Hey everyone,
I found some real great videos on coaching that I thought I would share.
How to Motivate Employees, It's from Keith Rosen - Coaching Salespeople into Champions.
Now I know what your thinking, but I'm a trades person not a sales person so this shit won't work with my crew.
Well, I ask that you humor me for a moment, and watch the first two videos, it's on motivating people, while you watch I challenge you to think about your motivation, the way your treated, the way you like to be treated, and the examples he uses.
And then I want you ask yourself is there any business, any job, any person that wouldn't feel or like to be treated this way.
If after giving this an honest look, like I know you will because your on this site because you have a passion for personal development and a desire to better yourself.
I want you to be open and ask yourself would this work on you or for you?
If the answer is yes, then it will work on your crew. Even if after all that you think this isn't for you or your team, I would like to hear why you feel that way or what makes you say so, just for understanding .
Post your interesting comments below.
Cheers, and ABC!
Thursday, August 22, 2013
Thursday, August 15, 2013
7 Principles of Influence
Influence is the art of winning people's cooperation when you do not have, or do not want to use, the authority to make them do what you want them to do. It involves shaping the way people feel and think.
"Power lasts ten years. Influence not more than a hundred."
-Korean Proverb
Make people feel understood.
Spend less time trying to make people understand what you want, and more time making them feel understood. In an ideal world people might make decisions, commitments, and judgments based on logic and sound reasoning. But in this world people act in response to their preferences, feelings, and social influences they're not even aware of. If they trust you and feel that you care about them, they are much more likely to cooperate with you.
Find common ground.
Show people how their needs, values, and dreams mesh with yours. To do so, you have to understand their values and concerns. See things from their point of view. Be sympathetic with their feelings. Then show them how cooperating with you can help them achieve what they want.
Listen.
Listening is the best way to make people feel understood and, at the same time, to find common ground. Ask open-ended questions, the kind that invite people's careful consideration and honesty. Try to understand what people mean, without getting hung up on the literal meaning of their words. And acknowledge their thoughts and feelings (which isn't the same thing as agreeing with them).
Don't argue.
In business (and at home, too) the person you defeat in an argument today may be the person whose cooperation you need tomorrow. Arguments make people stake out positions and defend them. And the more you try to prove them wrong, the harder they will resist you. People may feel overwhelmed and stop arguing with you. But that doesn't mean you've won them over. Most of the time, when you win an argument, you lose an ally.
Care about the people you want to influence.
If you are concerned about the people you're trying to win over, if you value their needs and dreams, they'll know it. And they'll reciprocate. They'll communicate more freely, speaking their mind more openly and listening more attentively. They'll give you the benefit of the doubt. And they'll want to cooperate.
Help people believe change is possible.
People often know, although they won't often admit, that they need to change. They feel a vague uneasiness, sensing that things won't pan out the way they want. But they persist in doing what they've always done, thinking they're doing the best they can. Show them a better way, but more importantly, convince them that it's possible. Don't just give them a solution. Offer them hope.
Time your request well.
There's a time and a season for everything, especially for asking for support. When people are feeling stressed out, anxious, angry, resentful, or threatened, they're not really receptive. Do what you can to reassure them and to make them feel safe, and you increase your chances of winning their support. Look for "moments of influence," times when they feel capable and confident, and make your best case then.
"Power lasts ten years. Influence not more than a hundred."
-Korean Proverb
Make people feel understood.
Spend less time trying to make people understand what you want, and more time making them feel understood. In an ideal world people might make decisions, commitments, and judgments based on logic and sound reasoning. But in this world people act in response to their preferences, feelings, and social influences they're not even aware of. If they trust you and feel that you care about them, they are much more likely to cooperate with you.
Find common ground.
Show people how their needs, values, and dreams mesh with yours. To do so, you have to understand their values and concerns. See things from their point of view. Be sympathetic with their feelings. Then show them how cooperating with you can help them achieve what they want.
