Coaching to Success

Our business is your success

Change

DOING SOMETHING DIFFERENT! EBAY HAVE MANAGED TO PAY JUST £1.2m IN TAX AGAINST £789m SALES!!… BREAKING THE LAW OR ‘CHANGING’ THE WAY OF DOING THINGS!

Sunday Times reported that eBay had £789m sales in 2010 in the UK alone, using worldwide profit margins in the region of 23%, the return should have been £181m profit with an expected corporation tax around £51m! Morally correct? Ethically correct? No matter where you stand on this, issues will vary immensely but there is one clear process that has driven this and that’s the change of thought process. To coin one of those loved (hmm, or not!) business metaphors… This company have “Stepped out of the box” when it comes to normal route that is expected.

Consequently, they are making vast amounts of money due to the fact that they haven’t followed the norm and ‘Change’ is the critical element here. I’m no expert in the financial market, however, I am when it comes to change/change management and much like the EBay story, some won’t like the outcome but the ‘management’ element of ‘change management’ is what’s important.

If you’re not happy with how your firm or business is going and can only see one direction it’s heading then you will inevitably reach that destination. As a saying by Siddhārtha Gautama goes “If you do not change direction, you may end up where you are heading” so if you desire anything from increased sales, profitability, staff ratio, turnover per head, alternative markets to any other new or improved aspect of your current situation, then ‘Change’ is an absolute MUST!

The draw-back with change is getting others to go along with it harmoniously. I know the hard-line approach of “This is what’s going to happen, deal with it” as I’ve worked in exactly those environments as a director, however, if you want to bring others along with you and make the transition a lot smoother and you also need to establish the benefit of change. Richard Beckhard developed a concept called ‘The Change Equation’ and realised that some countervailing steps were necessary, hence, his equation.

A = An attractive vision of the future

B = Some dissatisfaction with the present

C = Some practical first steps

D = The pain involved in changing

The sum of A + B + C must exceed the value of D

Once you have established that change IS needed, then areas to consider further are:

  • Not only build a rational case but an ‘Emotional’ case for change too – Although ‘Managers’ are great at expressing the rational case, you need people with ‘Leadership’ skills to appeal to people’s emotional nucleus.
  • Ensure this ‘Leader’ or ‘Leadership Team’ are a prime role model for change – It is no good simply telling others to do, you have to have those in the limelight demonstrating the change too.
  • Understanding what impact this will have on those within the company or firm and spell it out – This is a fundamental prerequisite of what you are about to engage in. Let those that will be affected by it have transparent assessment of what the impact will likely to be on them.
  • Embed the change as quick as possible – No one really likes change, we’re creatures of habit so make the change swift and ensure you don’t celebrate too soon… if something’s not right, this will be used as a lever to prove the old way was better. Get people involved with ‘how to implement or improve’.
  • Let the people take the ownership! – Most of the time we ‘tell’ people and make changes ‘to’ them. Implement changes ‘with’ them or, better still ‘by’ them. Allow a sense that they are involved with this change and not a by-product of it.

Coaching to Success have helped firms/companies and the people therein to move through change, to create a new business in these times of austerity and succeed, help teams to bond and increase the output two fold over the sum of the individuals by getting them to work together through change… it’s taking the first step outside of your own confinement that’s the difficult one!

Coaching can bring people together and if this is an area you are looking to venture into, please take note of just a brief over-view of areas to consider and then take the next step by speaking to someone new and pick up the phone to call us to arrange a free consultation on how we can help, contact Neil (07761 187238) or throw us an email at info@coachingtosuccess.co.uk… We’re here to help

I’VE GOT TOO MUCH WORK TO DELEGATE… NOBODY CAN DO IT AS WELL!

Hmm, and therein lies the egotism or even the lack of confidence of those who need to share the workload. Many years ago, I too foolishly believed that only I knew everything, others simply couldn’t do it as well or to the same standard as me, surprising how much better the company grew once I started to delegate, trust those around me and act like the director that I’d been employed to be.

