Weddings are an interesting place to watch people give positive feedback to others. I give a few examples.

The problem with feedback is that intentions are good, but that sometimes feedback still comes out awkward…sometimes it would have been better if the person said nothing at all.

I share a story about someone who heard “good job” just one too many times.

Here’s the model you want to use:

An example of it in action:

You’re done – don’t go further than the above.

Who could use feedback from you on a job well done this week? I challenge you to take action both professionally and personally.

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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*.

One of the biggest challenges I hear from leaders today is how to coach this new generation of young people entering the workforce. We cite current statistics from the Fall 2011 edition of the Leader to Leader Journal.

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One of the biggest challenges I hear from leaders today is how to coach this new generation of young people entering the workforce. We cite current statistics from the Fall 2011 edition of the Leader to Leader Journal.

Gilbert mentioned the book Not Everybody Gets a Trophy by Bruce Tulgan as a resource for leaders.

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I begin the episode by speaking about my first job out of school and revisiting our coaching definition from episode #2.

If you want to know what is important to people, look at their calendar and in their checkbook.

Why don’t we make time to coach?

I cited some of Larry Bossidy’s comments and lessons from the book Execution: The Discipline of Getting Things Done.

Coaching takes time. Are you investing time into coaching? Here are four ways to get started:

You make life easier during review time as well if the above four things are done consistently. Make a commitment this week to do one of these things above.

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Here’s the link I promised to the EDS commercial on building a plane in the air.

Socrates said, “The beginning of wisdom is the definition of terms.” (accidentally attributed to Plato in the audio of the show – apologies!)

Let’s look at: leading, managing, training/teaching, mentoring, consulting, counseling, and of course coaching.

Leading: Creating environments that achieve a shared vision.

Managing: Establishing, monitoring, and controlling processes and procedures

Training/Teaching: Transferring information from a knowledgable party to a less knowledgable party

Mentoring: Providing advice and perspective from experience

Consulting: Making recommendations based on expertise

Counseling/Therapy: Helping an individual reframe the past in order to improve the future

A note about coaching definitions:

Kampa-Kokesch and Anderson (2001) review research and detail a process for coaching.

Coaching: Developing a person through the process of rapport, assessment, feedback, planning, implementation, and evaluation

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A brief overview of how teaching fits into coaching. We’re going to examine a few lessons from The Adult Learner* by Malcolm Knowles.

Pedagogy vs. Andragogy (art of teaching kids vs. self concept of being responsible for ourselves) (Greek: child-leading, man-leading). You can’t teach adults the way you teach kids.

Why talk about kids? As coaches, there’s the tendency to fall back on what we’ve seen all our lives and what we remember from school – unfortunately, those same skills don’t work with adults.

Book recommendation: Drive* by Daniel Pink

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How did things go with the listening assessment from the first episode? If you missed it, download the PDF here.

How to start coaching someone:

The model for how to start coaching someone:

F – Future

What to listen for in the interview with Matt Ross:

1) FROM model

Interview with Matt Ross

What I would do if I was Matt’s manager?

Three reasons leaders skip doing this:

And a final reason right now, they don’t have to do it because of the economy. However, at some point better times for employees are coming and those that aren’t led well will move on.

In 2010, Harvard Business Review reported on statistics for high potential employees. They reported that:

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Welcome to the first episode of Coaching for Leaders. Why I’m starting this show:

Powerful Listening

Four Listening Levels:

You can’t listen powerfully all the time – but you need to at least some of the time.

Good listening is important work for a leader…just an important (if not more so) than “normal work”

Download the Listening Skills Assessment

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