5 Must Have Tips for Hiring an Executive Coach

Have you ever considered hiring an executive coach? Well... if you have, here's one thing you'll want to know - not all executive coaches are created equal.

Not only are they not created equal, they carry different labels like leadership coach, business coach, executive coach, advisor, consultant...to name a few.

So what's the deal? Most coaches have a particular speciality, focus, point of view, methodology shaped from their collective experience and/or certification (and by the way, a certification is by no means an indicator they are any more effective than someone who doesn't have one. It primarily means that they have learned a specific methodology).

So if you're researching executive coaches, this can be a bit overwhelming and confusing. Even getting a referral from a fellow colleague may not serve you well, because what they needed may not be what you need.

So the purpose of this post is to provide a few preliminary thoughts and suggestions should the need arise. I will frame them in the context of a checklist you can use:

1. Determine - write down exactly what you need and what outcomes or results you want to achieve. 

> You may find that your list falls into specific categories, such as operations, relationships, your personal development (eg. I want to be more productive, become more self aware, learn how to be more emotionally intelligent, map a career path).

> You may also find that operations means leading, getting results with, developing a management team, collaborating successfully - where your growth is about you with others in a current context.

> You also want to ensure a measurably ROI. That's why determining outcomes or results is essential. You want to feel good about the experience, be able to demonstrate value to yourself and all other stakeholders (like a board or stockholders).

2. Prioritize your needs

> If you need to do "triage" ... you'll want to decide what needs the most attention first or what would have the most important, useful impact financially or otherwise.

>You may require over time more than one coach, advisor or consultant... meaning you may want to choose someone with a very specific expertise vs. someone who is a " jack of trades master of none". It may serve you not to think of one person having all the capabilities to solve or address everything...all at once.

3. Interview them - Have a "get to know them" conversation

> Learn about their experience and background, what shaped who they are today, why they do what they do and examples of their coaching experiences and results. See what resonates and closely matches what you want to achieve. If they are truly skilled, you'll be able to experience results even with an initial conversation.

> Nothing is worse than working with someone that you don't connect with, enjoy or "rubs you the wrong way". You don't want any blocks to improving. You don't want to spend your hard earned money on an emotional or psychological distraction.

4. Don't let the word, coach, consultant trip you up. 

Let's look at those titles or roles more closely. 

Coach defined: professional relationship with the goal to enhance the client's leadership or management performance and/or development.

Consultant: a person who provides expert advice professionally.

Advisor: a person who gives advice

Another definition of executive coach: provides a safe, structured, and trustworthy environment in which to offer support for the individual. The coach also helps the leader understand their current competencies, see how they’re perceived by others, and focus on identifying and clarifying current goals as well as the appropriate action steps to reach those goals. source: https://www.td.org/talent-development-glossary-terms/what-is-executive-coaching

You'll note they are all interchangeable activities/behaviors in the context of helping someone improve to achieve better outcomes.

Other Types:

Career coaching—Provides support for employees looking to make a career transition, whether short or long term, including guidance on their professional development and job search. Career coaches may help with resume writing, job searches, online profiles, and job interviewing.

Life coaching—While not the most popular type of coaching within an organization, life coaches are still sometimes present internally. This specialty of coaching focuses on a variety of aspects of life, including career, health and fitness, finances, relationships, and spiritual growth.

Organizational or business coaching—Provides business owners and entrepreneurs with support in identifying goals, creating strategies to obtain those goals, and boosting the overall performance of the organization. (Isn't this also performance & leadership as well... as the leader leads is how the organization will perform, other than tactical needs like technology, hiring talent?)

Performance coaching—Supports those within organizations who need to improve their work performance, often as a result of performance appraisal results, regardless of level or job title. (Performance coaching at the executive level has a direct impact on the organization & business).

Leadership coaching—Provides coaching for those looking to grow and develop leadership skills, regardless of whether they are an individual contributor, manager, or senior manager.

Source:  https://www.td.org/talent-development-glossary-terms/what-is-executive-coaching

Here's the kicker, when you view executive leadership holistically all of these matter and impact each other - they are difficult to separate. The key to choosing then is being clear regarding what you want to be the emphasis point or lead focus. That's why determining what you need and want to accomplish is critical to determining the entry point or area of focus for the specialist you choose. As Stephen Covey says, "Begin with the end in mind."

