Today, there’s a lot of people who call themselves coaches - sport coaches, business coaches, life coaches, executive coaches, sales coach, and so on and so forth. So, what really is coaching? And, more specifically, what is professional coaching?
In short, it’s a guided partnership between coach and coachee to create the success the coachee wants. Rooted in behavioral science, it empowers individuals to achieve their goals through what’s truly right for them instead of forcing them into actions steps and methods that are a “boxed” one size fits all approach…and so much more!
Join me as I dive into what coaching truly is and the benefits it creates. Don’t just take my word for it though. Here’s what decades of coaching has been proved to do: https://www.striveformore.com/coaching-works/
Continuing our conversation about team success, today we’re going to dive into what else we need for our teams to be truly successful. Beyond clarity, as we discussed last week, our teams also need us to help them – to serve them.
When our team is successful, we are successful. To that end, removing hurdles, being there for them, and managing at the appropriate level are just a few of the keys I’ll share today that truly lead to team success. Join me as I break this down further.
What’s important for me to convey to my team?
In one word – clarity! Our team needs clarity in what they are asked to do, what they are being held to, what’s expected of them, where the team is going, what their priorities are, and so and so on. There is a lot that we need to convey to our team for them to be successful, all of which comes down to how clearly we convey it.
Join me as I dive into this more deeply and talk about the ways in which we can ensure our message is clearly received by our team.
Why are peoples so resistant? So negative? Not even willing to listen to what I have to say???
It is absolutely frustrating when we are trying to connect with people, get them bought into the future, and they are staunchly resistant to even listening to what we have to say. When this happens, we are often left wondering why and what are we supposed to do? The good news…we got you!
This episode dives into the ways that give us the best chance to overcome the resistance we face from others. From listening techniques, to the way we phrase things, and even how we create context and ground rules, this episode is one you don’t want to miss!
Leaders often ask the question of how do I get people engaged and bought in to my vision for the future? We know where we want to go and want others to go with us; however, we struggle to find the right way to get others as excited as we are. This question, “How do I convey a compelling vision for the future,” is one many have asked, and one we will be answering today.
First and foremost, what’s in it for them? The universal rule of sales and business of know your customers and offer a solution that solves their need applies here as well. When we know what’s in it for others, what they value, how that is met, the positive impact upon them, etc., it makes it a lot easier to speak to it. This simple yet fundamental piece is the corner stone of crafting a compelling vision for the future.
Join me as I dive into other key elements to not only craft a compelling vision, but also be able to convey it while getting others onboard.
What goes into a good strategy and how do I create one for my team? To answer these questions, we need context – a starting point. In other words, what’s our frame of reference and guidance to stay within. When we understand this, it is a lot easier to start creating a strategy.
In this episode, we’re going to dive into the above and the key factors that allow us to create a clear and concise strategy for our teams. Not to give too much away…we’re going to get into the nitty gritty of defining our starting and ending points, our time frame, milestones, and how they all go into creating an easy strategy.
If you feel overwhelmed and/or don’t know where to start to create a team strategy, this episode is for you!
A quintessential part of creating a strategy for our teams is knowing what to align that strategy to! This guidance can greatly help us stay the course, craft clear milestones, and gives us an easy starting point amidst not knowing even where to begin when it comes to strategy.
In this episode, we’re going to dive into clear and concise ways to create a strategy starting point by defining 3 critical statements: purpose, mission, and vision statements. Join us as we outline what these statements are, how to craft them, and provide clear example to help guide your creation of them.
If you’ve ever been tasked within defining what your team is supposed to be doing, standing up a new team, or even having a boss that give little to no direction, this episode is for you!
Creating a strategy for our team goes beyond knowing where we are and where we want to go. It dives deeply into the individuality of those on our team, what aligns the team, and what eases the team’s path.
If you’ve ever felt stuck and unsure of even where to start to create a strategy for your team, this episode is for you!
We’ll dive into several specific pillars to create a team strategy, including: understanding our end post; understand where we are now; knowing what alignments to make to our organization and the individuals on our team; and what new process, policies, procedures, and people are needed for a successful team strategy.
Join me and unlock the keys to create your team’s strategy today!
“You need to be more strategic.”
Have you ever been told this? If so, did it come with anything else or just the statement? Typically, when we are told we need to be more strategic, no additional guidance is provided, leaving us to wonder how are we supposed to do that?
“What does being more strategic mean?”
This question is one I get asked all the time as a coach, and one that does have an answer! There is a way forward and an easy way to not only breakdown what it means to be strategic, but to also actually be strategic.
