| Hi there, | ||
| Welcome to the December edition of mind-set, a newsletter designed to provide you with practical tips on influencing others. This month I would like to invite you to think about the concept of team success. |  |
|
Here’s a Christmas challenge. Provide positive feedback to each member of your team on four things, everyday until Christmas. It should take about two minutes per team member per day. Diarise the response and let me know about the changes you notice in morale (including yours). |
|
|
The ability to provide productive feedback is what makes a good coach and let’s face it very few people in today’s world can achieve success on their own. |
||
Success = Attitude + Behaviours + Coaching At first glance you may say that I have over simplified the ingredients for success but just because it’s simple doesn’t mean that it’s easy. |
|
|
Firstly allow me to explain my meaning for each of the ingredients;
|
|
Success means different things to different people. In business it is often spelt $ucce$$ - Dollars you see Dollars! Dollars! |
|
Success can be defined as the achievement of something planned or attempted (that’s right it doesn’t always have a dollar sign!). The $$$ are a consequence or reward for achieving something and not the achievement itself. |
Coaching A manager’s success can be measured in monetary terms. However, the real measure of a manager’s success is the performance of each member of the team and how much the manager has developed the capabilities of each individual. |
||
| Can you imagine if, following a winning game, the manager or coach of a team attempted to take full credit for the achievement? Absolutely laughable.… If only the same were true in the workplace. | ||
| Managers who think of themselves as coaches have taken the first step towards being a great manager or a true leader. | ||
Great leaders and managers inspire individuals to achieve more than the individual thought possible. Great managers bring out the best in their people. |
||
| Behaviours
Great managers know how and when to give feedback on the behaviours that are necessary to achieve success. Through appropriate feedback the managers have a dramatic and positive impact on the behaviours and attitude of their team members. |
||
| Consider the difference between dictatorship and leadership. Dictatorships create an environment where people follow or do what they are told in order to survive. On the other hand, leadership behaviours inspire people. | ||
Attitude The preferred learning environment for humans is one of supportive encouragement. If a person believes that they can accomplish anything that they set their mind to, guess what – they will. This is an attitude of success and when fostered both the individual and organisation thrive. |
||
| If a manager believes that their people can achieve anything if shown how to, then this belief will open a world of possibilities on how to coach the individuals. The impact on the attitude of the manager and their team is magical. | ||
| When you hear people speaking about their boss they generally mention the fact that their boss is very quick to point out their deficiencies but slow to provide encouragement on what is done well. | ||
Feedback is not always about encouragement, there are also areas for improvement that need to be addressed. Feedback on areas for improvement will only be received as being supportive when what is being done well is acknowledged first. |
||
| Frequently, managers who complete our Outcome-Focused Coaching workshop, tell me that the second greatest realisation that they have during the program is the impact of their actions on those around them. However, the greatest realisation for them is how easy it is to change that impact. | ||
| If you are a manager reading this and you don’t know how to coach and motivate your team, there is no shame in that. Admitting that you don’t know how yet, shows character. You do know how to use the telephone, don’t you? Outcome-Focused Coaching shows managers how to be Leaders, simple. | ||
I hope this provides you with some assistance and if you have any questions please contact us on 02 8969 6600 or e-mail paul@emergingmind.com.au If you wish to forward this edition to anybody that you think may find it useful, please do so. Kind regards, Paul |
|
NB - If you have any topics that you would like addressed in this newsletter please send your suggestions to mind-set@emergingmind.com.au If you have received this e-mail from a colleague and would like to receive future editions of mind-set click here © The Emerging Mind 2006. All Rights Reserved. |