Tip: In some cases, you'll want to engage an executive advisor for a conversation or two to help you sort all this out to make the best decision for the larger investment. It's totally worth spending a little to save a lot more or spend more wisely and with confidence.

An Example of Coaching Distinctions & Prioritizing Spend

> I am working with helping a executive leadership team work more effectively together. The main executive leader has a executive coach for some time, but that coaching has not necessarily helped her be an effective executive manager or measurably improve her ability to develop an effective team. Nor does she know who to facilitate management development or high levels of productivity through every tier of her department. Yet, she individually has grown as a person.

>There is a distinction between executive leadership and executive management.You can certainly have a vision - know where you want to go - and even inspire people to that end and yet not know how to facilitate a leadership/management team successfully getting there. To be a successful executive leader, you have to be an effective executive manager... that is the ability to initiate and achieve the right things at the right time to satisfy defined objectives and strategy.

> Some senior managers (and their HR counterparts) want to do management training for their lower tier managers and yet they themselves are not effective managers.That's putting the cart before the horse. Many times when this happens the senior leaders actually undo, or indirectly challenge what's been learned or potential improvements. The executive/senior leadership culture undermines needed changes. Unless that's executed in conjunction with the leadership team...for the most part, its money wasted.

Final Summary
Ultimately, any coaching is about improvement, creating a better state and outcomes from where you start. And, if you're able to achieve what really matters to you and your organization, every dollar is worth it. Getting needs met are both tangible (improved profits) and intangible (less stress more confidence). The important point is why suffer or lose business improvement opportunities by not getting timely help.

That's the purpose of this post - to support you seeking the help you need with more clarity and confidence.

So...What Term Do I Use?

I call myself - an advisor & facilitator (though some clients still insist on calling me their coach).  

A facilitator is defined as: a person that makes an action or process easy or easier; who helps bring about an outcome. I facilitate improvements within an executive team so they can function at a higher level for improved, more profitable results.

Actually, I'd like to be called a "leadership optometrist because I help clients see better - fill their blind spots - but perhaps the title would be too misleading.
Ultimately for me it's about helping client's craft a plan and facilitate achieving targeted results.

My focus is executive effectiveness for individuals and team. Of course we know to be an effective leader you have to be able to lead/facilitate an effective team. 

After 22+ years in the professional training and development field, (and a student of Peter Drucker) this is the element of executive leadership that seems to be the most misunderstood and yet has the greatest impact...and therefore, where I'd like to spend my time. 

In fact, we use an executive management blueprint I've created that identifies 9 critical focal points to rapidly boosts results.

There is a gap here in leadership development - having a title, being busy, doesn't necessarily equate to being effective. Executive leadership isn't necessarily translated into successful executive management. Focusing on effectiveness is the best ROI of executive and senior level compensation...and for pre-promotion or succession planning.

Recommended Actions

Considering getting leadership/management help? Schedule a complimentary quick 30 min. Q&A call. You ask questions, we listen.: email: joann@manageglobal.com or Text you can text a question here: 888.388.0565

Learn more about the work we do: www.manageglobal.solutions

Check out our latest Amazon Short: Top 10 Reasons Why Your Management Training Sucks

Read: Peter Drucker's Book: The Effective Executive

Subscribe to our monthly e-visory. We share case studies and important practical leadership and management insights you'll be able to use!

** If by chance you feel the need to improve or fine-tune your effectiveness - consider working with us. Our Philosophy: To be an effective executive leader (owner/senior leader) one must be a master at managing - it's a discipline. Peter Drucker: Effectiveness is a discipline.

Additional Posts:
Are Your Fears Holding Back Your Leadership | How to Use Time Management Skills to Demonstrate Effective Leadership

Do You Really Care About Your Leadership Results?

Does your leadership - your leadership brand - really matter to you? Are you the kind of leader that really cares about the needed results you were hired to achieve?

If you answered yes, that means you have the desire and intent to be effective. Effective simply means successful in producing a desired or intended result - and since we're talking business, I'm adding needed results.

For many leaders, being effective can feel like a moving target. It doesn't have to be nor should it be. In fact it is your job (our job...including myself here) to make sure it is not. 

It also can be confused with busy. Busy activity does not necessarily translate into being effective. Busy can create the illusion of meaningful action. And, because many of us work in fast past businesses, this is pretty common and therefore imperative to make sure you are intentionally executing in a way that achieves desired results.

