LEADERSHIP COACHING NOW!

The title of this article includes two popular keywords for our time—leadership and coaching. However, these are more than keywords. Imagine how a few sessions of targeted leadership coaching could change your career. Here are some possibilities:

• Raise your personal expectations. Linda did not see herself as a leader and said she did not want to be a leader. The fact was that she was a highly influential sales leader in her company and other sales personnel sought her out for advice. After just one session of coaching, Linda saw herself as an influencer. She finally understood that leadership is influence, pure and simple.
• Make the most of your potential. Consider Susan, a certified medical assistant. She has no college degree but with leadership coaching, she has worked her way to become a respected supervisor of forty other personnel. She is making more than $65,000.00 which is far above the average for non-college grads.
• Overcome weaknesses and magnify strengths. Consider Sean, a young engineering college graduate with mild asperger disorder who wants no special considerations. The focus was on his leadership strengths and weaknesses as well as improving his relational skills. Coaching enabled him to land a new job that fit his situation while maximizing his leadership potential.
• Move ahead of your competitors. Like it or not, you are in competition with your coworkers for promotions and positions. Your leadership skills or lack thereof may be the deciding factor in your opportunities. Rudy had just started work at a new company with several other individuals. He soon discovered that the new company planned to promote one of the new hires into a supervisory position. Rudy had hired a leadership coach several months before he started his new job. Before he completed his first 90 days, he was promoted to the supervisor position. Leadership coaching made the difference!

WHAT IS LEADERSHIP COACHING

Leadership coaching is a form of what is often called executive coaching which focuses on “C” level leaders of companies. However, leadership coaching is for anyone who wants to maximize their opportunities across a range of careers, businesses, non-profits, and volunteer agencies. As a professional leadership coach, I have an earned doctorate in leadership and am certified by the John Maxwell Team as an independent coach, teacher, and speaker. I use several key assessments to develop a targeted coaching plan that is customized for you. Leadership coaching sessions may be done in person, telephone, or using Skype.

WHAT IS THE COST FOR LEADERSHIP COACHING?

The cost for leadership coaching usually ranges from a low of $500 to a high of $1,154 per session! However, RENOVA Coaching offers professional leadership coaching at a rate of between $240 and $300 per 45 minute session. RENOVA Coaching offers several programs of coaching to fit the needs of leaders and managers at all levels:

Level 1

LEADERSHIP TUNE-UP

This leadership program allows you to complete our exclusive leadership assessment, receive a report and one 45 minute session of coaching. The low rate for executive leadership coaching is $500.00, so at $274.00, this is a real opportunity!

Level 2

LEADERSHIP 4×4 TRACTION COACHING

This leadership program is a rapid improvement coaching program with only 4 sessions. Dr. Tom Cocklereece will coach you to get back on track and develop a sustainable leadership development plan. You will experience rapid leadership improvement after your 4 weeks or you will receive a refund. Total = $996

We offer two additional levels at a reasonable fee. Contact us for more information to get on the leadership path. Contact Tom Cocklereece at tom@renovacoaching.com

 

QUESTIONS:

Are you an influential person at work? Do coworkers come to you for advice? What will be the difference in your opportunities if you hire a leadership coach? Are you coachable? Would you invest at least $274 in yourself to receive a return of thousands of dollars?

——————–

Dr. Tom Cocklereece is CEO of RENOVA Coaching and Consulting, LLC
He is a pastor, author, professional coach, leadership specialist, and is

a member Coach/Teacher/Speaker for the John Maxwell Team

Email | LinkedIn | Twitter | Web | Blog | Book | Coaching| Leadership

THE PROMISE OF COACHING

In the last twenty years a new profession of coaching burst upon the scene. From the local workout gym to the main street workplace; from the boardwalk to the boardroom, professional coaching has made inroads in many facets of life.

In 1999 Frederic M. Hudson said this in The Handbook of Coaching:

“Adult coaching is a new career area. Whether it will become a stand-alone profession has yet to be decided.”

Profile of a Coach

According to the International Coaching Federation, the average coach is between 46 to 55-years old, has coached for 5-10 years, and 53 percent of them have earned an advanced degree, either a masters or doctorate.

While professional and executive coaches tend to carve out a niche for themselves, most of them tout the benefits of coaching to individuals as well as to businesses.

