22 Oct
PeopleTek Coaching Decision Making, Success

Decide to Succeed

“People begin to become successful the minute they decide to be.”
–Harvey McKay

Did the quote resonate with you in any way?   Has it inspired you to reflect on your accomplishments or prompted you to evaluate how you’ve coached others to be more successful?

Consider:

How often do you use the term “ success ” in your discussions or evaluations?

Do you link “ success ” with the attainment of goals and objectives?

When was the last time you provided feedback so others could increase their chance for success?

What commitments have you made to be a more successful leader?  (Are they written down?).

Let us know if we can help; now’s the time to take your leadership to a higher level!

18 Oct
PeopleTek Coaching Communication, Leadership

Failure to Communicate? COMPASS Series #3

Our COMPASS series focuses on the critical need for self reflection. We’ve already talked about our open, hidden, blind, and known/unknown spots with the intention to enable you to better understand yourself, strengthen relationships, and increase the successes you have with others. Now we’ll start discussing the COMPASS components (look in the left box for the list). Our COMPASS is a tool which may be used throughout your career– it identifies key components for providing direction and for obtaining desired results.

#3 in COMPASS Series – Failure to Communicate?

When working with leaders, it’s often interesting to obtain answers to the question “Did you share that information”?  We sometimes hear “yes”, and when pressed how, the majority respond “via email”, admitting there was little or no supporting information.

While we are not here to judge, we can tell you that just sending an email is frequently insufficient. There is quite a bit of evidence that says it takes seven attempts for someone to accurately interpret and process your message.

We see advertisements, commercials, promotions etc numerous times, so why do we think our professional (and personal) communication should be any less frequent? The more critical and personal the information is, the greater the need to meet face to face (whenever possible), followed by a phone conversation if a face to face is not viable. We suggest never sending personal feedback via email as this will break down trust and hurt relationships.

Communication occurs in a variety of modes including:

  • Face to face
  • Telephone
  • Email/IM
  • Texting
  • Video conference
  • Electronic blasts
  • “Snail” mail

Which do you use most? Why?

Do you use the ideal mode or the one that’s easiest to use?

Could using another mode benefit you more?

Are you sure your message was accurately interpreted? How do you know?

Communication is Complicated

It includes 4 elements

1. Verbal

  • The usage of words
  • The ability to control what we say
  • A common belief that we all interpret words the same

2. Paraverbal

  • The way something is said
  • How quickly we speak, pause, tone of voice, intensity levels. NOTE: Our words may not match our delivery!

3. Body Language

  • How we physically communicate
  • Do we stand, cross our arms, roll our eyes, shake hands firmly, make eye contact?
    • Facial expressions and eye contact are key to interpretations

4. Personal Space

  • Includes the space between you and others
  • How you arrange your work space (cluttered vs. neat, organized vs. disorganized)
  • Choice of decorations / personal touches
  • Your personal appearance!

Self-Reflection

  • What do you already know about your communication strengths and opportunities for improvement?
  • Who can you ask for feedback to learn more about how you communicate?
  • In what way do you need to be more open and authentic?
  • How can your communication style inspire creativity and innovation?

When a leader communicates their vision, how many modes should they use? As many as possible! Again, sending one email with your vision, mission and goals is not enough.

Please be open, rate yourself objectively on where you are within the COMPASS regarding communication. Now rate your team.  Do you see any opportunities for improvement?

Recommended Reading

  1. Crucial Conversations – Kerry Patterson, Joseph Grenny, RonMcMillan, and Al Switzler
  2. The Introvert Advantage – How To Thrive In An Extraverted World-Marti Olsen-Laney
  3. Type Talk – Otto Kroeger and Jane M. Thuesen

Today’s Quote

Communication breakdown, It’s always the same
–Led Zeppelin

Effective communication is when we send a message and it’s received and accurately understood!

08 Oct
PeopleTek Coaching Leadership, Planning

Ready, Set, Jump

It’s that time of year to take a pulse on successes and unfinished business. It’s also time to create and execute a plan for what’s left to be done in 2012.