A while back I picked up the book The Effective Executive. Several of my clients have adopted it into their learning and management portfolio. It is a simple, clear guide written by an early pioneer of corporate management - Peter Drucker. In it, he lays out what he sees is required to be effective.

You know what? The elements are not hard. But, creating the disciplines - what he calls simple practices - may be. Why do I say that?

Because in my experience, creating any discipline - a fixed, solid reliable new habit - in any context can be a challenge...let alone when you are in the persistent midst of competing, clanging activity scraping for your attention.

There are days...when that's what running or leading a business, team,  department or business unit feels like.

So, this is a huge challenge - particularly for new leaders in fast paced environments. How do you create needed disciplines to be effective in the midst of overwhelming activity?

As I continue to work with leaders in a variety of enterprises from small to large, it's not surprising (for a variety of reasons) that some have difficulty leading and managing in a meaningful way.  They are swallowed up in learning how to run the business (operations), deal with people management issues or adapt to new responsibilities rather than being able to get out in front of it with consistent effective, execution.

For many, they feel as if the business is running them rather than them running the business.

So, as we move into the new year and roll out our new brand - Manage Global - we've decided that in addition to creating a single focus for management training and development, we're going to enhance that focus by including help in this area. In fact, the better plan is to start here - that's where are smart management blueprint begins.

We want to help leaders, particularly those of small businesses and emerging executives of mid-size companies, to become effective in satisfying and meaningful ways. And this actually answers the earlier question...how do you develop disciplines in the midst of competing activity?...with help.

We will help you develop the needed disciplines not only as Mr. Drucker suggested, but also those distinct for your business.

Want to test your effectiveness? - try a trial run with our 60 day cycle initiative The 3 Disciplines. This is a very cost effective launching pad to get your sea legs if you feel you're struggling. Test yourself! - take the challenge.

Of note, this initiative is the introduction and prelude to our Smart Management Blueprint containing all the elements - practices - Peter references in his books. We formulated those elements along with a few others we've experienced to be essential to business and people management along with management development, into a step by step roadmap, embedded with behavioral science and financial measurements.

One Final Comment
In the many years I've been in the professional training and development industry, I've seen a persistent gap in senior leadership development. In fact it's hard to find a senior management training course of any kind. It goes from basic management to a gap to executive certificate programs at universities or 1/1 executive coaching... and there is quite a variety of executive "coaches" and programs.

Read: 5 Must Have Tips for Hiring an Executive Coach

Unless a company has the resources and capacity to develop their own, there is little if any intentional, strategic development for pre-promotion, succession planning or on-boarding of a new or emerging executive - particularly addressing executive management effectiveness. Where appropriate, this is a gap we want to fill as well.

So check out The 3 Disciplines or email me joann@manageglobal.solutions if you have any questions. (Or, check out our smart management blueprint.)

We're here to support your success in anyway we can! Be well!

Additional post: Leadership Tip: Boost Your Impact - Be an Executive

Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => https://manageglobal.solutions

What Kind of Leadership Is Needed Now?

This is not the time to be a reluctant, faint-hearted leader. I say this as I talk with my family - there are 4 business owners among us.

Able, willing leadership shouldn't subside during a crisis...in fact it's during those times that it's needed more than ever.

Additionally, it's during times of crisis, extreme change or a major disruption when personal leadership strengths and weaknesses are exposed and amplified....and unfortunately... those personal conditions spill over onto those you lead and the areas of responsibility within the business or organization.

So, where are you? I know when I use the word leader - particular executive leader - it applies to a variety of contexts - size of company, department or team, public/private sector, owner or not. No matter where you fall, now's a good time to take stock and while doing so, see it as an opportunity to exercise your leadership muscles - to become better and stronger. It's probably safe to say - people are counting on you. They need you to "be the leader" - in fact, be an effective leader.

The really good news is no matter your level or scope of responsibility, being an effective leader is consistent in its core principles and practices no matter the situation. That means for many companies, leaders who need to lead virtually as well as leading in person, times of surety and times of uncertainty - they all still require the same core leadership elements.

So, what kind of leadership is needed now? Leadership that is always needed...leadership that's effective - leadership that matters....by leaders that truly want to be leaders.

Powerful leadership is leaning into the storm not trying to shelter from it.

