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How To Solve The Biggest Problems With A Leadership Coach

People face challenges every day. Some are minor in nature; some can be humongous. Some are short-lived; most are for a long-term period. Some can be resolved quickly; others need complex study. Some needs independent decision-making; others need team brainstorming.



Leaders often face the biggest problems as they have large shoes to fill in. However, there are instances when these problems are not problems to be solved but are tensions that require to be managed. Leaders should be able to delineate if it is a problem to be solved or a tension to be managed.

This dilemma might be quite new to some leaders. Often, these challenges are time-bounded. Some require a quick fix, a defined ending, and a simple resolution to the situation. Examples shown at coachingconnector include resolving a technical issue, apologizing to a client for a misunderstanding, delegating tasks to other responsible people to beat a deadline, and others.

Unfortunately, there are challenges that seem to have a moment of uncertainty and will not have an ending. These problems are tensions to be managed. These include cases like having personality conflicts with unlikable colleagues, the perennial problem of diminishing budgets, hitting the quota, and seeking new businesses, periods of uncertainty like will the deal be closed with the new prospect or if a person will obtain his well-deserved promotion. In addition to that, it also includes having a permanent illness or injury.

Having a leadership coach can enhance and assist leaders to be able to solve the biggest problems through managing these tensions. A leadership coach can help leaders overcome negative self-talk. Leaders sometimes are not exempted with questions like the what if or why is this happening to me and imagine all situations that are all negative. Leaders sometimes assume assumptions as truths. Leaders often are overwhelmed with the situation that results in a decreased focus on their priorities.

People are programmed to find solutions to problems. A leadership coach can assist in cases where there is not clear solution, but rather situations that are just tensions that need to be managed by walking through the following steps:

Identify and acknowledge the tension.
Identifying and acknowledging the tension prevents leaders from being emotional and to keep an objective and not subjective perspective on the situation. These speeches include: I have observed that I am hyper-focusing on the possibilities of going wrong. Or I think I am over analyzing the situation.

Redirect the focus.
Shift the focus on what are the things that are going correctly and replace with positive self-talk. Examples are : This delayed response of the client does not mean that he will not close the deal. I have done all the necessary requirements and it is time for me to shift and look at other priorities and not be consumed with things I cannot control. It is also possible that a person might have relationship issues. I am thankful that I have this challenging issue regarding relationships. It helps me to grow my leadership skills.

Focus on what can be controlled.
The only thing that leaders can have absolute control is their own attitude and perspective. It might be that a colleague has a relationship issue. A leader can have this self-talk: I will assume that this co-worker is under a lot of pressure nowadays and is not capable of being as kind as he should be. I will let go of this situation. Or, if the person is a subordinate, it can be like this: I will have a non-confrontational meeting with my worker and will talk with her about expectations and resources that she needs to go through the job. Indeed, a leadership coach can help leaders solve the biggest problems through these steps.

Choosing Between Staff Augmentation And Managed Services

There are some significant differences between these two employment models, namely: in firm focus, client focus, and consultant focus. Find out which outsourcing strategy will suit your needs best.

Firm Focus

Generally speaking, staff augmentation agencies and managed service providers differ in focus and with the staffing requirements of their contract workers. The former dedicates its energy to supplementing an existing workforce with skilled persons; the latter aims to work alongside the companies either as a replacement of their employed service providers or as a fractional provider.

A lot of staffing firms offer very short-term contracts for their resources: from a few hours, to a few months, to a few years â all depending on the needs of the company. On the other hand, managed services let companies enjoy both complete and partial outsourcing of resources with the required skill set for the job.

Typically, staff augmentation is the most convenient and flexible choice for businesses, especially for really short-term projects. A lot of managed service providers wonât allow these services since they are completely against their model and philosophy.

Client Focus

A staff augmentation agency is employed, in the simplest terms, for ârenting bodiesâ, while managed services are employed for expert assistance and guidance. Clients that can benefit the most from staff augmentation are businesses that know they donât have enough resources for completing an important project on a strict deadline. Having to hire resources â the process of screening applicants, launching job postings, and interviewing candidates â is a burden completely lifted off of their hands and taken over by the staff augmentation firm. More often than not, these are businesses who already tried in-sourcing the work needed but cannot find the right person for the job (usually due to the short term nature of the job), and thus seek for prompt and temporary help.

