Networking and building healthy relationships is a talent that many people continue to become comfortable at developing. Web 2.0 will change the way people network for professional and personal advancement.
Dan Woog a Monster Contributing Writer discusses the Thirteen Networking Mistakes.
***
Reggie Waller is president of RWJ Consulting Group, LLC, which provides business and personal coaching, consulting and training services to individuals and businesses. For additional information call 267-254-6800 or visit RWJ Consulting Group
Showing posts with label Professional. Show all posts
Showing posts with label Professional. Show all posts
Sunday, October 12, 2008
Monday, September 8, 2008
Thank you! Part II … Recognizing Your Employees
“Recognizing employees is not simply a nice thing to do. It is an effective way to communicate your appreciation for the efforts and successes of others, while also reinforcing those actions and behaviors that make a difference in your organization” a point made by Mallary Tytel – President and Founder of Healthy Workplaces.
Let’s face it, we all like to be recognized for our efforts. Some like a “BIG to do” and others like a simple “Thank you”. Whatever the case, employees like to be acknowledged and shown they are appreciated.
Here are some ideas for you to incorporate into your recognition plan:
Employee pictures in printed advertising materials and television commercials: In 2007, federal court employees were recognized for leadership, excellence in court operations, and extraordinary actions. Each employees picture and a descriptive paragraph of their efforts appeared in “The Third Branch” newsletter of the federal courts.
Putting employee pictures in your print materials allows them to share it with family and friends.
Appreciation lunch: Instead of having a normal catered lunch or going to your cafeteria, why not have the management team serve lunch to the employees to show their appreciation. This can also be done serving ice cream sundaes to employees in the afternoon as a nice stress reliever.
Years of Service Recognition: When an employee reaches a milestone year of service with the company (5yr, 10yr, etc.) recognize them for their efforts. Have peers or other leaders that worked with the employee attend the event and provide comments. Have a cake, invite their family in and when you acknowledge them, personalize your message:
- What were the company revenues when they first joined?
- What was the first role they occupied?
- How has the employee progressed throughout the company?
- Any key initiatives that the employee was involved with?
- What was going on in the world when the employee first began with your company?
If you’re going to roast them during the years of service recognition, make sure that they are okay and all stories are appropriate for the occasion.
Team outing: Recognize the team for their accomplishments and take them out for a team outing. Bowling and lunch is a cheap outing. Everyone thrives on a little competition and bowling is an activity that everyone can enjoy (even if you have to put up the bumpers in the lane).
No meeting Fridays: Some employees spend enough time meeting about the meeting and what we plan to do in the next meeting. Give time back to your employees on Fridays and have a rule of no meetings.
Early close/ early leave in the summer: If your company can do so, why not let employees leave one hour early every Friday during the summer (May - Labor Day).
Do their job for a day: You recognized that they have done something above and beyond, but what better way to understand what they do than by doing their job for a day.
“Employee recognition is not just a nice thing to do for people. Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for your business” – Susan M. Heathfield of About.com
Employers, what are your peers doing in your industry to recognize their employees?
***
Reggie Waller is president of RWJ Consulting Group, LLC, which provides business and personal coaching, consulting and training services to individuals and businesses. For additional information call 267-254-6800 or visit http://www.rwjconsultinggroup.com
Reggie Waller is president of RWJ Consulting Group, LLC, which provides business and personal coaching, consulting and training services to individuals and businesses. For additional information call 267-254-6800 or visit http://www.rwjconsultinggroup.com
Saturday, August 23, 2008
Thank You! Part I - Recognizing Your Customers
Not expressing thanks to your customers is a missed golden opportunity. It is a proven growth and customer retention strategy, one that businesses are not in the habit of doing.
- a Lenox etiquette poll found that nearly five out of every 10 people don't always say thanks.
When should you say thank you? There is no written rule that indicates when and how you should thank you customers. Some of us say it during the holidays and others say it when we win new business. It would be ideal to thank them at natural points:
• Customer demonstrates loyalty (i.e. number of years, amount of money spent, etc.)
• Customer provides a reference/ new project
• Customer gives you feedback
• New customer
These are some of many natural points in which you can say thank you to your customers. As you do your business planning each year, be sure to add a line item in your budget for customer recognition and ways you would thank them. Another point to keep in mind is that some companies have a policy in place for receiving gifts (i.e. must be between $25 - $50 dollars, shared with the group, etc.). You may want to check with your customers prior to sending a gift to ensure it is within the policy.
