stop,…accept responsibility,…and do your best with no excuses (another gremlin). You will enjoy improved relationships and more opportunities. However, you may need to get to the heart of the matter.

Blaming is often disguised as unhealthy guilt that has never been resolved. Remember that when you point to others there are three fingers pointing back to you—four if your thumb is double-jointed. Ask yourself several questions:

  1. Has there been a cataclysmic event in my life that provides me with an unending well of anger and resentment?
  2. Have others ever told you that you are always critical or blaming?
  3. Do you see accepting responsibility and admitting your failings a weakness?
  4. Do you repeatedly share blame stories with family and friends? You may find that it’s like a fish story in which the fault blamed on others get bigger with each telling.

I like what Rick Warren teaches in his well know book The Purpose-Driven Life: “Don’t get bitter but choose to get better.”  Forgiveness of others and self is the remedy.

Links to the Gremlin series:

  1. Introduction
  2. Blamer
  3. Denial
  4. Scaredy 
  5. Jekyll and Hyde
  6. Pigpen

RENOVA regards,

Dr. Tom Cocklereece

Hire me as your coach. I useGoToMeetingfor online distance sessions. Coaching sessions and our relationship is confidential but your success will be visible to all. Contact me for a complementary session at drthomreece@bellsouth.net .

GET OUT OF YOUR WAY!

Have you ever found yourself experiencing a challenge or failure that had a déjà vu feeling as if you have been here before? Then there is the realization that yes, you have repeated some of the same self-defeating behaviors that achieved a similar unpleasant result before. Call it DNA, mental loops, or whatever you want but you have the life, marriage, relationships, marriage, etc., that you have built for yourself one decision at a time. We tend to hope and pray for a new start only to find that after receiving it, we wind up in the same situation—wishing we had a “do over.” Of course you have heard the definition of insanity—doing the same things over and over while expecting different results.

Whether you get a mulligan or not, what will you do to change the next chapter of your life’s story? You cannot change your DNA but there are three things you can be aware of as you dig yourself out of that hole or start over again:

  1. Spiritual Transformation
  2. Change your values
  3. Tame your gremlins

Three ways you may “get out of your way” are 1) spiritual transformation, change your values, and 2) tame your gremlins.

SPIRITUAL TRANSFORMATION

The one act that can bring the desired change is receiving Jesus Christ as Lord. For those who have never made a heart-felt decision to accept Christ, they cannot comprehend how this step would change their life for good. One the other hand, those who receive Christ often wonder why they did not make the decision long before they did. Indeed there is a mystery to the transformational change that takes place as the new Christian’s values are changed as a result of accepting Christ. Romans 10:9-10 is one of the best Bible passages that illustrates what is required for spiritual transformation:

9 That if you confess with your mouth the Lord Jesus and believe in your heart that God has raised Him from the dead, you will be saved. 10 For with the heart one believes unto righteousness, and with the mouth confession is made unto salvation. Romans 10:9-10 (NKJV)

CHANGE YOUR VALUES

Changing your values is easier said than done but it can be done! Why are values so important and how do they affect your life? Values form the template or filter through which most of your decisions are made. There are essentially two kinds of life-shaping values—intrinsic and extrinsic. Intrinsic values are heart values that seem to come naturally to you. They were formed unknowingly and often unintentionally through experiences, relationships with family, associations with friends, and DNA. One’s DNA rarely works alone to shape one’s behavior but rather it works in tandem with one of the other factors. When one decides to change their values, they find that it is difficult to do. Intrinsic values are the basis of what are called Underlying Automatic Commitments (UACs) meaning that many decisions are made with little thought. Think of UACs as a traffic signal with the common red, yellow, and green lights, but with UACs all three lights are green. Here is a way to understand UACs:

  • Underlying—decisions are made below one’s awareness and require little thought
  • Automatic—decisions are made automatically with little intentionality
  • Commitment—since decisions are underlying and automatic, an obligation has essentially been made once two of the three “switches” have activated

As you may see, great intentionality must be exercised in order to make a decision other than that which the UAC has already mandated. This is not to say that one cannot arrest the UAC process in order to change the outcome. In fact, that is exactly what must take place but it is incredibly difficult to do. There is one exception, however—an epiphany experience with God through which HE changes the person’s “operating system.” In such cases, the template and filter through which decisions are made is transformed.

