Finesse Performance Coaching

Finesse coaching is a collaborative relationship between an individual and the coach that empowers the individual to strengthen their aura. This benefits the individual in both their professional and personal lives and is especially pertinent to senior members of organizations, leaders and independent professionals. Finesse coaching involves focusing on all aspects that can help grow the self-esteem, confidence, behavior and personality of the individual in the positive direction.  It includes a wide array of topics from etiquette, grooming, personality development to everyday behavior. It ensures that the person’s aura is felt in the way they look, talk, act and walk.  

In a more organizational context, finesse coaching can fine-tune the way we engage in specific activities. It can help individuals learn how to gracefully enter and exit a conversation, diffuse negativity, solve conflicts peacefully and with subtlety, read others’ intentions, find common ground in a group of diverse people, and enlist the support of other in any matter with rationale. It helps people build quality relationships that are mutually beneficial. 

Making improvements in these areas helps the individual navigate social relationships with ease, an aspect of life that most people struggle with for decades. Social relationships are of prime importance to leaders and high-level professional since they are complex, delicate and influence the stakes of the success of businesses.  

Finesse coaching reiterates the importance of networking and networking without immediate motives, to schedule and spend time with people from diverse backgrounds and exchange information while engaging in activities. Engaging in activities together builds relationships faster and builds a memory of positive experience.  

The coaching process allows an individual to engage in activities to test out the skills they want to build. Finesse coaching allows a person to expand their social horizons by empowering them to notice and test people’s intentions, remember their preferences and even take note of the ties they may want to be left to themselves.  

To be able to read the context and align with the behavior of others seamlessly while also engaging in the conversation by adding powerful and valued points, is an ability that is highly sought after. Keeping emotions in check and negativity at bay can help an individual utilize their time for productive activities rather than the automatic coping mechanisms that we tend to exhibit if the negative emotions are not addressed.  

The coping mechanisms may be in the form of frustration, anger or even avoidance which lead to the reduction in the capacity for information intake. Finesse coaching also teaches individuals how to deal with social failure. Sometimes in social situations rejections are inevitable and what is most important is how the rejection is handled. A quick recovery and a graceful response will always build social reputation and relationships.  

Finesse coaching is relevant to most people as face value is of prime importance in today’s business world. It is more important to those who need to strike others as important, confident and a leader. Investing in finesse coaching improves the quality of impact and the footprint that a person leaves wherever they go. 

Filed under: Coaching

All about Performance Coaching

Performance coaching is a collaborative relationship between the coach and the individual that facilitates the development and the action planning of the individual that is a part of an organization. It does not involve the coach sharing their experiences or even sharing advice. It is a process that involves discussion and decisions on the focus of the coaching relationship and provides a supportive but challenging environment that empowers the individual’s growth that ultimately contributes to the growth of the organization 

Performance coaching requires the coach themselves to follow a few guidelines to ensure the success of the process and maximize the employee’s potential. While they follow ethical standards, they must also be honest in their feedback and communicate constructive criticism instead of pandering to high level officials in the organization. Most people that engage in this process need a push to work on their self-esteem and make the best use of their knowledge and potential. A performance coach must recognize this need and ensure that they incorporate self-esteem as one of the goals in the coaching process.  

Organizations tend to assume that training and development is sufficient for talent development. This approach mainly covers technical competencies and expected behaviours. Including performance coaching would enable the employee to develop personalized plans with the coach, eliminate redundant activities and focus on their strengths, weakness and work on how best to use or change them to benefit business goals.  

This process innately includes weaving together the organizational goals and the team goals with the individual’s goals. Performance coaching involves the coach assessing the individual, setting realistic and mutually agreed-upon goals, providing continuous feedback and reinforcing positive behaviours. Hiring managers who are certified in performance coaching or even investing in getting managers certified in performance coaching would be highly beneficial to organizations. They have the ability to tell, discipline and direct when required but also to ask, discuss, empower and develop when they see potential.  

Performance coaching is proven to bring out potential in all levels of employees in an organization and, understanding how emotions and relationships affect thought and behaviour at the workplace is an effective way of enhancing performance, but it is not solely about improving performance. Performance coaching gives the employees a say in the approach to tasks they engage in hence are more inclined to take ownership of tasks and feel more committed to the organization.  

 This shift has a significant impact on employee-level roadblocks like stress, burnout and absenteeism that organizations face constantly in today’s fast paced business world. Performance coaching is especially beneficial during large shifts at the organizational level like mergers and acquisitions. These processes re-establish strategies and working methods and are aimed at growth. Performance coaching would be a pertinent addition to the change management strategy that ensures the rise in the quality of performance in the organization. 

