Coaching to Success

Our business is your success

Change

In these times of uncertainty, let confidence be your guide.

Confidence can be portrayed in many ways but not all are necessarily depicting how the person really feels.Most people that know me assume I’m confident in every aspect that they see me in, but this is not always the case. The first few workshops or presentations were not always done with the confidence that others saw or that are run with now.

Let us look at areas, such as this, that show the triggers switches we need to help develop that level of confidence we wish to achieve.

  1. Right over Wrong: Confident people will take a stance on what they believe is correct, however, unlike cocky individuals, they will also listen to others points of views/ideas. It is not a case of simply agreeing to another’s viewpoint but when evidence to the contrary is put forward, they will concede graciously. Others will categorially disregard opinions for fear of losing face.
  2. Two ears, One mouth: Confident people know what they know and do not feel compelled to announce to all and sundry. In coaching, we use the term 2 ears and 1 mouth to initiate others to talk at least twice as much as we do. This way, you learn more without feeling compelled to brag and looking for a blanket of security. Knowledge comes from speaking to those who have the answers without preconception that you know best already!
  3. Help!: Throughout my career, it has been believed that asking for help is a sign of weakness but this could not be further from the truth. Confident people are secure in their own knowledge and unafraid to ask for help when it comes to areas they feel weak in. This request for help quantifies you are not afraid to show you need assistance and you respect them for the knowledge and expertise you seek to acquire.
  4. Oops! That’s mine: “honest Gov, it was their fault!” owning the mistake actually lifts levels of sincerity and honesty in the eyes of others. As well as the confession, confident people will use their errors as a beacon for others to avoid and if the jokes on them, then they will smile and joke along with the rest.
  5. Seeking approval: How many contacts do you have on Facebook, Snapchat, Instagram, Pinterest, Twitter, LinkedIn or any other Social Media channel? The more the better, yes? Nah! Quality over quantity is always the winner and earning that respect or trust from a few important people is always better than seeking approval from thousands of people you don’t know. Confidence is about standing out from the crowd and not bowing to peer pressure.

Confidence is about self-worth and belief. We are inundated with adverts on how we should look, what perfumes/cologne or clothing brands we should buy to make us appear more attractive. In reality, confidence comes from respect and trust of others in you and, more importantly, a self-belief in yourself and your abilities.

Remember, never assume that what you know or do at work is less than another. Believe it or not, there are others who look in awe at what you do!

This is but a beginning, the start of building your levels of confidence but should you be looking for help in developing confidence through these and other tools, contact Neil for an informal chat to see how we can help you on 07761 187238 or email neil@coachingtosuccess.co.uk where you’ll be assured a warm welcome to discuss how we can help.

You’ll get a better understanding of Neil too by watching our interview video at https://youtu.be/RvCwOL4hPc.

 

 

Coach, Consultant, Counsellor or Mentor … How beneficial are they?

There seems to be a general misconception that Coaching, Consulting, Counselling or Mentoring are all much of a muchness, but this couldn’t be further away from the truth.

To give it some clarity, here is a brief overview of each:

COACH

When things are tough with no visible clear path, a coach will help you get back on track. Through incisive questioning (2 ears 1 mouth approach) they will help you establish what you wish to achieve. Helping you see the difference between a dream and a goal then establish the reality of achieving it. From here, clear, timely actions are laid down to recognise and overcome gaps between where you are now and the end objective. Learning from your obstacles, your coach will help and support you with areas you are unfamiliar with or concerned of trying. Expertise in your field is not necessary (you are the expert after all) as this style is predominantly focusing on the individual and how to lift them to their highest pedestal.

CONSULTANT

Based on their learnings, they will advise on the best way they believe will help you achieve the objective for you to work on. Often, there will be a tried and tested ‘blueprint’ report that they may submit for you to work with. Specialism is the strength here so always advisable to look to someone who knows your type of business.

COUNSELLOR

Generally counsellors help you overcome historical events that are dragging you back from progressing forward.