NOTE: No matter how late you are, be sure to thank your customer. It is better to be late, than to say nothing at all.
Ways to say thank you (monetary vs. non-monetary):
Monetary
Gift cards: They are a nice gesture and can be purchased in various denominations. You can also purchase them from various retailers that your customer may patronize.
Charitable giving: This is a unique way to thank a customer. If they have a charitable organization (i.e. American Heart Association, Big Brothers Big Sisters, etc.) that you know of, make a contribution on their behalf. This is a personalized gift and it lets them know you support a cause they are passionate about.
Free samples of products: Depending on the nature of your business, you can offer free samples of existing and future products.
Discount: Offer a discount on the next point of sale.
Non- Monetary
Thank you note: This is the most traditional method of saying thank you. Nothing computer generated. Just a good old fashion hand-written note (personalized, sincere, short and specific) to show your gratitude. I have a stack of thank you cards that I use. You can keep them in your laptop bag, briefcase and write them when you have some down time.
Thank you letter: This is something that could be computer generated and is a little more formal. Be sure to personalize the letter and keep it specific.
Pick up the phone: When in doubt, pick up the phone and call the customer to say thank you. They would really appreciate you taking the time to pick up the phone and thank them for choosing your business/ service over your competitors. We schedule meetings throughout the week, so why not schedule a block of time to call your customers to thank them.
Newsletter recognition: All gifts don't need to be monetary. You can recognize your customers within your newsletters as well.
Give them leads: Again, no monetary value, but a great way to send potential business to your customers as a way of saying thank you.
Send an email: This is a way to thank multiple customers that may have been involved with a particular situation. This method is overused and not as personal, so use this method the least.
People like to feel appreciated and recognized. Saying thank you is a gift that keeps on giving. If it is not part of your business strategy, add it; it is an effective and winning business tactic.
Look for Thank you! Part II ... Recognizing Your Employees.
***
Reggie Waller is president of RWJ Consulting Group, LLC, which provides business and personal coaching, consulting and training services to individuals and businesses. For additional information call 267-254-6800 or visit http://www.rwjconsultinggroup.com
- a Lenox etiquette poll found that nearly five out of every 10 people don't always say thanks.
When should you say thank you? There is no written rule that indicates when and how you should thank you customers. Some of us say it during the holidays and others say it when we win new business. It would be ideal to thank them at natural points:
• Customer demonstrates loyalty (i.e. number of years, amount of money spent, etc.)
• Customer provides a reference/ new project
• Customer gives you feedback
• New customer
These are some of many natural points in which you can say thank you to your customers. As you do your business planning each year, be sure to add a line item in your budget for customer recognition and ways you would thank them. Another point to keep in mind is that some companies have a policy in place for receiving gifts (i.e. must be between $25 - $50 dollars, shared with the group, etc.). You may want to check with your customers prior to sending a gift to ensure it is within the policy.
NOTE: No matter how late you are, be sure to thank your customer. It is better to be late, than to say nothing at all.
Ways to say thank you (monetary vs. non-monetary):
Monetary
Gift cards: They are a nice gesture and can be purchased in various denominations. You can also purchase them from various retailers that your customer may patronize.
Charitable giving: This is a unique way to thank a customer. If they have a charitable organization (i.e. American Heart Association, Big Brothers Big Sisters, etc.) that you know of, make a contribution on their behalf. This is a personalized gift and it lets them know you support a cause they are passionate about.
Free samples of products: Depending on the nature of your business, you can offer free samples of existing and future products.
Discount: Offer a discount on the next point of sale.
Non- Monetary
Thank you note: This is the most traditional method of saying thank you. Nothing computer generated. Just a good old fashion hand-written note (personalized, sincere, short and specific) to show your gratitude. I have a stack of thank you cards that I use. You can keep them in your laptop bag, briefcase and write them when you have some down time.
Thank you letter: This is something that could be computer generated and is a little more formal. Be sure to personalize the letter and keep it specific.
Pick up the phone: When in doubt, pick up the phone and call the customer to say thank you. They would really appreciate you taking the time to pick up the phone and thank them for choosing your business/ service over your competitors. We schedule meetings throughout the week, so why not schedule a block of time to call your customers to thank them.
Newsletter recognition: All gifts don't need to be monetary. You can recognize your customers within your newsletters as well.
