For about a year now, it seems everywhere I turn I hear people talking about the power of mindfulness. To me, mindfulness means paying attention to your experience from moment to moment. Because I keep hearing and reading about this topic, I figure the universe is telling me this should be my development focus right…
I like how mindfulness expert Jon Kabat-Zinn defines mindfulness. He says, “There is nothing particularly unusual or mystical about being mindful. All it involves is paying attention to your experience from moment to moment.” For the leaders I coach, much of their workday moments are spent in email, in meetings, or tap, tap, tapping on…
Each of us have natural tendencies and habits. Leaders are no different. We might love to share our sage advice, to be problem solvers, or to play the devil’s advocate. But these tendencies and habits, if overused, can have a downside. Here are some commonly overused leadership habits and alternatives we might put in their…
A leader’s ability to coach effectively can really foster the development of the people they lead. But like any leadership style, using a coaching style incorrectly has its drawbacks—especially if you are new to it. Here are a few of the common mistakes. The leader does the heavy lifting. To be effective, a coaching conversation…
Most leaders and managers dread giving constructive feedback to direct reports. They are concerned that others will see the feedback as negative or critical of them as a person. A core concept of The Ken Blanchard Companies’ Situational Leadership® II model can help leaders and managers get over this hurdle by making sure that feedback…
In today’s fast-paced working environment, people in leadership roles are being asked more and more to use a coaching approach to move people and their projects forward. Interestingly, the number one reason managers give for not coaching is that it takes too much time. Let’s explore that reasoning. At The Ken Blanchard Companies, we define…
In a couple of my recent posts I’ve talked about managers using coach-like skills in their conversations with direct reports. Doing this often makes conversations more impactful and effective. But there are times when using a coaching style is not appropriate—when, in fact, it can be counterproductive and cause the other person to become frustrated. First…
Learning new skills can be awkward and uncomfortable. Think back to the first time you interviewed for a job or spoke in front of a group. It’s possible you made some mistakes, but in the long run you grew and developed. And if you were lucky enough to have someone supporting and partnering with you—someone…
More and more organizations are looking for their managers to use coach-like behaviors in conversations with their direct reports. Here are five of the most important techniques coaches use in their conversations with clients. Consider how these techniques could help the managers in your organization be more coach-like in their communication style. Be fully present.…
Most coaches work one on one with clients, but at times coaches are also hired to facilitate team performance when people come together to accomplish shared goals, make decisions, or learn new skills. Having a coach who is pulling for the good of not only the team but also each team member can help keep…