On the other hand, clients that can benefit most from managed services are businesses that believe they can still cut down their technology costs, or that they arenât at their most efficient and most productive work at present. These tasks can be taken care of by an experienced consulting firm instead. Itâs a lot about looking toward outcome goals: reliability, security, flexibility, efficiency, and accountability â instead of being simply about talent and staff shortage (thatâs what staff augmentation is for).

Consultant Focus

Both models employ qualified and experienced consultants and technicians. However, managed service providers are often integrated with the IT department of the business or company. This way, they become just like any other employee. On the other hand, staff augmentation subcontractors enjoy less room to actually be âpart of the teamâ.

So how do staff augmentation agencies profit? The answer lies simply in the fact that they keep hiring â constantly â since contractors have to be 100% billable as much as possible. Otherwise, if they are just benched like sitting ducks while waiting for projects to come in, they would not earn a dime. This is why a lot of staff augmentation firms may require a couple of weeks or so to hire and send a full team onsite. Will it be possible for them to hire a sub-par resource just to meet a looming deadline? Yes â this is a possibility â and a risk that businesses have to dip their feet into when choosing this model.

Usually, managed services would employ a whole team for years at a time, gaining their resourcesâ loyalty and trust. Their consultants have been trained to solve complex problems in almost all industries known. Consistent training and long-term projects with businesses often expose them to strategic end results: improving productivity, efficiency, security, and compliance, among others.

The Verdict

Both models can become very effective on the job at hand, depending on the specifics of the project, as well as the unique needs of the company. Short-term work or projects requiring only a handful of resources can benefit from staff augmentation, while long-term projects that need highly experienced consultants can benefit from managed services.

Business Coach Tells How To Navigate Successfully Through Business Changes

Former-Change-CEO, Entrepreneur and Business Coach, Stuart Hayes, in a recent article reveals the importance of good leadership in helping staff work together to navigate difficult and necessary changes in a business. In the following article he shows not just why it's important but also what you can do to help make these transitions as smooth and effective as possible in your business. Follow his simple (but not necessarily easy!) process as outlined below to achieve the best results for your business. For more from Stuart you can follow him on Facebook, and if you are looking for an expert Business Coach in Melbourne, he is offering a free two hour consultation for eligible businesses, you can find out more on his website.

In an enterprise, most of us have been cautioned at some point that, "if you're not pushing forwards you're actually moving backwards." In essence, this goes straight to the heart of why adaptation is essential to a positive and healthy company. Well balanced businesses progress with the times and evolve. Unsound businesses fight change, stagnate and then fizzle out.

Change is the main ingredient of growth and in business change requires vision, a driving team along with a tight context if it is to be delivered successfully as well as positively. This is why reliable leadership is so important in a company.

However while discussing change, it's important to not toss the baby out with the bath water simply because, on the other side to change is the value of consistency which is also vital, especially in processes that have to do with product, quality, cashflow and even, to some extent, natural growth.

So, this pair of contradictory ideas ought to exist side-by-side in a healthy company. How do we get to that? The solution is to realise that successful businesses require change along with consistency, change is the realm of business leaders and consistency the terrain of supervisors. Thinking about this pair side-by-side, it is not difficult to see why consistency as well as change (indeed business managers and business leaders) are commonly challenging to join together.

In this article, I'm going to explore the core aspects of adept leadership including how these elements combine to achieve positive and enduring change. As a professional leader, the formula I make use of to deliver this adaptation entails a straightforward four-step procedure which I strongly recommend! As follows below:

STEP #1 -- Put yourself in the 'Hot-Seat'

I sometimes wonder whether it is more challenging to understand where you are truly starting from or where you are specifically working to get!

As business owners and entrepreneurs, we have a tendency to fall into the trap of seeing the world with rose coloured glasses and forget to consciously acknowledge where we are setting out from - our 'point A'.

Recognising your true point A is tough stuff: it is solely achieved by having the nerve to figure out, ask, and then truthfully answer all of the in your face questions that pertain to your company, your approach as well as exactly how you are moving towards it. You know the questions; they are those tricky questions you typically stumble over when they strike you without warning at a dinner party!

My suggestion-- pull on your thickest skin, get someone to pinpoint and then ask the questions that ought to be asked ... and don't allow your ego to hinder the sincere self-contemplation that needs to follow. It might be the difference between your success and failure.

STEP #2 -- Specify your 'What', Feel your 'What-For'

Determining both the specifics of your 'change vision' (your 'Point B') in addition to the specifics of your true, core reason for change is likewise challenging. If there is a # 1 secret for achieving positive and sustainable transformation, however, this is it.