Perhaps there are extrinsic or aspirational values one may adopt in order to “fix” one’s decision-making process. This at least may change the Underlying Automatic Commitmentto an Underlying Automatic Contingency—meaning that there is an intentional pause for thought BEFORE a final decision is made.  Remember that it takes only 21 days to develop a bad habit but it takes 66 days to develop a good one, which speaks to the reason why positive change is so difficult.

TAME YOUR GREMLINS

You may remember the 1984 movie Gremlins about a cute little pet given to a boy as a Christmas gift. There were three rules about keeping a gremlin: never expose it to bright lights, don’t get it wet, and never feed it after midnight. Of course all three rules were broken in the movie and the cute gremlin became many little monsters. The connection is that even with good values and a contingency process for decision-making, you may find that you often make impulsive decisions that are almost always poor choices. Rick Carson suggests that we often listen to our inner voices that are “gremlins” created out of one’s experience and desires that become our own worst enemy. (Taming Your Gremlin, 11)

Indeed, there are some good spiritual lessons here for the one who is interested in transformation, but even Christians sometimes struggle with destructive “inner voices.” I’m reminded of a tweet by Rick Warren that said, “Before you sin Satan says “It’s no big deal!” Afterwards he says “This is so big; you can never be forgiven” Both lies.” Gremlins tear down self esteem of the person who needs it; builds up the ego of the arrogant person; influences people to make the wrong decision with “eyes wide open;” and laugh at people after the damage has been done.

Unlike the fictional movie, these gremlins are real and people struggle with them often. Apply the opposite of the first of the three rules in the movie: expose gremlins to the light. Gremlins are tamed by identifying and naming them. When you are aware of your self-defeating behavior, you can make better decisions that will change the story of your life. This article begins a series that will help readers overcome self-defeating behavior.

Links to the Gremlin series:

  1. Introduction
  2. Blamer
  3. Denial
  4. Scaredy 
  5. Jekyll and Hyde
  6. Pigpen

RENOVA regards,

Dr. Tom Cocklereece

Hire me as your coach. I useGoToMeetingfor online distance sessions. Coaching sessions and our relationship is confidential but your success will be visible to all. Contact me for a complementary session at drthomreece@bellsouth.net .

HIRE A COACH

After a long day I turned on an old movie on television only to hear a commercial break a few minutes later. The break went right to a ridiculous discussion between a “life coach” and her client. Of course the vignette was meant to be comical and entertaining; however there may be some who form their opinion of the coaching profession from such presentations.

According to the International Coach Federation, professional and life coaches earned $1.5 billion in 2009 and the figure will likely go up steadily. Of course we are not talking sports here but we are talking about organizational, team, and personal development. Indeed, some do not think highly of the coaching profession and I don’t blame them if their experience is limited to an entertainment segment intended to make fun of coaches and those who hire them.  Many people are skeptical of hiring a coach because they are not sure what they do.

WHAT COACHING IS…AND IS NOT

For some, their idea of coaching is of a personal mentor like Mr. Miyagi in Karate Kid giving instructions, “Wax on…wax off.” For others, their idea is of a personal counselor who tells them just what they want to hear. Coaching, counseling, and mentoring certainly share some characteristics but there are distinctions.

  • Coaching forms a co-active partnership that seeks to empower and equip the coachee to achieve greater competence and growth in areas they desire. The coachee is essentially healthy and able to work with the coach to partner and develop a plan for growth. In coaching, the coachee is able to co-actively establish goals for the process.
  • Counseling usually involves some area of disorder, pathology, or dysfunction that essentially disables the counselee in one or more areas of life. The counselor tends to set the agenda and plan for counseling.
  • Mentoring begins with a clear and set agenda for the mentee or protégé. The mentor tends to serve as a supervisor of the training by sort of looking over the shoulder of the protégé. (Simple Discipleship, 97-8), http://drthomreece.wordpress.com/2008/09/14/start-a-christian-coaching-ministry/

A competent coach brings great experience and knowledge of human relationships to bear within the collaborative relationship of the coachee. By great experience and knowledge of human relationships I do not mean the local beautician who transitioned to life coaching. Hearing many years of gossip does not train one to be a competent coach any more than watching many football games qualifies one to coach a NFL team.

