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Emotional Intelligence 2.0

business coaching, Emotional Intelligence 2.0, fulfillment, Value, Workplace

A take on the correlation between coaching and high performance . . .

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This is a question often asked by people who do not have a coaching experience. As we learn easily from examples, my analogy for the relationship between coaching is with sports figures, Olympians, and fitness gurus. Sure, they can train by themselves. The coach is an assurance policy they will produce the best outcome from an objective perspective. Performance progress is about improvement and advancement from the last episode. The coach is the witness and expert to call out what needs improvement and what is excellent. For example, the coach may demonstrate technique, yet may not be scoring a 10 on their own style. They are experienced and studied to know without being the best athlete themselves.

The role of the coach:

  • The coach is a witness and sounding board.
  • A coach encourages and inspires the pupil to keep moving forward.
  • A coach questions and promotes thought into action.
  • A coach challenges the pupil beyond self-limiting beliefs.

Years of research and interaction with clients show me the top five issues a coach responds to regarding a client’s performance at work and on a personal level—

  1. Belief
  2. Environment
  3. Fear factor
    1. Imposter syndrome Smartest person in room
      1. Prove to oneself they are worthy
    2. Procrastination
      1. Fear-based behavior
      2. Don’t want to make a bad decision
        1. Self-Victimization
        2. Steeped in criticism
      3. FOMO—Fear of Missing Out
        1. Too much emphasis on what others think about oneself.
        2. Fear of left behind, abandonment
      4. Tolerances
        1. Sap energy
        2. Distractions
      5. Temperament
        1. Persistent
        2. Optimistic v pessimistic
        3. Self-definitions of achievement and success

These manifest in negative or positive self-talk and body language. They can be culprits for self-sabotage.

 

The coach holds up a mirror to the client so he/she can see themselves for who they really are in a safe space. No criticism only room for improvement and powerful questions that bring issues to the foreground. Course corrections are made with the full commitment of the client; the client knows that coach has his/her best interest always. The trust must be established. The relationship is sacred and promotes growth, understanding, and fulfillment on one’s own terms.

How does your work environment, even as a solopreneur, create a high-performance impetus for you to thrive?*

Why is this topic so critical?

The ultimate trust bondWe put our lives in their hands!

This is how we begin to build an award-winning culture in the workplace and at home. That will be our next entry.

*When you send me an email with a response, you will receive a complimentary 30-minute coaching session for any issue you desire. Eager to serve you to be your best self. Mc

 

 

 

 

 

Behavior, business coaching, Emotional Intelligence 2.0

Steps to Overcome Imposter Syndrome

Can you tell who is the smartest person in the photo?

Of course not. However, when you use your Emotional Intelligence Spidey Sense, there are clues you can spot. In a Galaxy Far, Far Away . . . people used to say, Fake it ’til you make it” as a mantra. This bravado approach works to a point as long as it stands upon a level of truth. 

Imposter Syndrome can be normal for people in new circumstances, like a recently promoted associate to a management position.

• My advice is to step back and observe the team, the task, or new situation before jumping in and taking over.
• Actively listen to whomever is involved with the outcome of the project and engage them.
• Allow their contribution to count.
• Ask questions about what has been accomplished and what is the original vision for the outcome.
* Consider who assigned the task or project and what is that person’s stake in the outcome?
* Vigorously read about your industry and study how your company is positioned there.
* Attend webinars on aligning topics to broaden your perspective.Ask to be included in planning sessions. Your request demonstrates initiative and can make you more visible.

A proven power tool is to assess and raise the team’s and your Emotional Intelligence. Ask me how.

Access this useful tool here: A Letter of Authority

Consider these clues:

  1. Consider the language the person uses. Do they overuse “big” words to look important. For example, do they “utilize” rather than “use”?
  2. How does the person appear in posture?
  3. How do others react to this person?
  4. What is your take away when you interact with this person?

These are only starter mental notes. Start your own listing.

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

 

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