Coaching for Leaders

You’ve been in the job for awhile. You’re maybe not feeling that same sense of motivation or fulfillment that you once did. How do you know when to move on? In this episode, five indicators that will help you answer that question.

1. When it’s beyond a bad day, week, or month.

“Being a professional is doing the things you love to do, on the days you don’t feel like doing them.” -Julius Erving

2. When its not fulfilling anymore to solve problems.

I mentioned Michael Hyatt's appearance on episode #40.

“Great marketing only makes a bad product fail faster.” -David Ogilvy

Every organization has the well-connected people who are marketing a bad “product” or at least a mediocre one.

Are you solving problems, or are you window dressing?

3. When you’re living in Groundhog Day.

You can become the cynic who says, “This is the way we do things around here.”

4. When you think the same way today that you did a year ago.

You should, on occasion, be able to look back on a decision you made in the past, or on your thinking on something, and be amazed at how stupid you were.

5. When your heart tells you that its time.

It’s OK to not know the answer for awhile. In fact, that’s probably the side to error on.

A final thought: this isn’t the answer. It’s a place to start asking yourself the questions.

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Bonni Stachowiak: Teaching in Higher Ed

Bonni is the host of the Teaching in Higher Ed podcast, Dean of Teaching and Learning and Professor of Business and Management at Vanguard University, and my life partner. Prior to her academic career, she was a human resources consultant and executive officer for a publicly traded company. Bonni is the author of The Productive Online and Offline Professor: A Practical Guide*.

Question from Michelle:

I've recently taken on a Training post...it's a new post and so I'm making things up as I go along. In episode 30 you recommend that Managers attend the same training as their team. I'm organizing a whole range of training courses in 2015 and at first I agreed with you that the Manager should attend with their team. The feedback I've had though is that if the Manager attends then people won't ask all the questions they should ask to seek clarification. This maybe a cultural point rather than a general training point. Are there some types of training that need the Manager to be present and others where it’s better than they are not present? For example : if it's about changing behavior then it's right that they should attend and if it’s about learning something that's new (new skills to do the job they already do) then the Manager shouldn't be present.

30: Six Mistakes Leaders Make Sending People to Training

Question from Amy:

I enjoy listening every morning on my way to work and have applied MANY of your tips to my job. I've been through so many podcasts, I'm curious if you could help me with one of your recommendations. You talked about a planner you use that can be specialized -- what recommended company/website was this? I'm looking to start the New Year off right! Thanks for your advice!

Remember the Milk

OmniFocus (Mac)* (iPhone)* (iPad)*

LearnOmniFocus.com from our friend Tim Stringer

Question from Brenda:

I am a retreat coordinator at a camp where I work with many different churches and Christian organizations. Most people I work with come 1-2 times a year and come and share their camp space with 2-5 different churches and organizations. I am looking for a way to not only personally connect with the people I work with, but also give them the opportunity to get to know each other as other camp rental leaders and be able bounce ideas off each other and give this group unity by coming to camp together. I also want to build this same unity and community with other retreat coordinators across the US within a online group. But keep the two groups separate from each other. I have seen this done with Stay-at-homes moms on Facebook, but really do not want to use Facebook for this. Would LinkedIn be a good website to use to for this purpose? Is there another social media or website that I should explore that you know of that would work better? What have you found to be the best way to grow your community with Coaching for Leaders?

IP.Board

Audio Question from Hujefa



Question from Lisa:

Quick question - have you ever done a podcast about how to handle a mistake at work? I have made a mistake that has many upset. I scheduled a meeting for next week to discuss and although I've already apologized internally, I'm looking for suggestions on how to handle the meeting. I don't think I want to focus at all on what I "shoulda" done but rather what to do to help alleviate the situation.

54: How Authentic Leaders Apologize

Question from Noushin:

I was wondering if you can suggest a program for executives who would like to improve their writing skills for communicating with the investors, CEOs, etc.