Without the specifics, your vision (Point B) is just a desire. Without a deep and authentic reason as to why you wish to pursue your vision, you will certainly struggle to move employees towards it. People need to share your enthusiasm. You must have the ability to move your team, to move your team.

Fortunately, those coworkers that do share and take on your vision will stand with you and come to be the driving influence for accomplishing it. This is why masterful leaders appreciate the carrot is mightier than the stick.

My suggestion-- recognise the kinds of individuals you require to propel your change vision. Give it the time it needs to ascertain precisely who they could be then what it is about your vision that may move them.

STEP #3 -- Lay out your Plan

From here on, the cornerstones of your success are sticking to what works, keeping it simple ... as well as continuing to feed the passion that connects your driving staff members to your vision.

Having clarified your 'why', designating uninterrupted thinking time to identifying the essential aspects of your 'how' is critical. To do this you can involve your driving team in the following process: 1. Determine the repeatable tasks that will achieve your objective (keep these simple). 2. Identify both the resources you have readily available and the resources you will need (actually require!). 3. Ascertain the finite selection of points that could obstruct your progression. Develop contingency plans for those that are legitimately risky.

STEP #4 -- Accomplish Positive and Sustainable Changes

Keeping on course and also attaining positive and lasting change is a 99% leadership and 1% management mix of fuel, context and accountability.

The fuel component is PR in its purest form. Its objective is to build and then maintain momentum: communicate the vision, impart the simple, repeatable actions, celebrate successes ... and ultimately train your driving team to do the same things. Each reinforcing that the change vision is correct and that the group's approach is the correct one.

Notably, as leader, the code of conduct or 'context' you establish around your group and its behaviour is fundamental to their capacity to unify and accomplish outcomes. Your team will look to you to live by this code at all times and when you do it will certainly start to have a life all of its own.

This is where staying on track and attaining positive and sustainable change needs your personal commitment, courage and also discipline: following the message you teach as well as connecting with your team in a genuine way when delivering it is important.

Your capability to develop and uphold a compelling context is directly proportional to your capability to do these things, and with a strong context your team will certainly self regulate; self align; move mountains; and then generate the positive and lasting changes you desire.

Remember -- Take a deep breath and then be prepared to be human, to admit mistakes and to be open to change yourself. You will certainly be respected as well as followed as a leader in a far more compelling manner when you have the courage to do these things.

Business Mentoring Programs Are Used To Help Grow Careers





Everyone knows what a mentor is of course, a person that can guide others based on life experiences and help show them the way. A mentor is much more than that, but it's time to take a look at a specific type of mentor that is being used often in the business setting. Business mentoring programs are quite popular, an alternative to general training programs in certain business environments.



When I was younger, I went to an interview for a position with a company that looked very interesting to me. I didn't know it was going to be an opportunity to become self employed. The job didn't end up panning out for me after trying it for a week or two, but it was definitely an eye-opening venture.



You see, I was met by business executives in Nashville that were in their 30's and 40's, and it was very intriguing to me how they carried themselves. Evidently, they were pretty well to do, and they had made good money with the company. At first, I was introduced to the business by the head guy, but then I was assigned a mentor.



You see, they had a business mentoring program in place, and this was years ago, almost two decades in the past. Still, these types of mentoring programs are extremely popular these days, and it makes sense for certain types of business environments.



The guy that the company assigned to me was actually going to go out in the field with me for a day to show me the ropes. We visited certain businesses, making our presentation, and he showed me what points to bring up, how to carry myself, how to close and much more.



While this is an example using a business in which people were self employed, there are many traditional businesses that use this type of mentoring program. Whereas some businesses have training programs, or just expect a person that is hired to be experienced enough start carrying out his or her duties, a mentoring program is a great idea in more situations than you think.



Have you ever participated in one of these mentoring programs at a business. Perhaps you own or manage a business and think that one of these programs would really make a difference. Think about how it makes the employees feel, too. They feel like their position is much more important if they are entered into a 'mentoring program' vs a traditional training program.



In some ways, it's all in the approach. Mentoring and training programs can often include many of the same things, but you just have to decide what is the best approach for your business. It would have been weird if I walked into the business that I mentioned earlier and was put into a 'training' program.



I was being groomed to be a business professional, in ways running my own business, yet under the established people that were providing guidance. So think about what you would need for your business.