10 Posts Found

We hope that the next wave of technology actually frees up managers and gives them more time to be more effective leaders. But there’s a risk that, unguided, we end up in a world where managers spend even less time (as a percentage per employee) on coaching.

Content: Quotation | Author: Bryan Hancock | Source: McKinsey Quarterly | Subjects: Coaching, Human Resources, IT / Technology / E-Business, Management

But it doesn’t have to be such a chore. When done well, performance reviews are an incredibly valuable exercise that enables a manager and direct report to track growth over time, align on how the work impacts what matters most to the business, and build a more open and trusting relationship. The conversation should flow both ways — a back-and-forth dialogue, not a lecture.

That’s why … [ Read more ]

Content: Article | Source: First Round Review | Subjects: Coaching, Human Resources, Management, Training & Development

Experts say three [coaching] practices that appear to deliver results are to change the language of feedback; to provide constant, crowdsourced vignettes of what worked and what didn’t; and to focus performance discussions more on what’s needed for the future than what happened in the past.

Content: Quotation | Authors: Asmus Komm, Boris Ewenstein, Bryan Hancock | Source: McKinsey Quarterly | Subjects: Coaching, Human Resources, Management

Effective feedback helps people see themselves in new ways.

Content: Quotation | Author: Paul B. Thornton | Subjects: Coaching, Human Resources, Management, Training & Development

My favorite question, the Kickstart Question, is “What’s on your mind?” It works so well because it’s both open (it’s your choice, what should we talk about?) but it’s also got focus built right in (let’s talk about something important, something that’s worrying you or exciting you or consuming you.) It takes you quickly into a conversation that matters, rather than meandering through small talk … [ Read more ]

Content: Quotation | Author: Michael Bungay Stanier | Source: ChangeThis | Subjects: Coaching, Management

Today I work mostly with executives in large organizations. I help them develop a profile of desired leadership behavior. Then I provide them with confidential feedback, which allows them to compare their behavior (as perceived by others) with their profile of desired behavior. I try to help them deal with this feedback in a positive way, to learn from it, and (eventually) to become a … [ Read more ]

Content: Quotation | Author: Marshall Goldsmith | Source: strategy+business | Subject: Coaching

There is still some residual stigma around coaching that it is somehow “remedial” as opposed to something that enhances high performance, similar to how an elite athlete uses a coach. But there really is not a single top athlete who does not have a coach, and what is also interesting is that most of the greatest coaches in the world were not the best players. … [ Read more ]

Content: Quotation | Author: Stephen Miles | Source: BusinessWeek | Subjects: Career, Coaching, Personal Development

We talk a lot today about the importance of mentoring and coaching, and they can be vital in helping novices learn the rules of the game. But it is very important that men should not always be mentored by men and women by women. Mentoring based on interests, not gender, can help to change the culture because it can lead to greater understanding of the … [ Read more ]

Content: Quotation | Author: Sandra Dawson | Source: McKinsey Quarterly | Subjects: Career, Coaching, Women in Business

Individual coaching is the death of the group. Working with a single person, you can’t see how his behavior affects the whole system. And giving people evaluations rather than creating situations where they can learn to evaluate themselves doesn’t really raise their awareness. Also, the coach is usually the instrument of hierarchy, a way of asserting behavioral control from the top.

Content: Quotation | Source: strategy+business | Subjects: Coaching, Organizational Behavior

It is puzzling that we seek expert advice on improving our golf game but avoid professional advice on how we can deal with other people. We pay personal trainers remarkable fees one or more times a week to encourage us to exercise harder. We avoid, however, engaging an expert to help us learn more about ourselves and others – someone who could help us learn … [ Read more ]

Content: Quotation | Source: Ivey Business Journal | Subjects: Coaching, Personal Development