  • What have you accomplished this year?
  • What has your team accomplished this year?
  • What goals have been missed or neglected?
  • What’s your priority?

It’s also time to plan for 2013 strategies and goals.

  • Do you have the right team in place?
  • Are you building bench strength?
  • Is “up-skilling” required?
  • Do relationships need to be enhanced?
  • What changes could be made to make 2013 more successful than 2012?

Don’t wait, plan for excellence now!

We can help!

Productivity is never an accident. It is always the result of a commitment to excellence, intelligent planning,
and focused effort.
–Paul J. Meyer (founder of Success Motivation Institute)

04 Oct
PeopleTek Coaching Blog

PeopleTek’s COMPASS Series #1

As mentioned last week, we developed PeopleTek’s Leadership COMPASS to provide you with a holistic approach to successful leadership.

Our COMPASS is a tool which may be used throughout your career. It identifies key components for providing direction and for obtaining desired results. It’s available in PDF and excel formats.

#1 – Leadership COMPASS Series

Getting started requires self-reflection. It requires getting to know and understand YOU. It means having the ability to answer: Where are you going?

You must have a vision, a mission, goals, and measures, and they must be supported by appropriate behaviors and actions. They must be documented, shared, and understood, with all team members being purposeful about the behaviors they demonstrate. There must also be the willingness to change/eliminate ineffective and counter-productive behaviors, and identify and implement new ones.

Vision, Mission, Goals, Measures = Behaviors

Vision

It’s a dream or aspiration that you as the leader have for yourself and your organization. The vision provides direction and guides us to a place far away.  It may be unattainable but we strive for focus and make strides for getting there.

Mission

Represents what you are going to do and how you’re going to do it to carry out your vision. It makes the vision come closer to us; it brings the vision alive for us and makes it more personal. The mission begins to bring clarity to your vision.

Goals

Bring 100 percent personal clarity to your vision and mission. It requires ACTION. Think in terms of what, when, and how the actions will be carried out, by whom, and by when. The goals must be “SMART”:  Specific, Measurable, Actionable, Realistic, and Time-bound.

Metrics or Tape Measure

Symbolizes measurement and provides guidance and direction.  It also acts as a compass letting us know if we are not on track and if our direction or behavior requires change.

Our Vision, Mission, Goals and Measures dictate all of our leadership, team and organizational behaviors. By creating them with purpose, rather than by chance or mistake, we will be more successful and deliver stronger results for our customers, shareholders and ourselves.

It’s time for self-reflection; are you willing to step out of your comfort zone and take your leadership to the next level?

24 Sep
PeopleTek Coaching Team

Team Dynamics

Are you working on an initiative that’s highly strategic or just too important to fail? Do those that share responsibilities consider one another team members and understand the unique strengths within the team?

Or maybe you’re in the same reporting structure with common goals but don’t get the opportunity to work together, and are therefore unaware of the extent of the skills and value that can be provided.

We specialize in strengthening team dynamics

We offer a wide array of team solutions that help you:

  • Unify teams that are spread across the globe
  • Conduct assessments that will identify perceived team strengths and gaps
  • Understand why conflict can be healthy, positive, and motivating
  • Identify common goals and purposes and put a plan in place for action
  • Deliver and receive feedback for personal and team growth
  • and much more . . .

Let us customize a program that will address the specific needs of your team.

Position your team members to increase levels of awareness about communication styles, information processing preferences, while forging stronger bonds of trust, and ultimately improving results and satisfaction levels.

We are most effective as a team when we compliment each other without embarrassment and disagree without fear.
–Unknown

20 Sep
PeopleTek Coaching Leadership

To Meet or Not to Meet

Last week we provided tips for conducting effective meetings.  We received great feedback, and one indicating that we had 2 critical omissions:

  1. There must be a legitimate need to hold the meeting
  2. Ensure all decision makers are present

(The decision makers are those that can make commitments for their areas, and provide necessary funding, if needed. Without them, the discussions are only philosophical and not action oriented).

Ensure your meetings are productive; everyone contributes, no one dominates, decisions are made, and results are obtained!