MENTOR

A mentor will assess what you have done, demonstrate another means of doing the task, then ask you to follow suit with guidance on how to accomplish the task before you.

At different points in our career, work or life, we can benefit from each of these areas and it illustrates strength in character to recognise that you wish to better yourself.

Often we see those lacking in confidence hide behind a big front of bravado seemingly knowing how to do everything you discuss with them and have always done it better! Some of you will now be thinking of someone who fits that descriptive.

As Plato put it “Wise men speak because they have something to say; Fools because they have to say something.”

Depending on what people are requiring, I will adopt areas mainly from coaching, mentoring and some consulting in areas I am familiar with. As an expert in coaching/mentoring, counselling is another specialist area and best left to those experts of which I can offer recommendations.

  • Identify what you need

Establish what it is that you are looking to achieve. Overcoming obstacles that stand before you with someone supporting you as you explore new avenues (Coach). Being instructed on what to do (Consultant). Overcoming issues holding you back from moving forward (Counsellor) or having guidance and shown what to do (Mentor).

  • Who can help you

Sometimes people you work with may be sufficient. The downside is that there is personal connectivity and this may interfere with honesty, especially where emotions are concerned. So do your research, look for those who can help you out.

  • Be considerate

Remember, whoever you chose to help you out is there for exactly that purpose. Respect their time and what they offer as guidance for you to improve. Whatever is agreed or worked through, insure you carry the actions out otherwise you simply waste their, and more importantly, your own time and money.

Coaching to Success are here to help you either directly or through recommendations. For you to really start on your new path of success, first contact Neil on 07761 187238 or email neil@coachingtosuccess.co.uk where you’ll be assured a warm welcome to discuss how we can help. You’ll get a better understanding of Neil too by watching our interview video at https://youtu.be/RvCwOL4hPc

And now for something completely different

As the Monty Python team put it, “And now for something completely different…”

We can get so caught up in the day to day activities of our business we forget to take a step away from what we are doing to consider alternative ways of working.

As a director, I made sure applicants from other trades and experiences for jobs advertised were considered, thus insuring a good mix when it came to opening thought streams for alternative ways of approaching a task, objective or goal.

It is challenging, especially in today’s economic climate, to be brave enough to take these chances but be assured, it is probably the least risky approach of expanding your businesses productivity, knowledge base or marketing awareness.

Frequently we stick with people from within the industry, but consider that some will leave a job because they do not get on with a particular person or, more commonly, they do not like the way they are expected to do a task. So they move to another company where, after the honeymoon period, find it is just the same there too, imagine that!

New blood brings fresh approaches. A thirst for knowledge but also to share new ideas otherwise not considered as we normally fish in the incestuous pool everyone else swims in.

Albert Einstein quoted “The definition of insanity is doing the same thing over and over again, but expecting different results”. This is not to say there’s insanity in your organisation but more the fact that if you repeatedly do the same thing, the same results happen.

Much like taking a different approach to employment, have you considered some of these areas:

  • Giving staff the trust to work from home?
  • Development Change – Those you make to improve business procedures. Such as improving existing billing and reporting methods. Refocusing marketing strategies and advertising processes.
  • Transitional change – Those you make to replace existing processes with new processes. Such as experiencing restructures, mergers or acquisitions.
  • Transformational change – Those you make to reshape your business strategy and processes or shift in work culture. Such as adopting radically different technologies. Operating changes to meet new supply and demand.

Whether you are a successful business or one that is struggling to get the break, there are fundamentally 6 areas that change is needed for it to survive:

  1. Products/Services – Do not react when something goes wrong but proactively experiment with new ranges or demographics.
  2. Branding – Does it still reflect your business? Branding should remain consistent but that doesn’t mean you should never spruce it up?
  3. Marketing – How ‘Alive’ is your web site? Do you use all/any of the Social Media channels? What of post? Do you actually test to the effectiveness of your marketing strategies?
  4. Staffing – How effective are the team members? Have you assessed how effective staff are in their current role or could they improve by shifting them to another function?
  5. Technology – These evolve quickly but it is imperative you keep abreast of communication, marketing, presentation, hardware etc.
  6. Partners – Steven Covey put it as “Interdependency”, combining being independent with dependency. In business we need others to help us succeed. Look to network with others, open your eyes to potential opportunities.

