Do YOU Need A Business Coach?

do_you_need_a_business_coachThe Importance of Business Coaching.

Business coaching is defined as an interaction intended to enhance performance and facilitate change. It focuses on sound inner judgment and that leads to the best possible outcomes. Business Coaching has been practiced for years. When you have business coaching in your company, you are opening the door for a bigger advancement in the performance of your employees, thus your organization. You will be able to see numerous benefits when you implement business coaching. Some benefits of this well known practice are:

1. Employees will perform at their best- When you incorporate business coaching into the employee developmental process, your employees will challenge themselves and seek to perform at their best. It is very important in any business to have efficient and effective employees. One-on-one interaction with a business coach provides the environment for employees to untap their hidden potential, demonstrate their additional capabilities and added value their enhanced performance brings. This far exceeds the investment you have made in this person. Under all circumstances it is prudent to stay ahead in the business world and this becomes more important in times of restructuring and uncertainty. When you want your business to grow, you need to think about how your employees will help secure this growth. Business coaching is your answer.

2. Recognizes their experiences- This goes along the same lines as employees performing at their best. With business coaching the employee works with their coach to reinforce their current strengths and to surface new opportunities where these skills can be utilized allowing the employee to expand their contribution to the company. Business coaching allows for employees to share their work experiences and feel more intellectual for doing so. Their attitudes change when they feel they have attributed something to the company. This benefit increases the level of the employee’s engagement to the firm and has a domino effect throughout the organization.

3. Increases your bottom line- When you have business coaching available to your employees, you recognize and communicate their worth to the company. The main goal of business coaching is to offer the tools and support individuals need to enhance their performance and to facilitate change. With business coaching, you will be able to increase your revenue stream. Always thinking and staying ahead in the business world is what is going to make your business grow. Business coaching is what you need if you want to achieve this.

Outcomes that you can expect when you have business coaching in practice are higher levels of engagement, more efficiency and productivity. Investing in your employees is a sound business decision that will yield a high ROI (return on investment).

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“Should You Use Professional Assessments & Profiles to Identify Talent?”

assessments are keyIn today’s economy any hiring manager will tell you that one job ad posted online can generate well over 500 applications. Many have relied on applicant tracking systems to shorten the list of qualified applicants but at the end of the day they still have to wade through a long list of resumes which may or may not be completely truthful. Research shows that up to 43% of resumes contain false information. Even the best interviewers utilizing back ground and reference checks, cannot ensure the right hire.

Enter professional assessment tools, the equivalent to ‘looking under the hood’ when evaluating a candidate. An accurate, valid assessment will measure an individual’s strengths and weaknesses, predict performance and identify key development targets. There are many assessment tools available today. Using the wrong tool can mislead you and fail to deliver results. Here are some things to consider in choosing the right professional assessment for your situation:

• Is the assessment reliable? A reliable assessment provides consistent and dependable results. If the results from a tool contain a lot of random variation, it will be deemed less reliable.

• Does the assessment give you the ability to measure the behaviors required to perform job functions and roles effectively regardless of who is doing the work?

• Is the assessment valid? Validity studies provide proof that the assessment tool actually measures what it claims and predicts job performance.

• Is it EEOC compliant? In order to use assessments as part of your hiring process, they must comply with EEOC rules.

• Can you interpret the results? The assessment results should be easily understandable to a non-expert and help you make an informed decision.

• Will the assessment results provide you with questions to ask in a 2nd interview? A powerful assessment will give you information you can’t get in a standard interview. The results should provide you with behavioral interview questions you can use to ensure the potential employee can adapt to various roles within a specific job.

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Developing Effective Frontline and Executive Leaders

In the healthcare business, having frontline and executive leaders is vital if you want to succeed. Being open minded to changes in society is what is going to help your organization expand to meet the current challenges. There are many traits which need to be examined if you are to develop successful leaders. Leadership development takes time and training some people cannot spare, but as any healthcare executive knows, this is the cornerstone of leadership training. Here are a few tips to get you started in developing effective frontline and executive leaders:

1. Training – Developing effective frontline and executive leaders takes a firm hand in training. Teaching them the correct principles and letting them discover the best methods on their own is not always the best approach to take. First, you need to train with the correct teaching. After the training, you need to monitor their progress. Anyone can get trained in doing something. It is only with monitoring and correction that truly makes the training effective and harwires the results you need. Having this consistency is important to succeed.

2. Moral support – This is great to boost self esteem among your soon to be frontline and executive leaders. Giving them needed support can change their behaviors almost immediately. Management consulting, on a weekly basis to give support to the newly executive leader, is a way of showing their worth to the company. Showing them a performance improvement chart is always a smart idea for the visual learners to understand what they need to do in order to gain a higher rating. Maintaining a business is hard enough. This is why it is essential to have effect training for frontline and executive leaders. Leadership development starts with the teacher. Having a well trained teacher to supervise is vital if you are to give the needed moral support to your newly developed leaders.

