Though business coaching has expanded in recent years, and companies ranging from multinational corporations to small and medium enterprises have taken advantage of the process, myths and misconceptions still linger. One of the most common is that coaching is nothing more than a backhanded way to tell people what to do. This couldn’t be further from the truth. What I want is to help you help yourself run the business as effectively as possible. This starts with managing expectations – not telling you what to do.
Posts Tagged ‘managing expectations’
Conflict is easy to deal with; nothing could be easier. When you know one party is in the right and the other is in the wrong. When you know one party is reliable, truthful, and hardworking, and the other is not. But what happens when valuable employees are engaged in conflict? Whether it is over a specific project or they have clashing personalities, it can be tough to referee these matches. Rather than taking sides, talk solutions.
Managing conflict between two (or more) good employees tends to swing along the pendulum; it is either much easier, or it is much more difficult. The challenge for managers and supervisors is to avoid being seen as choosing sides as far as outcomes and solutions are concerned.
PROFIT Magazine asked the CEOs of Canada’s fastest-growing business for their best advice; among several who warn about maintaining a stranglehold on control is this simple suggestion: “Delegate. Your job as a business owner is to grow it, not to run it.” One of the hardest aspects for SME owners is letting go of what they have worked so hard to create, but one of the first things we look at when working with a client is their overall management structure. And is it an obstacle in the way of their progress?
TELUS Communications, a leading Canadian telecommunications company, was named one of Canada’s best employers in 2011. In fact, TELUS’s employee recognition program has been recognized as one of the most effective in the country, earning the Recognition Professionals International (RPI) Best Practices Overall award for their innovative Bravo program. Kendra Innes, leader of TELUS’s recognition team, says, “Providing valued and meaningful recognition, both formal and informal, is key to capturing the discretionary efforts of our employees. It encourages them to do the right things for customers at the right time, ultimately increasing shareholder value.”