Delegating is a critical skill and not an easy one to manage. Often we feel like we should be seen to be under stress with massive workloads, however, efficiency is all about insuring the operation runs smoothly and with direction, if you don’t delegate tasks that others can do, it builds distrust, feeling of reduced worth and despondency.

Here are some simple steps to help you along the path of delegation:

  1. DUMP THE EGO! – No, you’re not the only person in the whole world that can do that job. Ok, it may not be done to the standard YOU BELIEVE to be correct or the way that you would do it but we’re all different and with guidance, training and some support someone else can do specific roles and possibly even have the ability to do it faster or even better than you… there’s a thought!
  2. VOLUNTEERS NEEDED, ANYONE? – You may end up waiting some time for someone to offer to help. If they don’t realise you need assistance, they’ll get on with their own jobs. Think about if someone asked you for YOUR help, would you? More than likely you would so put it out there. Don’t wait for someone to come to you whilst building up your frustration of why no-one’s offering
  3. WEAKNESS – It is not a sign of weakness to delegate but strength, know your people and show your trust. Maybe there’s feeling of shame, guilt or wanting your own badge of honour showing what a martyr you are by letting everyone see how you manage to continue handling everything yourself. Be truthful with yourself as to the reason why you don’t delegate, it IS NOT a weakness to delegate but shows signs of trust and responsibility… ok, stick by your thoughts there’s no one responsible enough to hand it to!! Been there, seen it, got the badge and proved totally wrong.
  4. BE OBJECTIVE NOT PROCEDURAL – Two forms of management, Micro and hands off, both equally incorrect in their opposites! Insure you delegate the task and what the outcome is that you’re looking to achieve and show them how to do this and that they can come to you. Indicate that they can do it as they wish but the outcome, the objective is what is at stake here and set SMART goals. Allow sufficient time for them to be innovative in what they are doing or to learn their own way, we do, after all have a prefrontal cortex that allows us to think for ourselves.
  5. PATIENCE – Are they likely to get it right first time without making a single error? If yes, why didn’t you delegate it ages ago, if not, well, this is the learning curve. Mistakes will likely to be incurred, a line I used in the last blog… Thomas Edison commented when he eventually found how to create electric light “I have not failed. I’ve just found 10,000 ways that won’t work”, don’t assume it will be carried out perfectly first time round as if they already have a track record of success, this isn’t their fault it’s yours for assuming too much without giving the FULL guidance and support needed in the first instance.
  6. BACK-UP PLAN – If handing tasks that have a deadline, support your delegate with that given task. Remember, they too will probably have other tasks to perform within their day-to-day workload, systems to deal with that aren’t infallible (don’t you just love technology when it goes foul?) and uncertainties that creep in. Approachability is key, let them know that if there is a problem, come to you immediately so between you, you can resolve it but without the fear of reprimand or belittling and certainly without the fear that if it’s not accomplished on time… over to you Jack, it’s ALL yours! Remove this sense of potential fear before it even crops up, if they feel they have your support, they won’t be looking for excuses as to why it failed.
  7. RECOGNITION – When everything goes well, don’t take all the credit! Bestow credit where it’s due. Your superiors (if there are any) will see how well you manage your team/staff and your delegate will see their worth in not only your eyes but the firm/company’s too and will be more likely to be more confident with handling other such like tasks. Notoriety is a reward in its own right. Also, on this, show your own recognition and gratitude for the work completed, say Thank You and truly show your gratitude, this feeling of appreciation will certainly do you well when the next task comes along.

