Tag Archives: Culture

Even Winners have a Coach

Coaching development training words tag cloud video illustration
What do Michael Jordon, Muhammad Ali, and Roger Federer have in common?

All were arguably the best performers in their chosen sport. All were 100% focused on their goals. And ALL had Professional Coaches.

Their Coach would be listening to what was said about the latest performance, and suggesting changes. The recipient would listen, question, trial the changes in training sometimes adding their own contextual adjustments. The net result would be a better performance.

I have been informally coaching executives for over 30 years, and before getting into any detail I always ask, why they want to be coached:

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Five Lessons on How To Treat People

Five Lessons About How To Treat People

I found this on the web there was no author and added some images.

In a training session on “behavioural centred Leadership” I asked the group what they said when in the evening their partner asked “how was your day” they agreed that more often than not there were two key responses. “Meh”, or “my manger is a complete ……” When I asked “Is your manager incompetent” the unanimous answer was “No, just a poor manager” We went on to discuss how behaviour is at the hart of many of managements problems.

This article shows us that when our behaviour is poor we do not get the results we desire and when our behaviour is good we are sometimes pleasantly surprised

1. First Important Lesson – “Know The Cleaning Lady”

 

Cleaner

During my second month of college, our professor gave us a pop quiz. I was a conscientious student and had breezed through the questions, until I read the last one: “What is the first name of the woman who cleans the school?”

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Vision, Mission (Strategy) & Values (7 Keys)

Vision

I have always struggled with mission statements, finding them in the main pointless. I once asked a group of executives if they could quote their mission statements. Not one offered to even have a go.

When creating a Vision, Mission and Values, I adopt the following, which has always worked, both emotionally (buy in) and literally (results)

Beginning with the vision, making clear where you are headed is key to all employees. If they are not clear where they are going they are more likely to get lost!

For the vision to be believable, and gain buy, in it has to be achievable. Conquering World markets may take a tad longer than conquering National markets, which in turn may take longer than Regional and so on.

I have found that 2 to 3 year Visions are more appropriate to start ups and fledglings. A lot can change for a start up in the first couple of years and this necessitates flexibility.

Having clarified the destination I find it helpful to visualise this as a FLAG. It is a future goal which we should all be headed towards.

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Win with every Error!

Win

This article was written for the Institute of Directors way back in July 1991. And still holds true today.
It’s not what you think, it’s the way that you think it

As someone who” left” school at 15, it is understandable that my memories of school life are not rosy.  As someone who was probably below the academic norm, it is perhaps not surprising that I might be ignored by teachers who, based in Liverpool and with 41 other kids to deal with, had other problems.

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