Coaching to Success

Our business is your success

Team Building

5 Areas that can PREVENT you from long-term success!

Here’s a question for you… “Regarding business development, are you in it for the short or long term?”. May sound like a senseless question but consider the following article ‘Deming’s Five Diseases of Management’ which looks at 5 common problems that STOP organisations from succeeding in the long term!

It’s all about behaviours and attitude and I certainly know some managers with the latter. Here we’ll just cover what I consider to be the 5 most fundamental that any company/firm needs to consider.

1. Having no consistent purpose – All too often new strategies are introduced yet rarely seen through to conclusion before another strategy is muscling its way in due to ‘new ideas’ coming in from the top!

What generally happens is a lot of energy is initiated at the beginning but with minimal result. Staff become despondent and find it difficult to commit to anything long-term, why should they, it’s likely to change after all! Worse still, morale drops leading to dissatisfaction and even high turnover of staff. (some retail outlets are a great example of this)

Create and certainly promote your ‘Mission’ and ‘Vision’ statements for all to see and understand. Ascertain the ‘Values’ that drive them and get staff to buy into them making sure any changes or new strategies follow this path. Set specific goals and actions, then make sure it’s seen through to the end.

2. Emphasis on short-term profits! – It’s still tough out there with instant orders/profits taking priority over longevity of the business. Be warned that short-cuts are often taken with regards quality of service or product, innovation is suppressed and often replaced by fear. Be mindful that the economy is showing signs of improving so now is the time to start investing in your organisation’s long-term health and development plan.

3. Management by fear – Leads neatly on from the last heading. Often fear emanates from the unknown and, in turn, it’s easy to make threats. Fear can help people focus on short-term situation but at the expense of long-term success.

Carry out performance reviews/appraisals but in a manner of fairness with a good dose of honesty and sensitivity. Adopt a supportive, coaching approach giving them empowerment over their own success.

Also complete mini one’s throughout the year. I know I used to hate these as it always seemed to be used by directors to beat you rather than look for the most productive way forward.

Implement mentoring or coaching packages that focus on regular improvement.

4. Senior management high turnover – It takes time for any manager to gain an understanding of their role and equally as much to develop an understanding relationship with the team and those they are responsible for as well as expertise in the job itself, ergo, you will never have an efficient business if the key players aren’t bedded down.

Without stability from the top down, others will also adopt a short-term approach.

Start to consider long-term objectives with new managers. Looking at both short/long-term, create career paths or goals that align with the business’ objectives. SWOT analysis work well here to establish individual’s S & Os and look to embrace these rather than concentrating on W or T.

5. Looking at just the ‘Visible’ results – All too often I see how organisations simply look at the bottom line figures. Even in a sales environment, figures are important and as far as the board are concerned, yes, figures are critical but refrain from simply looking at these.

What is your organisation’s Critical Success Factor (CSF)? What are the key elements that drive your business? This should be created from your mission statement, from that, activities can be created to insure it. These aren’t all necessary figure based but can be around client/customer satisfaction, staff wellbeing etc.

This is a subject matter in its own right as are any of the aforementioned headings. Just to start being aware will make immense differences within your organisation and should you wish for long-term success, then please get in touch.

After all, Coaching to Success’ mantra is “… Our business is Your success” so take that first step and contact me to discuss some areas of concern or wanting to move forward at neil@coachingtosuccess.co.uk or call 07761 187238, where you’ll be assured a friendly and positive greeting.

Let’s start to build morale now we’re on the turn!

Sociologist Alexander Leighton stated “Morale is the capacity of a group of people to pull together persistently and consistently in pursuit of a common purpose” 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!

With all the positive talk about the economic climate, let’s insure or teams also buy into this lift in morale while avoiding the common factors I often see causing it to dip:

  • Difficult co-workers.
  • Heavy workloads and/or stress.
  • No recognition or reward/gratitude.
  • Restructure or Layoffs
  • Deplorable leadership.
  • Inflexible working conditions.
  • Cancellation of team benefits.
  • Lack of enablement or autonomy. opposite

How frequently do you see managers turning a blind eye, or not even realising the state of morale by blaming workload pressure? Don’t wait for others, lead from the front and build your own positive attitude or outlook. ‘Positive’ thinking encourages positivity around you (negative has the same contrasting effect).

