During a recent coaching session, a client of mine who manages several teams excitedly reported he was utilizing coaching skills with his direct reports. "Instead of just telling them what to do, or correcting their mistakes for them, I'm coaching them to learn from their mistakes, think outside the box, and take ownership."
The way we work is shifting. We see that in subtle ways and other times in not so subtle ways. Even traditional companies like Deloitte are investing in people development, realizing that it is the best resource they have to stay ahead of the curve. Those with a real competitive advantage intuitively understand innovation and creativity as essential to meeting market demands and crucial in facing our collective sustainability challenges. The future of work as we know it is shifting from an outdated directive approach toward collaborative frameworks that inspire us to engage in new and different ways with our work and with each other. Read the rest of the article here.
Both men and women have qualities that are both over expressed or under expressed. When a woman takes on the qualities of a man in a leadership context, forgetting her natural feminine gifts of empathy, listening, or openness, she becomes imbalanced in her approach, and thus not as effective as she might be. However, these gifts and capacities that women bring to the table, when fully expressed and balanced with more masculine traits like being direct or decisive, make them better overall leaders.
There's lots of data to support this now and it's up to both men and women to embrace the qualities that make them more balanced. Read Tony Schwartz's opinion about this topic here.
The biggest challenge people face during collaboration is direction, purpose and decision making. Without one person leading, those questions can sometimes stunt the collaborative process. What is our collective purpose and goal/objective? Who will make the final decision? What is my role in this group and how can I contribute well? All questions that need clarification early on or else they might lead to a circular process like a dog chasing its own tail.
Here are some good tools on how to address these challenges to make the collaborative process constructive and most of all, well, fun. Click here to read more.
All of us have heard the stereotypes about millennials in the workplace: they are entitled, narcissistic, demanding and lazy. Recent studies show that not all of those are true, and that we might want to reconsider your world view about the "lost" generation. How would your relationships with millennials change if you let go of these biases and assumptions? What might be possible if you embraced their needs and values, and kept an open mind about how they work?
An interesting read that just might change the way you work, view the full article here.
A recent Forbes article talks about the real ROI on executive coaching, once again proving the value and benefit on employee engagement and retention. A recent global survey of coaching clients by PriceWaterhouseCoopers and the Association Resource Center concluded that the mean ROI for companies investing in coaching was 7 times the initial investment, with over a quarter reporting an ROI of 10 to 49 times. For those in the business world who prefer quantitative data, that's pretty impressive.