COACHING METHODOLOGIES

There are several general coaching methodologies that are employed by a wide range of life, executive, and professional coaches: personal therapeutic coaching, personal performance coaching, organizational therapeutic coaching, organizational performance coaching, and renewal coaching whether personal or organizational. By the term “therapeutic” I do not suggest the medical definition but rather the meaning from the psychotherapy discipline that suggest “self awareness of behavior leading to improved personal growth and interpersonal relationships.” (http://www.reference.com/browse/psychotherapy?o=100074) Indeed, I am not suggesting that a professional coach is a psychotherapist but in order to demonstrate a reasonable level of competence, the coach must have an understanding of basic human behavior and relationships.  (These examples are listed in Renewal Coaching by Reeves and Allison, 2009, pp. 14-17)

  1. Personal therapeutic coaching may tend to “tell the coachee what she wants to hear.” The focus of the coach is to help the coachee achieve their goals. Generally speaking, the coach resists challenging the goals established by the coachee. Don’t misunderstand, many coaches in this realm are able to help their clients achieve personal objectives and manage their time and relationships better.
  2. Personal performance coaching includes sales coaching to name one area where results of the coaching relationship are quantifiable through tracking past and future sales performance of the coachee.
  3. Organizational therapeutic coaching suffers from the same anomaly as its “personal” cousin—the coach tends to tell the organizational executive what they want to hear. Coaches in this realm provide short term benefit to organizations in conflict but they fail to address underlying organizational behavior problems that tend to repeat conflict. This example may be seen when big businesses go “off track” and executives lead their company to act irresponsibly. Most certainly CEOs and executives have advisors and coaches, but they may tend to be “yes men.”
  4. Organizational performance coaching is focused on quantifiable results and seeks to change the behavior of the organization in order to sustain improved results.

The problem with each of the listed examples is that each may provide short-term improvement and do not address the underlying foundation of behavior whether personal or organizational—values. This is where Renewal Coaching, also known as values-based coaching comes in. Don’t confuse renewal coaching or values-based coaching with evidence-based coaching. Each of numbers one through four listed above may include the evidence-based methodology that is unsustainable because foundational values remain unchanged.

RENOVA COACHING IS RENEWAL COACHING

I make it no secret that I am a Christian pastor possessing twenty years of experience dealing with human behavior and helping people change…not easy! The word “RENOVA” is a derivative of a French term “rénover” meaning “renovate” or “renewal” and is descriptive of my coaching methodology. Sustained change moves from the activator out to others in concentric circles as seen in the ripples after a small drop of water impacts the surface of a pond. Likewise, the relationship of the coach and coachee results in change activity reflected in concentric relationships for the greater good. I learned that for change to be sustainable values on which behavior is founded must change. You do what you value and you don’t do what you don’t value. The same is true of organizations whether profit or non-profit, secular or religious, private or government.

Renewal coaching seeks to form a co-active and collaborative relationship with the coachee to develop an “eyes wide open” plan for sustainable change and improvement. By “eyes wide open” I mean that the coaching relationship begins with mutual agreement on several points:

  1. The coach is expected to challenge values and behaviors of the coachee without the threat of retaliation of any kind.
  2. The co-active and collaboration activity within the relationship is expected to challenge and motivate the coachee to achieve the goals of the relationship.
  3. The coachee will strive to change self-defeating behaviors or circumventing the mutually agreed upon activities and goals of the coaching relationship.
  4. The relationship is founded on a mutual goal of improving personal and organizational performance and behavior for the greater good and not just for the coachee.

The above concepts are derived from my own work in Simple Discipleship and Reeves and Allison’s book Renewal Coaching.

When you hire a competent renewal coach, you are not hiring a yes man or an advisor who is going to tell you nice things to make you feel good. In contrast, a great coach will challenge your status quo and it takes a mutual partnership to overcome inertia. Please, don’t shoot the messenger. Many business executives, professionals, and politicians wish they had not.

Helpful Resources:

Renewal Coaching: Sustainable CHANGE for Individuals and Organizations by Douglas B. Reeves and Elle Allison, Josey-Bass Publisers, 2009.

Simple Discipleship: How to Make Disciples in the 21st Century by Tom Cocklereece, Church Smart Resources, 2009.

Co-Active Coaching:New Skills for Coaching People Toward Success in Work and Life by Laura Whitworth, Karen Kimsey-House, Henry Kimsey-House, and Phillip Sandahl, Davies-Black Publishing, Mountain View, CA, 2007.

