Experience 30-minute Issue Coaching session

Action plan

Action plan, business coaching, Emotional Intelligence 2.0

Nothing New about Engaging Employees for High Performance

Virtual Mastermind Project

Benefit from a team booster approach to resolve issues who have to resolve.

As I continue to earn CEUs for my coach certification, ~ 85% of topics relate to employee engagement. I question why this topic is such high priority with companies and my client?

Here is what I see:

·      Employee engagement is about purpose. It is a visceral response and agreement, by the employee, team or tribe member, to emotionally connect to a company or cause’s mission in the world. Millennials are strongly connected to this idea.

·      Generational communication issues are at play here. With technology as a buffer to actual human interaction, people have lost the social skills to engage in meaningful conversation and connection. For example, SnapChat filters deliberately mask to enhance a person’s post. They do not know how to act, the rules of engagement. This affects how they also perform in their work and how they respond to stress and challenges.

·      Those who read less and rely on visual stimulation have reduced their vocabularies. It is more difficult to accurate express their feelings and meanings without specific references.

·      Contemporary workflow relies on digital communications for perceived expediency. Face-to-face meetings often are viewed as time wasters—I suggest a lot of speculation occurs if questions are not asked for clarification.

·      Brain changes—Unfortunately, our 21st Century selves have not evolved from our 10,000-year-old selves that required bonding together for survival, language to share knowledge, and ways to express empathy.

·      There is an abundance of “talking” and yelling at each other through social media. Yet, these shallow encounters do not improve our social skills. We require abilities to negotiate, debate, and have civil discourse to maintain our humanity and raise our empathy and understanding of the world around us.

Here are my recommendations to acquire easy tools to accomplish this:

1.     Employees have immediate exposure to the mission during the on-boarding process. Provide an assignment for the next meeting so they will continue to interact with the statement. Why would they want about the employee values qualify them to be part of the company?

2.     Leaders model the behaviors they want on their team.

3.     Create symbols of the connection. (This is why logos are valuable.) Use colors, badges, ribbons, anything that the employee can use as a pride link. Explain what they mean. This can be a systemwide project to have everyone on board. Make a memorable experience. Prizes work well here.

4.     Provide continuous engagement with messages throughout the company’s universe as snippet reminders of why the employee has a job to do—how we treat people, attitudes toward work, screen savers, posters, and awards.

5.     Have a VMP™ (Virtual Mastermind Project) experience in your organization. Here all levels are on equal footing-think King Arthur’s round table.

6.     Make a big deal—recognition of behaviors by leadership that advance the mission go far to have others see what is respected in the company. Have levels, like in games, to achieve. Give employees “bragging rights”, which encourage confidence and pride.

7.     Company culture becomes an ecosystem throughout which the mission is expressed. For example, this principle aids in decision making, because if an idea is not connected to the mission, it is stored for future reference without wasting current resources.

Remember, that which gets measured gets done. That which gets done gets rewarded. That which gets rewarded gets repeated! Anonymous

I am eager to hear your feedback. Thank you in advance. MC


Action plan, Behavior, business coaching, fulfillment, Leadership Insights

Proven, Stress Tested Ways To Build Confidence & Competence

In 1964, as Supreme Court Justice Potter Stewart declared about pornography, “I’ll know it when I see it!”

It is the same for competence, confidence and the flipsides of them. We want a dentist to be confident when she works on our teeth. We want a teacher to be confident and competent when we send our children to school. It is the same for business.


Testing one’s abilities is a key ingredient to building confidence. Observe a toddler in action. They fall down and pick themselves up right away. Then, they test their caretaker’s reaction to see if they should cry or not!

Personal mastery

Mastery grows confidence. Success is perceived at “conquering” a task rather than getting it resolved on the first round. That is why practice is key to building confidence.


My coaching mantra is to prepare to meet your greatness! Preparation builds confidence. It is a form of practice and provides an opportunity to walk through situations. It dissolves doubt because you have determined and imagined different scenarios.

