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The difference between coaching and task status updates. Approximately 85 to 90 percent of one-on-one meetings between managers and employees is spent discussing project status updates, which leaves only ten to 15 percent for actual coaching. Discussing task updates does not grow the employee’s ability to improve their future performance, but coaching does. Many leaders also admit to having much more frequent performance review sessions than career development sessions, and while it is important for employees to receive feedback, it is just as important to develop their commitment to their job and decision-making abilities.
Coaching itself is defined as “interactions that help the individual being coached to expand awareness, discover superior solutions, and make and implement better decisions.” Through coaching, an employee will gain perspective on their situations and be able to come up with an effective solution. They will also develop a higher level of commitment to the solution and the outcome because it came from within themselves. As a coach, it is necessary to make sure that you have the correct mindset and skill set. The mindset is the manner with which the coach guides the conversation with the employee, and it precedes the skill set. A coach’s mindset should dictate that they can get more done by developing their employees and gaining their trust. A coach’s skill set involves actual steps the coach can take during the coaching session, such as listening to both what is said and what is not said, exploring the consequences of particular actions, inquiring about the employee’s desired future state, and holding the employee responsible for agreed-upon commitments.
Coaching is not mentoring, where a more senior individual is guiding the “mentee” through the organization and giving advice that may not be relevant within the next few years. On the contrary, coaching can occur between a manager, their employees, their boss, and between peers. Coaching is also not teaching, where a more senior individual purely conveys information that the student lacks. While coaching does contain elements of teaching, it is more than the straight passing of information. Coaching can also become confused with counseling, which helps people who are experiencing inner turmoil or dysfunctional behavior work out their issues and learn how to behave and act more effectively. Coaching is similar in that it is training people to act more effectively through finding solutions to their own problems, but the people who receive coaching are not always experiencing inner turmoil. Once leaders are aware of exactly what coaching is and coaching’s many benefits, they are ready to proceed to the next step, learning new and effective coaching strategies.
Wish you a Merry Christmas and Happy New Year’18
There are several aspects of appreciation that make it vital for anyone. Appreciation is motivating, humanizing, specific, empowering, and powerful.
When people thank one another, it benefits both the giver and the receiver. Gratitude uplifts people’s spirits and promotes well-being. There are 14 beneficial effects that gratitude has on the health of employees and the workplace:
1. Grateful people achieve more.
2. Grateful people are better corporate citizens.
3. Grateful people are less likely to burn out.
4. Grateful people pay it forward.
5. Grateful people are morally alert.
6. Giving creates a positive feedback loop.
7. The opportunity to give increases employees’ commitments to their companies.
8. Givers are more engaged.
9. Gratitude increases emotional wellbeing.
10. Grateful people get along better with others.
11. Grateful people are more resilient to trauma.
12. Grateful people sleep better.
13. Grateful people are physically healthier.
14. Grateful people are less depressed.
A “thank you” takes a second to say but can actually make someone’s day.
Move towards self betterment, be grateful, acknowledge people, give out appreciation and see the world change around you..
Within the corporate structure, people who are fighting do not restrict themselves to the issues at hand. Instead, fighting often gets personal. Emotional issues hijack the conversation and hinder progress; people get caught up in personal frictions that escalate the debate.
Conflict is disagreement. People believe that it can only be solved by one faction winning the argument. However, true conflict management involves two or more opposing positions that are quelled without losers and winners
A glimpse of why Functional Conflict is actually important, straight from our training session for middle management
Traditional business leaders feel threatened by a more personal approach to conflict defusion and problem solving. New leaders embrace this approach through several steps:
Conflict can be mitigated by seeing it not as a personal affront but as antagonists playing their roles with benign intent. Bringing people face to face in the same room to build trust is the responsibility of a leader.
This helps to identify and decrease destructive behavior while spurring productivity.
We helped this energetic and keen team to work on their conflicts and adopt the best practices for conflict resolution, through our training session
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