This episode breaks down being strategic into key elements and provides clear examples of how to apply each of these elements. Not only will you walk away with a full understanding of what it means to be strategic, you will also have a clear-cut way of being strategic you can act upon right now.
If you’ve ever been told to be more strategic and are expected to execute upon it, this episode is for you!
Right now, burnout is extremely widespread because of not just the past 2 years and everything that has come with it, but also because of what came before and who organizations have been. We are seeing a real tangible result of this burnout – the great resignation.
It is absolutely imperative that we understand not only what burnout is, what causes it, but also how to lessen it! When we know these things, we can actually put a strategy in place to reduce burnout across the board, increase satisfaction in life and work for our employees, and also, as a bonus, save organizations money. Something that is top mind right now for all organization amidst the recession.
If you are looking to lessen your own burnout, or even reduce it in others, this episode is for you! Join me as I breakdown burnout and present easy tangible steps to follow to lessen it.
“I want to be more fulfilled!”
“I need greater fulfillment!”
“I’m not fulfilled at all! This has to change!”
Have you ever said any of the above or something similar to it? If so, you are definitively not alone! Seeking greater fulfillment is very widespread, especially with what we’ve faced over the past few years! Sadly, so is struggling to figure out how to be more fulfilled.
If you ever desired or are currently craving greater fulfillment in life and struggled to even get started in doing so, this episode is for you! And, if you’re a boss looking to create greater fulfillment for your direct reports, I’ve got you covered too!
Join me as I break down fulfillment into smaller more manageable chunks to not only be able to start understanding what creates fulfillment for us, but also being able to act upon it. Moreover, I break down the easy way we can apply this in a work setting to create greater fulfillment for others.
I’m truly excited for where this episode will take you!
Too often do we play a guessing game around what our employees want. We brainstorm, talk to our colleagues, and spend hours trying to figure out this question and end up missing the mark, implementing strategies that don’t work. The reason behind this is that we forgo business 101.
Business 101 begins with knowing who our customers truly are. Not just their demographics, but also, what they want, what they need, how they think, how they feel, what they are truly looking for, what they say to themselves, and so on. Business 101 is about intimately knowing who we want to serve.
Our employees are no different!
When we flip the way we think about our employees and treat them like customers, we create a clearcut path to not only engaging them, but also motivating them! This way of thinking is crucial for overcoming the pitfalls of guessing.
Join me as I break down a tried-and-true approach to engaging and motivating our employees as an organization.
How do I get my direct reports to be more engaged?
A question a lot of leaders have asked over the past 2 years. And, in the event of employees who used to perform but have seemingly “fallen off the wagon,” we have asked how do we re-engage them?
Regardless of which question we are asking (and even if we are asking both of them), the answer lies within truly knowing our direct reports. If we actually know who they are, what they want, and what they value, we can engage/re-engage them! This is at the heart of it!
Beyond this is also truly understanding and addressing what is causing individuals to be disengaged. Far too often we ignore things, let them slide, or brush them under the rug. When we do this, we often perpetuate what is causing individuals to be disengaged. However, when we actually call it out and address it, we flip the script and can bring individuals back from the brink.
Join me as I break this down more in depth and layout how to engage/re-engage our direct reports.
At the heart of every team is people. When we recognize and embrace this, it becomes much easier to get teams (people) to work together. The question is, how?
Goals, missions, and purposes are all known things that can bring people together. But, how do we do that? What is it about these that unite and drive teams to success? The trick to this is alignment. Aligning these with who the individuals are. Now, that’s on a personal, individual level. When it comes to teams, this can certainly ignite individuals towards a commonality; however, it’s not the only key to bringing teams together.
When we embrace that teams are made up of people, not only can we orient them towards a meaningful goal and purposes and align with who they are (as discussed above), we can also begin to understand how they interact with each other. This is the true key to success. When the relationships between team members are good, the team is good. When the relationships are not, the team is not.
Join me as I dive into this more in depth and break open how we get teams to work together.
Teamwork makes the dream work.
Have you ever heard this phrase? There’s a lot of truth to this, especially in organizations. At the heart of it is collaboration. This we know. What we often question, however, is how do we do this? How do we make the dream work through collaboration? How do we get people to be more collaborative?
The good news is, we have the answer for you!