Give them leads: Again, no monetary value, but a great way to send potential business to your customers as a way of saying thank you.
Send an email: This is a way to thank multiple customers that may have been involved with a particular situation. This method is overused and not as personal, so use this method the least.
People like to feel appreciated and recognized. Saying thank you is a gift that keeps on giving. If it is not part of your business strategy, add it; it is an effective and winning business tactic.
Look for Thank you! Part II ... Recognizing Your Employees.
***
Reggie Waller is president of RWJ Consulting Group, LLC, which provides business and personal coaching, consulting and training services to individuals and businesses. For additional information call 267-254-6800 or visit http://www.rwjconsultinggroup.com
Thursday, July 17, 2008
Need Help Finding Your Bliss? Hire a Coach
I was reading the New York Times and came across yet another article on coaching. As things are changing in the economy, people are looking to coaches for improvement and balance around:
*********************************************
Need Help Finding Your Bliss? Hire a Coach
By SUSAN MORAN
New York Times
Published: July 5, 2008
BOULDER, Colo. — A 43-year-old man is weary of teaching high school but has no clue how else to make a living. A 67-year-old man wants to leave banking but does not want to retire before leaving a more positive mark on the world. A 52-year-old woman is an emergency room doctor who loves her work but pines for more downtime.
All of them took part in a workshop in Boulder recently that was led by a career “intuitive” named Sue Frederick — a former career counselor who draws upon her dreams, ancient numerology and conversations with spirits to “see your dream job.”
As the economic slump continues, many workers, even those who hate their jobs, are reluctant to look for more satisfying work. But others are turning to nontraditional career counselors and coaches to help them navigate transitions in their lives and careers.
These workers have read the umpteenth edition of “What Color Is Your Parachute?” by Richard Nelson Bolles and have mastered the Myers-Briggs personality test. Now they crave something more offbeat and probing.
Lucky for them, there are as many flavors of career counselors — and more recently coaches, including “psychic” and “intuitive” ones — as there are careers. Career counselors tend to explore psychological undercurrents with clients, and they often have a master’s degree in counseling. Coaches typically come from the corporate world and focus on goal-setting.
It is not just residents of Boulder, a mecca for all things organic and spiritual, who flock to Ms. Frederick’s “career intuition boot camp” and individual sessions in person or over the phone. “I don’t want to come across as a new age-y kind of guy with my head in the stars, because as a New Yorker type that’s the last thing I am,” said Gary Purnhagen, 55, who started his own management consulting business in Manhattan a few months ago after spending 20 years working for companies. “But going to Sue was probably the best decision I’ve ever made in terms of reaching out.”
Several months ago Mr. Purnhagen left a financial printing company that was laying people off. He trolled the Internet for counselors and coaches. When he saw Ms. Frederick’s Web site he was drawn to her big smile and her message that your dream job should make you giggle when you speak of it. Then, call it coincidence or destiny, a consultant friend of his in New York suggested that he check out a career coach named Sue Frederick, and Mr. Purnhagen tossed his skepticism aside. Four one-hour phone sessions and $500 later, he said he is more focused, confident and trusting in his ability to build a lucrative clientele.
Ms. Frederick, 58, trained as a career counselor in the 1970s at the University of Missouri. She worked at the university and later in the private sector. But she yearned to add to her repertoire her self-described clairvoyance, which she says she discovered when she was a child who would dream about things that would often happen later that day.
Her husband warned that she would lose corporate clients if she called herself a career intuitive, but she did anyway. “Soon I had more clients than I knew what to do with,” Ms. Frederick told the 29 people at a recent workshop.When career coaches jumped onto the scene a decade ago they were looked upon suspiciously by career counselors as inexperienced, brash interlopers. But since 1999, when the International Coach Federation began offering certification training for coaches, their reputation has risen steadily.
Today, roughly 3,700 people in the United States are certified by the federation. But anyone can call herself a coach; in fact, roughly 30,000 people do just that, estimates Diane Brennan, president of the federation. Hundreds of organizations offer some form of coaching certifications.
“A lot of people call themselves coaches because it’s the hot thing to do,” Ms. Brennan said. This factor is reflected in the rates coaches charge — up to $400 an hour. For many clients, seeing a coach feels far more upbeat, even more upscale, than working with a counselor. This makes some traditional career counselors fear they may become obsolete.
