Coaching for Leaders

By Dave StachowiakBusiness Careers Management

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on Management
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Typical duration
38 min
per episode
If it hooks
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finish an episode

Based on Podcast App listening data

Coaching for Leaders episodes

December 23, 2013 120: How Do I Manage My Former Peers and More Community Questions
How do I manage my former peers? Should I get an MBA? What can I do to get my organization to train people? I tackle these and more community questions on today’s show.
If you have a question for a future Coaching for Leaders Q&A show, be sure to submit it at coachingforleaders.com/feedback
Resources I mentioned for Kyle's question on managing peers vs. being buddies:
My appearance on Firefighter Toolbox to discuss How To Motivate and Lead in the Fire Station
FirefighterToolbox.com
Resources I mentioned for Kirks' question on deferred email:
Sanebox.com
Mailbox app for iOS devices
Halina's question on getting an MBA:
How can I apply my passions for coaching and training? [VIDEO]
American Society for Training and Development
Jennifer's question on how to get the training her organization needs:
Leading Change by John Kotter*
Community Feedback
CoachingforLeaders.com/feedback
USA: (949) 38-LEARN
Thank you to Nick Cinotti, Cheikh Ndiaye, Alison Cianciolo, Tricia Brand, Richard Mofet, Jenn Lackie, Jenn Kurthy, Jon K, Cherish Calero, Ted Helmers, Vikey Hogan, Arthur West, Vivek Mehta, Sanjay Mitra, Jen Desko, Keith Flowers, Andrew Magruder, Tucker Carlmark, Soontare Ngamvitroj, Chris Woodhouse, Richard Huntingdale, Ida Benedetto, and Neal Loucks who subscribed to my weekly update this past week.
53 min
December 16, 2013 119: How to Get Control of Your Email, with David Sparks
David Sparks: MacSparky
Author of Email* and Paperless
Co-Host of the Mac Power Users podcast
David and I speak about his new book Email and how we can use more effective workflows and planning to take control of email. You'll find his perspective helpful for considering actions you can take with your email.
Discover More
Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.
43 min
December 16, 2013 119: How To Get Control Of Your Email, with David Sparks
Has email taken over your life? If you’re like me, is certainly can often. Today, I welcome David Sparks of MacSparky.com to teach us how to get better control of this communication medium.

Guest: David Sparks of MacSparky.com
Author of Email* and Paperless*
Co-Host of the Mac Power Users podcast

David and I speak about his new book Email and how we can use more effective workflows and planning to take control of email. You'll find his perspective helpful for considering actions you can take with your email.

Community Feedback
CoachingforLeaders.com/feedback
USA: (949) 38-LEARN
Twitter: #CFLshow

David's book Email*
David's book Paperless*

Coaching for Leaders episode #120 is an all request show! Record your question at this link.

Almost 500 people are participating in my coaching plan on the Lift app on how to Become A More Respected Manager. Check it out at coachingforleaders.com/liftplan

Thank you to Halina Kavalenka, Paul Gallo, Vitaly Rubanenko, Jenny Jones, Chelle Ziegenfuss, Kian Ruddock, Debra Barrett, Alvin Tjitrowirjo, Jon Watts, Kyle Crecelius, Steve Nunez, Achintha Rodrigo, Jason Collins, Neal Quon, and Scott Phillips who’ve subscribed to my weekly update this past week.

