Coaching our People Up and Leading with Questions

Each direct report needs interaction focusing on accomplishments and the behaviors that they need to make it happen. It is important to have the right kind of conversations so that your folks feel good about the time together. Here are some things to have on your radar screen for those discussions.

1) What does a win look like for you?
2) What are the key issues you are addressing?
3) How can I help you reach your objectives?
4) How does your day layout and how can I help you reach your objectives?
5) What did you accomplish and how successfully did you work your plan?
6) Have each employee assess their performance
7) Provide them with your observation of their behaviors and results
8) Have them review why they achieved those results

There is a need for each individual to have clarity in what we are doing with personal metrics. Have a clear picture of who sets the goals and the level of ownership for hitting them. We each need to have a solid plan for how you get to the objectives. We want to partner with employees that we are working with that need to go to the next level or that might be sliding down a negative performance path. You want to be engaged with them so that we understand where they are and what we need them to do. By realizing that they might need more challenge, or a pat on the back you can help them out of a funk and to the next level. Be sure to utilize questions to gain a solid understanding.

Bob Coulter

ARE SOME COMPANIES JUST SMARTER?

ARE SOME COMPANIES JUST SMARTER THAN OTHERS? That was the question Jim Jr. asked me after an all-day meeting with two great WORKING SMARTER companies around our conference room table. Stephen Hillenmeyer Landscapes from Lexington, Kentucky, and Timberline from Colorado Springs came for a day of brainstorming and idea sharing. Their energy and enthusiasm were absolutely contagious. Hillenmeyers told of the $280,000 reduction in cost and expenses on their way to a million in savings and Timberline told of the great great teambuilding efforts that they were accomplishing. Ideas, insights, suggestions, note taking and a commitment to continued success in the program caused the day to fly by. As they left and the room was quiet, that is when Jim looked my way and asked his very insightful question. ARE SOME COMPANIES JUST SMARTER THAN OTHERS?

How would you answer that question? Think for a moment; I did, and then I gave him a definite YES! Some companies are just smarter and do smarter things. It is interesting to watch what companies are doing now . . . There are those that are doing the things that will keep the energy high and focused on a powerful vision. They are doing the things that have made them successful only more of it. TRAINING. MARKETING. INCREASING SALES EFFORTS. CELEBRATING EVERY LITTLE SUCCESS! That is what smart companies are doing. The companies that do not fall in this category continue to cut and cut and cut, not just people, but communication, idea generation, and team spirit are no longer important because, "we need to careful because things are bad." Well goodbye. Your being careful could very well be the thing that puts you so far behind a smart company that if you do make it through your tough times, and when things do pick up for you, it may be too late because the competition has a head start.

THINK ABOUT THOSE THINGS THAT HAVE MADE YOU SUCCESSFUL AND KEEP DOING THEM . . . THAT IS A SMART THING TO DO!

Achieving Peak Performance

When most individuals talk about their performance you will hear them refer to working hard, working long hours, being loyal to their company, and doing their best. These are all admirable characteristics, but they don’t always translate into achievement. Being in the midst of March Madness we have an opportunity to see what peak performance is all about. There are over 350 division one basketball programs, 65 make it to the tournament, and four will be going to Detroit for the final four. We need to have the mentality in business to produce peak performances.

Here is a definition of a high performing workforce – an organization with a significant group of employees whose emotional commitment enables them to deliver amazing services or products that constitute a sustainable competitive advantage and drive significant business results. This does not happen by accident. Performance is a process that some companies and teams choose to pursue. Three things that are present in these groups are:

1. They believe strongly in each of their people
2. They engage the hearts and minds of each member of their team
3. They find the right balance between getting group results and individual fulfillment.

High performing companies have consistent workforce energy that is consciously channeled in ways that insure dynamic outcomes. These companies have found the right balance between great enterprise outcomes and fulfilled employees. Their employees thrive on the challenge of a frantic work environment where one never knows who, when, or what will be the source of the next challenge. The employees become a team whom they share respect and support. Finally they like the content of hands on work – hands on problem solving that requires them to behave like they own the company

Bob Coulter