Posts Tagged ‘accountability’

5 Tips for Selecting an Executive Coach

Author: Paul Dillenburg, Date: 1/9/2013

Whereas coaching was once viewed as a remedy for an organization’s “problem employees,” today organizations are using coaching to hold onto and improve their very best leaders.  But if you are looking for a coach, how do you go about finding the right one?  Below are 5 tips to help you select the coach that is right for you:

1.    Look for good fit. One of the key ingredients to a successful coaching relationship is the chemistry/fit between the coach and client – ask for a “complimentary session” to help determine the coaches style.

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Increasing Personal Accountability

Author: Diane Hamilton, Date: 8/9/2012

I regularly work with teams in the course of my job. The members change, the tasks are different, the timelines vary—but, one thing I have seen far too often is dysfunctional behaviors that get in the way of success.

I’m not talking about miscommunication, a few dropped balls, or workload challenges. While not easy, these are the issues that are part of our every day working life. I’m talking about true dysfunction that often manifests itself in backbiting and nastiness and leads to dissatisfaction and morale issues (not to mention lost productivity).

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The Value of Executive Coaching

Author: Paul Dillenburg, Date: 3/6/2012

More and more companies are using executive coaching to improve their bottom line. It is one of many approaches to developing leadership talent. Three reasons that coaching is particularly effective include:

  1. Individualized attention. Unlike many other approaches to leadership development, each participant gets focused attention to learn about their strengths and development opportunities; and, develop specific action steps that tie to organizational results.
  2. Accountability. Coaching is results-focused. The client creates goals and the coach helps hold the client accountable to those goals. Coaches provide clients with the process, tools, structure, and support to achieve higher levels of performance.
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Who cares how many hours you work – Maybe you’re inefficient

Author: Paul Dillenburg, Date: 8/9/2011

With all the recent talk surrounding the number of hours the typical American worker is now putting in, I was reminded of a talk I attended that brought together some of the country’s most successful leaders. One of the presenters was Jim Goodnight, CEO of SAS, a premier business analytics software company serving 45,000 customers and 92 of top 100 companies on the FORTUNE Global 500® list. Jim has led the privately-held company since it began in 1976. While SAS’s business success is impressive, the culture Jim has created is awe inspiring.

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A Story…And a Leadership Lesson

Author: Diane Hamilton, Date: 2/22/2011

Leadership lessons are all around us…if we observe, listen and learn. Sometimes we learn from successes; sometimes missteps teach us the most.

The Story

My friend (a mid-level manager) was talking with his boss (the organization’s General Manager) about some accomplishments in his department. My friend was pleased with results from the previous month and he talked about how he praised his staff (giving credit for) the wins. The GM then “coached” my friend (his manager) by saying, “Haven’t I taught you anything. As the boss you get to keep the credit and place the blame.”

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Accountability Defined

Author: Paul Dillenburg, Date: 12/7/2010

Interested in finding out if your organization struggles with accountability? Pose this question from the book Influencer (Patterson et al) to your co-workers, “What does it take to get fired around here?” If the responses you hear are not performance-related, then what are employees telling you they are accountable for? What examples are given? Are the responses consistent with the mission, vision, and values of your organization? What are employees rewarded for or punished for? What message does a lack of punishment send to poor performers or those that violate the mission and values of your organization?

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