Listen.
Listening is the best way to make people feel understood and, at the same time, to find common ground. Ask open-ended questions, the kind that invite people's careful consideration and honesty. Try to understand what people mean, without getting hung up on the literal meaning of their words. And acknowledge their thoughts and feelings (which isn't the same thing as agreeing with them).
Don't argue.
In business (and at home, too) the person you defeat in an argument today may be the person whose cooperation you need tomorrow. Arguments make people stake out positions and defend them. And the more you try to prove them wrong, the harder they will resist you. People may feel overwhelmed and stop arguing with you. But that doesn't mean you've won them over. Most of the time, when you win an argument, you lose an ally.
Care about the people you want to influence.
If you are concerned about the people you're trying to win over, if you value their needs and dreams, they'll know it. And they'll reciprocate. They'll communicate more freely, speaking their mind more openly and listening more attentively. They'll give you the benefit of the doubt. And they'll want to cooperate.
Help people believe change is possible.
People often know, although they won't often admit, that they need to change. They feel a vague uneasiness, sensing that things won't pan out the way they want. But they persist in doing what they've always done, thinking they're doing the best they can. Show them a better way, but more importantly, convince them that it's possible. Don't just give them a solution. Offer them hope.
Time your request well.
There's a time and a season for everything, especially for asking for support. When people are feeling stressed out, anxious, angry, resentful, or threatened, they're not really receptive. Do what you can to reassure them and to make them feel safe, and you increase your chances of winning their support. Look for "moments of influence," times when they feel capable and confident, and make your best case then.
Thursday, July 4, 2013
Acronyms
A recent class asked me for an Acronym list...here it is the start:
S.M.A.R.T (used in goal setting)
S= Specific, vague goals produce vague results, be specific!
M= Measurable, how you will know where you are in relation to accomplishing your goal, some means of tracking or metric.
A= Achievable, goals must be just outside your reach, challenging enough to make you grow, but not so easy it's not a goal but a project.
R= Relative, goals in of themselves will not make you happy, but goals that are in line with your core values will, so make it mean something to you.
T= They must be timely, set a clear start and end time.
C.P.R (used in coaching)
C=Content, when coaching someone let them know you are about to coach them and discuss the content of your coaching.
P= Pattern, discuss what patterns your seeing, example; I notice ___happens when you______.
R=Result, this is where you tell the person being coached what you would like to see, what you like to have happen or done.
G.R.O.W. (Used in coaching)
G= Goals, you will go over SMART goals with the person being coached.
R= Reality, review where they are in relation to their goal, do they have the right mindset, tools, training, what are the obstacles in their way. Identify them using I.R.A.
O= Options, develop options, have them come up with the solution or work with you figuring them out, this increases buy in and commitment.
W= Wrap it up, write down the plan of action, the support, what needs to be done, milestones. Don't forget to review and celebrate accomplishments or reevaluate the progress.
I.R.A (used to root out cause)
I=Identify, high level thoughts or feelings about the behaviors or actions your seeing. (judgmental).
R= Root out, deeper dive discussions on what is the actual obstacle or cause for the behavior. Usually this will reveal information needed to apply the correct action.
A= Antidote, applying corrective action or removal of the rooted out obstacle based on the previous steps findings.
L.A.M.A ( Used in coaching)
B.I.G (used in coaching or solution focused problem solving)
S.M.A.R.T (used in goal setting)
S= Specific, vague goals produce vague results, be specific!
M= Measurable, how you will know where you are in relation to accomplishing your goal, some means of tracking or metric.
A= Achievable, goals must be just outside your reach, challenging enough to make you grow, but not so easy it's not a goal but a project.
R= Relative, goals in of themselves will not make you happy, but goals that are in line with your core values will, so make it mean something to you.
T= They must be timely, set a clear start and end time.
