I had the pleasure to sit down with Stephen M.R. Covey last week to discuss the importance of trust and how it can cut through the noise and clutter in today’s economy.
Here is a short clip after our interview which appeared in the Telegraph Journal May 17, 2012. (full interview below) (Sorry for the wobbly camera at the beginning, either to much coffee or my nerves getting the best of me.)
As promised, Stephen’s bio is also included, below.
Today we had a good conversation about the value of questions in the coaching exchange. The following is a compilation of what came out of that conversation. Our hope is that you continue the conversation by sharing this post and commenting with YOUR beliefs about questions. Read more...
Authentic curiosity is stimulated by asking WHAT questions, not by When or How questions which tend to go towards solutions
Why questions are rare in coaching because they ask you to defend or explain your position instead of exploring it.
You could do a whole coaching session using nothing but what questions that would accomplish everything you would need to do in a coaching exchange.
The Coaching Out of The Box® team got together for a planning meeting and got into a good conversation about employee motivation. What follows is the thoughts we had and we would love to see you add to the list!
Treat them like they are 5
Tell them what to do
Don’t follow up
Don’t notice the little things
Don’t model what you expect of them
Disrespect their time
Believe that they don’t need to know everything going on
Make decisions without consulting them
Have corporate values that are just words on a wall
I’m wondering if you can give me some advice on managing my boss. I am really into trying to build on the positive with employees and I spend a lot of time in our staff meetings trying to give credit where it’s deserved and cast management decisions in a positive light. However, my boss tends to follow up my comments by saying something that sucks all the positivity out of the room. He is a really good guy and I don’t think he realizes the does it, but he speaks badly of former and current employees to me with the office door open so the people who sit nearby can hear. He also acts like employees can’t be trusted. We recently participated in a top 100 Companies to Work For survey, and people came to me and asked if I wanted us to win or if I wanted them to be honest. Of course I want honesty, but it concerns me that they would ask. Also, I recently conducted a peer review wherein employees were asked to finish the following statements about each of their peers: please do more of this, please keep doing this, and please do less of this. The response for my boss was overwhelmingly to stop making negative comments and treating employees as if they are expendable. I’m nervous to bring this up with him, because I don’t think he even realizes he does it, but I feel like there is a consistent pattern wherein he negates praise or recognition with a small but cutting comment. Read more...
On the verge of launching into the LinkedIN world, we found it relevant to pause and write a post about the value of social media.. not only for us, but hopefully for all of you in your businesses and organizations. Read more...
The following is a guest post from Tom Maher “the Musician’s Coach” who we met at the recent ICF conference. No more introduction needed, this blog post will give you a great sense of the man behind the “heels”! ***
If you haven’t met me before, let me introduce myself. My name is Tom Maher and I am a professionally trained and certified life coach. I also professionally impersonate Paul Stanley of KISS in KISS Tribute Bands. Some would think this is an unusual combination, but for me, it works.
I was recently asked how I can be authentic as a coach when I spend so much time being someone else, or “inauthentic”. I told them that no matter how much of Paul or Paul’s mannerisms I try to emulate, I always make sure that I am shining through that trademark star. Read more...
The celebration of the 15th anniversary of ICF brought coaches from around the world (e.g. from Turkey to Chile and many places in between) to Fort Worth during the last week of October. We’re proud to tell you that RRU alumni were well represented!
There were a host of choices for topics and breakout sessions. Just a few high lights were:
Sonja Lyubomirsky, Harvard trained and author of the book “TheHow of Happiness” presented an overview of her research in a session titled “The How, What and Why of Happiness”. If you Google her name you’ll get to her web site where she shares information about what contributes to happiness. For example research shows that happy people:
1. Nurture and enjoy social relationships
2. Express gratitude
3. Often are the first to help others
4. Practice optimism about the future
5. Savour pleasure and live in the present
6. Make physical activity a habit
7. Are deeply committed to life-long goals Read more...
Dave is the guy on our team we affectionately call the “Maverick”, the go getter and the guy who leads with great confidence. As one of the leaders of the Coaching Out of the Box organization and as the owner of his own successful coaching organization, Dave is extremely comfortable encouraging others to stretch, to get out of their comfort zones and to take risks.
Recently Dave had an opportunity to stretch himself WAY beyond his comfort zone and from this video, we have an opportunity to see a leader learning some valuable leadership lessons himself.
In the first part of the video, Dave sets the scene and candidly shares his angst about having to speak after Robin Sharma at a recent event. In the second part, we see Dave getting the chance to speak to Robin 1:1…. cool. Read more...
How often do you experience your mind racing so fast that you are overwhelmed and /or were unable to sleep? When this happens, how do you turn it all off?
When was the last time you sat down, some place quiet, to just reflect, think and write about how your day went… what went well, what did you accomplish, how were you “being,” what could you have done differently that might have brought about different results, what are you grateful for? Read more...
A client came to our coaching session last week saying she’d had the worst performance review that she’d ever had in her 20 year career from her new boss. I was shocked as I knew she was considered a top performer for her company. Instead of asking her what made the review so terrible, knowing that would take up all our time, I asked her what was missing for her in the process. She thought for a minute and said, “He never said a thing about what I was doing right”. And then she went on to say, “He was never clear about what I needed to do to improve.” Unfortunately, I hear this all too often. Read more...