Tag: coaching for development

Stop washing fish!

Your engagement strategy isn’t working!

Your engagement strategy isn’t working…I don’t know what that strategy is, I just know it isn’t working!

Don’t take my word for it though. Google it.

The numbers vary depending on which article you read but the headlines are fairly similar – about 70% of the UK workforce feel disengaged, which is costing UK Plc about £70 billion a year.

If the number of disengaged employees is that high, then it’s not difficult to imagine that some of those people are in your business, or your office.

Let’s be honest, if I gave you a piece of paper you could name them.

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Leadership is a contact sport

Leadership is a contact sport. In 2017, more than ever before, as leaders let’s invest in our people through the time we spend with them and the effectiveness of that time we spend together.

I came across the statement forming the title of this post towards the end of 2016.  It is attributed to Marshall Goldsmith, who is an American leadership coach.  I have paired it with another quotation, which was made by President Eisenhower, “You don’t lead people by hitting them over the head.  That is assault, not leadership.”

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Coaching for Performance #1 – PLANNING

This is the first of three Posts on the subject of Performance Management and how the leader can drive for business results with coaching. Post #1 – Planning Performance. The next two are Supporting Performance and Reviewing Performance.

What does planning performance involve a leader doing? What options does the leader have for the way they invest their time? How does the leader add value? What are typical coaching goals? What resource material does the leader need as a platform for the coaching? What tools does the leader need from the Coaches Toolkit? I start with an overview of planning performance. I then draw on the experience of two senior leaders I have worked with and observed in action.

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