Meetings with purpose  . . . 

Much has been said about ineffective meetings, and it seems we’ve all experienced them! Per Professor Richard D. Arvey, Ph.D., the top 8 reasons provided for finding meetings a waste of time are:

  1. Our meetings are never on time-they start late and end late
  2. Our meetings are “dull and boring”
  3. There are too many disruptions in our meetings
  4. Decisions never get made in our meetings
  5. Only certain people talk during our meetings
  6. We go off target in our meetings
  7. People lose interest during the course of our meetings
  8. From a simple cost perspective, business meetings are excessively costly given the benefits derived

How many of these reasons resonate with you?  Given that on a typical business day 11 million meetings are held in the U.S., we need to schedule meetings that are necessary as well as provide value.

It was reported that:

  • Executives spend 23 hours/week in meetings, and that 7.8 hours were determined to be wasted time.
  • Managers spend 10 hours week in meetings, and 9 hours were determined to be a waste of time.
  • 90% of attendees day dream
  • 73% bring other work

(How many of you find these numbers to be low?)

RESOURCES: University of Arizona Teamwork Study, MCI Conferencing, UCLA Study, Psychology Today

The need to meet will never go away, but you’re in the position to ensure your meetings are productive; everyone contributes, no one dominates, decisions are made, and results are obtained!

Happy meeting!

13 Sep
PeopleTek Coaching Communication, Success

Effective Meetings

How much of your day is spent attending meetings?

What percentage of them would you say were a good use of your, and the other attendees’ time?

There have been meetings of only a moment which have left impressions for life…
–J. B. Miller

 Effective Meetings

Here’s a recap of proven tips that help:

  • Always have an agenda
  • Start and end on time
  • Rotate the meeting leader/facilitator
  • Begin each meeting with attendees sharing a one minute “experience”
  • State the purpose for being together ex. problem “x” requires resolution; what do we need to do to accomplish “y”; sharing the status of goals, etc.
  • Determine if all key contributors are involved and participating
  • Everyone participates; no one dominates
  • One speaker at a time; no side conversations
  • Discuss issues not personalities
  • Evaluate rather than criticize
  • If it’s a brainstorming session all ideas are accepted
  • Meetings should last between 30 – 60 minutes
  • Conduct staff meetings minimally once a month
  • Establish the day and time for the next meeting and restate all takeaways

What about for more strategic meetings?  Taking a leadership team off-site for a few days is a great way to strategize, encourage creativity, strengthen team relationships, and re-energize your team.  You’ll also want to:

  • Have a clear purpose
  • Identify desired outcomes
  • Determine if attendees should be limited to your team or if a guest speaker or business partner could help you better meet your objective
  • Provide at least 1 month’s advance notice for invited attendees (2 months is even better).
  • Establish a detailed agenda with a timeline and build in “spare” time for hot topics
  • Keep a “parking lot” log of issues or items that require follow-up
  • Have fun!

Wouldn’t it be great if all meetings (and conference calls) left favorable impressions?  Let us know if the tips help!

ANNOUNCING QWIKCOACH!

PeopleTek’s strategic partnership with eCoach offers you a new online support tool for finding solutions for day-to-day issues.

This online coaching support tool provides immediate advice for handling everyday challenges in 3 main areas: People Smarts, Business Sense, and Personal Savvy.

Read More About QwikCoach

06 Sep
PeopleTek Coaching Leadership, Success, Team

Player Engagement

This week NFL football kicks off it’s 2012 – 2013 season. While some of you may be avid football fans, we realize many of you have no interest whatsoever, but we did want to share a little-known leadership program that the NFL has created.

Department NFLPE (National Football League Player Engagement) exists with the purpose to create a model of best practices that will maximize player potential “for a lifetime of commitment, contribution, and community.” How cool is that?

The mission is to maximize players’ potential by facilitating education and life skills training to prepare them for success before, during and after their playing career.
(NFL Player Engagement Mission)

Player Engagement

The Player – to – Player model connects generations of players through a variety of programs that promote success on and off the field. Active players that “do the right things” are chosen to become mentors, contributors, and possibly ambassadors to other players.

