What to expect from an Executive Coach?








What do coaches do that brings such dramatic value to you?

You and your coach first forge a partnership built around your most important goals.

Then your coach helps you identify your strengths and potential blindspots

Next your coach helps you leverage your strengths, grow skills and manage any weaknesses in areas of strategic importance in your career.   Your coach helps you be tenacious and undistracted while moving ahead on your most important goals.

Finally your coach helps you stay accountable to yourself in following through on your developmental commitments, while at the same time providing support, encouragement and celebrating with you your successes.

What do you look for in an Executive Coach?  Recent studies suggest the importance of Certification in Executive Coaching, business experience, integrity, high emotional intelligence, comfort relating to top management, political savvy, organizational awareness, flexibility and creativity, the ability to think on one’s feet, and also the ability to give honest, straight forward feedback.

Tags: ,

Conversations for Creating Star Performers

Source: Forbes  Feb 03, 2012

Some of you cynics may think that such a thing isn’t possible, but Shawn Kent Hayashi, who has worked for years with entrepreneurs, as well as Fortune 500 giants, argues otherwise. In her new book, “Conversations for Creating Star Performers,” she offers examples and ten strategies to leverage conversations into game-changing moments for team members and your company:

  1. Build awareness of expectations. Conversations about what effective performance looks and sounds like are an obvious strategy, but too often found missing. No team member knows what they don’t know, so regular communication from leaders is key.
  2. Understand individual motivators. Star performers are always people who have aligned their work to their values so that they are passionate about what they are doing, and the work will feel like play. Great leaders align the values of work to their team.
  3. Capitalize on the strengths of each team member. When hiring or inheriting new team members, it’s important to discuss their strengths, development areas, and blind spots early. Always try to align people’s roles to their natural talents and interests.
  4. Help team members develop a plan for their future. Take the time to develop individualized development plans for every team member, as a joint effort. Focus should be on current strengths, blind spots, where they want to go, and how to get there.
  5. Make new skill development an ongoing priority. Survival in today’s fast-moving business world requires continuous learning and broadening of your skills. You will need to be inspiring and connect the dots to show the benefits of new abilities.
  6. Get people unstuck and back on track. People don’t get back on track unless they know there is a problem. It’s up to you to give the tough feedback, without emotion, while keeping it in context. Then, with clarity, provide the next steps to get back on track.
  7. Support team members in being accountable. Communicate the measurable results expected, and get a commitment for specific action steps and timeframes. Remember that you must role model and reward accountability to get it from your team.
  8. Provide real feedback on their performance. Performance feedback works and is appreciated when it is done often, and in the context of specific accountable actions. Once per year discussions, only when there is a problem, don’t work.
  9. Celebrate successes and even small steps. Always affirm and reward team members often, and criticize infrequently. Experts say it takes five positive interactions to dilute one negative, if we want the relationship to thrive. Create a positive emotional wake.
  10. Develop future leaders early. Successful competition in the marketplace is correlated to a company’s ability to attract, retain, and develop talent. Develop a deep talent pool and it’s never too early for succession planning. This forces you to think about how team members can grow to satisfy their long-term objectives and yours.

A strong and positive business culture is instrumental in bringing out and retaining stars. Top executives and leaders set the culture, but every manager’s actions and interactions with top performers and every team member solidify and drive that culture.

During the recent recession, it was easy to conclude that you have other priorities, and team members would perform at their best to keep their jobs. But keeping a job and top performance at the job are two different things. Now, as business confidence builds, it’s time to double-check how you’re treating all your potential star performers. They will love it or leave it.

Tags: , , , , ,

Create consistent cashflow

In order to create consistent cashflow, you need :
  1. Clarity  : Get clear about your ideal client (Who are you extatic to serve ?)  -Who are you competing with ? Be clear what you offer – position yourself as a problem solver . What are their challenges, what results do they want,  what keeps them up at night ? Create your message for your clients versus react to your business with fear. Let people self-select. Your clarity pulls your ideal client to you.
  2. Certainty (NOT comparison with competitors) : Price yourself higher and sell your services based by packages based on clients results and commitment (3 months) and not by hour. Remove your prices from your website: It is all about value.
  3. Consistency: You must market consistently to attract people to your list (compelling offer to provide email address) connect & relate with those people and market consistently even after they buy from you. Build your automated list. Consistent Marketing brings Consistent Results,  sporadic marketing brings sporadic results. Your website needs to attract, connect and sell. Use social media to build an authentic image.

Referrals are the one of the best ways to get business.

Make the decision now to create consistent cashflow. I look forward to working with you.

Great People, Consistent Results 



Tags: , , ,