Scott – I recently had a store become available, and I had four Operators ask for this location. So this model gave me a very effective process to go through and almost interview them to help them understand. It’s not just something that I can say “yes, you’re qualified” or “no, you’re not qualified.” It’s just given me a great process so that when we get through, two of us feel good about outcome or decision that’s been made.

Q – What is one thing that you would tell workshop participants before sending them out door?

Phil – I would say that they don’t need to hide this. They should openly use Coaching Skills Model. Apply it to every situation you can. I think you can be real open with this, whether it is for performance improvement or starting a project, or whatever.

Scott – They need to seek out every opportunity they can to use model. And more importantly, use individual behaviors or skills associated with that model. Use it in as many opportunities as you can. It’s just like a muscle, you know you’ve got to use it or lose it. It is probably most powerful tool of influence that I’ve found, and it’s just because of questions that I ask. First, it comes across that I really care, and second, I’m asking very insightful questions that are important to issue and I’m not providing all of answers. When I ask those questions, it either engages them emotionally or intellectually. It’s like you grab their heat or their head. It invokes emotion or thought. When you sit down and take somebody through that process, it’s just a very healthy process to follow and it just gets powerful results.

Scott – Yes. That is deal. You know, I have a very strong desire to become good at what we understand is coaching (skills). I kind of equate it with focusing on results and focusing on relationship. We all want to get results, but I never want to get results at expense of sacrificing relationship. But if I spend all my energy on relationship and not focus on results, we’ll be best friends in world, but neither one of us will be very effective. Both are important in process.

If you would like to learn more information about CMOE’s coaching skills program and the success we have had in your industry, please contact a Regional Manager at (801) 569-3444 or visit their website.

-You’ve simply outgrown your position: * Maybe you started at a low level position and have been passed over for promotions even though you’re qualified * You’re not being challenged enough

If you started out at bottom of ranks, and now you’re at top, you shouldn’t be getting paid bottom salary. Start looking for a job that’s right for your current level of expertise.

-Job stress is affecting your everyday life * You have chronic headaches or backaches * You have developed an anxiety, sleep or other disorder as a result of your job stress

The bottom line is work is stressful. There might even be some weeks where it’s stressful everyday. But if weeks turn into months or longer, you might want to start looking for something that fits your life better. Whether it’s actual work you do, way your office is run, or way your boss treats you, you should be able to look back and have some positive memories of your job. If you’re constantly stressing about your job when you’re not at work, it might be time to work somewhere else.