Ambassadors (active and past players) are critical to the success of player engagement and must complete a program to become certified as a Transition Coach. They work with 3 areas of player engagement: PREP (pre-NFL), LIFE (active players), and NEXT (former players), and focus on core areas. They include academic excellence, leadership development, social responsibility, health, safety, and wellness.

In addition to working on the core areas, they also focus on:

  • Protecting the NFL brand
  • Establishing best practices
  • Promoting players as their most valuable asset
  • Preserving and growing the game
  • Formalizing standards and certifications
  • Preparing high school and college athletes for becoming professional
  • Supporting Play 60 (exercise for 60 minutes/day)

As leaders (remember, we’re all leaders as we all have the ability to influence others), what more can we do to prepare our business or organization for success, while maximizing the potential of those we work with?

Is there anything to be learned from NFLPE?

ANNOUNCING QWIKCOACH!

PeopleTek’s strategic partnership with eCoach offers you a new online support tool for finding solutions for day-to-day issues.

This online coaching support tool provides immediate advice for handling everyday challenges in 3 main areas: People Smarts, Business Sense, and Personal Savvy.

 

03 Sep
PeopleTek Coaching Leadership

Labor Day and Leadership

All labor that uplifts humanity has dignity and importance and should be undertaken with painstaking excellence.
–Martin Luther King, Jr.

The History of Labor Day and Its Leadership Significance

Did you know the first Labor Day in the United States was observed on September 5, 1882 in New York City, and became a federal holiday in 1894?

Labor Day is dedicated to the achievements of workers that made, and make, the United States strong and prosperous.

We’re relatively certain that many that celebrate Labor Day are unaware of how, when, and why it became a national holiday (it’s really an international holiday with some variances on the day of celebration).

Sadly, the holiday came about because of conflicts (and even deaths) during labor strikes. Many believe President Grover Cleveland was instrumental in the creation of the holiday in order to improve labor relations, and as a way to pay tribute to the American worker who supplied the country with strength, freedom, and leadership.

The labor movement and the American workplace has come a long way since 1882, but strong leadership and the ability to inspire others and obtain results continue to be key drivers for all businesses and organizations.

Labor Day is not just celebrated in the United States; it’s an international holiday recognized around the globe, with some variances on the day of celebration.

Reflect on your leadership contributions. How could you be even more influential? What could you change to become even more successful?

Enjoy the holiday!

Sources: https://en.wikipedia.org/wiki/Labor_Day and https://www.dol.gov/general/laborday/history.

Coaching Has Evolved

Once seen as the last step for an executive about to fall off the ladder, leadership coaches now help smooth a promotion, teach outsiders about their new culture, and tune up talent.

A coach is like a personal trainer for business.
–Erika Andersen, author of Being Strategic, and coach to many media executives

Also, check out this great article to find out if coaching is right for you.

Call today for a complimentary coaching session!
888.565.9555 ext. 717

23 Aug
PeopleTek Coaching Leadership

Bliss at Work

“Pleasure in the job puts perfection in the work”.
-Aristotle

Are you happy at work? Do you enjoy your job? What about your co-workers and team members?

Careerbliss.com conducted an employee survey at nearly one hundred thousand companies. They pre-determined key “happiness” categories, and based on feedback, identified the top 50 companies to work for in the United States.

Job Happiness . . . 
 
Components:
Growth opportunity
Compensation
Benefits
Work-life balance
Career advancement
Senior management
Job security
Would you recommend the company to others

TOP 10 U.S. Companies to work for: (based on 2011 results)
Google
3M Company
DTE Energy
Qualcomm
U.S. Military
LSI Corporation
Charles Schwab
PricewaterhouseCoopers
TRW
Johnson & Johnson

For entire list of top 50 companies click here

As leaders, we have the ability to impact some of the “happiness” components, others not so much.  We can solicit feedback and ask what others like best about their job, and what they would like to see change.

And, we can ask what others like best about our leadership style, obtaining specifics for what leadership behaviors we should keep, as well as those behaviors we could change or eliminate.

