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Coaching For • The Need For Change |
Coaching for Excellence
The Need for Change Real Example One Real Example Two My Promise The Outcomes The Method The Return on Investment The Invisible Return on Investment Our Engagement About Terry
The Need For Change:
Do you wonder why you keep facing the same negative consequences or behaviors in your work relationships? Do you go home feeling exhausted and drained? Have you lost sight of the reasons why you chose this career path? Do you want more passion for your work and in your life? Do you secretly wish you had a different set of responsibilities? Are you harboring ill feelings towards co-workers or patients? Are you facing an impossible wall of barriers to getting your work done?
Coaching is an elegantly savvy method for creating an objective and developmental relationship wherein you find answers to questions about your behavior, accountability, impact, responsibility, influence, purpose, vision and leadership. You establish the goals and outcomes for the coaching experience and I hold the expectation for those outcomes.
Real Example One:
A charge nurse had played out everything she knew to motivate her highly skilled team. They had great technical skills but the trust level was low and the frustration level was high. They were acting out towards each other and covertly rebelling against policy. She was no longer able to face the team’s near daily abusiveness. The tendency had been to blame them for their behavior, but she realized she had to look at herself first. She began to recognize she set herself up unconsciously in a vice grip. She was seeking physician approval, causing her to treat nurses rashly and seeking subordinate approval which was causing her to make transactional policy decisions – squeaky wheel syndrome.
By shifting her focus from approval to integrity, she became more trustworthy and began to make decisions consistently. Trust increased, frustration decreased. Her bonus was the resulting clear perspective from which to assess her real skill set — education — and she was able to make a career shift that was more suited to her values, motivators and skills. And, by the next year, employee satisfaction scores had increased dramatically. Real Example Two: The Outcomes: The Method: I focus on both drawing from the intrinsic information about motivators, values and skills that inform self-management skills and on providing answers and information needed to make decisions and move forward.
A manager had two supervisors warring in his unit. One was nearly non-communicative and the other was brand new. They were coordinating 24/7 coverage and everything was going wrong. Some employees were causing problems and everyone was being punished. One set of rules applied to one group and the other group had different rules. Safety, compliance and performance issues were affecting morale badly — in some cases it had become dangerous.
The supervisors had frustration to burn off with each other and the manager. Through coaching confrontations between the supervisors and the manager, they began to de-layer the problems, build skills and create solutions. In the end, the three of them had control of the shared functions of management and supervision and they recovered the respect of the employees in their work teams. Outcomes included reduction in errors, recovery of time losses, decreases in employee complaints, a dropped hostile work environment charge and improved job satisfaction for the supervisors.
Within the constraints of my reporting obligations, I promise confidentiality and to believe in the wholeness and ability of each person to come to the table with ethical solutions that are appropriate for the profession, the organization and the values and beliefs of the team. I will hold each participant accountable and will reflect back the processing skills and styles so we can assess them together and target the development area that makes sense.
People become more aware of their impact on others. They get very clear about how to express their values, they learn how their motivators and behaviors do and don’t work in their current role. Then they create an action plan, and sometimes a communication plan, to take responsibility for their impact and implement intentional change. These changes affect their performance, their level of engagement, their interpretation of their fit and relationship with and commitment to their team and they often experience more energy. Many people report learning information about themselves they never knew before and as a result have the experience of joy.
Coaching is based on an ethical relationship between you and I or between your team and I. In this unique relationship we create clear operating principles based on honesty, integrity and commitment. If this work was easy, everyone would be doing it automatically, but since it’s not, I require a commitment from you or each of your team members to learn and to do what it takes. It is a relationship in which YOU roll up your sleeves and do the work required to make the change you desire. We’ll discuss your goals and when it’s clear that I am suited to coach you, we’ll begin the work. Coaching helps you see what is possible, how to get there and holds the focus on the desired results so you take appropriate and timely action.
Just think if your employee’s hourly rate is $75 per hour (at straight time and fully loaded with benefits and costs) and he/she stopped complaining, worked more whole-heartedly, quit gossiping, increased connection to co-workers, and worked more effectively, he/she could potentially net a time savings of 30+ minutes per day or approximately 3 hours per week. Let’s look at the return on investment for just one employee:
The Invisible Return on Investment: Think of it, how much joy could you generate if you were having one preferred experience after the other? Think how well your team could function if each person got clear about who they are and collectively got clear about the team’s values, identity and requirements for performance excellence based on respect? Our Engagement: Contact me through your HR office if you want coaching for you and your team. Teams can benefit from coaching to achieve behavior agreements, problem identification and solutions, improve processes and improve the ability to work together.
7 x $10,800 = $75,600
In addition to improving performance, increasing commitment, and gaining clarity around action steps, you may also have the bonus experience of improving your relationship with yourself. By understanding your values, you will be able to set up the decisions and choices in your life to be more aligned with the experiences you prefer. Not only will your self-respect increase, so will your energy, your sense of vitality as well as your openness and approachability.
You can begin a private, self-pay coaching relationship with me directly or through your manager. Coaching is an appropriate method to address your own self-management skills, personal leadership development, career direction, professional aspirations, and for entrepreneurial and business development goals.
About Terry:
Terry Taylor has a Master of Arts in Organizational Psychology and has earned the ICF designation of Master Certified Coach. DISC Insights and TriMetrix survey instruments are used to assess behavior, emotional intelligence, values and interpersonal skills competencies.
Since 1995, Terry has brought together the coaching, organizational systems and trainer perspectives to provide change management consulting, leadership and executive development coaching, team process and relating skills development, and developmental facilitation and training at all levels of organizations.
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