We invite you to join us in a 13-minute video highlighting our GUIDE Coaching model. This is a portion of what was prepared as a webinar for one of our clients who asked us to present our model during a virtual HR week!  Enjoy!

http://www.youtube.com/watch?v=tdG2bOO0dks

For an overview of the GUIDE Coaching process, please open the attached link to an article we wrote for Enterprising Women Magazine in April 2013.

Enterprising Women: Coaching Guide (PDF)

Ask us about our GUIDE Coaching Workshops designed to help leaders become better coaches. The feedback is tremendous. These workshops are interactive, compelling, fun and engaging. The goal is to equip leaders with the tools needed to become great coaches, thus creating an internal culture of coaching.

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We all want to think we are great Coaches. But in today's world of high-pressure stress and fast-paced decisions, we often find ourselves defaulting to a directive mode the majority of the time and losing out on the opportunity to build alignment and engagement with those with whom we work.

Are you creating Rock Stars at work?

Leaders who truly coach and who create a culture of coaching within their organizations help build engagement and alignment, and which serves to creat Rock Stars. 

The Dud

This person has neither his “head” nor his “heart” in the game, but do you really know why?  Perhaps you have already written them off or spent too much time trying to “fix” them? Coaching can help uncover the reasons behind poor performance to ensure you’re addressing the appropriate underlying issue. This could range from an unsuitable position, to lack of training, to boredom, or a range of other issues outside the parameters of work. How often have you seen a superstar from one function promoted into a new role, only to see him fail? People don’t typically tank overnight, but often times they are promoted into “wrong” roles and nobody takes the time or makes the investment to discover the issue, but rather writes him off, fires him, or doesn’t care when he ultimately quits.  It might have been less costly (in time and money) to coach him through the issue and ultimately out of the poor performer box.

The Rebel Without A Cause

This person is a “diamond in the rough.” He has great ideas, works hard, is passionate, means to do well, but isn’t executing toward the goals you or the organizations have set. You need to harness his creativity, passion, innovation and ability to execute in order to create a top performer. Coaching can help you assess to what extent he understands and desires to be aligned with the goals and objectives of the organization.

The Good Soldier

This person does what you expect of him, but only what you expect and nothing more. These employees always meet your goals and objectives, but you know they can do more if they were just more passionate or demonstrated greater ownership. Why aren’t they more motivated? Why aren’t they as passionate about their job as you or others around them? Coaching can help uncover their motivational needs (which may be much different from yours) and resolve issues that produce a more engaged top performer. How often do you find someone just going through the motions at work, only to find him working “like a rock star” on a special project? What’s the difference? Perhaps if you took the time to coach him you might discover boredom in the current role, and a true desire (and skill fit) to do something entirely different.

The Rock Star

This person has his “head” and “heart” in his game. His enthusiasm is infectious and causes others to want to “over achieve” as well. Having these folks on your team is wonderful, but they are also retention risks because they need to be continually challenged, and they need to feel fulfilled. Coaching can help you understand what else is required from a development perspective, either while in their current role or longer term. Furthermore, these are the folks that listen when the headhunter calls because they have heard about what a star they are.  These are the folks that leave, without guilt, when they start to feel ignored, bored, stagnant, or unchallenged.  In our experience, these folks benefit from “feeling the love” and the opportunities for continual challenge and growth.  Coaching these folks is equally important and, in many cases, a key differentiator in organizations that outperform their competitors.

By plotting some individuals on your team against this grid, you can begin to formulate a reason why coaching might be beneficial (and also allows you to get to know them more as individuals!). We believe that there are opportunities to coach individuals in each of these quadrants.  We have seen and been part of brilliant success with individuals in each of these areas, and it really is a remarkably rewarding experience for us and our clients.  That is the beauty and practicality of GUIDE Coaching:  it works! 

As a Coach, you should also consider where you would place yourself on this grid.  This is yet another perspective to recognize if you are considering GUIDE Coaching.  How would you benefit from someone taking an interest in what fulfills you and where you would like to take your life and your career?  Powerful stuff.

GUIDE Coaching provides a proven model for helping all leaders learn the subtle ways in which they can make the transition from telling people what to do, to coaching people toward more effective behaviors and ongoing change. In practice, GUIDE Coaching is a tool that helps Leaders empower others while broadening their span of influence.

The GUIDE Coaching model is simple, it's pragamatic, and it's applicable!