3. Good working environment – Make sure your working environment is suitable for a frontline and executive leader. Having an organized area for training and working is vital to anyone who wants to succeed further. By giving an area to your employees, you send a message they are a valuable asset to the organization. When an employee has that environment, they are more likely to work harder and more efficiently. Be conscience of your employee’s needs of a good working environment by cleaning up around the health care facility. A clean office not only helps the employee but attracts clients to return. That is the main goal in operating a business.

There are many ways to increase your percentage rate of frontline and executive leaders. With leadership healthcare training, you can keep your business running smoothly and without any interruptions. In the healthcare industry, there are many things which you have to excel at, by following the above steps, you are sure to succeed in your quest. Keep in mind there are many things to do before you are done. To develop effective frontline and executive leaders, you need to know through effective leadership development and performance improvement training, you can develop effective leaders.

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Communication and Trust

Frank Sinatra popularized a song with the lyrics: “Love and marriage, love and marriage,
Go together like a horse and carriage. This I tell ya, brother, you can’t have one without the other.”

This song typifies communication and trust. Communication and trust are essential partners as a horse and carriage and love and marriage. You cannot have effective communication without trust between associates; likewise, you cannot develop trust without straightforward communication from each party.

When a baby comes into the world, it learns to trust its mother or father by responding to the words, tone of voice, facial expressions or gestures of the parent. As the child grows and the child-parental communication is more clearly understood, the child realizes the parent’s protection and love. That understanding builds greater trust toward the parents as the child grows to maturity.

Leader’s Responsibility

Honesty builds trust, and leaders must exhibit honesty with subordinates about expectations and goals. Like a parent, management is there to lead and protect, not to impose punitive rules and regulations. Leaders and associates must have open communication with one another in order to build trust and develop a greater bond for goal completion.

Babies and young children look to the parents for help, honesty and security; employees on any job are no different. When there is danger, a parent is there to warn the child and communicate that warning effectively before an accident or tragedy occurs. Leaders in positions of responsibility are essentially doing the same thing for people in their charge. If employees put trust in their leaders, they too can avert unforeseen difficulties or unnecessary problems.

Leaders have a responsibility to listen and be open to other solutions to issues from their associates. The old expression, “if you want to know how the job is done, ask the person who does it,” applies here. Since they are the people who routinely and professionally do their jobs, subordinates should feel the freedom to advise management about issues of concern or about any pitfalls that will occur as a result of change in procedure. Management must keep an open mind and an open ear to what people have to say.

Employee’s Responsibility

While leaders are responsible to communicate to build trust, employees should communicate to their superiors as an act of trust. Subordinates must trust their leaders enough to share personal or professional concerns with their leaders and to provide their own ideas as alternative solutions.

Employees can be confident and learn to trust when management is listening and responding to solutions or concerns. They must believe their ideas are being accepted and considered, whether or not the action they propose is implemented.

Bringing It All Together

Honest, straightforward communication, consistent behavior and open dialogue all work to create trusting relationships. Leaders must make a concerted effort to build that trust. As employees develop trust in their leaders, they also develop confidence to use initiative, keep the communication lines open and become more passionate about their work. The more trust is developed, the stronger the communication link becomes.

Does Your Behavior Encourage Leader Development?

Setting the example for leader development is vital. Successful executives identified the following observable behaviors as the key to encouraging leader development in others. Similarly, the leader who does not exhibit these behaviors sends the message that leader development is not valued or important. What message are you sending throughout your organization or department?

Are you a leader who…

Displays empathy? Do you understand and can you relate to the challenges others face?
Is poised and self-assured? Do you speak openly about your mistakes and lessons learned?
Promotes innovation? Can leaders exchange ideas and challenge each other’s viewpoint, including yours?
Actively listens? Do you seek to understand the other person’s perspective before being understood?
Creates a healthy work environment? Do you enjoy being a leader and does your example motivate others to become leaders who inspire employee passion?
Believes in life-long learning? Are you prepared to overcome the challenges healthcare organizations are facing today?
Develops other leaders? Do you know their strengths, weaknesses, goals, and activities that extend beyond work? Are you willing to serve as the example others should emulate?

Successful executives agree… organizational leadership development is ineffective when leaders failed to model these behaviors.

Action Exercise

Assess whether your behavior encourages leader development. Ask those you trust and will provide honest feedback to see if you display these behaviors over the next few weeks. Ask them to provide specific feedback about your behavior, which encouraged or discouraged leader development. Your ability to receive timely, accurate feedback will significantly contribute to better leader development an organizational success.

Adapted from The Commander’s Unit Leader Development Handbook