In conclusion, performance coaching addresses the gap that organizations neglect while raising performance standards and projecting increased profits and growth. It enables employees and managers and gives them a strong strategy to follow. This ultimately aids the organization in consistent growth and progress.  

Filed under: Coaching, Executive Coaching

Leadership Coaching for Organizational Performance

Leadership Coaching is a process that aims to help leaders meet the organizational needs. It is a personalised, collaborative relationship between the coach and the leader. A leader may be anyone from a team leader, supervisor, project manager to a business owner or a director. It includes anyone that is leading a group of people in an organization.  

The process of leadership coaching, although intended to benefit organizational goals, helps personal growth of the leaders as well. It improves their interpersonal relationships, job satisfaction, happiness quotient and work-life balance. It is very important to differentiate between coaching and other processes like mentoring, technical training, counselling and training. The aims and approaches of these processes differ largely from Leadership Coaching.  

As mentioned earlier Leadership coaching is a partnership between the leader and that coach where both parties agree upon the destination they want to reach and establish a plan with a timeline detailing how they would approach the process. The ideal outcome would be a sustained behavioural change in the leader that is beneficial to their personal life and most importantly their professional life.  

There are two forms of Leadership Coaching, one being developmental coaching and the other being coaching to manage problems or risks. Developmental coaching is a foresight that improves leadership practice in an organization like emotional intelligence and work-life balance whereas coaching to manage problems or risks addresses the factors like stress that threaten the efficient functioning of the organization. A pertinent method of leadership coaching in today’s fast paced world of business is to incorporate both forms of coaching while making sure to first coach to manage problems and then move on to developmental coaching.

Process of Leadership Coaching

The process of Leadership Coaching must always follow some base principles. It must establish an environment that is safe but also challenging for the leader. The coach must facilitate the leader’s growth through effective collaboration. They must also guide the leader to practice self-awareness by monitoring events and how they affect the leader and the team.  

The coach must encourage the leader to draw on past experiences in the workplace and treat them as learning experiences and make note of how they could improve on the previous practices. The most important principle is for the coach to always follow the practices that are in line with the recommendations given to the leader.  

The sustained behavioural change in the leader that is brought about by Leadership Coaching results in many benefits to the organization as well as the leader’s personal growth. The leaders identify the areas where their communication can be improved and, also improve the quality of interactions with a diverse workforce. The leader can identify their strengths and weaknesses and are empowered to work on their weakness and best utilize their strengths.  

This change leads to a significant improvement in performance. The leader gains new perspective through the coach and learn how to analyse the underlying problems of a situation and work towards the solutions more easily. Leadership coaching reduces narrow-minded thinking in the leaders and benefits innovative and free thinking.  

Investing in Leadership Coaching leads to multiple benefits to the organization. It also adds value to the leaders’ personal growth and hence results in higher levels of satisfaction and commitment towards the organization. The skills that a leader learns through the coaching process can trickle down onto the lower levels of leadership in the organization and transform the organizational culture.  

Filed under: Leadership

Correlation between HR and Business Strategy

Business strategy and HR strategy can be better communicated by understanding the two terms. A business strategy is best described as a competitive moves and action that a business uses in order to attract the appropriate customers, improving performance, and achieve the organizational goals that have been previously established.  

It provides an outline on how the businesses should be executed to reach the desired goals of the organization. HR strategy or human resource strategy is a long-term plan that is created to meet the objectives created by the human resource department and human capital management and development in the organization. HR strategy is one of the outputs of the strategic management in the field of human resource management.  

 Specifically, proper HR strategy is said to have on impact on the business strategy. In today’s world, it has been observed that the human resources department have a more concrete, strategic role in companies, and this reflect that HR strategy affects the bottom line. HR strategy can be a part of complete business strategy which says that business strategy and HR strategy play a significant role while devising one and another.  

In the real world, the distinction betweeBusiness strategy and HR strategy is said to be a very thin line. However, a successful business owner understands the significance of this difference and understands that there is a strong connection between the two. Human Executive leadership teams confers with human resources experts which is included in the human resource strategy and this aids in improvising the complementary goals for human resource and the whole business. As you can see, this is what is aimed to be achieved through business strategy and human resource strategy.  

The recruitment and selection process carried out the human resource department amounts to ensuring that a productive workforce is created. Ensuring the maintenance of workforce that facilitates high levels of job satisfaction and job security converts into a workforce assisting in achieving the business goals. 