And this is the key point. I'm not just talking about generic commonly seen leadership qualities but the essential leadership capability of being effective. According to Peter Drucker's years of observation, there are 2 core areas of being an effective leader. The first is what's consistently practiced - which can be done in any context and what he terms disciplines and the second is mindset. Here they are:

THE WHAT | The 8 Practices of Effective Leadership

1. They ask: What needs to be done
2. They ask: What is right for the enterprise?
3. Based on those answers they develop action plans
4. They take responsibility for decisions
5. They take responsibility for communicating
6. They focus on opportunities rather than problems
7. They run productive meetings
8. They think and say "we" rather than "I"

THE HOW | Effective Execution - The Effective Leadership Mindset
(Drucker calls them "habits of the mind")

1. Know where their time is going.  Know where their time goes - they work systematically to manage what time they can control. They are keenly aware time is a limiting factor. The one thing that is a fixed measurement
2. Focus on outward contribution - be results orientated - gear efforts to results rather than busy work - what results are expected of me.
3. Build on strengths - their own and others and of situations -how can achieve what's best now with the resources we currently have.
4. Concentrate of a few major areas - prioritize: Focusing on a few major areas with superior performance will produce outstanding results. This mindset forces them to set priorities and stick with it - know / commit to doing first things first. To assess this they tie activity to time - knowing use of time is the reality check to achieving what's needed.
5. Make effective decisions using a systematic approach.

These are shared directly from the book The Effective Executive by Peter Drucker (known as the father of modern management). I've been vlogging and blogging my way through the book to compare his experience with executive leadership and management in his era (the book was written in 1967) with my experience in my era (I've been in business 22+ years). There has been some interesting findings.

Feel free to subscribe to this blog or my YouTube channel to follow the journey. You can read a sample of that here where I add augment Drucker's information with my experience: Are You an Average or Exceptional Executive Leader?

By the way, don't let the word "executive" trip you up. Drucker defines it not necessarily as a c-suite title or position, but as someone who has the capability to provide value in their organization as a knowledge worker. Here is a cool video summary.

How Serious Are You?
With all this said, now is as good a time as any to start or continue growing your leadership capabilities. Now is the time to honestly assess what you're doing well, what's needed now and what improvements you want to target.

Here's an interesting leadership reality check:

Your leadership is only as good, useful, relevant as your ability to successfully respond to current circumstances.

As the top CEO coach Marshall Goldsmith said, "What got you here may not get you there."

Once you've assessed, you may want to get honest about how you'll begin to make measurable improvements. Here's where being really honest with yourself comes in => Some people can easily learn about something and immediately go to work to apply it with great success.

And then, there are others who have great difficulty overcoming the inertia of generating change. Newsflash...most are in the second category - the first is quite rare.

As someone who has worked in the human performance industry for well over 20 years, it's very common to find it difficult to enact meaningful, sustainable change, individually and/or within an organization -particulary the more responsibilities one has. I discuss that in detail here - If It's So Simple, Why Aren't More Leaders Doing It?

It's very important as a leader to know the difference (not only for yourself but also when leading others) between learning about something and learning how to do something...and then doing it...in a way that matters.

That's why many leaders seek assistance when desiring change whether in the form of coaching, consulting or having an advisor - all 3 of which come in a variety of forms. You may want to read 5 Must Have Tips for Hiring an Executive Coach.

Or, if you are one of those "yes I can learn and take action" folks - my phrase - "turn knowledge into know-how" - then I suggest you make sure that you're targeted area of development is highly relevant & useful providing the most value.

Consider This Recommendation - Ensure You're Being Effective
It is in fact your professional insurance.

Reading through Mr. Drucker's book, I came across a profound insight and belief that I have not been able to shake - so much so, it has fine-tuned the focus of my work.

He believes that becoming effective should be the #1 most important skill/ capability that any leaders possesses and here is the reason why. Through his years of experience, he shared this observation:

... a leader can have good qualities, have certain skills and relevant knowledge and yet not be able to translate them into meaningful results - in other words, leverage them into something of value - value defined as: worth, merit, importance. Or put another way, someone with a lot of impressive experience and capabilities can still be ineffective. This is quite a thought!

From my work, I have observed many leaders are very busy, even worn out and stressed with good intentions to do good work. And yet, when you examine what it means to be effective, it's easy to see that all of those activities and good intention doesn't necessarily translate into being effective... and the leadership practices that cause them to be effective are not present or barely visible.

