leader_ecoaching

Leader e-Coaching Modules

In the past, global leaders were simply those individuals sent abroad on foreign assignments. However, today it can be any manager or executive, anywhere in an organisation – people in accounts, sales, marketing as well as production and support staff. It can mean different things for different organisations. It could be a representative office abroad or the acquisition of a foreign company or a joint venture etc. The possibilities are almost endless.

This material contains the “best practices” on a range of topics and concepts, including: management, teamwork, coaching, and leadership. Our goal is to help you significantly increase your ability to lead and manage; one ‘bit’ at a time. There are over 60 Leader eCoaching learning modules, including:

Coaching Someone Not to Micromanage Others Sometimes, it’s difficult to know where the line is between being accountable for your area and micro-managing. Your people need to know what you care about, and that you understand their issues and perspectives so you can help when it is needed. However, micro-managing often occurs when you know too much, are making too many decisions and/or coming up with too many ideas versus getting them from the team. When this happens, team members may start to believe that the leader is handling the details and it doesn’t really matter what they do. Over time, this causes people to give less of themselves to the organization, become apathetic, and uninvolved. If someone who works for you needs to stop micro-managing others, let’s talk through a way you can help them improve in this area.
Coaching Someone to Be Less Blunt and Abrasive We all know someone who is overly candid. They may say that they “speak their mind” or they “call it like they see it.” While it is good to be open and direct, the style in which someone delivers their comments greatly influences how they are interpreted. If someone on your team needs to improve in this area, let’s talk through a way you can help them become aware of their style and recognize the impact it has on others.
Coaching Someone to Be More Open-Minded About Different Cultures and Views As you look around the office, is everyone just like you? Most likely, the answer is “No.” But many people feel that they are most comfortable working with people who are like them – sharing the same views, culture, and value systems. The reality is that work situations will rarely involve a group of people who agree on everything. Today’s workforce demographics are becoming more diverse than ever-with a mix of genders, race, ethnicity, religion, age, and other background factors. If someone on your team needs to improve in this area, let’s talk through a way you can help them be more open-minded, respectful, and encouraging of diversity and different ways of doing things.
Coaching Someone to Be More Professional in Their Interpersonal Style Some people need guidance and self-awareness about their ability to adjust their interpersonal style depending on the situation, and the person with whom they are interacting. This exercise is appropriate for individuals who put social interaction above productivity, ignore professional boundaries and space, and/or lack necessary candor. To help one of your team members increase their awareness of these skills, they need to work through their current behaviors and think about the effect on those they work with.
Coaching Someone to Be More Tolerant of Different Views and Values As you might expect, people are most comfortable carrying out work and living life based on their own value system, beliefs, and expectations. It is not uncommon for people to feel uneasy, awkward, and even annoyed when they are asked to step outside their comfort zone and consider alternate viewpoints and ways of thinking. If someone on your team needs to improve in this area, let’s talk through a way you can help them become less rigid and more open to alternative beliefs, values, and ways of doing things.
Coaching Someone to Better Manage Their Time Good personal time management skills are essential for a happy, productive, and successful career. Many people spend their days in a frenzy of activities, but accomplish very little because they are not focused on the right tasks. Good time management means concentrating on results. If someone on your team needs to improve in this area, let’s talk through a way you can help them with better time management.
Coaching Someone to Build Collaborative Work Relationships Many times individuals will work hard to achieve goals and perform well, but they are motivated by individual achievement rather than group success. This can negatively impact collaborative work relationships with others. When individual achievement drives someone’s actions and performance, their assumptions and beliefs underlying these actions need to be changed so that they value the effort and success of the group as well. Additionally, they may be unaware of how their actions negatively affect their workgroup or team.
Coaching Someone to Confront Behaviours that are Inconsistent with the Organization’s Values It is all too familiar for people to avoid confrontation by “looking the other way” when co- workers do or say things inconsistent with organization’s norms, values or standards. If one of your team members tends to do this, you need to help them recognize that it is their responsibility to confront their inappropriate actions.
Coaching Someone to Confront Poor Performers I’m sure you would agree that one of the most difficult jobs of a leader is to provide feedback to someone that their actions are disruptive to the team or that their work does not meet expectations. If one of your team members struggles to confront their poorly- performing direct reports, you need to coach them on how to provide feedback and suggest alternative actions.
Coaching Someone to Follow Through with Commitments Following through on requests and commitments is an important driver toward inspiring trust. You can be honest, with high integrity and all the accompanying virtues, but not be seen as trustworthy if you don’t follow through on your commitments. So, it’s crucial to think through a commitment before you make it, manage it once you have made it, and understand the impact of meeting or not meeting your commitments. If someone on your team needs to improve in this area, let’s talk through a way you can help them.