“A lot of people see having a coach as a prestigious thing, whereas going to a career counselor is often associated with having a problem,” said Maria Greco, a licensed professional counselor in Boulder with a Ph.D. in university administration.
A coach is more like a personal trainer, who coaxes clients to set and meet their job or career goals. A sure sign that you are talking to a coach is “five steps to” or “seven rules for.” The cover of Ms. Frederick’s 2004 book, “Dancing at Your Desk: A Metaphysical Guide to Job Happiness,” promises “The 7 Secret Steps to Finding Work You Love.”
Joel Garfinkle, a career coach in Oakland, Calif., said his seven-step formula to finding a dream job sets him apart.“It’s all about aligning your natural gifts and talent to your passions that will equal a career that is 100 percent about fulfillment,” said Mr. Garfinkle, with the turbo-charged delivery of a football coach.
What draws people to a career counselor or coach depends on their age, their location and the industry they work in. For instance, even though Silicon Valley has averted the worst of the economic slowdown, some people who have lost their job are asking whether the long commute and the grueling workdays are worth it before they start interviewing for a new job. “I’m seeing more people looking for quality of life, balance and a change that will give them something that’ll be more enduring and more of a natural expression of who they are,” said Norm Meshriy, a career counselor in Walnut Creek, Calif.
Career counselors and coaches also say they are seeing more college students and recent graduates. “Students are very concerned about the amount of debt they are graduating with, the sluggish economy, loss of jobs in numerous areas due to the housing bust, skilled jobs going overseas and fewer opportunities outside the service industries,” Linda Bates Parker, president of Black Career Women, a nonprofit devoted to the career development of black women, wrote in an e-mail. She is also director of career development at the University of Cincinnati.
At the other end of the career lifeline, a small but growing number of baby boomers are summoning career counselors and coaches.
Keyren H. Cotter, 67, is a loan officer at a bank in Denver. With a Ph.D. in materials science, Mr. Cotter, known as Casey, worked for years in engineering before moving into mortgage banking. But it was not the mortgage crisis that recently sent him to Ms. Frederick’s career workshop. “I ask myself, ‘What’s my legacy? Why am I here?’ ” Mr. Cotter said. “I’m at a period where I’m no longer motivated by money. I’m looking for something with more substance and more meaning.”
In the weeks since the workshop, Mr. Cotter saw Ms. Frederick for a one-hour session. He recalled that when he walked into her office she said, “I’ve been meditating on you. I think you should make movies.” Now he is considering combining his interest and experience in financing with documentary filmmaking.
“It’s too early to know,” Mr. Cotter said. “But I know I’m getting unstuck.”
***
Reggie Waller is president of RWJ Consulting Group, LLC, which provides business and personal coaching, consulting and training services to individuals and businesses. For additional information call 267-254-6800 or visit http://www.rwjconsultinggroup.com
- Career
- Money
- Health
- Personal Growth
*********************************************
Need Help Finding Your Bliss? Hire a Coach
By SUSAN MORAN
New York Times
Published: July 5, 2008
BOULDER, Colo. — A 43-year-old man is weary of teaching high school but has no clue how else to make a living. A 67-year-old man wants to leave banking but does not want to retire before leaving a more positive mark on the world. A 52-year-old woman is an emergency room doctor who loves her work but pines for more downtime.
All of them took part in a workshop in Boulder recently that was led by a career “intuitive” named Sue Frederick — a former career counselor who draws upon her dreams, ancient numerology and conversations with spirits to “see your dream job.”
As the economic slump continues, many workers, even those who hate their jobs, are reluctant to look for more satisfying work. But others are turning to nontraditional career counselors and coaches to help them navigate transitions in their lives and careers.
These workers have read the umpteenth edition of “What Color Is Your Parachute?” by Richard Nelson Bolles and have mastered the Myers-Briggs personality test. Now they crave something more offbeat and probing.
Lucky for them, there are as many flavors of career counselors — and more recently coaches, including “psychic” and “intuitive” ones — as there are careers. Career counselors tend to explore psychological undercurrents with clients, and they often have a master’s degree in counseling. Coaches typically come from the corporate world and focus on goal-setting.
It is not just residents of Boulder, a mecca for all things organic and spiritual, who flock to Ms. Frederick’s “career intuition boot camp” and individual sessions in person or over the phone. “I don’t want to come across as a new age-y kind of guy with my head in the stars, because as a New Yorker type that’s the last thing I am,” said Gary Purnhagen, 55, who started his own management consulting business in Manhattan a few months ago after spending 20 years working for companies. “But going to Sue was probably the best decision I’ve ever made in terms of reaching out.”