Benefits of Coaching

An example of the benefits of coaching from Donna Karlin’s 2010 A Better Perspective:

Main benefits of coaching to recipient:

Generates improvements in individuals’ performance/targets/goals: 84%

Increased openness to personal learning and development: 60%

Helps identify solutions to specific work-related issue: 58%

Greater ownership and responsibility: 52%

Developing self-awareness: 42%

Improves specific skills or behavior: 38%

Greater clarity in roles and objectives: 37%

Corrects behavior/performance difficulties: 33%

Main benefits of coaching to the organization

Allows fuller use of individual’s talents/potential: 79%

Demonstrates commitment to individuals and their development: 69%

Higher organizational performance/productivity: 69%

Increased creativity/learning/knowledge: 63%

Intrinsically motivates people: 57%

Facilitates the adoption of a new culture/Management style: 39%

Improves relationships between people/departments: 35%

Bonus Edition

I would add four more benefits of coaching for the organization to Donna Karlin’s list:

1. Reduces workplace conflict
2. Improves employee retention
3. Lowers costs and increases profits
4. Increases the company’s professional standing

The Promise of Coaching

While the use of coaching is increasing among businesses in an effort to addressworkplace stress, many leaders remain in the dark, seemingly content with a bygone command and control structure that fails to motivate workers today.

The top three causes of workplace stress are healthcare costs, workplace safety, and absenteeism.

Increasingly, companies are providing life-coaching for employees in an effort to retain them and lower costs. (Business News Daily)

WHY LEADERS REJECT COACHING

The promise of coaching is enormous but many business leaders, managers, andbosses remain skeptical or unconvinced of the benefits of coaching in theirworkplace. Based on these benefits, what business leader would not employ professional and executive coaches?

Here are some possible reasons:

• Leaders fear of loss of control
• Leaders are educated and experienced in a command and control system
• Leaders fear of personal accountability
• Leaders are unaware of the discipline of coaching and its benefits

Before the profession of coaching can live up to its promises and benefits, many more business leaders, CEO’s, and managers must be educated. Some leaders view the coaching profession favorably after they personally benefit from being coached.

TWO SCENARIOS

Here are two examples of employee outcomes:

Opting for Coaching

Joe has worked for a medical office for seven years. He is seen by leaders in the large private medical practice as a fair employee. He does good work when he is at work, but Joe has a lot of absences. Over time some of his fellow employees discovered the Joe was stressed by excessive debt of his own making. He had finally reached a point where he suffered from stress induced depression which began to show in the quality of his work. The leadership discussed what might be done and someone suggested hiring a life coach to help reframe Joe’s priorities and help him get back on track. Additionally it was suggested that the company help him get clinical help for his depression. While some managers balked at the suggestions saying that the company had never done this before, the CEO decided to take a chance on Joe. Turn the clock forward a year and Joe is now considered to be one of the best employees. His positive attitude is contagious, his productivity is markedly higher, and the company saved thousands of dollars despite the costs of hiring a coach for him and helping in his depression treatment. Now, that company has retained the services of a life-coach who has helped several other employees avoid termination, increase their productivity, and saved the company money.

Opting against Coaching

Cindy has worked for a small wellness and fitness company for five years, but recently the company manager and CEO discussed terminating her. She had performed her duties well for several years and seemed to be in line for a promotion to manage another store. Recently Cindy began arriving late and leaving early and the quality of her work decreased. Upon confronting her in the office, she revealed that she was going through a divorce, her baby had been sick, and she had experienced difficulty getting appropriate child care. While Cindy begged for another chance to get her life in order, she was terminated. Consequently, the company spent the equivalent of 150% of Cindy’s salary to terminate her and then hire and train her replacement. (The Real Cost of Retraining Employees)

Coaching is Compassionate

Do an internet search of “how to terminate an employee” and you will get over 15 million results.

Now do a search of “providing coaching instead of termination” or “coaching instead of termination” and you will get from 2 to 5 million results with only a few of them relating to the real subject of your search terms. Is this an indicator of the “lost promise of coaching?”

The sad fact is that unrealized potential is no potential at all, but developed potential realizes reward for all involved.

Coaching is not only cost effective but it is also a compassionate way to respond to the ups and downs experienced by everyone. It is an investment in the most important aspect of business—human capital.

1. What are some additional benefits of coaching to the individual being coached? 
2. What are some additional benefits of coaching to the company?

This article was originally written by Dr. Tom Cocklereece and posted on Linked2Leadership blogazine. http://linked2leadership.com/2011/07/26/the-promise-of-coaching/

——————–
Dr. Tom Cocklereece is CEO of RENOVA Coaching and Consulting, LLC
He is an author, pastor, 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: 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

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