Collaboration starts with “we.” Not just in name, but in actuality, in action, and in intention. What are we focused on? Are we dominated by an “I” mentality or, are we truly open to what we want to achieve – a “we” mentality? Our intention, our mentality, truly matters as it dictates how we come across to others, the language we use with them, and the way we are perceived. Beyond this, the value in being collaborative and the benefits it holds for us greatly influence whether we are or are not going to truly be collaborative.
Join me as I break this down in detail and share what we can do to help others be more collaborative.
“Man! People are lazy!”
Have you ever heard this or even it said it yourself?
Whether it’s at work, in sport, or even in life, we naturally create perceptions of others based on our interactions with them. One such perception can be that people are lazy.
Over the past few years while the majority of us have been working remotely, it is easy to think people are lazy because we don’t actually see what others are doing – out of sight, out mind. Our minds can feed our perception that someone is lazy when we don’t see or hear anything from them. An absolutely critical factor when we start to address the question of how do we deal with others who are lazy.
First and foremost, what gives us the impression that they are lazy? Are they truly lazy? Do we perhaps hold different standards then they do? Would we do something in a different order than they would? Do they approach their tasks differently than we do? There are a lot of questions that come into play regarding laziness and, they all start with us.
The perception that someone is lazy actually comes from us. What we perceive, what we expect, and who we are. While we often put laziness on others, we play a huge role in truly understanding if someone is really lazy or if there is something else at play.
Join me as I breakdown an easy-to-follow methodology for dealing with others we perceive to be lazy (and be able to determine if they are truly lazy).
Not only is it seemingly tricky to motivate others, it is also seemingly tricky (or impossible) to get others be motivated as we are. Have you ever felt this way? Wondered why others aren’t motivated or up to the standards you hold? Shaken your head because no matter what you’ve tried you can’t get others to step up their game? If you have, today is the day we answer how to overcome these hurdles.
As we explored last week, motivation is a tricky elusive concept; however, there is a clearcut way of breaking it down to understand it, leverage it, and use it to motivate others. This is the foundation of how to get others to be motivated as we are. Once we have this understanding, it is easier to understand that all of us are uniquely motivated.
What motivates me? Is it the same as it was last year? Last month? Yesterday? Our motivation shifts over time which is also important to understand, especially when we are trying to get others to up their game and meet the expectations we hold for them. A sentiment which is critical to our overall question today – our expectations shape how we perceive the actions of others and play a critical role in whether or not we believe someone is up to par. Or, in this case, as motivated as we are. So how do we truly get others as motivated as we are? Join me as I break down the answer.
One of the most common questions I get asked by leaders is “How do I motivate my direct reports?” Have you ever asked or though this question? If so, you are definitively not alone!!
Motivation is often elusive, hard to describe, and hard to understand. However, there is a clear easy way to understand not only what motivate us as human beings, but also, how to understand the motivation of others and be able to successfully motivate them.
It all starts with what we do as leaders to create a culture conducive to motivating individuals. When this is done successfully, we can then leverage what uniquely motivates each individual to get them to be at their best. How you may ask? That is indeed the question!
Join me as I break down how to create a culture of motivation, lay out what motivates us as human beings, and how we (as leaders) can best extrinsically motivate our direct reports. If you’ve ever felt baffled by motivation or have struggled to motivate others, this is a must listen episode!
How can we help our employees grow?
Do we provide training courses, bring a speaker in, have a workshop, engage in coaching, or leave employees to their own devices? Many companies, managers, and HR leaders have asked this very question. Have you?
How does your organization help their employees grow? Do they guess at what employees want or truly understand their employees’ needs and fulfill them? Hint: the latter is much more successful!
To truly help our employees grow, we must first know what that growth looks like for them and how they want that fulfilled. And, this doesn’t just mean training and coaching, it also means career development and advancement. Are career paths and what’s needed to progress clear for our employees? Often it isn’t…
Join me as I deep dive on the above and the keys to successfully helping our employees grow.
Attrition rates amidst the great resignation have sky rocketed from the typical 18% to 30% and even 40%. What a jump! Can we afford to lose this many employees? Not just from a work standpoint and the cascading waterfall it creates by further burdening our all-ready overworked employees with even more for them to do, but also from a financial aspect. It’s estimated that losing an employee costs approximately 33% of that employee’s annual salary.
Understanding the above unfortunately isn’t enough to stop losing our employees. We must truly understand what is causing them to leave. For example: people quit people. People also quit organizational cultures. And, people quit because they aren’t afforded growth and development opportunities. This is what we are going to dive into today.
So, how do we prevent our employees from leaving because of a lack of growth and development opportunities? Hint: the answer starts with them! Join me as I break this down.