Several months ago Mr. Purnhagen left a financial printing company that was laying people off. He trolled the Internet for counselors and coaches. When he saw Ms. Frederick’s Web site he was drawn to her big smile and her message that your dream job should make you giggle when you speak of it. Then, call it coincidence or destiny, a consultant friend of his in New York suggested that he check out a career coach named Sue Frederick, and Mr. Purnhagen tossed his skepticism aside. Four one-hour phone sessions and $500 later, he said he is more focused, confident and trusting in his ability to build a lucrative clientele.
Ms. Frederick, 58, trained as a career counselor in the 1970s at the University of Missouri. She worked at the university and later in the private sector. But she yearned to add to her repertoire her self-described clairvoyance, which she says she discovered when she was a child who would dream about things that would often happen later that day.
Her husband warned that she would lose corporate clients if she called herself a career intuitive, but she did anyway. “Soon I had more clients than I knew what to do with,” Ms. Frederick told the 29 people at a recent workshop.When career coaches jumped onto the scene a decade ago they were looked upon suspiciously by career counselors as inexperienced, brash interlopers. But since 1999, when the International Coach Federation began offering certification training for coaches, their reputation has risen steadily.
Today, roughly 3,700 people in the United States are certified by the federation. But anyone can call herself a coach; in fact, roughly 30,000 people do just that, estimates Diane Brennan, president of the federation. Hundreds of organizations offer some form of coaching certifications.
“A lot of people call themselves coaches because it’s the hot thing to do,” Ms. Brennan said. This factor is reflected in the rates coaches charge — up to $400 an hour. For many clients, seeing a coach feels far more upbeat, even more upscale, than working with a counselor. This makes some traditional career counselors fear they may become obsolete.
“A lot of people see having a coach as a prestigious thing, whereas going to a career counselor is often associated with having a problem,” said Maria Greco, a licensed professional counselor in Boulder with a Ph.D. in university administration.
A coach is more like a personal trainer, who coaxes clients to set and meet their job or career goals. A sure sign that you are talking to a coach is “five steps to” or “seven rules for.” The cover of Ms. Frederick’s 2004 book, “Dancing at Your Desk: A Metaphysical Guide to Job Happiness,” promises “The 7 Secret Steps to Finding Work You Love.”
Joel Garfinkle, a career coach in Oakland, Calif., said his seven-step formula to finding a dream job sets him apart.“It’s all about aligning your natural gifts and talent to your passions that will equal a career that is 100 percent about fulfillment,” said Mr. Garfinkle, with the turbo-charged delivery of a football coach.
What draws people to a career counselor or coach depends on their age, their location and the industry they work in. For instance, even though Silicon Valley has averted the worst of the economic slowdown, some people who have lost their job are asking whether the long commute and the grueling workdays are worth it before they start interviewing for a new job. “I’m seeing more people looking for quality of life, balance and a change that will give them something that’ll be more enduring and more of a natural expression of who they are,” said Norm Meshriy, a career counselor in Walnut Creek, Calif.
Career counselors and coaches also say they are seeing more college students and recent graduates. “Students are very concerned about the amount of debt they are graduating with, the sluggish economy, loss of jobs in numerous areas due to the housing bust, skilled jobs going overseas and fewer opportunities outside the service industries,” Linda Bates Parker, president of Black Career Women, a nonprofit devoted to the career development of black women, wrote in an e-mail. She is also director of career development at the University of Cincinnati.
At the other end of the career lifeline, a small but growing number of baby boomers are summoning career counselors and coaches.
Keyren H. Cotter, 67, is a loan officer at a bank in Denver. With a Ph.D. in materials science, Mr. Cotter, known as Casey, worked for years in engineering before moving into mortgage banking. But it was not the mortgage crisis that recently sent him to Ms. Frederick’s career workshop. “I ask myself, ‘What’s my legacy? Why am I here?’ ” Mr. Cotter said. “I’m at a period where I’m no longer motivated by money. I’m looking for something with more substance and more meaning.”
In the weeks since the workshop, Mr. Cotter saw Ms. Frederick for a one-hour session. He recalled that when he walked into her office she said, “I’ve been meditating on you. I think you should make movies.” Now he is considering combining his interest and experience in financing with documentary filmmaking.