For several years now, I have helped leaders become more effective - in a way that can be financially measured. I have collaborated with clients synthesizing specific high-impact areas of leadership and people management into a 9 step-blueprint that surprisingly aligns with the principles and practices defined as effective by Mr. Drucker. That was a wonderful discovery! In fact, I had already named it The Effective Executive's Blueprint for Smart Management.

Recommend Next Steps
1. Consider learning more about the importance and value to being effective - click here to go to the resource page which includes multiple post related to my journey through the book so far.
2. Pick up the book on Amazon - The Effective Executive, Peter Drucker
3. Check out the 15 minute overview of our 9-step blueprint you can use to quickly boost the results of you and your team.
4. Or if you're ready to dive in, commit and invest to ensure success - consider our 60 day development cycle - learn more here. Our development cycles are designed with human behavior science in which you learn the what, the why and the how, to being effective and getting results through others (people management) with weekly, live support.

If you any questions or comments - feel free to connect by email joann@manageglobal.solutions.

Pic credit: Advantage Circle

Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here! => https://manageglobal.solutions

Leaders Have Feelings Too

It had been an exciting 8 weeks! A new leadership-management training/development initiative had been launched -- the format of which was something new, never tried before. Everyone agreed it was a risk. 

After years of attempting to effectively "train" managers and leaders using traditional approaches (the results of which left everyone wanting), it was time to embrace fresh thinking and a new approach. It was time to jump off the insanity train. (You know, doing the same thing over and over but expecting different results.)

As I sat across from the President and Human Resource Director of this very busy, multimillion dollar manufacturing concern for our final debrief, I was aware that the experiment was a success, how much and to want degree I had yet to learn.

Of course what I wanted to see and hear most was how the success of the leadership and management changes in that short 8 weeks had impacted their daily, weekly and monthly numbers and the ultimate impact to their bottom line. But the discussion that unfolded went surprisingly a different direction.

The President began, "We can talk about the numbers, JoAnn, but there is a story to tell here." He then went on to share story after story about the direct and substantial impact to specific people, how they behaved differently, their change in attitude. One manager in particular few people liked but was now being nominated by multiple people for an award.

I eased back in my chair continuing to listen, more intently now, to the duet of stories sung by them both. I assumed when we arranged this debrief meeting that numbers were going to be the driving theme -- increased profits, better percentages of productivity, product and money saved.  Yet, that was not at all the most compelling elements of our discussion. It was the impact to their employees -- the human impact.

I was schooled that day on the deeper impact of the work I do. You'd think I'd know this since my company is named The Human Sphere were we champion the human side of business enterprise, carrying the belief that when employees are winning the company wins too!  Yet, in working with many decision-makers, numbers drive the decisions and measurement of our engagement success.

On this day, the human side of our successful work shone through for the employees and the leaders. And this was my most significant "ah-ha" reminder.  As they enthusiastically shared more results, I gained deeper clarity that the work was as much for the human needs of the leaders as it was for their employees. 

When we talk about doing work "for an organization"...what we're really addressing is meeting the operational needs as well as the human needs -- all the humans of the organization, leaders included. Though some leaders may not wish to acknowledge this, human needs and operational needs are inseparable partners to the success of any company.

Here's what human needs of the leaders I heard...

I feel relieved - so glad this experiment worked
I want to meet the needs of my employees, but didn't exactly know how
I am so happy that they are happy and productive
I needed to be open to something different and so glad I was
I feel successful as a leader because I brought help that worked
I feel good about what has occurred
I was tired of feeling frustrated
The state of our staff really matters to me
I was bothered by what was not working
I don't like to see my employees suffer and struggle
I'm so glad they feel better equipped to manage certain challenges
It's a great feeling the plant culture is significantly improved
It's wonderful to see certain employees empowered and effective
I'm so proud of the progress
I am confident in our continued success
I appreciate the help -- we needed it

... this is just a start.

Thanks to this client, I've been reminded that leaders, decision-makers are very human, with intrinsic needs they may not wish to display. Some see certain leaders as "heartless." For those I see (for whatever the reason) a heart perhaps wounded, less activated, engaged or connected to those they lead.  

There's little accolades for leaders who admit, "I'm afraid, I'm overwhelmed, I don't have a clue what do do, I'm at a loss, I need help." Rather, those emotional states are usually unconsciously masked by counterproductive behaviors, confusing leadership and diminished or handicapped performance.