Coaching to Success understands the complexities that directors/associates/partners and managers undergo, we’re here to help you understand how to let tasks go and the great freedom this allows those who delegate to concentrate on what they should be doing, ie direct or manage the workload. If this is an area you feel you or members of your team would benefit from, take that first step by speaking to someone who can help you improve the power of delegation and thus becoming even more productive, after all, that’s what coaching is all about so pick up the phone to arrange a free consultation on how we can help, contact Neil (07761 187238) or throw us an email at info@coachingtosuccess.co.uk… We’re here to help.

SO HOW’S THE MORALE IN THE TEAM YOU’RE IN, OR RESPONSIBLE FOR, DOING?

Whether you’re into it or not, the footy season is upon us and new teams have been formed, existing teams re-jigged, new members joined and established members have departed… not much different to the world of commerce really but how does that leave you especially if the morale of the team has taken a knock?

“Morale is the capacity of a group of people to pull together persistently and consistently in pursuit of a common purpose” is how sociologist Alexander Leighton puts it so it’s critical to invest time in developing good morale for your organisation to flourish, those that do experience much higher productivity, profitability and staff retention, decreased level of absenteeism and turnover of employee numbers as well as producing an amazing place to ‘want’ to come and work in!

So what are some common factors to cause morale to dip, check off those you feel within your environment…

  • Dismal communication.
  • Difficult co-workers.
  • Heavy workloads and/or stress.
  • No recognition or reward/gratitude.
  • Restructure or Layoffs
  • Deplorable leadership.
  • Inflexible working conditions.
  • Loss of contract that’s had a lot of time/resources ploughed into it.
  • Cancellation of team benefits.
  • Lack of enablement or autonomy.

And how frequently do Managers or Leaders turn a blind eye, or not even realise the state of morale by just putting it down to workload pressure. How often can the following clues be overlooked…

  • Increased absenteeism.
  • Increased staff turnover.
  • Lack of enthusiasm by not only individual members but groups too.
  • Obvious despondency.
  • Decreased productivity.
  • Increase conflict between team members.
  • Increased complaints about work, or other team members.

You don’t have to be an Associate, Partner or Director of a firm or company to be a leader but whatever your role, Lead from the front and build your own positive attitude or outlook. See what difference this has on those around you. Understand what’s affecting your morale and then ascertain means by which you can address this to create positive affirmations even through the quagmire of assumed despair. Self-confidence inspires others, ‘Positive’ thinking encourages positivity around you (negative has the same effect but in the wrong direction), Quick wins results in improved morale with confidence flourishing in your team as well as yourself and understanding of the reality of the situation not just the emotive shackles we often tie around our own ankles.

Some other tips to consider:

  1. CONNECT WITH YOUR TEAM – Avoid hiding behind a desk with closed doors. Get out there, speak to the team, find out about personal as well as work subjects and show interest. Show presence by walking around and being approachable, keep communication channels open and get to ‘feel’ what’s happening around you, this is ‘emotional intelligence’ and don’t run from it, embrace it and show empathy with commitment to deal with issues arising. Remember earlier the ‘No recognition’ comment, reward your team/members and this doesn’t have to cost a penny, simply making an announcement to all how well a member or team have done builds positive feelings but physical rewards work well when they’re due or even awarding time off.
  2. CLARITY OF DIRECTION – Set ‘Clear’ goals. This way members ‘know’ what they should be doing or aiming for. SMART goals, yeah, I know, business spiel but it works!
  3. COMMUNICATION – The mother of all problems! Without clarity, rumours start and with rumours come the segregation within any organisation even if it’s sound as a bell, so it’s imperative that timely and accurate information is given. If there are changes being made, keep those around up to date so they can’t make their own ‘assumptions’. Express how things will affect them but remember to ‘Receive’ as well… after all, communication means “the activity of conveying information through the exchange of thoughts, messages, or information, as by speech, visuals, signals, writing, or behaviour”
  4. ENVIRONMENT – You’d be surprised to what a lick of paint, new air-conditioning, personal storage facilities, cooking equipment etc etc may have. Bright airy rooms to work in have extremely positive outcomes, tidy environment brings order both physically but mentally too.
  5. DEVELOPMENT – Regardless of managerial belief, people generally want to improve their lot, as it were. Find out what needs for development exist in your team(s), especially if there have already been lay-offs. By offering this, a better sense of security in what they do can be seen
  6. MAINTAIN MOTIVATION – All too often there’s a positive ‘get up and go’ approach and the following month, life’s back to normal! Know what makes your team members tick, it’s not always financial! (look into Maslow’s Hierarchy of needs). Keep up with SMART goals and stay ‘Connected’ with your team(s).