On Writing Well* by William Zissner

Grammar Girl's Quick and Dirty Tips for Better Writing* by Mignon Fogarty

108: How To Improve Your Writing With Grammar Girl and Grammar Pop

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Donna Schilder

We've all seen bad meeting behavior, but do you know what to do? Donna Schilder shares five power steps for leaders and facilitators to get us towards a better meeting.

1. What are some types bad meeting behavior we often see?

Late arrivers

Ramblers

Side Conversationalists

Note Passers

Multi-taskers

Non-participators

Dominators

Chronic objectors

Gate-closers

Off-the-wall commenters

Eye rollers

Sighers

Personal attackers

2. How can leaders identify disruptive behaviors as they happen?

Realize that your job is to create the agenda, lead the participants through the agenda, but also, to watch for and facilitate behaviors that prevent the meeting from being as successful as it can be.

Now that you are more focused on what they are, you can watch for these disruptive behaviors.

Scrutinize and reflect on meetings that don’t seem to be as productive as they should be.

Watch for other people’s reactions.

Are they rolling their eyes, sighing, showing signs of frustration, shuffling in their seats?

3. How can a leader intervene in disruptive behaviors in meetings?

For Side Conversationalists, Ramblers, Multi-Taskers, Note Passers, Eye Rollers, Off-the-Wall Commenters, & Eye Rollers: Use non-verbal cues

For all behaviors: Acknowledge and reinforce acceptable behavior

For Late Arrivers, Dominators, Ramblers, Gate Closers, and really any behaviors:

Review Ground Rules for Effective Meeting Behavior

Don’t interrupt others, encourage new ideas, don’t be late

Encourage shared responsibility for handling disruptive behavior

For Ramblers or if new topics just come up:

Use a Hold Bin when the meeting gets off topic

For Non-Participators:

Round Robin – always allow people to pass

Invite people into the conversation

For some of the more difficult behaviors, like Dominators or Personal Attackers:

Utilize team feedback tools

Plus Delta

Team Effectiveness Surveys

Use firm but friendly confrontation

4. What is firm but friendly confrontation?

This is in order from the lightest intervention to the strongest intervention. Tread cautiously with the strong

interventions.

General Question: Does anyone else feel we are digressing?

Specific Question: For a side conversation: Andrea, do you have anything to add?

General statement (no names): We had agreed as a team that we would be on time to this meeting

General statement (looking at the person): Not everyone here seems to be open to new ideas

Specific statement: Joe, you seem to be objecting to this idea.

5. When should a leader Take it Offline?

Visit Donna's detailed notes and downloadable PDF

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Jill Morgenthaler: The Courage to Take Command

“I’m not going to change the culture, but I can adjust the behavior.” -Jill Morgenthaler

Sometimes bullies don’t know they’re bullies.

Ensure that we don’t become the bullies ourselves.

Aggressiveness vs. assertiveness.

When people starting to show disrespect, he would stop it immediately.

Hang back and watch when moving into a new situation.

Ask people how they want to be rewarded.

Never ask anyone something that you’re not willing to do.

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Allison Clarke: What Will They Say?

Allison Clarke attended 30 funerals in 60 days with the intention to discover how to live without regret. She captured her discovered in the book What Will They Say? and shared her key findings during this conversation.

Key Points

1. Listen and lead others to their own answers.

2. Remember the value of face-to-face communication.

3. Do something unique and special for someone.

4. Make time for important people in your life.

5. Bring your courage to the forefront.

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Bonni Stachowiak: Teaching in Higher Ed

Bonni is the host of the Teaching in Higher Ed podcast, Dean of Teaching and Learning and Professor of Business and Management at Vanguard University, and my life partner. Prior to her academic career, she was a human resources consultant and executive officer for a publicly traded company. Bonni is the author of The Productive Online and Offline Professor: A Practical Guide*.

Audio question from Susan on how to develop strategic skills.