Are you ready to take your leadership to a higher level?

ANNOUNCING QWIKCOACH!  

PeopleTek’s strategic partnership with eCoach offers you a new online support tool for finding solutions for day-to-day issues.

This online coaching support tool provides immediate advice for handling everyday challenges in 3 main areas:People Smarts, Business Sense, and Personal Savvy

For a preview of possibilities, visit:
http://www.qwikcoachonline.com/peopletek/What%20is%20QC/Content.htm

16 Aug
PeopleTek Coaching Communication

4 Types of Communication You Need to Know

Being an effective communicator is a requirement for successful leaders. There are many forms of communication and there are varying styles.

Communication can be complicated. If we are effective communicators, the message we send will be received and accurately understood!

The single biggest problem in communication is the illusion that it has taken place.
–George Bernard Shaw

The 4 Types of Communication

When we send our message, the receiver has filters that may impact the accurate receipt of our message. This is why it is critical that you know the 4 types of communication and the impact they have on your message. While you use these every day, some you may not even be aware of.

Verbal Communication

  • The usage of words
  • The ability to control what we say
  • A common belief that we all interpret words the same

Para-Verbal Communication

  • The way something is said
  • How quickly we speak, pause, tone of voice, intensity levels
  • Our words may not match our delivery!

Body Language Communication

  • How we physically communicate
  • Do we stand, cross our arms, roll our eyes, shake hands firmly, make eye contact?
  • Facial expressions and eye contact impact interpretations

Personal Space Communication

  • Includes the space between you and others
  • How you arrange your workspace (cluttered vs. neat / organized vs. disorganized)
  • Choice of decorations / personal touches
  • Your personal appearance!

Communication improves with awareness. What positive communication behaviors do you exhibit? What are your trouble spots? Make it your goal to communicate with confidence and have your message accurately interpreted!

ANNOUNCING QWIKCOACH!

PeopleTek’s strategic partnership with eCoach offers you a new online support tool for finding solutions for day-to-day issues.

This online coaching support tool provides immediate advice for handling everyday challenges in 3 main areas: People Smarts, Business Sense, and Personal Savvy

Read more about QwikCoach for a preview of possibilities.

09 Aug
PeopleTek Coaching Success, Team

Creating the Dream Team

“The way a team plays as a whole determines its success. You may have the greatest bunch of individual stars in the world, but if they don’t play together, the club won’t be worth a dime”.
–Babe Ruth

Are you part of, or do you lead, a strong and successful team?  Successful teams consist of individuals that have a common purpose, focus on shared goals, and have a desire for their team to flourish.

We don’t always take the time to build relationships and understand and improve team dynamics, but making the investment upfront will enable you to build your “ dream team”.

Strong and successful teams are comprised of individuals that trust one another, hold one another accountable, and are comfortable with expressing differing opinions. And, they clearly understand and appreciate the strengths of the other team members. Maximizing collective strengths provides greater results, fosters creativity, and increases inspiration, motivation and satisfaction levels.

Creating a strong team takes time and must be reinforced over time. (It’s not a “one shot deal”). Open lines of communication are critical, as are acknowledging contributions and openly discussing areas for improvement.
No finger pointing!

Do your team members understand your department vision and what it means to them personally? Are conversations held (both one on one and in a team setting) to discuss how individuals and the team as whole could more effectively achieve their vision?

What about behavioral assessments or feedback and survey results? There are so many tools that can be used, and you can even have brainstorming sessions to identify existing behaviors that create success, and identify behaviors that cause disruptions or create barriers.

Strong teams:

– Share their successes and failures.

– Address conflict in a healthy, honoring manner.

– Speak up when they feel other team members are out of line.

– Support the common goal.

– Focus on what’s best for the team as a whole, instead of on individual needs.

– Use “we”, “us” and “the team” instead of “I”.

– Readily share information and knowledge.

What can YOU do to make your team a “ dream team”?

“Coming together is a beginning. Keeping together is progress.

Working together is success”.

–Henry Ford

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