Build an environment of trust

For employees, family members or personally, an environment must exist that allows for mistakes. There must be an opportunity to correct the errors or inaccuracies for maximum learning to occur. Research shows we learn more from our mistakes than solving an issue right away. The sequence of events teaches us at each level.

Build critical thinking skills

Move away from getting the “right” answer. Observe students in a classroom, for example. The teacher has an opportunity to provide exploration within the environment. If there is only one answer, not everyone will understand it. Different learning styles will arrive at answers differently. I know math is more precise, but learning how a student arrived at a solution, can inform the teacher where more help would serve.

The Antidote

On the flipside, I have observed incompetence as a symptom of several conditions:

  1. The person has never been exposed to positive platinum service, for example.
  2. The seemingly incompetent person was hired in error based on an emotional decision rather than traits.
  3. The incompetence generates from a negative attitude—“It can’t be done.”
  4. The incompetence emanates from a “bare minimums” attitude because going further may produce failure!
  5. Incompetence can be the result of poor training and can develop a poor attitude in the person, especially if there is no opportunity to rectify a situation.

Observe incompetence

One way to combat incompetence is to observe it. Include incompetence in your record. Discuss it with your team. Consider the amount of time wasted, what was sacrificed in the incident, or what you found. We can learn from those models by writing an antidote to them. Record by voice or digits all the incidents you encounter. At the end of the week, write an additional result to the items and post them in your blog or social media. If you work on a team, have them do the same exercise and report back at the next meeting.

For the positive example, observe competence and track it in a competence log. For example, how did the business attempt to serve you while you were waiting? In-‘N-Out Burger does a fantastic job with this idea when there are long lines at the drive through. An associate comes out with an order board and places your order while you are waiting in your car. It is ready when you get to the window!

My coaching antidote

My coaching antidote to poor attitudes and unqualified people is to hire traits—qualifications being equal, hire the traits required to create the best outcome. For example, in a high energy, production environment, hiring someone who has to complete one task at a time is a detriment. They are not bad, but they will become frustrated and accuracy will be sacrificed. Optimistic, energetic open people can thrive in a high performance environment.

Be sure to “check under the hood” for appropriate hires that satisfy your vision for the optimum team.

Please share your experiences here or on my website: https://www.PositivePotentials.com Happy recording.

Action plan, business coaching, communication, Emotional Intelligence 2.0, entrepreneurs, Wisdom

Why Certification is Key to Credibility

Here is a quick read about why you want to be certified in your profession:
  1. Validation of your skills by an objective 3rd party.
  2. Perception booster that you extended your skill level to the next rung. Think—Do you want a Board Certified surgeon?
  3. Others’ perception preview before they meet you. Set the bar to set you apart from others vying for the person’s attention.
  4. Certification boosts your confidence. It is an award you give yourself. Be proud of your effort.
  5. Knowledge expands so quickly. Be at the top of your profession and refresh your skills with certification.
  6. Respectful investment in yourself and your professional growth. People respect that.
  7. Certification condenses knowledge updates in a short window rather than going back to school for a degree.
  8. Inspires a positive attitude toward a chosen profession.
  9. Test what are the important KSPs (key selling points).
  10. Helps to futurize™ and insulate your business and skills with additional preparation for slow downs and market changes.

I remember when I began in sales I felt like a fraud because I didn’t have years of experience. All the gurus said, “Fake it ’til you make it!” And, I did. Think big thoughts.

When I was attending my coach training, the instructors spoke about the “imposter syndrome.” I could relate to that. What I’ve come to find is that, other than a con artist who has ill intentions, we all have to begin somewhere. The more preparation, the greater your confidence will grow. Then, you will gain clients who believe in you, not for your products, but your integrity. And, that is not faked. Be true to yourself as the Bard said, show up for others without worrying about how you are affected, and voila, you will grow into your personna.

Your experiences and thoughts?

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