Currently, it can be stated that HR technologies have become an integrated engine in terms of advancing the broader requirements of the business, supporting more than just the basic transactions, and advancing the HR and business agenda for the purpose of a better future. The progress of the performance management, recruitment, and selection includes Human Resources Information System (HRIS) as an integral part of such progress. HRIS also plays a significant role in the rejection of candidates, their promotions and postings, etc.  

Business strategy and HR strategy rests upon the interaction among executive leadership. IT is said that one of the best ways to cultivate a healthy relationship between HR and C-level executives is by demonstrating the ROI (Return oInvestment) in human resource activities and practices. By cultivating such a healthy relationship, the HR strategy will complement the business strategy to work towards achieving the business goals.  

Thereby, this helps us understand business strategy and HR strategy as the integration of HR strategy with business strategy, business productivity, and their interdependencies and the way their relationship influences the organization 

Filed under: Executive CoachingTagged with: ,

Best practices for defining organization values

Organization define the core pillars of their identity and principle which affect the way their business is conducted through company values. Each company have individualised set of core values which support the vision and decision-making processes within the organization. These core values have a significant role and are essential and guiding force as the company grows.  

This is the reason why a lot money has been spent on researching the best practices for defining company values and there are two main observations that are emphasised as important: 

  1. The guidelines can only be helpful to some point as each company have their own story when it comes to defining company values. Thereby, there is no right way to do it.  
  1. It does not entail just defining company values but also ensuring these values are in practice throughout the organization.  

It is said that great company culture begins by ensuring that the company values are great. In order to ensure that the company values are great the process of defining company values should be appropriate. One of the most important point to remember is that the process of defining company values should be ideally be independent for each company and this is elaborated further in the upcoming paragraphs.  

Process of defining organization values 

It should be carried out as early as possible. This should be done as it would act as a framework when the company is going through the process of recruitment. It is also important during the decision-making processes. While defining company values, they should be polarized in nature so that it will attract the right kind of employee for the role and weed out those who will not fit in. It is often believed that the process of defining company values should take place while the company is in its initial stages of development.  

While defining company values, it has been proposed that they use bottom-up and top-down approaches.  

For the bottom-up approach, a team was to identify the best exemplars co-workers of the organization and describe the key attributes of that employee. The attributes were then put on a white board and then grouped it into similar categories which gave about ten groups. Then the list is shortened by keeping in mind the core values of the company. Further, this debate was used to start naming and ranking the groups. Now the top-down approach is to be implemented and this is where they are important. While defining company values, they should also be provided by the senior management. However, there might be some issues while a disagreement arises on a value chosen collectively.  

 These two approached create the first draft of the company values. These company values are reviewed and challenged each quarter and read aloud during the meeting each week, create interview questions based on the company values and further incorporate them into activities to ensure they are completely understood and practice the company values.  

It has been found that this generation is too big in number to ignore. The millennials at 83.1 million surpasses baby boomers in 2014 census itself and are said to represent one quarter of the U.S. population. Millennials do give significant importance to company values and in the role of customer and employee, millennials favour companies whose values align with the millennial’s personal values. This makes company values an important part of driving sales and attracting top talent.  

A study found that an average of $7,600 pay cut would’ve been accepted by millennials for a healthier work-life balance, better company culture, career development and a meaningful job which are factors that improve overall quality of life. Defining company values that are strong and solid ensures direction and builds a reputation. It sets the tone for company’s interaction with customers while marketing its products and making important decisions. If company values are taken seriously, it will help in developing a strong brand identity and a cohesive business plan.  

Filed under: Executive CoachingTagged with: , ,

Innovation management at workplace

Innovation management includes a set of tools that allow leaders and employees to work together with a common understanding of procedures and goals. It enables theorganization to react to external or internal opportunities, and use its creativity to bring in new ideas, practices or products. It is a blend of the management of Innovation processes, and change management. It includes workers or users at every level in contributing creatively to a company’s product or service development and marketing. 

The life of products or services is getting shorter because of rising competition and quicker launching, forcing organizations to reduce their time to bring the product to the market. Innovation managers must reduce the development time, without compromising on the quality or meeting the demands of the market.  