So I’ve put together some tips for you to consider:

  1. CONNECT WITH YOUR TEAM – Avoid hiding behind a desk or 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. Remember my earlier comment ‘No recognition’? Reward your team and this doesn’t have to cost a penny, simply making an announcement to all how well a member/team have done builds positive feelings but physical rewards work well when they’re due.
  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 –Without clarity, rumours start, 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’. Remember to ‘Receive’ as well… after all, communication means “the activity of conveying information through the exchange of information”
  4. 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! (look into Maslow’s Hierarchy of needs). Keep up with SMART goals and stay ‘Connected’ with your team(s).

Coaching to Success understands how to help those leaders develop a positive environment and keep 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.

6 of 9 Confidence Building Exercises

Competence and confidence are so entwined and although ‘confidence’ comes by means of many different things that affect us, let’s just have a look at this in the context of our work.

I had a pretty tough time as a kid what with asthma and then boarding school etc, so when I returned home and set off to go to college, again, my confidence was hit as I knew no one there. Education/peer influences came from a school miles away, so, as a past-time I took up karate (of which I still participate in today) and this was the catalyst of change towards the confident person I am today.

Now I’m not suggesting we all go out and do martial arts but lessons I learnt along the way can be summarised in these key areas.

  1. BREATHE:  When you are nervous, don’t talk, but breathe until you calm down. This also works in cases where you are preparing for a big event and are stressed out.
  2. BODY LANGUAGE: The next time when you feel down, look at your posture. You are probably walking with a very bad posture. If so, change it right then: eyes forward, back straight, keep your head high.
  3. SET GOALS: If you do not have goals in your life then you do not know where you are going. Set goals insuring they are very clear and have a deadline on them. Put ‘priority’ numbers on all your goals because that is the best way your brain works.
  4. COMPLIMENT YOURSELF: Have you ever complimented yourself on a daily basis? If not, set about changing that. Say things like: “Wow, Neil came to me to help him as he knew I could help and I did”
  5. EXERCISE AT WORK: Start reading books on subjects that either you’re good at or interested in, talk to people that also have this capacity, become a real expert at it. Congratulate yourself from time to time about your particular ability and cherish it and don’t forget to also work on your physical activity, at least use a vibrating foam roller daily to get all the stress out of your body.
  6. THE MINDSET: Get into a CAN DO mind set.  Become a person that rarely says “I can’t do this” or “I’ll do it later”.  Use strong, motivating words like “I will do this”, “I am doing it”, “Sure”, “Yes”, “Of course I can”.

These are only 6 of a set of 9 I work from, if you would like the complete set, email and I will send the un-abridged version.

Whether for someone in your team or yourself, Coaching to Success looks to facilitate this growth in confidence, speak to someone who lives as he believes and contact me at neil@coachingtosuccess.co.uk or even build that confidence by picking up the phone and calling 07761 187238, where you’ll be assured a friendly and positive greeting.

Recognise the inspiration before ‘they’ leave!

Finding ideas, some would say, is the easy part but seeing them through is where it gets tricky!

Who are those ‘hidden’ gems amongst your team(s), whether internal or external? Are you hearing their voices through the other noises of a busy day? Can you spot those individuals, those free thinkers who don’t simply conform to existing processes?

It’s energised individuals with the positive drive. It is these innovators, internal entrepreneurs, that not only have the ideas but the energy to see them through.

So why do these people leave? Up to 70% of successful entrepreneurs, self-employed people, get their ideas whilst in employment but then leave due to the lack of processes that enable them to either pitch their idea or have it heard. Be honest with yourself, do you TRULY welcome new ideas or do you believe what you have established is the best and only way forward?