Thank you to Bhaskar Nellipudi for your very kind written review on Stitcher. If this show has been valuable to you as well, please leave a written review on iTunes or Stitcher by visiting coachingforleaders.com/itunes or coachingforleaders.com/stitcher
43 min
December 09, 2013 118: The Difference Between Management and Leadership, with Bill Bliss
Bill Bliss
What is the difference between management and leadership? Do you know? Do you care? Today I welcome executive coach Bill Bliss from Bliss & Associates, Inc. to share his wisdom and experience with us about the distinction.
After listening to this episode, you'll have a much better understanding of the difference between management and leadership. You'll also discover when to apply each, given the situation.
Managing vs. Leading document
Discover More
Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.
50 min
December 09, 2013 118: What’s The Difference Between Management And Leadership?
What is the difference between management and leadership? Do you know? Do you care? Today I welcome executive coach Bill Bliss from Bliss & Associates, Inc. to share his wisdom and experience with us about the distinction.
After listening to this episode, you'll have a much better understanding of the difference between management and leadership. You'll also discover when to apply each, given the situation.
Guest: Bill Bliss
Bliss & Associates, Inc.
Community Feedback
CoachingforLeaders.com/feedback
USA: (949) 38-LEARN
Twitter: #CFLshow
Managing vs. Leading document
Coaching for Leaders episode #120 is an all request show! Record your question at this link.
Here's a little something to make you smile:
Thank you to Nick Eady, Steve Karum, Lidija Car, Puneet Sharma, Randy Franklin, Ronda McCoy, Saratt Prim, PVS Narayanan, and Bill Bliss who’ve subscribed to my weekly update this past week.
Thank you to Mabo Steinert, Chutchapol, and Fran McClure for your very kind written review on iTunes. If this show has been valuable to you as well, please leave a written review on iTunes or Stitcher by visiting coachingforleaders.com/itunes or coachingforleaders.com/stitcher
50 min
December 02, 2013 117: How to Delegate Work Effectively
I’ve been getting asked a lot in the past few weeks: OK, how do I delegate effectively? On today’s show, how to delegate work and the seven steps you should follow if you want to get the best results for your team and the organization.
I spoke about the broad framework for empowering others back in Episode #53: Get Results From People With Three Simple Steps
Broadly, three areas we need to consider in delegation:
Planning/expectation setting (what this show and the seven steps below are about)
Regular check-in/accountability
Consequences
The Seven Steps of Delegation:
1. What does success look like?
Time = define the deadline and major milestones
Cost = staff time, budget, and resources
Quality = what the customer (internal or external) expects the work to produce
2. Who is the right person?
Who is the best person for the job?
What kind of resources do they have?
Who do you need to develop? Think succession planning.
3. Communicate expectations
Speak in detail to the three areas from step one: Time, cost, and quality.
Put it in writing, especially if someone is new or doesn’t have lots of experience.
The amount of visibility and complexity of the project indicates how much time you’ll spend here.
Error on the side of too much communication, when in doubt.
4. Staff member plans project
They need to have ownership over their work.
Autonomy is key for engagement. See Daniel Pink's book Drive* for background on why this is critical for engagement.
If there’s a way it has to be done, get them the training on how that is done.
If not, let them come to you with the plan.
5. Review the project plan
Review to see if it meets the three outcomes you established in step #1 and communicated in step #3.
If there are major gaps, address those.
If there are minor issues, resist the temptation to make the plan better, unless asked.
6. Establish milestones
What’s going to make you comfortable as a manager?
Factors you will want to consider: size, scope, visibility, and experience level of the person.
Your goal is to hit the sweet spot between micro-management and county-club management.
No feedback is worse than negative feedback. See episode #79 for a detailed explanation from Michelle Smith from O.C. Tanner on why this is the case.
7. Provide access to resources
What budget do they need?
Who do they need to be connected with?
What internal politics do you need to help them navigate?
What equipment, rooms, resources, and lab time are necessary?
At the very least, make them aware of gaps, even if you can't address or fund every resource.
Download: The Seven Steps You Follow To Delegate Work
Discover More
Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.
44 min
December 02, 2013 117: How to Delegate Work Effectively
I’ve been getting asked a lot in the past few weeks: OK, how do I delegate effectively? On today’s show, how to delegate work and the seven steps you should follow if you want to get the best results for your team and the organization.

I spoke about the broad framework for empowering others back in Episode #53: Get Results From People With Three Simple Steps

Broadly, three areas we need to consider in delegation:

Planning/expectation setting (what this show and the seven steps below are about)
Regular check-in/accountability
Consequences

The Seven Steps of Delegation:

1. What does success look like?

Time = define the deadline and major milestones
Cost = staff time, budget, and resources
Quality = what the customer (internal or external) expects the work to produce

2. Who is the right person?

Who is the best person for the job?
What kind of resources do they have?
Who do you need to develop? Think succession planning.

3. Communicate expectations

Speak in detail to the three areas from step one: Time, cost, and quality.
Put it in writing, especially if someone is new or doesn’t have lots of experience.
The amount of visibility and complexity of the project indicates how much time you’ll spend here.
Error on the side of too much communication, when in doubt.

4. Staff member plans project

They need to have ownership over their work.
Autonomy is key for engagement. See Daniel Pink's book Drive* for background on why this is critical for engagement.
If there’s a way it has to be done, get them the training on how that is done.
If not, let them come to you with the plan.

5. Review the project plan

Review to see if it meets the three outcomes you established in step #1 and communicated in step #3.
If there are major gaps, address those.
If there are minor issues, resist the temptation to make the plan better, unless asked.

6. Establish milestones

What’s going to make you comfortable as a manager?
Factors you will want to consider: size, scope, visibility, and experience level of the person.
Your goal is to hit the sweet spot between micro-management and county-club management.
No feedback is worse than negative feedback. See episode #79 for a detailed explanation from Michelle Smith from O.C. Tanner on why this is the case.

7. Provide access to resources

What budget do they need?
Who do they need to be connected with?
What internal politics do you need to help them navigate?
What equipment, rooms, resources, and lab time are necessary?
At the very least, make them aware of gaps, even if you can't address or fund every resource.