 Unskilled  

One who is unskilled in innovation management- 

  • Is not a good evaluator of what’s creative? 
  • Misinterpret the marketplace for innovation. 
  • Is unable to choose from among creative ideas which one would work the best. 
  • May not be willing to accept the creative suggestions of others. 
  • May be caught up in his/her comfort zone of tasks and ways of doing them. 
  • Is not inventive; unable to figure out creativity or the process of innovation. 
  • May finish too soon with solutions and decisions. 
  • May be a perfectionist escaping risk and afraid of failures and mistakes. 
  • May not use experiments to learn and amend and may obstruct the innovations of others. 

 Skilled – 

  • Is capable of bringing the creative ideas of others to market. 
  • Has good ability to decide which creative ideas and proposals will work. 
  • Is capable of managing the creative process of other. 
  • Can facilitate effective analyzing. 
  • Can design how probable ideas may work in the marketplace. 

 Overused Skill – 

  • May move toward the new and deny the old. 
  • May favor creative people and underestimate those less creative. 
  • May overextend oneself in front of others in thinking and planning. 

 Some Causes – 

  • Fail to understand the market. 
  • Can’t interpret creativity. 
  • Are afraid of mistakes. 
  • Get it right the first time. 
  • Perfectionist. 
  • Too comfortable. 

The Map – 

Innovation management involves three skills. The first is a total awareness of the marketplace for your products and services. This means being well- informed of what sells and why. What more do the customers want? What characteristics would be most attractive to them? And what do those want who are not your clients, and they don’t find in your products? The second is being able to choose from among many available creative ideas for new products and services, those which are likely to succeed in the marketplace. The third skill is taking the raw idea and managing its growth into a successful product in the marketplace. 

 Some Remedies – 

1. Managing Innovation Means understanding Your Market – 

What have your customers done in the past? Which new products were a success, and which failed? What do the customers buy today? What more do they want and are willing to pay for? For those who did not buy your product or service, what was lacking? What do your competitors have that you don’t? What are the known future trends that will affect you? Talk to the planners in your organization for their long-term forecasts. Talk to your important customers. Try to find out their needs. 

 2. Managing the Creative Process – 

You need raw creative ideas for innovation managementThere is no need to be the cause for the creative ideas, you need to understand the process. Creative thought processes do not follow the proper rules of logic where one uses cause and effect to prove or solve something. The rules of creative thought lie not in using existing approaches but in changing them, which means shifting from one concept or way of looking at things to another. It involves challenging the present state of affairs and bringing forth ideas without judging them initially. Looking for the most unlikely and unimaginable. The creative process requires liberty and an open and relaxed environment. The creative process can’t be timed. Setting a goal and a time schedule to be creative will most likely freeze creativity. 

 3. Managing Creative People – 

Creative people have special talents, but some problems come along with them. Sometimes creative people have to be protected from the normal processes and approaches of the organization. They need time to think and study the problems deeply, talk with others, look for similarities in other organizations and in areas completely outside the field. They usually think in opposite cases when faced with a problem and reverse the problems. They think in different way. They ask what the most improbable thing is it could be, what the problem is not, what’s missing from the problem, or what the reflection of the problem is. Creative people can be playful and frequently come up with new ideas. Most creative people are not detail oriented, and to manage them, you have to give them space. 

 4. Getting Creativity from A Group – 

Sometimes the creative idea comes from a group, not individuals. When working on a new idea for a product or service, let them come up with several questions. Often, we tend to think too quickly of solutions. In problem-solving sessions, solutions exceed questions. Asking more questions helps people to think carefully about the problem and come to more and different solutions. Have the group take a current product you are not satisfied with and see if a different arrangement would help. Try different tests and trials to find something that will work. Have the group think beyond reach.  

 5. The Special Case of Line Extensions – 

Very few innovations are pure discoveries. They are changes on a theme, borrowed ideas from other areas, or putting old ideas together in innovative ways. Awareness and free flow of ideas increase the chance of new connection. Many innovations are errors. Creative ideas may be closer by than you think.  

 6. Selecting the Idea – 

Creativity depends on freedom early, but structure later. Once the unit comes up with its best idea of what to do, subject it to all the logical experiments and criticism any other option is treated to. Experimenting on creative ideas is no different than any other problem-solving or evaluation process. The only difference is in how the ideas emerge. 

 7. Develop a Thoughtful Attitude Toward Failure/ Criticism – 

Several innovations fail, many new products fail, most change efforts also fail, anything worth doing takes repeated attempts, anything could always have been done better. To increase learning, build in immediate feedback angles. Look for something that is prevalent in each failure and that is never present when there is a success. There will be many errors and failures in innovation. Initially, you may not find a solution. This leads to safe, less than innovative solutions. Many problem- solving studies show that the proceeding trials help in coming up with the best solution. 

