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Are you making one of these coaching mistakes?

Are you making one of these coaching mistakes?

Considering Coaching to Support Learning? Be Sure to Avoid These Common Mistakes Coaching helps an individual take something they’ve learned and turn it into new behaviors—and that’s true whether the coaching is a follow-up to leadership development training or is a part of a broader executive coaching initiative. But organizations often underestimate the time and effort required to help leaders change. You need a good partner who can help you identify some of the common pitfalls and who can guide you to success, says Patricia Overland, a master certified coach who helps to head up the Coaching Services Division at The Ken Blanchard Companies. A Change in Mind-set The most successful coaching initiatives occur when an organization sees learning as a way to constantly help their people develop new skills instead of just checking a box saying that they completed a training program. The better goal is to create an organization where people are continuously learning and continually improving their skills. Overland explains that The Ken Blanchard Companies is unique in that it has access to a network of 140 professionals who are coaches first and foremost—but who also have deep knowledge in the subject of leadership. This dual skill set allows Blanchard coaches to identify and redirect the subtle mistakes people make when they first get started improving their leadership skills. For example, one tenet of Blanchard’s Situational Leadership® II model is that leaders need to adjust their leadership style based on the development level of their direct report; a beginner on a task requires a more directive style than someone who is experienced. As Overland explains, “A common mistake is assuming that a person who is highly experienced in one aspect of their job will easily pick up any new task that is assigned to them.” Situational Leadership® II teaches that leadership style needs to be very task specific—even a very experienced person can be a beginner on a new task. “So when a new leader describes how they are applying a hands-off delegating style to a veteran employee struggling with a new task, the coach can step in with a midcourse correction and make that important distinction.” A good coach also recognizes...

Are great leaders great coaches?

Are great leaders great coaches?

In the last two decades coaching has become increasingly popular. With change in life and business still accelerating – and coaching being a highly effective methodology which assists in working with change – it is one of the most powerful communication and leadership instruments. Unfortunately it´s not being really practiced yet by many managers and leaders. Only a smaller group of exceptional business individuals has realized its relevance and power to develop team members and companies. Although there exist mental coaches, stress coaches, career coaches, conflict coaches, family coaches, executive coaches, team coaches, success coaches, health coaches, and many more, in the corporate world coaching still seems to belong to a more exclusive domain of top executives and a few chosen ones. In addition in Europe, for a long time and only until some years ago, coaching has been considered as a “special” development effort granted (prescribed) by the company to successful and simultaneously difficult managers who would need to get their rough edges a little bit softened in order to be turned into real corporate superstars. Today, however, there is a need that leadership coaching (the coaching of current and future leaders) becomes a given component in organizations to assist executives, managers, and employees in their personal and professional development. As most companies have understood that highly motivated and fulfilled team members enjoy what they are doing and as such are more effective, coaching should be chosen as a key leadership option (among others; depending upon the situation the manager/leader is confronted with). This article aims at assisting managers and leaders to apply a so-called “coach approach“ adapted to various settings by focusing more on their people skills, their emotional and personal intelligence, and as such more on the holistic development of their teams. With the objective to help their employees to achieve the results that matter, to live accordingly to their values, to develop their own vision and objectives, and ultimately to lead a fulfilled life. DEFINITION AND UNDERSTANDING OF SUCCESSFUL COACHING Coaching is a model, a set of skills and a technique as well as a relationship and communication approach which aims at accompanying a coachee (=client) to realize his self-defined...

Direction and Support: It’s harder than you think!

Direction and Support: It’s harder than you think!

Providing direction is more than just issuing directives, says Ann Phillips, a senior consulting partner with The Ken Blanchard Companies. “Leaders often believe they are providing direction when they tell people to ‘Do this, and then do that, and be sure to get it done by this date,’ but that is only part of providing direction—and probably the lowest form of the behavior.” The same is true when it comes to supportive behavior, says Phillips. “Managers feel as if they know what supportive behavior is and usually have their own ideas about what it looks like. But without instruction, most people default to behavior that consists mainly of encouragement.” “People are good at encouraging others with phrases such as, ‘You can do it. We’re glad you’re here. We believe in you. Use your best judgment.’ But they miss out on all of the other supportive behaviors that are just as important such as listening, sharing information, and facilitating self-directed problem solving.” “So folks are good at telling people what to do and then cheerleading them on to accomplish the task. And that is the one-two, ‘I want you to do this, and I know you can handle it’ combination that most people are getting in terms of direction and support from their managers. On the surface this may seem reasonable, but it is a style that only works well for direct reports who are already accomplished at the task. For people who are new to a task or are running into problems or are unsure of themselves, it’s a style that actually hinders progress—and can be damaging to overall growth and development.” As Phillips explains, “A delegating style works great if you’ve got someone who is a Self-Reliant Achiever on a task, but if the direct report is at any of the other stages of development—Enthusiastic Beginner, Disillusioned Learner, or Capable, but Cautious, Performer—you’re going to run into problems. Leaders have to provide the right levels of direction and support and it has to be more than ‘Here’s what I want you to do and I’m confident that you can handle it.’” How to get started For managers looking to increase their ability to...