Coaching to Success understands where individuals and groups can suffer from the drop in Morale and how to help those leaders develop a positive environment and helps keep you motivated to succeed through these times as well as supporting you along this path. If this is an area you feel you, your team or firm/company would benefit from, take that first step by speaking to someone who can help you improve morale whilst keeping you on track to reach them, after all, that’s what coaching is all about so pick up the phone to arrange a free consultation on how we can help, contact Neil (07761 187238) or throw us an email at info@coachingtosuccess.co.uk… We’re here to help.

GOING FOR YOUR OWN GOLD… WINNING FORMULA!

Goal Setting!! Yep, easy expression but not so easy to achieve. Back in 1979, New graduates of the Harvard’s MBA Program were interviewed and it was found that 84% had no specific goals at all, 13% had goals but they were not committed to paper 3% had clear, written goals and plans to accomplish them. Later, in 1989, the interviewers again interviewed the graduates of that class and they discovered the following results… The 13% of the class who had goals were earning, on average, twice as much as the 84 percent who had no goals at all. Even more staggering – the three percent who had clear, written goals were earning, on average, ten times as much as the other 97 percent put together.

So, Goal Setting. Here’s 7 Tips to set you off on a path of Gold:

  • Tip 1: SET REALISTIC GOAL

Explore your imagination, let it run riot and go for the BIG! And then reign it in to check it is actually achievable and within a time scale that is also realistic. Adopt the SMART strategy (Specific, Measurable, Attainable, Relevant, Timed)

  • Tip 2: OPEN YOUR MIND TO ALL AREAS

It is all too easy to simply focus on work-related goals alone. Look at goals that also bring enjoyment into your life relating to you happiness and well-being. Get the balance of goal setting right across all areas of your life.

  • Tip 3: MAKE THE GOALS ‘POSITIVE’

So many times we set ‘Negative’ goals!! What are these? Well, take areas such as wanting to GIVE UP smoking, STOP working so many hours, or to LOSE weight, these are negative so turn them around and put them into the positive… Create a healthier lifestyle, Spend more time with my family or to get fitter. Reframe negatives into positives… you may be surprised at how much more attractive they become and consequently more achievable.

  • Tip 4: SET REALISTIC COMPLETION TIME

Often we estimate to complete a task by ‘x’. To be truly proficient in setting a deadline is to set a start-time. Once you have the start, you can decide how long each segment (if there are more than one) takes to complete your overall goal and then schedule those times in thus removing the panic at the end and inevitably not completing it at all.

  • Tip 5: SET AN ACHIEVABLE AMOUNT OF GOALS

There are only 24 hours in a day, and each goal will take time and energy, therefore, be constructive and realistic in how many goals you can achieve and the time you can give them to insure they receive your full attention. “Quality, NOT quantity” so rather than setting a myriad of goals, by all means, set out what you wish to accomplish and then chose the ones you wish to start on knowing they’re attainable.

  • Tip 6: IT’S NOT A FAILURE, IT’S A LEARNING!

As Thomas Edison commented when he eventually found how to create electric light “I have not failed. I’ve just found 10,000 ways that won’t work”. When you don’t succeed, treat these as ‘Learning’ curves, not failures as these contain the lessons that can ultimately change your life. Take note of where you may not have been successful in reaching your goal and use that knowledge for the next attempt.

