Many businesses expect to increase their spending on coaching in the coming years, both on external coaches and on developing their own internal coaches. It’s no surprise then to find that conversations are increasingly turning to how we can make sure that coach training, whether as a formal, ‘pre-contracted’ activity or as a more ad hoc approach to unlocking potential and improving performance, ‘sticks’. At NG Bailey we’re no different. Over recent years we’ve taken four steps that are starting to make a real difference in our quest for sticky coaching; I’d like to share them with you.
It’s been a while since I’ve posted a “how to”-style article and I thought it might be helpful to have a quick look at some tools that can help with one of the most challenging part of anyone’s job. The title is of course tongue in cheek but there are small things we can do that will make a transformative difference. Things no one told Phil Davison in the video above. Don’t be Phil.
It’s funny, as sophisticated communication is the one gift humans have that surges us far beyond all other intelligent life; yet it is the cause of so much confusion and uncertainty in both our professional and personal lives.
As an actor, I love communication. Like anyone, I don’t always get it right but when I was 17, performing in a Shakespeare lead for the first time at school, I discovered that the relationship between me and the audience was one I inherently understood. I felt powerful in that space. I had found where I belonged. My journey to Coach has been a long and winding one (politics degree, actor training at the Royal Academy of Dramatic Art, professional actor, professional theatre director, coach, business leader) and I am passionate about sharing the thrill I felt as that 17 year old with others. I hope I can help them, if not love the dynamic created when speaking to an audience, to at least approach it without fear or trepidation.
So here are 10 perspectives on successful communication. Where I’ve italicised I am referring to a skill or technique to implement.
There are a great many awards schemes that businesses and organisations can enter nowadays. But which ones are worth winning? My experience as a judge highlights two schemes that are genuine and represent a true accolade of excellence.
What does success in these awards say about the organisation, its leadership and the team and/or individual who has won? And what should critics of business and our public sector organisations take heed of?
So much written about Millennials suggests that they are turned off by the way generations before them have done things. As someone engaged in professional learning this interests me.
Millennials, it would seem, are more civic and community minded than their predecessors. Lacking the financial security from which their parents have benefitted they are not as interested in a career path as generations before them. Instead, meaningful work, creative outlets and immediate, interactive feedback mean a lot. One only needs to look at a random selection of start-ups to see this behaviour in evidence.
What does this mean for those of us now who work in more traditional institutions, based on and run by baby boomers or Gen X-ers? It’s an important question because bigger and slower moving organisations still need to employ, engage and retain millennials.
It is somewhat disquieting to read that the “Peter principle”, see https://en.wikipedia.org/wiki/Peter_principle, continues to thrive in UK business. Our poor productivity performance arises because too many people gain promotion into managerial roles beyond their level of natural competence. However, in the firm featured in the FT article performance is improving.
It strikes me, however, that simply hanging up figures of Superman (is this unconscious bias by the firm’s leaders?), and doling out pork pies are rather superficial practices. The only likely outcome of this epicurean approach is hardened arteries.
At the simplest level, they should be talking to their employees as equal partners striving for success. When this is achieved, I hope they’re rewarded with more than cholesterol laden pies!
Over the last 2 years, I have been blessed with the wonderful opportunity to lead an operational execution team and we have managed to put together a group of fine professionals. They combine knowledge and experience but also curiosity for improvement and a hunger for growth. It has reached a point where we need to stop and look around and reflect. The conclusion I have reached is that we dedicate ourselves to execute plans that are being handed to us… right? More reflection is needed to find the real purpose: We hold in our hands the service delivery promise to our clients. Suddenly a job with no apparent complexity has become one with the highest possible stakes.
In the last six months, I have been involved in the journey of digitalization. I am very passionate about it as there is no limit to what can be achieved when a large group of professionals get together and commit themselves to do things that have not been done before in the shipping business. However, this journey also brings an opportunity to start thinking about the role of humans in this process.
For some time now I have adopted the habit of working out early in the morning – usually around 5:00 am. This year and motivated by a close friend, I resumed running and it is impressive how it boosts your energy for the day and the myriad of ideas sparking in one’s mind with working out – there is a scientific reason for that but will not get into details here.
Chewing the fat with this same friend (who encouraged me to resume running) a few weeks ago, he mentioned that the Vicar of our local church and who was an avid runner himself, had prematurely passed away during one of his run earlier that week – heart attack while out running. On the Sunday after that, I went to this church with my son – aiming to participate the sermon but also expecting to hear his eulogy – something I came to know living abroad as it is not common in Brazil.
It was amazing. Whole community was there and his family too. In sum, the Curate conducting Sunday morning sermon said that he was
‘An example in many ways. A great and respected leader, head of family and a trustworthy friend who anyone could rely on for advice and support. A sporty man who loved run and occasionally spent time in the jazz club. A great reference to anyone he interacted with.’
His legacy! And, I believe, building his legacy was (consciously or not) what took him out of the bed every day!
Employee Engagement – how do you go about it? Is it an annual event or integrated part of your culture?
Gallup recently published a report stating that only 15% of the global workforce is engaged.
‘Worldwide, the percentage of adults who work full time for an employer and are engaged at work — they are highly involved in and enthusiastic about their work and workplace — is just 15%. Though engagement levels vary considerably by country and region, in no country does the proportion of the employed residents who are engaged in their job exceed about four in 10.’
It is undoubtedly a very alarming finding. So, who is responsible to raise Employee Engagement? The common answer is the manager. I do, however, agree about it partially. To me, it is a team effort. Everyone holds responsibility in it and following are my reasons.