Download: The Seven Steps You Follow To Delegate Work

Community Feedback
CoachingforLeaders.com/feedback
USA: (949) 38-LEARN
Twitter: #CFLshow

Welcome to those from the Lift Coaching Plan: Become A More Respected Manager

Thank you to Jewel Gaspard, William Leighty, Einar Lund Sorensen, Hal Plitt, Ian Williamson, Russell VanHoose, Karen Sato, Kristie Moore, Sumedha Arya, Alecia Yancik, Angela Robb, Caroline Doran, Luca Gandolfo, Thomas Rackman, David Jones, Tara Carlson, Jose Torres, Kumar Vs, Lisa Beaty, Paco Lolo, and Ted Wawrzyniak who’ve subscribed to my weekly update this past week.

A special thank you to Jaime Sosa for your very kind written review on iTunes. If this show has been valuable to you as well, please leave a written review on iTunes or Stitcher by visiting coachingforleaders.com/itunes or coachingforleaders.
44 min
November 25, 2013 116: How to Cultivate an Attitude of Gratitude
You might be thinking about giving thanks this week, but how’s your overall attitude about gratitude? In this episode, I share five ways you can adjust your attitude to work for the better.
Before we start: Episode #9 is the place to go on how to give positive feedback to others
1. Stop the complaining by receiving praise well
Don’t discount it
Don’t argue with it
Don’t ignore it
Just say “thank you”
Acknowledge that you are worthy of praise
If you don’t think you are, just try it a couple of times.
Discover the Difference Between Feedback and Criticism
2. Remember the dark days
3. Be intentional about making gratitude a regular practice
Use a gratitude journal
Bonni writes a post every day in November on Facebook
Have more “get tos” than “got tos”
I'll be doing a #weekofgratitude this week on my Twitter account
4. What can I do to help someone today
“The smallest act is worth more than the grandest intention.”
5. Look to those who are examples of gratitude for inspiration
“So many people have helped me to come here to this night. Some of you are here, some are far away and some are even in Heaven. All of us have special ones who have loved us into being. Would you just take, along with me, 10 seconds to think of the people who have helped you become who you are, those who have cared about you and wanted what was best for you in life. 10 seconds of silence. I’ll watch the time.
Whomever you’ve been thinking about, how pleased they must be to know the difference you feel they’ve made.” -Fred Rogers in 1997
Discover More
Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.
37 min
November 25, 2013 116: How To Cultivate An Attitude Of Gratitude
You might be thinking about giving thanks this week, but how’s your overall attitude about gratitude? In this episode, I share five ways you can adjust your attitude to work for the better.

How To Cultivate An Attitude Of Gratitude

Before we start: Episode #9 is the place to go on how to give positive feedback to others

1. Stop the complaining by receiving praise well

Don’t discount it
Don’t argue with it
Don’t ignore it
Just say “thank you”

Acknowledge that you are worthy of praise
If you don’t think you are, just try it a couple of times.

Discover the Difference Between Feedback and Criticism

2. Remember the dark days

3. Be intentional about making gratitude a regular practice

Use a gratitude journal
Bonni writes a post every day in November on Facebook
Have more “get tos” than “got tos”
I'll be doing a #weekofgratitude this week on my Twitter account

4. What can I do to help someone today

“The smallest act is worth more than the grandest intention.”

5. Look to those who are examples of gratitude for inspiration

“So many people have helped me to come here to this night. Some of you are here, some are far away and some are even in Heaven. All of us have special ones who have loved us into being. Would you just take, along with me, 10 seconds to think of the people who have helped you become who you are, those who have cared about you and wanted what was best for you in life. 10 seconds of silence. I’ll watch the time.

Whomever you’ve been thinking about, how pleased they must be to know the difference you feel they’ve made.” - the late Mr. Rogers in 1997

Community Feedback
CoachingforLeaders.com/feedback
USA: (949) 38-LEARN
Twitter: #CFLshow

A final thought on the start of the holiday season.

Thank you to Cherish Calero, Ronnie Sidhu, Jaime Sosa, Stefanie G, Timothy Goodman, Orawan Saeler, and Albin Manamarin who’ve subscribed to my weekly update this past week.
37 min
November 18, 2013 115: How to Create and Track Effective Leadership Habits, with Tony Stubblebine
Tony Stubblebine: CEO and Founder of Coach.me
Article mentioned by Tony early in the show:
Do You Suffer From Decision Fatigue by John Tierney
Discover More
Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.
48 min

About Coaching for Leaders

From the publisher's feed

Leaders aren’t born; they’re made. Many leaders reach points in their careers where what worked yesterday doesn’t work today. This Monday show helps leaders thrive at these key inflection points.…