  • Tip 7: REVIEW HOW YOU’RE DOING

Some short term goals can be set and achieved in a matter of weeks, others may take years but throughout, it is critical to review your own progress. Analyse what you have achieved up to a given point and do this at regular intervals. If it’s a large overall goal, set sub-goals and reward yourself when you accomplish them within the given time-scale (for me, I make myself a REALLY nice cup of coffee!) It doesn’t have to be costly but something to show you’ve achieved it. Also, you can review or adapt your goal to insure it remains live and realistic.

Coaching to Success help and keep you motivated along your path to success and support you through these transitions and if this is an area you are unsure of or feel you would benefit from, take that first step by speaking to someone who can help you set these goals and keep you on track to reach them, after all, that’s what coaching is all about so pick up the phone to arrange a free consultation on how we can help, contact Neil (07761 187238) or throw us an email at info@coachingtosuccess.co.uk… We’re here to help.

ARE YOU ‘COMFY’ WITHIN YOUR BUSINESS? YOU MAY NEED TO STRETCH YOURSELF THEN!

When I heard that news about Neil Armstrong, may he rest in peace, I started to think about what he would have done had he simply sat back and said “You know what, I’m comfy doing what I do and I don’t think I’ll stretch myself to areas of the unknown”?

which then got me thinking about the fact that we’re still in difficult times out there, so let’s sit back and absorb the doom and gloom the media keep throwing at us… alternatively, we could always ‘stretch ourselves’ out of our own ‘Comfort Zone’ and now IS the time to take those risks as others are doing as they will be the ones to succeed. Darwin once said “It is not the strongest that survive but the one most responsive to change”. Okay, we’re talking the greater concept of evolution here but, nonetheless, the same principles apply to our businesses, jobs, career path and decisions in our own lives too!

Change is always imbued with danger of the unknown, but it doesn’t need to be that scary a place to venture.

Consider these points…

Take small steps first:

  • Pick up the phone, call someone you haven’t spoken to for some time a lost customer/client.
  • If you’re inclined to let others have a debate and not contribute for fear of your point not being valued, push yourself and let it be known.
  • Review what you know then learn a new skill.

 

Medium sized steps:

  • At Networking events or gatherings, go up to someone, actually, 5 someones you have never met before and introduce yourself… quick tip here though is ask them about what they do before spouting out about everything you do!
  • Take the reins and actually go for that job, project or relationship.

 

Take a Gigantic step(s):

  • Go and present to a company of which is outside of your experience or knowledge.
  • Learn to deal with failure (to quote another well-known individual, Thomas Edison… I have not failed, I’ve just found 10,000 ways that won’t work)
  • Contact an expert in your field and specifically ask them for an endorsement or even an interview.

Personalities are affected by our comfort zone and those who have the confidence to step outside of their own prisons are normally those considered to be highly successful as they inevitably seem to accomplish what they set out to achieve.

Our comfort zones are a mental condition to impede moving into the unknown and consequently act as a sense of mental boundaries of which we stay confined and hide behind curtains of excuses for not being able to move forward. To step out of it, we have to adopt new behaviours, new beliefs and this does affect each and every one of us differently.

Coaching to Success have helped people confront un-acceptable situations at work, to create a new business in these times of austerity and succeed, teams to bond well together increasing the output two fold over the sum of the individuals alone and even someone who not only had to give a speech but to create and deliver a wedding speech!! Anyone can accomplish anything they desire… it’s taking the first step outside of your own confinement that’s the difficult one! Start by taking small steps, then push your own boundaries and with each success, comes the reward of self-propulsion to move up the gear.

Coaching can help you, motivate you and support you through these transitions and if this is an area you are unsure of or feel you would benefit from, take that first step by speaking to someone new and pick up the phone to call us to arrange a free consultation on how we can help, contact Neil (07761 187238) or throw us an email at info@coachingtosuccess.co.uk… We’re here to help.