 8. Moving an Idea Through the Organization – 

Once an idea has been chosen, you need to manage it through to the marketplace. Designing processes to get the task done most efficiently and effectively is a known science. Consult a book, go to a workshop or ask for guidance from the organizational effectiveness group in your company or engage a consultant. Have the teamwork with you to design the best way to move further. Teams work better when they are a part of how things will be done. 

 9. Dealing with the Politics – 

Sometimes creative ideas are stray until everyone believe they are going to work. In the beginning of turning the ideas into products, resources may be limited. You will also have to deal with many units outside your team to get it done. In most organizations, the best path to move forward is usually not a straight line. There is a formal organization where the path may look straight and then there is the informal organization where all paths are irregular. Since organizations are filled with people, they become all the more complex. The key to being successful in innovation management through complex organizations is to find your way through the irregular paths in the least amount of time while making the minimum noise.  

 10. Study Innovation Outside Your Field – 

Explore and study new products you buy and use. Find out the process that was applied to create it. See how innovation happens from the inside. Write down few things from your research that you can mirror in your ow behavior.Innovation management requires exceedingly different practices. Each idea listed below for fostering innovation is from a different business leader and lays stress on flexible mindset in managing employees – 

  • Define the problem and then find a solution – what resources are needed, who are the team members, how to inspire them as well as measuring and rewarding success. 
  • Re-organize often; restructuring encourages the employee to rethink, set high goals and remove barriers. 
  • Take risks and learn from setbacks; make sure that people are not afraid of downfalls. 
  • Engage people with diverse skills and talents; this helps in challenging situations. 
  • Motivate employees to spend time on innovative ideas; give them space to do things and create positive environment. 
  • Combine patience and passion. 
  • Remove negativity and hire people who are smarter than you. 
  • Create an environment that removes internal competition. 
  • Coincide business objectives with ideals. 

 Innovation management has become a formula for growth for most companies. It can drive revenues and profits to new heights. Doing better requires organizations to come out of their comfort zone. Innovation begins with someone being clever enough to sense a new need and then to improve or create new methods and sources to meet that need. Innovation management can be integrated throughout the organization with proper direction and leadership, clear focus, enough resources and competent execution. It involves getting people and the organization empowered to think differently, to be able to take risks, change and challenge conventional practices, processes and the way the business is approached and then to act.  

Filed under: Innovation

Why should there be a facilitator in each workplace

Facilitation skills are a provision of opportunities and resources that support a group to succeed in achieving its desired goals. The word facilitate’ comes from a Latin which means ‘to make easy’. It is the art of focusing the collective group energy on a specific goal. It is a diverse field which relies on facilitators who have a broad collection of facilitation skills and approaches. 

 A facilitator is a person whose role is to guide people through the process to a successful result. This process could be a meeting, training and development session, team building or any situation involving a group of people where the desired goals or targets have to be met. A facilitator contributes structure and processes to interactions so groups are able to function efficiently and make high quality decisions. 

 Facilitation skills are essential to successful team and group work. That means it is also critical to the company’s success, especially given the presence of conflict in today’s time. While conflict may at first seem destructive and not very comfortable, it can be very creative. But conflict needs effective management so that it remains part of a creative rather than destructive process. This is where effective facilitation skills are extremely helpful to keep the team on track, keep the relationships intact to successfully achieve business outcomes. 

 Everyone in the company benefits from goodfacilitation skills. Those that benefit the most from them are more likely to be team leaders and supervisorsFacilitation skills enable a team to arrive at satisfactory outcomes with different agendas and varied chosen outcomes. 

 Steps to achieve effective facilitation skills:- 

 Facilitation helps everyone to feel that they worked together to achieve the best possible outcome of the task. Clearly facilitation has an important role to play in the success of any business. Furthermore, facilitation skills can also help team members to understand how to improve their business communication. When learning how to improve speaking skills and presentation skills, facilitation skills are important. Here are the steps to achieve effective facilitation skills  

1. Set the ground rules 

Always begin by setting the objectivesHaving an outline structure and time for reflection is very helpful. Start by helping the group to clarify an outcome that is practical to achieve in the given time and aim to create an environment of trust and confidentiality.  

2. Always be impartial 

The challenge is to influence the group and not dominate it. This means being able to suppress your own ideas and encouraging others to talk. A facilitator needs to only encourage the group to consider his/her ideas not as a dictator.  