Bonni recommended On Competition* by Michael Porter

Question from Mark

I just wanted to let you know I have been listening to the coaching for leaders podcast since somewhere around episode 100. Recently an opportunity came by to become team leader of the engineering department I worked in. Listening to the podcast for a while gave me enough mental support to take the step! Thank very much. I find that there are certain pro's and con's of assuming a leadership position coming from within the team instead of coming from outside the department of even outside the company. Maybe you can address this in an upcoming Q&A show.

Dave also suggested a listen to the beginning of episode 120, with a more detailed response to a similar question

Audio question from Diana

Dave suggested episode 148 with David Hutchens for a fantastic foundation on storytelling

Question from Guto

I listen to your programs daily - Coaching for Leaders and Carnegie Coach - and this has helped me a lot to improve as Manager and Coach. I have a training project and wanted a your tips. The idea is to make a leadership development program, and the topic is: Lead yourself. As the program will mix coaching with training, I thought to use some coaching tools such as wheel of life, personal SWOT analysis, and mission & purpose. However the module requires 4 hours of training. My program so far has given two hours of training. What do you recommend to do more as a way of self-knowledge to train leaders to make a difference in business and in their teams?

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John Corcoran

If you make a bad first impression, all is not lost. John Corcoran and I detail six things you can do when the first impression doesn't land.

Key Points

1. Decide Whether or Not to Take Action

2. Take Swift Action and Apologize Immediately

3. Admit Your Mistake, but Don’t Dwell on It

4. Apologize Later, Even If Time Has Passed

5. Pivot

6. Be Consistent Over Time

John appeared previously on two other episodes:

How to Create Your Personal Networking Plan (episode 106)

The Practical Pursuit of Work-Life Balance (episode 123)

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Laura Schiesl Vega, Partner, Molever Conelly PLLC

1. Social media

One general best practice is to have a social media policy if you don’t already have one.

Social media guidelines from the National Labor Relations board (see pages 22-24)

2. Employment classification

Independent contractor vs. employees

United States Department of Labor 6-factor economic realities test

United States Department of Labor on independent contractors

Internal Revenue Service Section 530 relief requirements

California Department of Industrial Relations on worker misclassification

3. Wages and hours

United States Department of Labor Overtime Pay Requirements of the FLSA

Connect with Laura Schiesl on LinkedIn

Dave recommended the book Law 101* by Jay Feinman.

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Kelly Studer

Dave mentioned episode #153 with Bill Bliss on How to Start with Succession Planning

“I got a bit of a reputation for being a tough, scary interviewer, and I learned over time that that wasn’t necessarily the best approach.” -Kelly Studer

Share some of your own vulnerability and have a real conversation about some of the work they may be involved in.

A great starting point is StrengthsFinder 2.0 Check out episode #89 with Steven Dosier on the Value of the StrengthsFinder Assessment.

“The only thing worse than training someone and losing them is not training them and keeping them.” -Zig Ziglar

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Nathan Czubaj: Emails from Mumbai

I wanted go somewhere that would really be different…that I could learn most about the world and most about myself.

Preparation

Talking to people is most helpful.

Pick up some of the language, at least the greetings and please/thank you.

Give yourself time for the mental preparation.

“I’m never going to find the things that I’m used to. I need to get used to the things that I can have.” -Nathan Czubaj

“I didn’t need all the things that I thought I needed. My definition of wants and needs changed radically.” -Nathan Czubaj

Obstacles

Some of the obstacles are how people do business that you would never expect.

It was hard to impose my way of doing things and our Western way.

People don’t always trust Westerners.

What you’ve been successful with back home doesn’t necessarily translate.

Attitudes and Behaviors

I had to forget that I was an American and try to be a local.

“Today is going to be more memorable than the most memorable day all year back home. I’m going to learn more today than I would in a typical month back home.” -Nathan Czubaj

100% of the proceeds from Emails from Mumbai* are going to benefit iSanctuary, an organization that works in India to help end the global challenge of human trafficking.

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