Now that the dust has settled on the other side of that window for our NSW and QLD clients, ask yourself, is it calm inside your organisation, or are you still stuck in the whirl wind? Are your team members self reliant high performers, or wild gusts that don’t have a clear path of direction and are dependent on external forces? Our feature article this month on Coaching may assist in building those strategies needed as a leader to ensure all team members are on the right track. For more information on Coaching Services, please call us.
In other news, we held our first Client Equinox Breakfast on the 22nd of September and have had some great feedback and Thank You to all who were able to attend. Everyone who attended received the new whitepaper from The Office of the Future, which is headed up by Margie Blanchard. The paper is titled A Fresh Look at Measuring Impact and we have had clients phoning in this last week with reflections and interest in how to measure the impact of training initiatives within their organisations.
If you were unable to make the breakfast but would like a copy of the whitepaper, simply reply to this Ignite! with your request.
Your Blanchard Team.
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September, 2009
Considering all of the advantages of being more coach-like—self-reliance, enjoying your job more, and better performance—you would think that managers would be more open to using coaching skills with their direct reports. But the reality is that many managers do not coach their employees at the levels they could. There are three reasons according to Linda Miller, Global Liaison for Coaching at The Ken Blanchard Companies.
- They have competing priorities and don’t feel that they have the time to coach.
- They believe they are already acting in a coach-like manner.
- They aren’t sure that coaching their employees is necessarily in their best interest.
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