Experiences of Management Coaching (Part 2)

Written by CMOE Development Team

Continued from page 1

Not this: “Jim, twice this past month you turned in late reports. You know that my expectation is that all reports will be completed by deadline. Do you realize that you turned in two late reports?”

This: “Jim, twice this past month you turned in late reports. You know that my expectation is that all reports will be completed by deadline. Do you agree that there’s a problem here that needs attention?”

To getrepparttar employee to agree that a problem exists, a manager must do two things. First, he or she has to paint a mental picture for an employee that there is a difference between what is expected and whatrepparttar 135987 employee is doing. To paint that picture clearly, a manager must juxtapose two pieces of information for an employee to visualize:

  • a description of whatrepparttar 135988 employee has done, using whatever numbers or facts can be gathered aboutrepparttar 135989 employee’s performance
  • a clarification ofrepparttar 135990 manager’s expectations ofrepparttar 135991 employee inrepparttar 135992 performance area under discussion.

Positioning those two pieces of information together, using specifics, enables an employee to seerepparttar 135993 difference between his performance and what is expected or what others are doing.

Imagine that an employee has been late to several team meetings in a row. Although you did not single outrepparttar 135994 employee, you made it clear atrepparttar 135995 last meeting that you expected everyone to be on time. In this case, you might say something like: “I wonder if you are aware that you've been late to four team meetings in a row. I thought I clarified atrepparttar 135996 last meeting that I expect everyone to be on time.”

Second,repparttar 135997 manager must helprepparttar 135998 employee understandrepparttar 135999 negative affects associated with his behavior. Imagine thatrepparttar 136000 employee’s performance is a balance scale. Before a management coaching meeting,repparttar 136001 scale is tilted towardsrepparttar 136002 side stacked with all ofrepparttar 136003 reasons an employee might see for continuing his behavior. A manager’s task is to tiltrepparttar 136004 scale inrepparttar 136005 other direction so that an employee can see more negatives than positives associated withrepparttar 136006 behavior. Then,repparttar 136007 manager will be able to get an employee to agree that a problem exists.

The Center for Management and Organization Effectiveness (CMOE) seeks to improve individual leadership and team member skills within organizations.

For professional information on management coaching, visit CMOE.

Show Me the Money

Written by Gordon Goh

Continued from page 1

1. Define and describe your dream or vision in writing.

2. Convert that vision or dream into a set of specific goals.

3. Convert each goal into a set of specific steps.

4. Convert each complex step into a specific set of tasks. Look through all ofrepparttar task and circlerepparttar 135947 ones that you cannot achieve on your own due to your lack of know-howl, resources (time, talent or money) or certain personality traits. Then write downrepparttar 135948 specific type of person or outside resource that you need to enlist to accomplish that task.

Set target completion dates for each task, step and goal.

Other Keys To Achieving Your Vision

Keep in mindrepparttar 135949 following pointers:

1. Be flexible and realistic – don’t assign target dates that are so hard to meet that you are likely to miss them.

2. When you are falling behind schedule, ask for help or move your target dates back.

3. Writing down your vision, goals, steps and task is key. Without this road map, trying to achieve your vision will be like climbing torepparttar 135950 roof using a ladder without rungs.

4. You can tackle one dream at a time, or start on as many as are important to you.

If you can achieve your vision, you will be able to getrepparttar 135951 money that you want.

Gordon Goh is webmaster for the free, informative website SEO Website Builder offering quality useful tips for SEO Website Builder

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