3. svjetski kongres NLP-a & coachinga

3. svjetski kongres NLP-a & coachinga

3. svjetski kongres NLP-a & coachinga u organzaciji međunarodne NLP institucije 27. – 30.4.2012. u Hrvatskoj, Biograd na moru http://www.nlp-institutes.net/weltkongress3/ NLP je danas poznat svakome. Metoda Neurolingvističkog programiranja se proteklih godina brzo proširila. Susrećemo ju i primjenjujemo posvuda, na raznim životnim područjima. Zapravo, koristimo ju kada god je riječ o međuljudskim odnosima –na privatnom i poslovnom planu, čak svakodnevno. Čak i najsnažijje i najuspješnije osobe se na putu do uspjeha susreću s vlastitim ograničenjima. Pojmovi poput „uspjeha, statusa i iscrpljenosti“ ne nastaju samo zbog prevelike euforije i nisu samo problem menadžera, već nalaze plodno tlo u svakome od nas. Svjesno ili nesvjesno, svi mi imamo situacija u životu koje ne možemo riješiti sami, često u njima „zapnemo“, naše nas vlastite blokade ograničavaju. Svi mi želimo samo jedno-želimo živjeti, napredovati i ostvariti svoje osobne želje i ciljeve. NLP NAM KORISTI NA SLJEDEĆE NAČINE: o    opisuje bitne procese i načine na koji ljudi opažaju svijet oko sebe o    povećava osobne potencijale o    utvrđuje načine na koji svatko od nas može postići uspjeh o    pomaže da učinkovitije komuniciramo o    pomaže nam da kod zahtjevnih situacija i osoba postupamo tako što se usredotočimo na  cilj i rješenje o    pomaže nam da prepoznamo nove, učinkovite pristupe i mogućnosti promjena o    pomaže nam da se suočimo s izazovima te da ih iskoristimo za osobni i poslovni rast. „Neurolingvističko programiranje omogućava nam da imamo pristup izvanrednim sposobnostima i aktivnostima“ http://www.dvnlp.de Ovo su samo neke od informacija, ostale ste srdačno pozvani čuti na 3.SVJETSKOM KONGRESU NLP-a i COACHINGA koji će se održati u travnju iduće godine! Doživite svoje teme, i to osobno! Nastavite raditi na svom osobnom i poslovnom razvoju! Iskoristite ovo jedinstveno iskustvo i započnite jedinstveno putovanje! Ovaj svjetski kongres NLP-a i coachinga prekretnica je u daljnjem razvoju NLP-a. Nakon 40 godina, najavljuje se prijelaz iz „programiranja“ u „psihologiju“. Neuroligvistička psihologija nastat će na ovom svjetskom kongresu. Učinkovitost NLP-a i COACHINGA počiva na emocijama i znanosti. Progressing by Congressing: ovaj kongres posvećen je razvoju potencijala polaznika, NLP-u i coachingu. NLP kao primijena psihologija u poslu u svakodnevnom životu. Koncept “Put junaka” (Heroe’s Journey) sastavni je dio kongresa. Predbilježite se za sudjelovanje, ukoliko želite biti svjedokom: •    rođenja Neurolingvističke psihologije •    otkriću...

