| — | Steve Laswell, CSC The People Developer |
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Q: How hard was it to re-focus with such a short time off the medal podium and the next event?
A: I had about five coaches on my rear in the warm-down pool making me re-focus so I didn't have a choice.
Pro-active: An emerging leader is on your radar, you don't want to lose them to the competition while "that position" opens up, you need to send culture message: "We invest in our leaders", and/or you know what got them here won't get them there... some "tweaking" of business behavior is in order Incentive: Your culture is about the people; this year a few select leaders will not only receive a "job well done" merit raise but the career-impacting investment of a coaching engagement a individualized road map to even greater success. Re-active: A leader's business behavior is hurting them and costing you with undesired turnover, disengaged direct reports, HR complaints, office conflict, low productivity; it has become a corrective measure you hope to keep the employee. "People change when they hurt enough that they have to; learn enough that they want to, and receive enough that they are able to."
~ John Maxwell "If you are selected for coaching, the attitude, as they say, is gratitude.... You have after all, just been handed a customized map of the road to success. And fortunate you are ... in the employ that values you despite your flaws and actually — mirable dictum — wants to invest in you."
~ Harvard Management Update 
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ContactExecutives who get the most out of coaching have a fierce desire to learn and grow.
~ “What Can Coaches Do for You?”
Harvard Business Review, January 2009
Steve Laswell
Send me a message now. |
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