Mentoring and Coaching

Clients frequently ask me if there is a difference between mentoring and coaching. I think we sometimes get caught up in definitions rather than focusing on our goals. When I facilitate trainings we talk about helping employees excel through both mentoring and coaching.

I've found that mentoring and coaching can both be used to help build people up. Mentoring is a relationship where we lead by example and coaching is a partnership where we work with someone to help them succeed.

In both cases it is the other person who benefits from being allowed to explore and apply their own talents and abilities. Our job is to make their path easier by allowing them to grow.

Regards,

Guy
Business Coaching

Leadership Versus Management

A business owner asked me whether he should be concerned about leadership before management or how the two interact. We worked together to find an approach that would work for him. From my experience, it's helpful to develop a coherent strategy that builds leaders and then managers based on their interests. In this way companies can hire and staff positions based on what people really excel at.

Leadership development refers to building on people's existing strengths to help them become leaders based on their innate talents and abilities. Management development applies to building the skills necessary to address certain tasks.

My clients have told me that management is about trying to control everyday events while leadership is about helping people and organizations grow. When I work with organizations I stress the importance of creating a foundation that helps build leaders prior to putting management guidelines into effect. This approach gets rid of the headaches related to trying to compartmentalize leadership and management because it creates a continuum, a unified vision for the organization.

The idea is that if one focuses on building an environment that encourages people to be leaders they will naturally be more motivated to perform well in all areas that apply to their jobs.

Regards,

Guy
Business Coaching

Employee Engagement or Morale

I received a question from a business owner who was wondering whether it was more important to focus on employee engagement or morale in these tough economic times. What I've found and my clients have put into practice is an approach that builds a foundation that allows the business to both engage and build morale in its workforce. The key point for owner and managers to think about is what they want their workplace to look like. Consider the following points as you build an engaged and productive workforce.

1. Are you promoting open two-way communication?
2. Are your employees asked to excel based on their talents or are they dropped into positions?
3. Are employees regularly and genuinely praised?
4. Do your managers delegate effectively and spot talent regularly?
5. Do you have a methodology in place for helping people work together?
6. Do you have a system in place for people to develop and achieve goals?

How you answer these questions will give you an idea whether your workplace is building a foundation for success or otherwise. If you already do all six of these points then you are probably running a company that benefits from high employee morale and engagement.

When we build a well considered foundation we reap the rewards in the long run.

Regards,

Guy

Business Coaching

Your Plan for Success

Many well-intentioned business owners launch their enterprises and just let things happen to their business, positive and negative. There are some things that we can do to chart the course of our companies and that will bring some order to our already busy lives. It begins with some basic planning. Answer the following questions and you will find yourself better equipped to lead your company toward greater success.

1. What are my companies strengths?

2. What areas could use improvements?

3. What systems do I already have in place to make improvements?

4. What systems do I have to develop to make improvements?

5. What is the mission of my company?

6. What are my top three goals that fit with my mission?

7. How do I make sure I meet my top goals?

8. Where do I see my company in one, five, ten years?

These questions will help you understand and clarify what makes your business tick. When we understand what our strengths and areas for improvement we can then begin the process of systematically planning for success.

Regards,

Guy Farmer
Unconventional Training

What Makes a Great Leader?

During the course of the trainings I facilitate, executives and managers often ask me what are the characteristics of a great leader. The answer is quite straight forward but it is one that is often overlooked: Great leaders inspire. This brief but broad statement can create dynamic growth, increase staff morale, improve productivity, reduce conflict and create meaningful benefits for any business willing to invest the time in creating inspirational leaders.

Many leaders can get results from employees but do they inspire those employees to improve every day, reaching higher and higher? The following are ten key concepts that can help your company build inspirational leaders. Please take a moment to reflect on whether the leaders in your business possess these qualities.

1. Lets staff have maximum responsibility.

2. Does not micromanage.

3. Supervises when asked to by staff.

4. Educates when staff requests.

5. Not driven by power and control.

6. Open to ideas brought forth by employees.

7. Flexibility and willingness to try new things.

8. Employees strive to achieve more and are inspired by you.

9. Employees praise you genuinely.

10. People smile for real in your workplace.

Many companies encourage and build leaders who embody all these qualities. They reap the rewards that come from leadership that inspires. Once leaders possess and use these skills on a daily basis it doesn't matter what challenge or issue arises, they have built a foundation that will handle any situation. Are you an inspirational leader?

Regards,

Guy Farmer
Unconventional Training

Building Leaders

Business owners direct what kind of leaders their organization creates. The leaders we produce will in turn affect our operational efficacy as well as staff morale and productivity. Take a moment to assess what leadership means in your organization by answering the following questions.

1. What model do your leaders base their leadership style on?

2. How do staff members view your leaders?

3. What are the key skills a leader should possess?

4. How do the leaders in your business motivate their employees?

5. What leadership areas do you need to strengthen?

6. Are your leaders proactive or reactive?

7. What is staff morale like in your company?

8. Do your leaders make your life easier or harder?

These eight areas will give you an idea of what your leadership looks like. Take some time to carefully think about these questions and it will provide you a starting point for creating a vision that will guide the leaders in your organization.

Regards,

Guy Farmer
Unconventional Training