3. Understand group dynamics 

The key is to unlocking the group’s potential to achieve its goal because this is where one can get into the interaction between group members. It is important to make use of questions to clarify, concentrate on the emotional temperament and try to read the body language for any answers. 

4. Use your own personality 

A facilitator’s role is being all about the energy and confidence with which he or she brings their facilitation skills forward. To create an open and honest environment, people need an empathic personal presence and the group needs to respect and believe in you. They also need to feel confident that a facilitator will be able to deal with any obstacle and guide them in the right direction. 

5. Intervene only when necessary 

It is important to continuously notice what is going on with the group and then decide what to do about it. A challenging group can be tricky to handle. Facilitator may need to ask difficult questions which might draw attention to difficult process issues which the group may find uncomfortable to deal with sometimes.  

6. Handling tough situations 

Dealing with difficult people and conflict are two of the major challenges to an effective facilitation. With conflict, there are tactics and skills that one can develop to respond to such situations because success is often determined by how an issue is addressed.  If one comes across a tough individual, one may choose to confront that person in private and give them feedback their impact on the group. 

7. The art to practice 

Having good facilitation skills is an art and not a science. The skills that are involved – good observation and listening, observing body language, understanding human psychology, can all be achieved through continuous practiceThe more we practice our facilitation skills, the more comfortable we will become as a facilitator. 

The importance of facilitation skills:- 

Organizations today, are in need of people with great facilitation skills because without them, they risk reaching a stagnation point. That is not likely to be the most favorable outcome for anyone involved, and it is here that facilitation skills prove their worth. It is surprisingly easy to fall into the trap where organizations ignore the need for an effective facilitation and therefore fail to consider all the possibilities. This can be extremely damaging to organizations that have the potential to develop a rich culture without any challenges or fear of the repercussions.  

 Without effective facilitation skills, one will find it hard to find creativity within the group. This is because these key skills help team members understand how to present a presentation appropriately to the needs of their audience and how to communicate a message in an appeasing manner. 

 Benefits of facilitation skills to the organization:-

Having effective working relationships with people at work can be tricky to manage. Effective group facilitation requires certain abilities to manage the interaction of challenging conversations. These abilities help a great deal to the organization as a whole. 

  • There is more productivity. Having a facilitator with good facilitation skills guide the process provides focus and a sense of deliberateness to the conversation. 
  • Saves time.By investing in a facilitator, you will actually spend less time in both meetings and doing damage control outside the meeting. 
  • Having better outcomes. The facilitator ensures that all opinions are heard and that there is no process loss. A good facilitator aims for a collaborative harmonywhich the decision has been thoroughly discussed and everyone is willing to support and live with it. 
  • Increased commitment from the team.A facilitator should believe that the answer lies within the collective intelligence of the team with which the probability of successful completion increases dramatically. 
  • Having less stress.Facilitators focus on the process the employees do not have to. One can fully engage in the content of the discussion knowing that the facilitator is familiar to all aspects of the team process. 
  • Ability to create better relationships. At the end of the day, people not only wants to feel good about the outcomes achieved but also feel good about the people they worked with.  Facilitators with their facilitation skills are great at managing the team dynamics to ensure a collaborative and supportive environment. 

 Benefits of good facilitation to the employees:-

 

1. Clear communication of the strategy in the direction of the organization 

To ensure that an employee’s career goals are in sync with the company’s goals, the organization needs to be open about its strategy and future directions from the very beginning. Employees cannot be in charge of their career and make good career decisions if they do not understand where their organization is going. 

2. Learning about new opportunities within the organization 

Most employees find it easier to leave their present organization to gain better and new experiences and build their portfolio of skills than to take a new role within the same organization. Senior management can assist in changing this behavior by promoting and facilitating internal transfers. Moving to different functions can help build a girth of knowledge of the organization that will help individuals build good leadership skills.  

3. Proactively managing opportunities for high potential employees 

Most people learn through their experiences, so getting access to development opportunities is the key to keep the employees engaged. However, more often than not, access to good opportunities is mostly dependent on being in the right place at the right time or hearing about the opportunity before othersWhile considering our most valuable employees, it is important to be determined in their development and to plan for key experiences that will help to develop the facilitation skills they need to become good leaders.  

4. Help employees customize their career 

Employees who are the most able to attract different phases in their lives which allows them to ramp up or ramp down during different events going on in their personal and professional lives. 

5. Clear articulation of expectations at different levels 

Employees often get frustrated when they do not know how to get ahead in work or how to develop themselves for the future. By being clear about their performance expectations for the future, employees will be able to more accurately self-assess if they have what it takes to move ahead in their organization. Sometimes employees may have an inaccurate perception of their ability to succeed in the organization, and having clear expectations will help managers with the same situation. 