Here is 5 patterns of successful companies who adopt ‘intrapreneurship’ (inside entrepreneurs following organisational goals)

Freedom and not just Money: Intrapreneurs enjoy the freedom of being able to influence organisational goals. Money is a necessity but is more of a tally or, a reward for how well they are contributing.

Photosynthesis: Intrapreneurs feed the idea and cultivate it before releasing it. They develop it but share it only when they feel it is ready to provide, what in effect will be, the ‘glucose’ to business survival.

Pivoting: The genius within! Intrapreneurs see things the rest of us don’t and aren’t scared to suggest or, when they become their own bosses through entrepreneurialism, turn them into reality. Look at Sir James Dyson, who, in 1993 was ignored by companies such as Hoover and Electrolux for his design of a new vacuum cleaner (now expanded to hand dryers and desk fans) and can now be found in over 50 countries with 3,100+ employees and turnover in excess of £1b in 2011.

Visual conception: Like sponges, intrapreneurs use all forms of visual stimulation from design to mind-mapping and thought-showers (brainstorming to you and I) and will look at all potential parameters without settling on the first idea. Aware that initial emotions may outweigh the logic, they allow time for it to develop symbiotically and to show it’s true benefits.

What’s next?: These people strive to see what’s next. Constantly looking for betterment and positive change. Very clear, highly engaged and always learning new ways so that they are not left watching others make those changes that propel organisations forward.

Maybe it’s time to open your eyes and your ears to those around you and find those lions among your team(s).

Coaching to Success help organisations succeed through change and more often than not, it’s through your own ‘Intrapreneurs’ so contact Neil on 07761 187238 or email info@coachingtosuccess.co.uk to arrange a free, no obligation consultation and discuss what benefits change will bring.

You can have your heart set on Dull or Boring but it might not quite seem to be what it sounds like?

How true is it, that we make assumptions by what may be written alone? Professor Albert Mehrabian’s communications model illustrates how we generally communicate … and word’s, such as you are reading now, are only one very small part.

His studies cited the following:

7% of message relating to feelings and attitudes is in the spoken word.

38% of message relating to feelings and attitudes is the way in which the words are said, tonality).

55% of message relating to feelings and attitudes is in expression, body language.

So how does this relate to the earlier paragraph? Newspapers, during early August, wrote articles on how a town called Dull in Perthshire had been twinned with another in Oregon, USA called Boring. So, with just a little further explanation, a different perspective can be seen.

Much as with business, often we lack the true ability to ‘Communicate’ well. All too often we receive blunt texts that can be read in so many different ways.

Try this line for example “I didn’t say you stole my money” , now repeat it 6 times but each time put the stress on each of the words in turn, ie ‘I’ the first time you say it, ‘didn’t’ on the second, and so forth. Now do you get the idea about how tonality plays such an important part? People put the emphasis on whichever word they chose when reading it without experiencing the other elements of communication.

Often, if our only form of communicating important messages, is via email, text or other written methods, the message can be lost. Worse still, if there is an element within that could be taken personally, no matter what mood you were in when you wrote it, the recipient WILL read it in whatever mood they are currently in when it is received.

When making changes within your organisation it is imperative that you try to communicate the message at all levels to insure that there is no ambiguity as to what is meant. If you have a large team, create spokespersons, to pass the message on themselves through personal contact to promote the tonality and body language as well as the words.

Follow up with the written word rather than put the word out first as people will read into it whatever they see to be the case and it’s difficult to correct thereafter.

Not all communication needs to follow these guidelines but when announcing major changes, it is imperative that the same message gets communicated frequently and in as many different ways to insure the intention and information is clear.

Coaching to Success have seen many cases where structured, planned and delivery of important information has been handled poorly even though the best intention was meant and caused grievances that remained for long periods of time.

Should you or your organisation be looking to make changes where clear communication is important, then start by speaking to Coaching to Success by giving Neila shout on 07761 187238 or email info@coachingtosuccess.co.uk to arrange an informal ‘discussion’ around how we can help.