2009 Fall Newsletter

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Response-Able Consulting NEWS-you-can-use-LETTER

Coaching for Work | Business | Life Fall 2009

What’s News…
:: Coach’s Corner
:: Ask the Coach!
:: In the Professional Spotlight
:: Quotes On…
Paul McGinniss Work Business Life Coach

 
Welcome to the Fall 2009 NEWS-you-can-use-LETTER.
 
I’ve always found that awareness is the first step toward creating change. So in this issue I offer a few key resources you can take advantage of to help you maximize your thinking and your results.

I guess knowledge really IS power.

 
Read on!

Coach’s Corner
“Your Brain at Work”

For those of you who have heard me speak about coaching, you know I use a unique brain-based approach that was created by Results Coaching Systems and its founder, David Rock.

Your Brain at Work book coverDavid is a powerhouse of a thinker and has released two new books this year. I bought both. The book I’m mentioning here is “Your Brain at Work.” It tells the story of “Emily” and “Paul” and allows us to travel inside their brains as they attempt to sort through the vast quantities of information they’re presented with, figure out how to prioritize it, organize it, and act on it. The book shows how it’s possible for Emily and Paul–and thus you the reader–not only to survive in today’s overwhelming work environment, but to succeed in it and still feel energized and accomplished at the end of the day.

Does that interest you? If yes, pick up this book. Why? Because I feel so strongly about the work David is doing and the promise it holds for us at work and, more importantly, in life, that I believe you need to and will benefit from reading it.

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Ask the Coach!
“Hey Paul, I’ve got this situation…”

Most of us wrestle with similar situations and questions. If you have a burning question or issue you want to resolve, send it to me and we’ll address it here.

Issue: I’m feeling overwhelmed and unfocused.

Coach: How clear are you about what it is you’re trying to accomplish or where you’re heading in life, at work, with your relationships, health, faith…? If you’re crystal clear, how connected are you emotionally to accomplishing these things? By when? How?

Most of the time, when we are unfocused or overwhelmed it’s because we have not clearly and specifically identified a significant emotional goal (or goals), which usually causes us to say “yes” to anything to fill that void. We’re busy, but not fulfilled. Saying “yes” to everything quickly fills our plate to overflowing. I like to say, there is no tool to help you get 12 pounds in a 10 pound bag. You’ve got to lose 2 pounds (or more!). Stepping back and identifying some truly inspiring goals is a way of clearing the plate and getting focused and back in control of your time.

Note: All identities remain completely confidential (no real names will be used).

Have an issue, ASK THE COACH!

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In the Professional Spotlight
Long Island Coaching Alliance

Usually, I use this space to recognize one very special colleague in my growing network. This issue, I’m spotlighting an event offered by the Long Island Coaching Alliance (LICA).

 
LICA-an International Coach Federation Chapter, serves Long Islanders and the coaches who serve them!
 
The Alliance is offering a powerful event, “How to Thrive in Today’s World” on Sunday, Nov 1 from 1:00 to 4:00 p.m. at Farmingdale State College. The objective of this program is to provide resources and information to help you better navigate through these tough times.
 
Here’s what you’ll experience:

 
Keynote Address from Judy Martin of News 12 Long Island, Founder of WorkLifeNation.com and recipient of our Inspiration of the Year Award
Panel Discussion featuring:
– Rita Kohn Chingas, Senior Vice President, Dawn Taylor Associates, Inc.
– Jed Morey, Publisher, Long Island Press
– Siobhan M. Murphy, MCC, Founder and Past President, Long Island Coaching Alliance; and Chief Evolutionary Officer and Owner, Quest Coaching International
– Bernie Siegel, PCC, President, International Coach Federation-New York City; and Executive Development, Career Management Coach, and Strategist
Networking Opportunities for Attendees
Exhibition of New York’s Top Coaches
Smart people don’t give up – they go out and find the answers they need. If you’re looking for answers, you need to attend this event. I know I’ll be there!