WINGWAVE ® COACHING

WINGWAVE ® COACHING

Što je wingwave coaching? Nova, efikasna metoda coachinga Poznato je da naš mozak tijekom sna „procesira“ sve što smo proživjeli tijekom dana, no ako je neka situacija za nas bila previše stresna, mozak ne uspijeva dovršiti taj samoiscjeljujući proces i u nama ostaje bolni trag proživljenog stresa. Zbog toga nam se vraćaju stare neugodne slike i osjećaji, a nastaju i novi, koji nas koče u korištenju svih naših potencijala. Metoda wingwave coaching, osnivačice Core Besser-Siegmund, iznimno je djelotvorna metoda rada na sebi, koja svoj uspjeh zahvaljuje nevjerojatnim rezultatima rješavanja strahova, blokada, trauma, zapravo svega što nas ograničava na putu do uspjeha. Metodom je moguće raditi na bilo kojoj vrsti stresnog događaja, ali i samo ojačati ugodne osjećaje ili potencijale koje već posjedujemo. Kao i teorija o snazi utjecaja zamaha leptirovih krila po kojoj je wingwave dobio ime, ova metoda omogućava velike promjene u jačanju samopouzdanja, ostvarenju ciljeva te održavanju pozitivnih osjećaja. Postupci koji se koriste u wingwave coachingu: bilateralna stimulacija moždanih hemisfera:  klijent slijedi pokrete ruke koje pred njim izvodi coach na način da brzo pokreće oči u lijevo i u desno čime mozak obrađuje tematizirane osjećaje koje zbog stresnog uzroka nije obradio prirodnim putem tijekom sna. Tehnika ima trenutačni učinak. neurolingvističko programiranje (NLP): u wingwaveu se koriste neke vrlo korisne tehnike iz NLP-a kao što su promjena submodaliteta (promjena načina na koji vidimo, čujemo, osjećamo u nekoj situaciji), sidrenje (usađivanje pozitivnog osjećaja kako bi se tijekom caochinga osjećali sigurnima )… kineziološki test (O Ring test) – test reakcije mišića pri čemu mišić kod stresnog i negativnog osjećaja slabi, a kod pozitivnog jača, a koristi se za određivanje vrste osjećaja, razdoblja u kojem je isti nastao te intenziteta istoga. Wingwave za managere – manageri ga koriste za obradu posljedica stresnih situacija, jačanje samopouzdanja, povećanje emocionalne fleksibilnosti i mnoge druge svrhe. Sportaši – koriste za uklanjanje mentalnih barijera i blokada i rad na većoj učinkovitosti. Umjetnici – wingwave coachingom povećavaju kreativnost i uklanjaju...

Kako prebroditi krizu?

Kako prebroditi krizu?

Poštovani i cijenjeni partneri i oni koji će tek to postati, dragi prijatelji i suradnici! Gdje god se pogleda na tržištu roba i usluga, pojavljuje se kaos. Vrlo je često zateći se u razmišljanjima, gdje i kako dalje i gdje se nalazite i kao odgovorna osoba u kompaniji i kao odgovorna osoba u privatnom životu. Budućnost Vas i Vaše djece više nije determinirana standardnim parametrima i pravila igre su se promijenila. Ovakav uvod nije namijenjen zastrašivanju i sijanju straha i panike iz prostog razloga, jer su strah i panika svugdje oko nas. Ali što sada? Svakodnevne poslovne rutine u današnje vrijeme često gomilaju gubitke. Menadžeri se najčešće osjećaju kao da upravljaju brodom u magli, a ta magla nema namjeru dizanja ili čišćenja. Potrebni su nam novi elementi za upravljanje, kvalitetni instrumenti prema kojima se možemo ravnati u trenucima slabe poslovne vidljivosti. Nema previše vremena za okolišanje. Nema vremena za nagađanje. Vama treba jasna i čista informacija gdje ste, s kim ste, na koga možete računati i koji teret treba maknuti. Možda su Vam ankete o zadovoljstvu kupaca, o zainteresiranosti zaposlenika, o product managementu bila bez veze i gubitak vremena u vrijeme obilja i hodanja po ravnoj ulici. Danas je jedini način da saznate što Vas zanima – da pitate! Postoji nekoliko vrsta istraživanja koje se mogu provesti, ali dvije kategorije su najvažnije: Unutarnja i Vanjska istraživanja. Čemu služe i koje su najvažnije razlike ove dvije kategorije? Vanjska istraživanja daju za rezultat stanje na Vašem tržištu, prikazuju potrebe kupaca i daju prikaz Vas u očima Vaših kupaca. Unutarnja istraživanja služe da Vi, kao odgovorna osoba, imate uvid – bez pretpostavki – s kim radite, na koga računate i što Vam je najveći teret. Ukoliko nemate uvid u jedan i drugi aspekt Vašeg poslovanja – Vi jednostavno radite naslijepo! Ova konstatacija je rezultat jednog od naših istraživanja, koje je imalo za cilj prikazati koliko je ZDRAV RAZUM prisutan u vrijeme KRIZE u poslovanju. I pokazatelji su bili da su menadžeri, iako pritisnuti teškom situacijom, željeli koristiti Zdrav razum umjesto pretpostavki naslijepo. Pogledajte dio rezultata istraživanja na ovom linku. Istraživanja tržišta su najjeftiniji način za izbjegavanje najskuplje pogreške. Ukoliko Vam je stalo do informacija o stvarnom stanju...