“It’s too early to know,” Mr. Cotter said. “But I know I’m getting unstuck.”
***
Reggie Waller is president of RWJ Consulting Group, LLC, which provides business and personal coaching, consulting and training services to individuals and businesses. For additional information call 267-254-6800 or visit http://www.rwjconsultinggroup.com
Wednesday, July 16, 2008
AMA Study Finds More Use of High-Level Coaching
I came across this article through American Management Association on coaching and thought it would be great to share.
*******************************************************************
Thu Jul 10, 2008 6:41 pm (PDT)
AMA Study Finds More Use of High-Level Coaching
by Agatha Gilmore
Today, many organizations aim to grow by accelerating talent development as much as possible. According to a new study by the American ManagementAssociation (AMA), coaching has become one increasingly popular way to do it.
The study, "Coaching: A Global Study of Successful Practices," surveyed more than 1,000 business leaders around the world and found use of coaching as a means of increasing individual productivity was up. Nearly 60 percent of North American companies use coaching for high potentials frequently or a great deal, and about 42 percent use coaching of executives to the same extent. These percentages were higher in the international sample.
Contrarily, only 37 percent of North American respondents and less than 30 percent of international respondents said they used coaching to help problem employees.
"We're all expecting more out of individual performers," said Edward Reilly,president and CEO of AMA. "I think coaching has been found to be another effective tool in terms of talent development, and it makes sense to investin that type of development. It's also pretty clear that the reduction [incoaching for low performers] comes from trend to learner, more competitive companies with probably less tolerance for long-term carrying of people whoare not performing. Extensive amounts of intervention are probably not as common as they might have been a decade or two ago.
"The study's findings also tie into issues surrounding Generation Yemployees' entry into the workforce. These young workers are known for their social networking and their need for mentoring and guidance. Coaching is notonly desired but expected by Gen Yers, but many recognize it's something they must earn in today's marketplace.
"I think younger people see [coaching] as an important part of their long-term deal with the company," Reilly said. "Part of their compensationis the company's efforts to develop them as individuals and as managers."The AMA study also found the type of coaching offered has an impact on theeffect. For example, it appears external coaches can be more individually effective, while internal coaches tend to be more cost-efficient in the longterm.
"[I]nternal coaches often provide lower cost of services, exhibit more consistency in methods and understand the organizational culture," said theAMA study. "However, they may also be perceived as less credible. Leaders may consider internal coaches to be less confidential.
"The study's authors cite a 2007 report titled "Executive Coaching for Results," in which 59 percent of leaders indicated a preference for external coaches, while only 12 percent preferred internal coaches.
"External coaches can bring greater objectivity, fresher perspectives, higher levels of confidentiality and experience in many different organizations, industries and business environments, " they wrote.
Regardless of what kind of coaches an organization chooses, the AMA study showed, in these troubled economic times, organizations likely will find more value than ever in leveraging coaching.
"Generally speaking, our team believes that coaching will continue to expand and mature as an important leadership development practice," said the authors. "We expect that coaching will become one of the keys to developing and retaining scarce talent in the future, and we think companies that learn to leverage it well will have a significant competitive advantage in the global marketplace.
"To see a full copy of the free AMA study, visit www.amanet.org and register to view the materials.
***
Reggie Waller is president of RWJ Consulting Group, LLC, which provides business and personal coaching, consulting and training services to individuals and businesses. For additional information call 267-254-6800 or visit www.rwjconsultinggroup.com
*******************************************************************
Thu Jul 10, 2008 6:41 pm (PDT)
AMA Study Finds More Use of High-Level Coaching
by Agatha Gilmore
Today, many organizations aim to grow by accelerating talent development as much as possible. According to a new study by the American ManagementAssociation (AMA), coaching has become one increasingly popular way to do it.
The study, "Coaching: A Global Study of Successful Practices," surveyed more than 1,000 business leaders around the world and found use of coaching as a means of increasing individual productivity was up. Nearly 60 percent of North American companies use coaching for high potentials frequently or a great deal, and about 42 percent use coaching of executives to the same extent. These percentages were higher in the international sample.
Contrarily, only 37 percent of North American respondents and less than 30 percent of international respondents said they used coaching to help problem employees.
