Do you have a shy or withdrawn team member? Watch this quick video to find some ideas of how to draw them out. Find a hidden gem today!
I have invested a couple of wonderful days here in Denver at the NACCAP annual conference on the campus of Colorado Christian University. I have met admission leaders from all over North America. I’ve listened to their stories. I’ve helped brainstorm on obstacles they face. I’ve learned so much about their work, their passion, and their dedication to helping students earn a college/university education.
I spoke at 2 seminars yesterday. My topics were: “Adding Value” and “Understanding Your Influence through Self-Development”. My sessions were full, and the participants shared great feedback with me immediately afterwards and then at mealtimes (I intentionally sat with different groups of leaders at each meal).
I am humbled by the written feedback I received. Here’s just a sampling:
“very inspiring and passionate speaker who really cares about developing leaders…” Kelly M.
“he is an excellent, amazing, and engaging speaker.” Angie N.
“incredible, authentic, inspiring, applicable…thank you!” Rachel G.
“this was an unexpected topic at the conference…I’m glad I attended…great, helpful, and out-of-the-box information!” Anonymous
“So practical!” Tim S.
These leaders were hungry to learn and to grow. They are making significant impacts on the lives of future leaders. I am grateful to have been a small part of this conference and to have met such quality people.
I recently read some interesting/sobering facts:
- Nearly half of managers spend less than 10% of their time coaching their teams.
- In 2016, 87% of millennials say professional development or career growth opportunities are very important.
- In 2016, only 37% of employees indicated they were “very satisfied” with their jobs. 51% said they were “somewhat satisfied” with their jobs.
So if this is true, how are you becoming better at coaching your team? They desire effective coaching from you. They really want to be “very satisfied” with their jobs. They do!
Someone once said the following:
” Coaching is helping our team members to think. To help them become conscious of what they are unconscious. Our default is to give advice. We must teach people to think.”
To coach effectively, you also need to prepare to be an effective coach.
Where are you on this continuum?
Becoming an effective coach starts with YOU, the coach. How can you develop yourself?
- Expose yourself to materials that will help you grow as a leader (books, blogs, podcasts, articles, conferences, one-on-one meetings with community leaders).
- Network in your community. Use resources such as LinkedIn to meet, connect with, and learn from other coaches/leaders. You can be exposed to great content that will help you grow.
- Add value to those around you everyday. Put what you are learning into practice.
- Help your team become better by becoming a better leader.
Becoming a better coach means you applying your EXPERIENCE in order to demonstrate EXPERTISE. I know a lot of experienced coaches/managers. I know far fewer leaders who demonstrate expertise in coaching people. Note: expertise does not equal perfection. No one on earth is perfect, so rid yourself of that goal. But any of us – all of us – can become better and become experts.
As a coach, you want to move your team from the ranks of the experienced to those who embody expertise. Think about this: what would your results be if your team was populated with experts vs those with merely with experience? How would this impact your customers? Your colleagues? Your bottom line?
John Maxwell has said that “the growth and development of people is the highest calling of a leader.”
I encourage you to answer this calling. Become better. Influence your team to become better. Improve your coaching sessions (or maybe start having them?).
In an upcoming post, I’ll be sharing some great questions you can begin using in coaching sessions that will enable your team to really think. They will help you have more meaningful conversations.
Thank you for visiting Go, Leader, Grow!
“So how is adding value accomplished? John C. Maxwell has developed three guidelines that help him add value to his team:
1. We add value to others when we… truly value others. Good leaders go out of their way to never subtract value from their people. They are intentional about adding merit and make it part of their core values.
2. We add value to others when we… make ourselves more valuable to others. The premise of adding value to the lives of your team members is based on the fact that you have usefulness to add. Are you able to teach a skill? Are you able to make a career changing introduction? Are you able to open the door to a better opportunity?
3. We add value to others when we… know and relate to what others value. As a leader how do you know what your team values? You listen. Many leaders are too quick to take charge. A good leader takes the opportunity to listen to what every person believes is important, and then leads.”