Here's meaningful advice for any leader -- give yourself permission to acknowledge you have needs and if you do, your staff probably does as well. Meeting their needs is meeting my needs...and that's ok.

** (By the way, this is one of the reasons we created our new 60 day executive-leadership development intensive The 3 Disciplines: Boost Your Effectiveness is 60 days. Based on the book The Effective Executive, by Peter Drucker, it helps leaders create the disciplines of clarity, focus and effective execution using simple principles of human behavior science. You can learn more about it here.) 

All the above can be summarized with one final observation. It was clear that these 2 leaders felt good and happy about the success of the our efforts because they genuinely cared about their employees -- not just what they could produce for the company, but their state as human beings.

In leadership, management consulting and HR, we work a lot with a variety of leadership competencies lists. I've yet to see listed "genuinely care about those you lead". Now I have seen empathy, an element of emotional intelligence, but simply put -- caring for the people you lead will payoff in unimaginable ways. 

Think about it...what does caring do, what role does it play in certain contexts? One thing for sure, it drives and influences decisions. You can tell if, how much or what someone cares about by the decisions they make.

Tweet: You can tell if, how much or what someone cares about by the decisions they make. http://ctt.ec/wS42e+

          

Now all leaders care about something... from profits to getting things done to being the best in a category. Be clear, what is most cared about is what will be the priority and drive how one leads.

With regards to caring about employees, many leaders claim they care, but their decisions don't reflect it. What leaders most care about is where they will put their time, attention, passion and financial resources. Here's a great example -- Marriott's employee health and wellness initiative:

How Marriott Dominated The Hotel Industry By Focusing On Employee Health And Wellness https://t.co/dqCwakEh7O pic.twitter.com/t6taP0JrNP

— Jacob Morgan (@jacobm) January 6, 2016

It's clear that acknowledging and meeting the needs of the human side of business enterprise carries huge benefits for all parties -- both internal and external customers. 

As leaders, perhaps it's time to more readily admit we have needs and feelings too. I think connecting with our own humanity bolsters our leadership effectiveness overall and ultimately the success of our companies. Because... the bottomline of business - everything about it centers on "human issues" - behaviors and relationships.

Continuing the Discussion - Essential Resources for You 
If you want to improve your individual people management skills and team management in general, then... you'll want to grow your awareness of how human behavior impacts your business - read my latest 2 executive briefings.  

You can email me and I'll be happy to send a complimentary pdf version of them (whichever you request) or you can pick them up on Amazon (book or Kindle). (They are both incredibly helpful people management books!)
1.  Show Me the Money: Solving the Mystery of ROI to Unlock Profits and Increase Company Value
2. The Human Quotient: The Most Potent Force for Your Business Success

Exciting News: We are migrating to a 90% virtual company so that we can be available to help more people. As of Nov. 1 - we officially launch Manage Global. Our #1 focus will be to help leaders and their HR partners implement effective management practices through our Effective Executive Smart Management Blueprint, which includes our unique lens of human behavior science.  It's an exceptional tool to manage managers for results!..which is one of the top challenges of companies, no matter the size. Our goal is to help them do so in a unique, reliable, sustainable way. Not one dollar is wasted with our blueprint! Learn more here.

A Comment About our Executive Coaching Services
** Total side note: The 60 day development cycle for our executive development offering is a great way to take advantage of executive coaching services and learn how to use an executive coach without a full blown commitment and huge layout of money. There is quite a variety of them with an equal variety of expertise. Our finely-targeted approach to executive coaching is performance related specifically addressing execution and effectiveness (getting clearly defined, targeted results within a specified period of time). That way we stay centered on our expertise of connecting human behavior science to business outcomes through executive leadership. Executive Development Opportunity

What's A Little Known Coaching Method That Can Quickly & Dramatically Improve Your Results?

Sometimes as a leader, business owner, manager, we need a raw reality check! We all need those from time to time to achieve what we desire!

We great distracted. We have so many things tugging at our attention...that may have less to do with what really needs to get done.

If fact for those of us with a ton of responsibility, there are lots of things that need to get done - but some sooner than others - timing is critical. The challenge for us?...keeping the main thing the main thing.

So how do we practically do that? In a recent conversation with an executive client, we discussed a very simple method that can be used to easily coach this issue in an highly-effective way...and in a way that is little recognized.