"We're all expecting more out of individual performers," said Edward Reilly,president and CEO of AMA. "I think coaching has been found to be another effective tool in terms of talent development, and it makes sense to investin that type of development. It's also pretty clear that the reduction [incoaching for low performers] comes from trend to learner, more competitive companies with probably less tolerance for long-term carrying of people whoare not performing. Extensive amounts of intervention are probably not as common as they might have been a decade or two ago.
"The study's findings also tie into issues surrounding Generation Yemployees' entry into the workforce. These young workers are known for their social networking and their need for mentoring and guidance. Coaching is notonly desired but expected by Gen Yers, but many recognize it's something they must earn in today's marketplace.
"I think younger people see [coaching] as an important part of their long-term deal with the company," Reilly said. "Part of their compensationis the company's efforts to develop them as individuals and as managers."The AMA study also found the type of coaching offered has an impact on theeffect. For example, it appears external coaches can be more individually effective, while internal coaches tend to be more cost-efficient in the longterm.
"[I]nternal coaches often provide lower cost of services, exhibit more consistency in methods and understand the organizational culture," said theAMA study. "However, they may also be perceived as less credible. Leaders may consider internal coaches to be less confidential.
"The study's authors cite a 2007 report titled "Executive Coaching for Results," in which 59 percent of leaders indicated a preference for external coaches, while only 12 percent preferred internal coaches.
"External coaches can bring greater objectivity, fresher perspectives, higher levels of confidentiality and experience in many different organizations, industries and business environments, " they wrote.
Regardless of what kind of coaches an organization chooses, the AMA study showed, in these troubled economic times, organizations likely will find more value than ever in leveraging coaching.
"Generally speaking, our team believes that coaching will continue to expand and mature as an important leadership development practice," said the authors. "We expect that coaching will become one of the keys to developing and retaining scarce talent in the future, and we think companies that learn to leverage it well will have a significant competitive advantage in the global marketplace.
"To see a full copy of the free AMA study, visit www.amanet.org and register to view the materials.
***
Reggie Waller is president of RWJ Consulting Group, LLC, which provides business and personal coaching, consulting and training services to individuals and businesses. For additional information call 267-254-6800 or visit www.rwjconsultinggroup.com
Saturday, July 5, 2008
We all have had a Derek Redmond moment!!!
When things are not going the way you expected, will you stop and go no further or will YOU be like Derek Redmond (1992 Olympics 400m) and finish what you started?
When we set out on our journey in life, sometimes things happen that are unforeseen. At any point, we need to make adjustments as these situations occur. We can't always do it alone and need the support of others to get us back on track.
Share your Derek Redmond moment and what you did to overcome your obstacle.
xxx
RWJ Consulting Group, LLC, provides consulting, coaching and training services to individuals, entrepreneurs, not-for-profits and corporations. For additional information call 267-254-6800 or visit www.rwjconsultinggroup.com
Wednesday, June 25, 2008
What will you discover when you focus on the journey?
"Focus on the journey, not the destination. Joy is found not in finishing an activity, but in doing it." - Greg Anderson –
I came across this quote a few years ago that I still keep in front of me to remind me of the people, places and things that I have come across. Be in the PRESENT and enjoy the MOMENT!
As I converse with people throughout my journey, I find that a fair portion live their life looking to get to the destination and miss the important and valuable things that take place during the journey. What are you missing or overlooking during your journey (i.e. appreciation of the person(s) you’re sharing the experience with, the knowledge you gained, how you were affected by the experience, etc.)?
As you go through your journey, stop for a minute, breathe and take it all in.
You’ll be surprised at what you will discover.
xxx
RWJ Consulting Group, LLC, provides consulting, coaching and training services to individuals, entrepreneurs, not-for-profits and corporations.
For additional information call 267-254-6800 or visit www.rwjconsultinggroup.com
I came across this quote a few years ago that I still keep in front of me to remind me of the people, places and things that I have come across. Be in the PRESENT and enjoy the MOMENT!
As I converse with people throughout my journey, I find that a fair portion live their life looking to get to the destination and miss the important and valuable things that take place during the journey. What are you missing or overlooking during your journey (i.e. appreciation of the person(s) you’re sharing the experience with, the knowledge you gained, how you were affected by the experience, etc.)?
As you go through your journey, stop for a minute, breathe and take it all in.
You’ll be surprised at what you will discover.
xxx
RWJ Consulting Group, LLC, provides consulting, coaching and training services to individuals, entrepreneurs, not-for-profits and corporations.
For additional information call 267-254-6800 or visit www.rwjconsultinggroup.com
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