25 Jul
PeopleTek Coaching Leadership

Leaders Developing Leaders

Why top companies have our leaders train theirs

American Express, Sinclair Broadcast Group, and Balfour Beatty know the value of investing in their best.

That’s why they turn to PEOPLETEK. Our professionally certified coaches – many with impressive backgrounds from influential companies themselves – have been developing corporate leaders nationwide since 1996. It’s a process of leaders developing leaders at its finest.

Equipping leaders at all levels to achieve their goals helps your organization reach its highest potential. In 12 comprehensive sessions, the Leadership Journey gives your best people the tools, training, and self-awareness to lead their teams to enhanced results and effectiveness.

During the 12 interactive group sessions, attendees grow in confidence and effectiveness by:

  • Assessing their strengths and gaps via coaching, behavioral assessments, and 360 feedback
  • Learning to apply essential leadership skills to motivate peak performance
  • Strengthening communication, relationship and decision-making skills
  • Becoming adept at understanding, leading, coaching and influencing others
  • Overcoming differences in personality and work style to achieve common goals
  • Learning to cope with stress through change, conflict, and other challenges

ENROLL TODAY!

Or, sponsor a TEAM JOURNEY and we’ll customize the delivery to support your goals and challenges! ASK ABOUT GROUP DISCOUNTS!

21 Jul
image of a key on top of a keyboard; development opportunities lead to results
PeopleTek Coaching Success

Results Require Growth

Results. It’s what we as leaders want; it’s what our shareholders demand. Your goals may remain relatively constant, but how you achieve them (and hopefully surpass them) will change with the times.

The skill-sets of last year’s top performers may no longer provide you with the results you aspire for this year, and Benjamin Franklin summed it up perfectly:

Without continual growth and progress, such words as improvement, achievement, and success have no meaning.

Always Be Growing For the Best Results

Without continual growth and progress, such words as improvement, achievement, and success have no meaning.

We must commit to providing continual growth and development opportunities for individuals and organizations, and we can’t forget about the need for self-enrichment.

No matter how experienced, tenured, or mature we may be, we all need to minimally “refresh” our abilities, attitudes, behaviors and skill-sets.

Some of the Top Issues Impacting Results

  • Unproductive behaviors
  • No/minimal accountability and ownership
  • Lack of passion, motivation, and commitment
  • Inability to address issues or deal with difficult people
  • Ignoring stress levels
  • The inability to give and receive feedback in an honoring way
  • Trust issues

And there are more:

  • What new technical skills must be acquired?
  • Are strong relationships built and sustained?
  • Does listening truly occur?
  • Do you know your customer’s needs?
  • Does planning include strategic and Innovative thinking?

This is just a sample of areas for development. Think about where you are now and where you want to be before the end of the year. Assign priorities for taking action, and make it happen. Do the same for what you want for next year, and also for 5 years from now.

Be realistic; growth and attaining desired results does not happen overnight but a commitment to continual learning will drive progress that leads to success.

What do you want to accomplish for the remainder of 2016?

QwikTip

Change Is Constant and Often Challenging

14 Jul
PeopleTek Coaching Leadership

How to Empower Others

Organizations that empower folks further down the chain or try to get rid of the big hierarchical chains and allow decision making to happen on a more local level end up being more adaptive and resilient because there are more minds involved in the problem.

–Steven Johnson

Empowerment. This concept gained heightened awareness in the 1980’s / 90s for management and business administration with the intent to increase autonomy, responsibility, and levels of influence. It is also intended to minimize frustration and low self-esteem for those that have so much to offer and are prevented from doing so.

HOW TO EMPOWER OTHERS – Here are 6 Behaviors that will increase your leadership effectiveness:

1. Let go of doing the actual work; DELEGATE! Stop being a technician and allow those that need to do the work the time and space to actually perform and they’ll rise to the occasion. When I first started to delegate to others I always felt they never did the task as well as I did. WOW was that wrong. They did it better. Yes, at first they needed some time, coaching and feedback on how to perform better, but they learned and grew; I was truly impressed and never looked back.

2. Train others: You have to give others a chance and then you need to ensure they have the proper education/development to perform the task you’re requesting of them. If it’s sales then they need sales training on how best to serve the customers, how to understand their needs, how to listen and communicate. If they are a technician, they need to know the process and possess the tools/skills necessary to perform at their highest level and satisfy the wants of the customer.

3. Give feedback and Coach– How can anyone know where they stand unless they are given feedback on how they are performing? So many times a leader just goes back to either doing the work or giving the task to others. This prevents the new person from learning and growing. It also creates an increased workload for the more tenured/experienced team members resulting in burn-out.

4. Reward individuals (and teams) when they excel. Provide incentives for continual learning and growth opportunities. Additionally, provide incentives for those that become leaders of leaders, especially when they mentor and develop others.

5. Create a team where each team member utilizes their skills, abilities, and talent. They need to understand and leverage each others strengths, and they need to want to help one another develop areas of weakness. No one can act on their own. Everyone needs and requires help. Build a team where members hold each other accountable to the highest level of performance and where they refuse to settle for mediocrity.

6. Have fun and make it a game! Everyone wants to get joy out of their work. It’s up to you, the leader, to set the tone that the only competition is about satisfying the customer and achieving goals.Why not make establishing best practices and improving the work environment fun?

Get everyone involved in the process and create a culture that others want to be part of. To learn more about empowering others contact us.

Click here to obtain a tip for DEVELOPING OTHERS 

 

07 Jul
photo of Thank You medal; reward the positive
PeopleTek Coaching Leadership

Reward The Positive

People improve more by magnetizing their virtues than by brooding on their shortcomings”.
–J. Donald Walters

Part of being a leader includes addressing negative behaviors and attitudes that are impacting the success of a team. This is a required role, but another role is to reward the positive, effective behaviors that support the attainment of goals.

Understanding your team’s strengths as a composite, and from individual contributions, will improve results as well as satisfaction and appreciation levels. It will also enable you to point out the behaviors that lead to success.

How to Reward the Positive & Banish Negativity in the Workplace

J. Donald Walters, author of The Art Of Leadership provides the following tips:

  • Work to strengthen a subordinate’s best qualities, rather than harping on his worst. You will accomplish far more by encouraging others than by belittling them.
  • Work more with your organization’s strengths than with its weaknesses. Channel more energy to those people in it who are in tune with what you are doing than to those whose tendency is to resist you.
  • Don’t invest a disproportionate amount of energy in addressing negative situations. Strengthen the positive side, rather, and any negative vortices of energy that exist will tend either to be dissipated or to remove themselves from the scene.
  • Don’t allow subordinates to offer merely negative criticism. Teach them that they must earn the right to speak by offering solutions when they want to point out problems.
  • Encourage the DOERS under you, not the mere talkers.
  • Never court popularity for yourself. Be concerned with issues, principles, (and goals).
  • Never speak from your own emotions or private prejudices, but always from a sense of justice, fairness, and truth.

We’re not saying to eliminate development plans as they are needed and add value, but we are advocates of acknowledging, and whenever possible, rewarding the behaviors (and skills) that allow teams to flourish.

Do you consistently acknowledge the strengths of your team?