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Quotes On …
Awareness

“I think self-awareness is probably the most important thing towards being a champion.” ~Billie Jean King

“The first step toward change is awareness. The second step is acceptance.” ~Nathaniel Branden

“Every human has four endowments- self awareness, conscience, independent will and creative imagination. These give us the ultimate human freedom… The power to choose, to respond, to change.” ~Stephen R. Covey

“The truth is that our finest moments are most likely to occur when we are feeling deeply uncomfortable, unhappy, or unfulfilled. For it is only in such moments, propelled by our discomfort, that we are likely to step out of our ruts and start searching for different ways or truer answers.” ~M. Scott Peck

 “Know thyself.” ~Socrates

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Identify
Your
Inspiring Goals
for
Half Price!

Are you exactly where you want to be?
 
If not, you need to start thinking and acting differently to change your results.
 
I know that can sound scary – so I have the tools and models to help you create change and take control in a powerful and fulfilling way.
 
Be one of the first five people in October, November, or December to request a 30-minute goal setting session and I’ll give you a 50% discount!
 
This powerful goal setting session usually runs $100 but the first five people who ask for it in each month will get it for only $50 — that’s a small investment with a big payoff!
 
Use this offer for yourself or send it to a colleague, client, customer, friend, family member — anyone you think is serious about being more successful, fulfilled, and satisfied with their work and life.
Feel free to call (516.216.4233) or email (paul@response-ableconsulting.com) to reserve YOUR goal setting session.
For more information about Response-Able Consulting and our brain-based approach to coaching, visit our website.

Offer Expires: December 31, 2009

 
Response-Able Consulting uses a variety of brain-based coaching models to help workplace and business leaders create the kind of results that support achieving their life’s work, vision, and purpose.
 
By working with how your brain works, we can facilitate positive change and help you get from where you are to where you want to be more quickly.
 
We typically distribute our NEWS-you-can-use-LETTER once each quarter. If there are issues keeping you awake at night, please share them with us and we’ll address them in future newsletters. I hope you found this issue useful.
Sincerely,
 


Paul McGinniss, PCC SBL(R) MSHR

Coaching for Work | Business | Life
Response-Able Consulting Inc.

phone: 516.216.4233
 
Also, check out Divorce Coaching for Men: Surviving the Fog of Divorce, a one-of-a-kind Divorce Coaching Program for Men created by a man, for men.

 

Clearly Communicate Expectations

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I must be easily amazed.

Two posts ago I wrote about how amazed I was at leaders who put up with poor performers. In this post, I want to express my amazement at how many leaders think their employees know what is expected of them.

Whenever I’m faced with an employee performance issue, the first question I ask a leader is, “Does the employee know what is expected of them?”

The answer is usually, “Of course!”

I then ask, “Have you specifically communicated that expectation to the employee?”

The reply is usually, “They should know that!”

Let’s be frank here, employees are not mind readers (well, most are not). Unless you tell an employee in clear specific terms what you expect from them, you should expect a gap in performance.

What should be included when communicating your expectations? Think of the questions a reporter is trained to ask:

  • Who? Who is involved, who is doing what, who has authority or responsibility for the task.
  • What? what exactly do you expect in terms of an output or completed task. Include qualitative and quantitative measures. For qualitative measures, use a Lipert scale of expected output.
  • When? When should the task be completed, what is the deadline. Include milestone deliverables with dates AND times.
  • Where? Where should the employee turn for help, resources…
  • Why? You might forget this but it’s important to help tie the task to the larger departmental or organizational impact.
  • How? Leave this one to the employee, providing only required spending or other operational (or moral/ethical) guidelines. Give too much “how” and you become a micro-manager.

Before you take progressive or disciplinary action on an employee for poor performance, ask yourself, “Have I truly communicated my performance expectations in clear and specific terms?”

Then ask yourself, “Did I give them an opportunity to restate to me their understanding of and commitment to those expectations?”

If  you’re not sure of the answer to either of these questions, write down your expectations and schedule a meeting with the employee.

Perhaps the issue facing you is one of communication and not poor performance.