C.P.R (used in coaching)
C=Content, when coaching someone let them know you are about to coach them and discuss the content of your coaching.
P= Pattern, discuss what patterns your seeing, example; I notice ___happens when you______.
R=Result, this is where you tell the person being coached what you would like to see, what you like to have happen or done.
G.R.O.W. (Used in coaching)
G= Goals, you will go over SMART goals with the person being coached.
R= Reality, review where they are in relation to their goal, do they have the right mindset, tools, training, what are the obstacles in their way. Identify them using I.R.A.
O= Options, develop options, have them come up with the solution or work with you figuring them out, this increases buy in and commitment.
W= Wrap it up, write down the plan of action, the support, what needs to be done, milestones. Don't forget to review and celebrate accomplishments or reevaluate the progress.
I.R.A (used to root out cause)
I=Identify, high level thoughts or feelings about the behaviors or actions your seeing. (judgmental).
R= Root out, deeper dive discussions on what is the actual obstacle or cause for the behavior. Usually this will reveal information needed to apply the correct action.
A= Antidote, applying corrective action or removal of the rooted out obstacle based on the previous steps findings.
L.A.M.A ( Used in coaching)
L= Learning, some
form of learning should take place. It
could be a variety of activities.
Mentoring with a peer, reading a book, taking a course, are some
examples of learning opportunities you may implement.
A= Apply, we should implement that learning as soon as possible.
M= Measurement, there should be some measurement or metric to gauge the effectiveness, *see STAR goals above,agree
on a method of measuring when and how the new learning is used on the job. You can perform observations, or have your
employee track it on a worksheet you developed.
The idea is to monitor the use of the new knowledge.
attribute successes back to the coaching so they see the change as a direct result and benefit of your coaching.
A= Assess, review
the impact of the new skill on the performance metric being improved. Any success should be attributed to the new
skill and encouraged.
As
mentioned earlier, each component must have a start and an end date. The assessment date should correspond to the
SMART goal date. If you are SMART goal
timeframe is greater than 30 days, you should plan more assessment dates and
coach according to the performance results.
B.I.G (used in coaching or solution focused problem solving)
B= Buy-in by your employee, because the options developed was a callaborative effort.
I=Innovation, because more creativity is possible when the two work at it.
G=Growth, because the options developed will have more meaning and lasting commitment.
Thursday, June 13, 2013
Hello our Recent FDP, this is the first time we have one simutainoulsy happening East and West!!!!
Will today be the day you for once and for all hold yourself
to a higher standard?
Is today the day you commit to truly becoming a better leader?
Is today the day you commit to truly becoming a better leader?
We deeply appreciate the ability to have participated with you, and in obtaining tools to help you reach your fullest potential as a leader.
As in physical exercise, these mental exercises have to been consistently worked with and applied, before you see the results. Sometimes you plateau both in physical exercise and mental, in which case you may have to once again change it up.
When things aren’t working change your approach and keep
changing it until you get the results you're looking for.
."..it’s not what’s happing right now or in the past, its you
want to focus on and making decisions based on that focus is what shapes your
density."
-
Tony Robbins
Tuesday, May 14, 2013
Home Life
Ok, you know how impactful the workshop can be to your site and with your team. But have you practiced the techniques at home?
Many of us have kids, sit at the dinner table and have minimalistic conversations, it's report card season and of course spring cleaning.
The techniques we have shared with you can aid in your communication and interpersonal skills with family, get clear goals on that upcomming vacation or spring cleaning while setting expectations and conversations in a positive impactful way.
What you waiting for? Eat that frog and... let us know how you did.
Many of us have kids, sit at the dinner table and have minimalistic conversations, it's report card season and of course spring cleaning.
The techniques we have shared with you can aid in your communication and interpersonal skills with family, get clear goals on that upcomming vacation or spring cleaning while setting expectations and conversations in a positive impactful way.
What you waiting for? Eat that frog and... let us know how you did.
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