Wherever you or your business are at, always look to do something that little bit different to insure you stand out from the crowd.

Coaching to success specialises in Change Management as well as enabling you to come up with fresh ideas you may not have considered previously so reach out and contact Neil on 07761 187238 or email neil@coachingtosuccess.co.uk where you’ll be assured a warm welcome to discuss how we can help. You’ll get a better understanding of Neil too by watching our interview video at https://youtu.be/RvCwOL4hPco

Who is to be held accountable these days?

In recent years, I have noticed an increase of living in a blameless society. Everywhere you look you see painted yellow lines indicating where you can or cannot walk! Signs warning of hot liquids in coffee cups! Political correctness left to run riot and when it comes to reprimanding someone, we are on a different subject all together.

Common sense appears to have been pushed to one side and replaced by other people being held accountable for the action or direction of an individual through strict, unbendable ruling. We appear less and less to be able to do what our gut tells us is right. We live by signs telling us there may be issues with taking control ourselves. But this is counterproductive to the way we, as humans, progress.

I have written many a feature about Leadership qualities but accountability should be about individuals owning and being accountable for their own actions without always having to be told or guided.

In coaching, we use the Circle of Concern vs Circle of Influence model. Particularly around confidence building and being held accountable for our own actions.

With the latter being placed inside the former. Showing that if we allow concern to be the dominant factor, then our influence is diminished. However, if we take charge of our situation, our influence will flourish having an effect on lowering levels of concern.

Studies show the most effective organisations are those where individuals/teams feel like they have influence and influence can only be brought about by a sense of being held accountable.

That said, let us now look at how best to hold people accountable for their own actions, or, better yet, give them control over decisions to have accountability which gives them empowerment. We have an acronym for this, D.I.R.E.C.T.

(D)Direction – Set a clear vision and the direction a person should follow. Ambiguity has no place as this leads to ownership falling in someone else’s lap. If people are given too many points to head towards, the likelihood is they will never achieve any, well, not to their full potential.

(I)Integrity – Work to an environment of integrity over ass covering! By this I mean that if a task hasn’t been achieved, do not first look to reprimand but establish the reasons behind how it has been managed. Accountability rises as a result of developing courage to tell the truth rather than simply what the other person may want to hear.

(R)Results – Offer clear definition of what you or the organisation requires. In sales, this may be a given target to achieve. In production it may be the number of Gizwots per week etc. With regards HOW they get there or the means by which they deliver, an element of autonomy needs to be given too.

(E)Expertise – Being given the skills to do a job is paramount to individuals becoming accountable. If there is confusion, lack of understanding or support, then people will not feel accountable as they do not have the expertise to carry out the task. Training, coaching, or teaching people the skills they require gives confidence to handle the responsibility of becoming accountable.

(C)Communicate – “Assumptions are unopened windows that foolish birds fly into, and their broken bodies are evidence gathered too late.” (Bryan Davis). Without clear communication, assumption’s tentacles reach out and take hold. As a leader, insure people know what they are accountable for and establish two way communications to alleviate any queries or doubts as to what is required.

(T)Trust – As a leader, consider how staff look to you. Insure your motives are clear so no questions need be raised. Reward efforts, not just the achievements. Refrain from taking advantage of people, easy done when someone consistently out performs others! And give credit where credit is due, ie don’t take someone else’s but raise them up, it will also reflect well on you. These do not necessarily represent accountability but they do represent trust which enables the other factors to flourish.

This is but the start to developing a sense of accountability. Another great tool to help improve ownership is coaching which helps individuals become accountable as we address the barriers to succeeding. Establish the best way to handle it and formulate an action plan to achieve the objective. All the way along the path is to be clear and focused on the end. Whether you attempt to coach people internally or bring an expert in, coaching helps build the confidence to handle accountability.