The cool thing is, this method does not require some highfalutin coaching engagement and...the really good news???? It's free!

Imagine doing something for free and being able to get a high financial return! :-)

Here's what I suggested - use 2 simple time management practices - time mapping and/or time tracking using a week at a glance spreadsheet or calendar tool. 

Why? Time usage is a truth teller!...and it reflects 2 critical areas of getting the right things done at the right time to achieve desired activity and results.

Area 1 >  How and what decisions are made through-out the cycle of the week.

Area 2 > How those decisions correspond and align with pre-determined, strategic targets & goals.

This may sound really strange, but hang with me here. 

If we're not achieving the results we want, the main reason is...we are choosing not to! Choices produce results.

Now, we may not be clearly conscious of this truth for a variety of reasons...we're stressed, we're working at a fast past, our busy is overriding clear strategic thinking, outside forces are managing us vs. us managing them, we're in a state of constant f.o.g. - fear, obligation & guilt causing confusion and overwhelm...the list goes on.

Here is the essential key - our decision-making drives our results. So, using time usage to help us build awareness of our decision-making is a highly useful and profitable endeavor.

Also, when doing this within tight time cycles - a day or week, we can quickly course correct so that we can rapidly improve performance and results.  Why wait a month or quarter to assess and change what can be done in shorter periods of time? Why not improve faster? It's your choice. (By the way, this also makes a useful team time management activity).

By the way, this is a helpful team time management activity to quickly improve collective productivity and results.

All in all, this is one of many practical techniques we use with our effective executive - smart management initiative. You can learn more here: The 3 Disciplines: How to Boost Your Executive Effectiveness in 60 Days

Resources You'll Want to Consider

1. We know that time management is business management, so we've created a time management skills resource page - go here

2. Read The Effective Executive by the father of modern day management Peter Drucker. Several of my clients have given this book to their senior leadership team.

3. Read Results-Based Leadership - David Ulrich...and you're thinking what else is there?? You'd be surprised

Key Point: The need for effective execution in leadership and management, which includes senior management, middle management (even C-suite leaders) is a big deal. So, we've decided to create a special development opportunity in this area. It's called The 3 Disciplines: How to Boost Your Executive Effectiveness in 60 Days. If you know you need to be more effective in achieving expected-needed results or you need to get better at strategic execution - learn more about this.

Also recent posts: 
Leadership Tip: Be An Executive | Little Known Coaching Method | Do You Take Time Management in Business Seriously?

Exciting News! // We're excited to launch our new digital arm - Manage Global. To compliment our global reach with our LinkedIn Learning courses, we're offering a compelling resource - The Smart Management Blueprint that can be accessed and implemented in any business environment, world-wide. It provides a step-by-step roadmap to simultaneously improve business and people management while developing competent managers. If you feel a need for improvement in any of these areas you'll want to learn more. Check it out here!

Do You Take Time Management in Business Seriously?

Prove it! In the comments below, (or Tweet me a reply @joanncorley) share an example of how you consistently demonstrate this - one time attempts don't count. How about for your team?

If you can't, read on.

One of my main passions is helping people get more of what they want! My life's work has been to do this and in recent years have been primarily focused on helping fellow business owners, entrepreneurs and founders.

In doing this, I've notice in the business advice- business coaching space that there are a lot of big innovations and ideas promoted. They have a loud voice and get a lot of attention, such as AI, big data - you know the big flashy, sexy stuff.

Yet, in my 22+ some years in business, here's what I've learned - it's the simple fundamentals of how we work - how we run a business/department/team - that have the most impact and yet seem to be the most overlooked. 

A related example is sports. Consider basketball, it's those who are exceptional at the fundamentals that have the best stats and create the most wins.

My goal in my consulting work is to keep redirecting the focus of my fellow business colleagues to the fundamentals and help them stay focused on becoming exceptional at the elements of running a business that matter most and have the most impact. Once those are solidified, then attention can be turned to the popular shiny objects of the day.

A Grossly Ignore Business Fundamental
One of the most essential elements to business success and in my view one that's not given the attention it needs is time management. I think folks are kind of numb to it. Perhaps because we've had eras of hyper-attention to it. I've been around long enough to observe attention ebb and flow around this topic over the years.

No matter what attention the popular market gives to it, it is still a crucial,  non-negotiable element of life and work - time is our life...lived in moments, minutes, weeks, months and years. This truth also makes it a non-negotiable element of business and therefore needs to have a central focus.

