This blog is Part 2 in a series of 5 reviewing my 7 step coaching model. Step 1 was “Get directly to the point”. You can read that blog by clicking here. Step Two — Express your feelings about their behavior or performance This step was inspired by Ken Blanchard in his bestselling book “The One Minute Manager.” Dr. Blanchard explains that …
One of the more difficult conversations to have with an employee is any one that involves discussion how their performance needs to improve. There are huge emotional walls many managers need to get over to be effective managers of employee performance. Many managers are fearful they will hurt the employees’ feelings or make them cry. Other managers struggle because they …
We’ve known it for a long time but for some reason we are just now starting to talk about it. Character trumps skill. Values beat experience every time. If you want to transform your team make sure values are a part of every important decision. Below are 3 reasons why. 1) Leaders must get clear on their own personal core …
Accountability — We are responsible for our actions, which, in turn, influence our customers, vendors and coworkers. We hold ourselves and each other to a high standard of accountability. Balance — We create a work environment that promotes healthy lifestyles and celebrates family-work balance for employees. Biblical Principles — We are a company founded on Biblical principles, therefore, all we do we …
I have been consulting with small business owners on hiring and culture issues practices since 2000. The vast majority of business owners are quite brilliant. All of them enjoy a sliver of expertise that sets them apart and makes them successful. They know a little about many things and a lot about the niche within which they have built their …
In 1993 I took over a failing office for Auto Trader Magazine. I was a young 32 year old General Manager full of ambition and drive. Soon after arriving I evaluated the sales team. My conclusion was simple. We had 5 sales people and needed 12. And I needed a leader. The sales team needed a sales manager to train them and hold …
By Michael Duke The philosophy presented in Coach to the Goal is not new. But as a reader, you’ll be asked to view familiar situations in a new and different way. And if you’re a leader, my goal is to challenge you to ask yourself, “Why am I here? What is my preeminent responsibility as a leader, manager or supervisor?” My hope is …
Think about how successful you could be if you tapped into the limitless resources that you possess to become innovative, responsive and results oriented. After twenty five years in sales and sales management I have discovered the forces that work against us originate from within. These restraining forces keep us from excellence. They leave us with excuses and weak justification for subpar performance. You know …
A few years ago, Ray Strothman, president of Strothman & Co., a regional CPA firm, contacted my firm because he wanted to shift his company’s corporate culture. The partners were ready to let go of the reins of power and pass it to a talented but less experienced group of managers. A more traditional style of management had been the norm. How …
I know. We have all been told there is no reason to check references anymore. After all, when you call a candidates previous employer they refer you to the Human Resources department. And all Human Resources will tell you is their first and last day on the job. That’s it! No more! Not much value in that. So why …