 Facilitation can take a lot of mental effort, meaning that it can be difficult to think about and contribute content at the same time while facilitating. Neutrality is also very important. As an effective facilitator, one must know when to take a leadership role, and when to be neutral and sit back. The key is to be proficient in the given role and guide the proceedings effectively and to remain focused on the group process rather than specific opinions. Facilitation is an important role to take on and facilitation skills are greatly rewarding. 

Filed under: Executive CoachingTagged with: ,

Wisdom of Leadership Vision

The only thing worse than being blind is having sight but no vision.” -HELEN KELLER 

This quote by Helen Keller clearly distinguishes the difference between having a sight and having a vision. You do not need to have eyes to have a vision but imagination. Your vision is what makes you different, makes you dream, makes you work and ultimately makes you a leader.  

Leaders are called Leaders because they have a vision, a dream and a direction in which they want others to follow. No one would want to follow a leader without vision. When working in an organization, every employee lives in a world of shared beliefs, values, and goals which is the same as your organization’s leader. As a leader, one must be clear about what he believes and wants to accomplish in life.  

Leadership Vision can be defined as the magical lens of leadership. Through this lens, you can foresee the bigger picture of the future and help others see it and make it a reality. When you share this bigger picture with your team, they will feel that they are a part of something bigger, something better and something achievable.  

They start to adapt, adjust and align with your beliefs and vision and start working in the direction you want them to. The vision that has its roots in the past, addresses the future while dealing with the current reality, represents you and what you stand for. It not only inspires you but also the people around whose commitment you are demanding and with whom you are going to be the change you want to see. 

Simon Sinek once said, “Great leaders must have two things: a vision of the world that does not yet exist and the ability to communicate that vision clearly.” Leadership Vision is not just something to hang on a wall for motivation, but a goal on which every employee will work on, every single day. So, put on the lens of leadership vision and weave something that excites, inspires and captures every heart present in the room including you. Then you must be able to explain your vision and at the same time demand what you need and want. That would be a good starting point to be a great leader. 

But to make tens or even hundreds of people follow your leadership vision is not an easy task. First, you must be very sure of your thoughts, because if it doesn’t reflect in your attitude, no one’s going to buy it. Your vision should excite you and ignite the will that you never knew you had. Reflect on your ideas thoroughly and discuss it with the team. Take your time and build around the ideas a little more, in favor of the organization, employees and of course yourself.

Your leadership vision must: 

  • Reflect your beliefs, values, strengths, and commitment. 
  • Clearly states the organizational goals, purposes, direction, challenges, and benefits. 
  • Challenge people to stretch themselves to a new limit every day. 
  • Encourage to communicate their ideas and thoughts. 
  • Demand the commitment from the employees. 
  • Mirror the concept of together we grow. 
  • Be the reason behind organizational actions. 
  • Inspire care, loyalty, and teamwork spirit. 

Johny Quincy Adams once said, “If your actions inspire others to dream more, learn more, and become more, you are a leader”. Visioning requires leaders to convey the common goal to their employees so that they can passionately work towards their common goal. Strengthscape’s Jamavaar helps leaders to create a visual map of their leadership vision. Jamavaar, a living tapestry, is a business workshop that assists leaders to portray their complex ideas into words and images. Jamavaar works hand in hand with the leader to understand the minutest details of the past and the present to craft a clear future vision for the organization. 

 

Filed under: LeadershipTagged with:

Applying Psychometric in Coaching Sessions

Nowadays, several organizations have focused more on the need for coaching and training their employees. Whether you have a small or big organization, you may find it important to arrange a coaching session for your employees. However, one of the interesting things is that modern coaches have started applying psychometrics during the training session. Now, let us introduce you to the psychometrics. 

 Psychometrics is one of the specialties, dealing with various techniques and theories of one’s psychological measurement.  In fact,it helps in measuring the attitudes, abilities, personality and knowledge.To say simply, thepsychometric test is effective at analyzing one’s ability for accomplishing a task. It is also helpful for identifying some details about that person. 

Psychometric tests play a very important role to accelerate the process of coaching in the corporate sector. The assessments, done through these tests, are the best options, to help you in setting the right goals for a coaching session. 

 What does the coach do by having a psychometric response? 