RENOVA regards,

 

Dr. Tom Cocklereece

 

 

Hire me as your coach. I useGoToMeetingfor online distance sessions. Coaching sessions and our relationship is confidential but your success will be visible to all. Contact me for reasonable rates at drthomreece@bellsouth.net

OPTIMIZE, ORGANIZE, AND ONBOARD TO BE AN EXCEPTIONAL LEADER

Tim was a CEO of a large and growing medical clinic in a major metropolitan city. His clinic had recently expanded by opening more offices, added more doctors and personnel, replaced the software used throughout their offices, and begun a process of converting to electronic medical records (EMR). Tim had come to his present position from a series of positions with much smaller clinics. He had felt for some time that his present position had outpaced his personal growth and ability. The board of directors had adopted the present expansion and upgrade strategy at a time when the economy and projections were favorable, but then things changed. The economy turned south and much of the strategy was placed on hold or at least delayed. Jim heard comments that confirmed his concern that the board might lay the blame on his desk. He took a deep breath as he prepared to enter the board meeting. If he was terminated, where would he go, and how would it affect his career? If he were not terminated, what could he do?

The character named Tim in this article is fictitious and is meant as an illustration but he is typical of many of the readers of this blog. Gone are the days when one’s education provides all that a leader needs for a whole career. In fact, those days never really existed but it was our perception. It is true however that life and work once moved much more slowly allowing leaders to adjust gradually or maintain their level of performance. The job market was not nearly as competitive as it is today. If Tim survived the board meeting what do you think he should do? I would suggest three things he should have done the moment he felt that his position was stretching his abilities— optimize, organize, and onboard.

OPTIMIZE: EXCEPTIONAL LEADERS DEVELOP A PLAN

Optimize means “to make something function at its best (Encarta). Tim may be able to kick his performance up by up to 10% by improving his efficiency but probably not much more without some help. It is easy to suggest that one optimize but you don’t know what you don’t know. That’s why we need a coach…in this case an executive coach. A good coach would set Tim on a renewal plan that takes advantage of his current abilities and develops a process of continued development. Renewal coaching will motivate Tim to dig deeper and achieve higher and raise his performance level by at least 30%. When coaching is done correctly an individual may be tempted to believe that they could have achieved the new level without a coach. A good coach does not seek the credit or attention and makes the coachee feel that they “had it in them all the time.” Consider that the national champions of last year could not have achieved their success without their coach even though everything the coach engaged and empowered in the team was there all the time. A coach is the catalyst that optimizes all the ingredients that go into success.

ORGANIZE: EXCEPTIONAL LEADERSHIP DEMANDS LIFE BALANCE

Indeed, an executive coach is going to encourage Tim to organize…his life, resources, and habits. This also means to prioritize every area of life. It is essential to recognize that to achieve optimal efficiency, it is also necessary to organize and maintain balance in various life dimensions. Again, a coach can help Tim achieve balance in life, family, and career. These life domains would not disappear in a perfect world but balance would be easier to maintain. Life balance requires a disciplined application of four things—clarity, movement, alignment, and focus (Simple Life,Rainer and Rainer, 2009), and a coach can help you define and refine your process to organize.

ONBOARD: EXCEPTIONAL LEADERS GET AHEAD

Getting even with supers, peers, and reports on a professional and performance level is not enough. Exceptional leadership requires that you get ahead. Many modern executives are familiar with the concept of onboarding. While human resources executives refer to onboarding as an orientation process, professional coaches describe it as a process of accelerated development. A coach would work with Tim to develop an onboarding process that would get him up to speed with all of the current objectives included within the business plan of his organization. Certainly, Tim is able to acquire the information needed regarding EMR, but his coach would hold him accountable to his onboarding plan. Included in a great onboarding plan are intentional relational connections within the organization up, down, and laterally to strengthen and broaden Tim’s relational capital. Thus, he is onboarding both personal knowledge and collaborative knowledge within his organization. Developing the 360 degree relationships within the organization will greatly strengthen Tim’s position with the board, doctors, peers, and reports.

The benefits of optimizing, organizing, and onboarding should not be underestimated. If you have reached a plateau in your organization or you are beginning in a new position, consider hiring a coach before the board meeting next quarter. You may be amazed at the results.

Looking to your success,

Dr. Tom Cocklereece

Hire me as your coach. I use GoToMeeting for online distance sessions. Coaching sessions and our relationship is confidential but your success will be visible to all. Contact me for reasonable rates at drthomreece@bellsouth.net

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