If it hasn't been for you, then I invite you today to change that! I am here to help! So let's start with this question: Do you need to practice better time management?

In truth, how you use time, work with time, the time management skills you do or don't develop impact your career, your pay, your leadership and management, your relationship with customers and collectively your profits. 

This suggests a hard core fact - time management in business is no joke! It shouldn't be treated as a casual after-thought or a "nice training seminar" to have when we can get to it or afford it. 

If you're not strategically managing time - you are wasting money and/or losing money!

And here's another time management crazy truth -  if you own and operate a small business or are a senior leader, poor time management can even impact the quality of your family relationships and your profits. Man...that is a double whammy!

Your relationship to time spills over into your relationship to others - at home and work.

So it's safe to say practicing good time management along with your employees' time management directly impacts your business success. In fact having very thoughtful, effective time management strategies that you create with your employees are an important element of team management.

Time is a Business Asset

Like money, time is an asset...and since this is true, we need to be keenly aware of the role it plays as a business partner. Ever considered time your business partner? And like any asset how we use it, leverage it, is crucial to the results we get - how effective we are.

There are tons of examples of how time impacts profits. Here are a few simple ones: 

• how much time it takes to respond to a complaint 
• how much time it takes for a customer to receive a product or refund, 
• how much time it takes to get to a live customer service person
• how much time it takes to fill out a form online (this is really an issue in recruiting),  
• Amazon's implementation of the 1 click feature (that simple customer service offering was all about saving time when ordering online...I've ordered more because of it).
• how much time it takes for a client to experience a meaningful result 
• and even how much time it takes for a team member to do their work

Time is a fundamental measuring stick to almost everything is business! And that's why

you can see that much overused phrase "time is money" ...is practically, very real.

Here's my conclusion. As it relates to business, I think we take time for granted. So if you're looking for ways to improve your business operations and profits. Consider your use of time. It's usually not the first business improvement idea a leader thinks of, yet it is one that can have the most significant impact.

Action Item: Do a time audit - starting with you and your day to day activities. Do you know how your time is spent as the key business leader of your business or department? You can do a time audit through time mapping. Take a week-at-a -glance sheet of paper and simply track in time blocks, what goes on in your day. - here's quick video briefing on the concept, plus a few more tips.

Time Management Resources

So, if you know and really want to practice better time management...become a time management ninja,  I recommend the following:

1. Follow this blog -- it's your free choice for practical how-tows... I'll be focusing on this topic for the next several posts, which I'll eventually turn into an online time management course.

2. If you need to improve both your time management and organizational skills - then pick up my book and/or audio book (on iTunes, Spotify and Amazon Music) Organizational Strategies for the Overwhelmed | If you've made it all the way through this post- email me and I'll send you a  complimentary pdf version: joann@manageglobal.solutions

Organizational Strategies for the Overwhelmed - how to manage your time, space, & priorities, to work smart, get results & be happy - Kindle or Book - Nook - Audio Book 

Other readings in the Kindles Shorts Section: Kindle & Nook:  Declutter Your Life From The Inside Out |  Your Life Through the Lens of Time 

3. If you are in the role of executive leadership, owner, founder, senior leader, department head, business unit leader, consider our senior management development opportunity. It's a 60 day coaching intensive called The 3 Disciplines: Boost Your Executive Effectiveness in 60 Days, based on the book The Effective Executive by Peter Drucker.

Oddly enough some folks, especially emerging executives or those new to a role with increased responsibilities need an execution coach (notice that wasn't "executive" but execution). Having one particularly during the ramp-up period is great way to quickly get a handle on getting good results, effectively managing and minimizing overwhelm as you're experiencing stretching your capacity and adapting to a new role and expectations. Learn more here.

4. Our Time Management Skills resource link => go here

A final note: Your effectiveness as a leader is the first of our 9 building blocks within our Effective Executive's Blueprint for Smart Management. It's a comprehensive road map to improve people management while refining operations and developing competent managers (in effect it's a great tool for managing the managers). Additionally, you could consider it the ultimate people skills for managers training. It is a very unique resource for effective management training and development. Read an introduction here.

Related articles: 

Leadership Tip: Boost Your Impact - Be An Executive!

What's A Little Known Coaching Method That Can Quickly & Dramatically Improve Your Results?

A Productivity Tip - Stop All Action - Huh?