Ahhh….the New Year’s Resolution. To succeed or not to succeed.
According to one source, the top 10 resolutions for 2012 were:
- Stop Smoking
- Get into a Habit of being Fit
- Lose Weight – the Battle of the Bulge
- Enjoy Life More.
- Quit Drinking
- Organise Yourself – this is one of the keys to reaching your goals
- Learn Something New
- Get out of Debt
- Spend More Time With Family
- Help People.
But, what were the top 10 resolutions for 2015? Surprise! Basically, the same as the 2012 list. Hey, we may not have achieved it in 2012, but we’ll get ‘er done in 2015. Yeah, right.
There’s a secret to success, and I have it.
A coach is someone who can give correction without causing resentment.
~ John Wooden
Intelligent coaches know to address performance issues through regular and thorough documentation and continuous communication. They don’t take a “wait and see” approach but know how to have conversations that transform.
Intelligent Coaches not only know when to take action, they know how.
They know how to correct performance in a way that motivates rather than builds resistance and resentment. So, what is an easy-to-follow five-step process for holding these transformational coaching conversations?
Is the glass half full or half empty?
Honestly answer the following four questions. Your responses may be the key to either an engaged, energized team or an uncommitted, unmotivated team:
- Are you a leader who spends more time focusing on the strengths or shortcomings of your individual employees?
- Are you a leader who spends more time documenting areas of improvement or areas where your employees excel?
- Are you a leader who has taken the time to carefully identify the strengths of your team members?
- Are you a leader who has made adjustments on your team to accommodate strengths of individual employees?