APCA Editor's Note:
Traditionally, there has been a view that coaching is something that coaches do. However, in recent years more and more evidence is pointing to the fact that coaching is something that great managers do; That it's extremely difficult to be a great manager without being a good coach. This is why, at APCA, we are finding more and more interest from professionals who are not just looking to coach full time, but who are professionals in managerial or human resource positions and who are finding that having a strong coaching ability allows them to perform better at their job while helping their direct reports or staff do likewise. You Can’t Be a Great Manager If You’re Not a Good Coach by Monique Valcour | 1:00 PM July 17, 2014 If you have room in your head for only one nugget of leadership wisdom, make it this one: the most powerfully motivating condition people experience at work is making progress at something that is personally meaningful. If your job involves leading others, the implications are clear: the most important thing you can do each day is to help your team members experience progress at meaningful work. To do so, you must understand what drives each person, help build connections between each person’s work and the organization’s mission and strategic objectives, provide timely feedback, and help each person learn and grow on an ongoing basis. Regular communication around development — having coaching conversations — is essential. In fact, according to recent research, the single most important managerial competency that separates highly effective managers from average ones is coaching. Strangely, at most companies, coaching isn’t part of what managers are formally expected to do. Even though research makes it clear that employees and job candidates alike value learning and career development above most other aspects of a job, many managers don’t see it as an important part of their role. Managers think they don’t have the time to have these conversations, and many lack the skill. Yet 70% of employee learning and development happens on the job, not through formal training programs. So if line managers aren’t supportive and actively involved, employee growth is stunted. So is engagement and retention. Can you teach old-school, results-focused line managers to coach their employees? Absolutely.
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The Asia-Pacific Coaching Alliance's Co-Founder and Executive Director, James Santagata, will be presenting at the Foreign Correspondents' Club of Japan on April 17th, 2014.
Presentation Topic: Sick & Tired of Resume-Collecting Recruiters? Fire Your Recruiter & Take Control of Your Job Search & Your Life! (FYI: This is not a gratuitous beat down on recruiters, it's a hard-edged, constructive conversation to give job seekers the unadulterated truth along with immediately actionable, life changing information and know-how - all recruiters are more than welcome). According to Ryder's CEO, there's a downside to being at the very top of the food chain. You hae no boss. And this is where executive coaching can add value and structure.
We talked to Bill about re-inventing business & aligning yourself with the new energies of the marketplace, specifically the "conscious redesign of business".
It's no secret that the market has change dramatically over the last 2, 3 even 4 years in that there's now so much information and so many iterations out there that everything is diluted with the end result being that the market has become completely numb. Our talk with Bill should be of great interest to many in the coaching field as the market has become very crowded with the net result being that many coaches are now simply resigned to surviving rather than thriving. These are the questions that we posed to Bill: 1) You say that the energy of business has changed with the advent of content marketing, social media, social networks, mobile devices and people connected 24/7. Can you discuss this in more detail? 2) How can (and should) coaches and business respond or react to this? 3) You mentioned a new definition for branding, what is this? [heart / creative (presence) vs mind / cognitive (branding)] 4) What are the mechanics and the step by step process for brand or presence development? 5) Can you walk us through your definition and the process of your no-pressure, heart vs mind-based sales process? 6) Can you explain what you mean by "not selling" but "inviting" and then maybe walk us through an example? 7) Give us an example of a hard close script using your process. 8) You mentioned there's a key difference between a customer and a client. What is it and what does it matter? Are we continue to crank up our Coach For Impact! Expert Coaches series, we've prepared a short written and audio guide to help ensure that each guest's appearance on our show is as smooth, relaxing and valuable as possible for the guest while also making sure that each guest's appearance is as entertaining and valuable as possible for our listeners.
We cover: 1. What to Expect 2. Pre-interview Scheduling & Arrangements 3. Interview Equipment & Procedures 4. Post-Editing Production And Release We're always interested in interviewing expert coaches and related experts on a wide range of topics including skills acquisition, training methods, market trends, marketing, business development and related topics that will provide our readers and listeners unique insights or actionable advice in building or growing their coaching practices or coaching skill sets.
Our readers and listeners are primarily composed of six main segments: 1. Seasoned and successful coaches who want to stay out in front and on top of their game. 2. Seasoned coaches looking to step up and move their coaching skills & practices to the next level. 3. Part-time coaches looking to transition from part-time work to full-time coaching. 4. Newly minted coaches looking to establish or build out a practice. 5. Prospective coaches looking to gather information to see if coaching is right for them. 6. Corporate HR and Line Managers interested to discover the value that coaches can bring to their organization as well as interested to learn how to select a coach that best meets their or their organization's needs. Our monthly unique visitors currently ranges between 3,000 to 4,000 uniques and in recent months, this has consistently been trending upwards and we expect it to continue to grow as we add deep and unique content. We're happy to announce that the new High-Impact Coaching membership badges are now available for APCA members in good-standing.
It's available as both a PNG file (which retains transparency and is used in almost all situations except when you have a white background) and a .JPG file which is used when you have a white background. Note: If you have a white background you'll want to use the .JPG file rather than the .PNG We are pleased to announce that Career OverDrive! is now a proud sponsor of the Asia-Pacific Coaching Alliance. Career OverDrive! specializes in career acceleration and expert advice.
We're happy to announce that the new Coach For Impact! High-Impact Coaching certification badges are now available for High-Impact Certified Coaches.
It's available as both a PNG file (which retains transparency and is used in almost all situations except when you have a white background) and a .JPG file which is used when you have a white background. Note: If you have a white background you'll want to use the .JPG file rather than the .PNG We also have our graphic artist hard at work created a revised badge for general membership of the Asia-Pacific Coaching Alliance, so please stay tuned! Hi Everyone, We're very excited to be rolling out our new series of High-Impact Coaching Training under the Coach For Impact!™ series. We have four titles in the training series including: 1. Introduction To High-Impact, Ethically-grounded Coaching: $75 USD** 2. High-Impact Communication Certification: $1,480 USD 3. High-Impact Business Development & Client Management: $1,980 USD 4. High-Impact Coaching Certification: $2,500 USD ** This can be applied as a credit against the High-Impact Coaching Certification. More details will be unveiled in the coming months! |
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