If you are looking to go beyond this first level and wish to improve levels of accountability, contact Neil on 07761 187238 or email neil@coachingtosuccess.co.uk where you’ll be assured a warm welcome to discuss how we can help. You’ll get a better understanding of Neil too by watching our interview video at https://youtu.be/RvCwOL4hPco

Change doesn’t need to be so daunting…

Sometimes it is hard to admit we were wrong when something we have worked hard to create later is not working as well as it should.

Maybe that what we had achieved was not appropriate for the audience we were aiming at or, such as computers no longer fit for purpose. Circumstances in house or the market may have headed down a different path. Whatever the reason, this is where change comes into its own.

I have recently looked at my very wordy web site and although a lot of work went into creating the message initially, I realised that today’s market demands quick gratification and immediate response. With this in mind, I am now working to ‘Change’ the existing layout.

Change Management is not an easy subject to broach as we are often emotionally attached to a situation, circumstance or, for example my web site, something we have poured a lot of energy into.

Thoughts of failure may arise. This can be associated with levels of confidence, or the reluctance to let go. But holding onto something, is not always the wisest thing to do.

There are generally 5 stages to work through to insure a more efficient streamlined and timely change-over. Consider the following when implementing change. Remember, these same areas apply to you as well, even if you are the only person dealing with change:

THE INTRODUCTION

  • Consider the shock this will have on those affected. What will change mean to their otherwise normal behaviour emotionally or to their work pattern?
  • Deliberate the feeling of coping. Will those involved feel capable of managing the situation?
  • Help! What information needs to be given and at what stage(s)? How can you include those who will be affected and insure they have a sense of input? Two-way communication is the key

WHO & HOW WILL IT AFFECT PEOPLE

  • Who will be affected and how do you keep them abreast of the situation insuring they know it will have an impact on them
  • Make the time-frame very clear with no room for ambiguity
  • Clarity that this is not a whimsical adventure that will be soon brushed under the carpet. This will happen and business will change

RESISTANCE

  • Even when the old computer system rarely functions well, we still have familiarity with all the quirky habits. This same sense of attachment applies to whatever needs to be changed. Become aware of how powerful this emotion is.
  • Avoidance (It won’t affect me!) – Excuses as to why it won’t work and continuation on how the old way of doing things did will occur. Frequently check steps towards the end result are made while promoting the positive actions
  • Anxiety could step in here. Be conscious of peoples’ concerns and regularly converse (not electronically) to relay/receive vital information to help the transition
  • Questions of motives and reasons will arise. Reinforce the new positives over the old ways whilst re-stating benefits of the changes

ACCEPTANCE

  • Treat confusion and elements of chaos during the early stages as small hurdles to obtain the bigger rewards
  • Encourage exploration to support change in new ways as positive ideas otherwise not considered in the first place. Gives a sense of involvement, participation in the greater scheme
  • Look for the beginnings of enthusiasm and use these as the fuel to ignite other areas as yet to find the benefits. In larger organisations, use those who embrace change to be the stewards of positive

COMMITMENT

  • Once the positive ways can be seen, fuel any visible increase in energy towards the new way or system
  • Fully support and encourage motivated people to share and help one another
  • Publish or share the positive affirmations
  • Encourage conversations but re-iterate you are looking for reasons for this to work, not excuses why it isn’

This is but a simplistic overview on what to expect when change is to be made. Change is not easy but it need not be painful or too onerous either. Planning, communicating, positive affirmations and finding support are key to the success

Coaching to Success specialise in Change-management so no matter how big or how small the next change you are looking to undergo, contact Neil on 07761 187238 or email neil@coachingtosuccess.co.uk where you’ll be assured a warm welcome to discuss how we can help. You’ll get a better understanding of Neil too by watching our interview video at https://youtu.be/RvCwOL4hPco.