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Coaching and Mentoring (using one)
Once you've been hired to do a job, particularly if it's a well
paid and/or high-flying job, you're supposed to know everything,
be able to handle everything with ease, deal with other people's
problems and in general be super-person. Right?...
Coaching Youth Football (Part 1) | Keys to Success
In your role as a youth football coach, you will profoundly
affect the lives of your players. By your approach to education,
you can show your players how to handle all of the many
challenges they will see throughout their lives.
Be...
Improving Quality through Coaching
BMW, The Ritz-Carlton, Kodak, Dell, Microsoft, Volvo, Smuckers,
Kleenex, Crayola. Do these places all have customer service Call
Centers? Are they relevant to our audience? Does that matter? I
think you only need to name five.
What do these...
Is Your Leadership Is Effective?
In many ways, good leadership is hard to define. It can't be directly measured. There's no leadership "score" or report card. In fact often the measure of leadership is qualitative rather than quantitative - although quantitative results always...
Who Wants To Be A Millionaire? ©
In order to achieve what you've never achieved before, you must be willing to do what you've never done before. While this concept may not be a secret to you, the overwhelming percentage of people who actually apply this principle is staggeringly...
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Employee Motivation Checklist - Ten Measures of Success
In the form of a simple easy to use checklist, you can score how well you are doing out of 10. Better still, ask them. It's like what they describe as a mini-360o, where your people get the chance to give you feedback. Only here it is a lot easier and far far cheaper! But then it's how you handle the results of feedback that counts the most.
Scoring gives you focus and a better way of moving forward than some nebulous measure like 'Good' or even 'Excellent'. And that measuring is what can and will prompt you to make the effort to move up a notch or two. Your own 'motivation' will require you to have the same conditions delivered well by your boss, so there is the opportunity to give upwards feedback yourself too.
That is such a powerful thing for you to do. Feedback in this way is a high level of intimacy in a business relationship - if you take it up.
So, have fun and use this checklist to see if you are doing all you can to 'Motivate' the people in your business.
- I have easy, regular conversations with my people ___/10
- I have a natural interest in people ___/10
- I say 'Thank You' and give praise regularly ___/10
- I give credit where it is due
___/10
- I treat everyone equally and fairly ___/10
- I always keep the promises I make - or I don't make them ___/10
- I delegate responsibility wherever I can, with guidance ___/10
- My people know exactly what is expected of them ___/10
- Challenge is a part of the way we work ___/10
- I coach, support and guide my people to their success ___/10
Averaged out, your total score out of ten is ___/10. So, which one's are those that you can make steps forwards in quickly - what moves your score in the ten areas above, up two or preferably three points? Again, talk with your people - get them to help you!
And, having achieved this, you will find a few more tips to follow - the 'Advanced Level' - in a couple of weeks!
About the Author
© 2005 Martin Haworth is a Business and Management Coach. He works worldwide, mainly by phone, with small business owners, managers and corporate leaders. He has hundreds of hints, tips and ideas at his website, www.coaching-businesses-to-success.com. (Note to editors. Feel free to use this article, wherever you think it might be of value - with a live link if you can).
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