  • You may have found the outcomes fromthe psychometric test. Now, as one of the coaches, you have some important roles to play.  
  • Find the perspective for setting the right frame for communication. You can identify the psychometric value in the conversation.  
  • Go through a variety of scenarios and perspectives to ensure that you have made the right plan for the ultimate action.  
  • From a psychometric test, you can focus on the positive aspects and strengths. It will be easier to know what you have to change for eliminating the weakness. You can do everything for balancing the conversation.  
  • Response to the questions and interpret the information rightly. You may be prepared to elucidate the report, detecting the misinterpretations. Moreover, you will also be able to deal with various emotional responses. 

 Application of psychometrics during the pre-coaching session 

  • Establish a policy for psychometrics- You have to be transparent in doing that. Use them properly for building trust. 
  • Know the goals of your team or organization 
  • Find out the needs of the trainee for choosing the psychometric 
  • Use the right psychometric tools, having a high quality 
  • Now, identify the best practitioner, who know about these tools 

 Psychometrics during your coaching session 

  • It is important to present an introduction before applying psychometrics for your coaching.  
  • Make a professional and considerate presentation of the results. 
  • The trainees need to make a systematic approach for a positive response 
  • You can continue managing the outcomes of using the tool. 
  • The best coaching discussion on the psychometric results in valuable insight. Thus, the most important step is to find the strengths for personal development. 

Psychometrics during the post-coaching period 

When it is a post-coaching period, you can look for some helpful insights. The coaching or training session may be very short. However, the coach must be ready for a follow-up. It is also essential for a coach to track the progress regularly. Another relevant step is to evaluate everything from the overall approach. 

Thus, we have discussed in brief how psychometrics is related to a coaching process. 

Filed under: Psychometrics

7 C’s of an Effective Team Building Activities

“Talent might win you a game, but a team would definitely win you a championship”

There is no arena, sector or genre where you could grow individually. You always need support and cooperation of different individuals. In recent studies and analysis, it is found that soon requirement, cooperation, coordination and collaboration is going to be on peek, especially in the corporate industry. Hence the requirement of techniques to build teams have subsequently raised. One of the aspects of which is the 7 C’s of Team Building are quite advantageous and helpful. So, let’s understand them gradually.

1. Common Goal: In a company, or in any type of organization the basic requirement to operate its functioning is the establishment of a realistic goal. This goal could be long term or short term. And it is very important that all employees and workers picture this goal as the ultimate accomplishment. Each employee should have the focus to imply efforts in order to achieve a similar objective. When all the members of your team will put efforts in a similar direction, they will end up achieving organizational and personal goals both.

2. Cohesion: In every organization, a feeling of togetherness and unity is very important. This is an attribute which is invisible but is of great importance. Once you develop integrity in your team then members of your team will automatically start coordinating and cooperating with each other and would rather move to organizational excellence. This will result in better productivity and minimization of errors.

3. Collaboration: A team collaboration signifies the state where everyone is in a win-win situation. It is not about compromising on one’s view, but it is about understanding and leveraging the best way to achieve the team goal. Collaboration requires skills such as negotiation, problem-solving and emotional intelligence. Collaboration leads to the fulfillment of personal goals and organizational goals as well.

4. Commitment: Commitment comes with dedication and is the most important aspect in 7C’s of team building. It reflects the trust and responsibility a member bear. If there is a commitment among the employees, they also have the strength to accomplish the common goal.

5. Communication: To build effective cooperation between a group or team, it is very important to have unrestricted communication. This happens as a goal or an objective consist of divergent areas where they need to work, and these areas are interconnected with each other. So, to put efforts in the correct direction it is required that every individual should be aware of what’s happening from a wholistic perspective.

6. Continuous Improvement: “Change is the law of nature” and to meet its effects one needs to evolve himself continuously. It is observed that a team which is constantly improving is more efficient and capable. Improvement is required not only in the field of individual skills but also as a team together.

7. Creativity: Creativity is the base of success. More creative a team is more variety of options to solve problems and deal situations increases. An organization can invite creativity through the inclusion of diverse people, welcoming ideas from all areas and creating an experimenting environment.

7 C’s of an Effective Team creates a suitable work environment, where employees both individually and as a team are more efficient and likely to enjoy what they do. This type of welcoming ambiance leads to efficiency and higher productivity. The 7 C’s of team building characteristics can be inherited quite easily and with a little effort. An organization’s main strength is its employees not only as an individual but as a coordinating and cooperative team. Hence developing your teams on these aspects is something which is important, one of the ways to achieve the same is through team building activities.

Filed under: Team BuildingTagged with: , ,