VIDEO: Top 3 Reasons Not to Set Goals
A quick message from The Business Owner’s Executive Coach on the top 3 reasons NOT to set goals.
You may also enjoy this blog post:
Managing Yourself with Specific Measurable Results.
TRANSCRIPT: (more…)
039 What is Executive Coaching • PODCAST
Free Subscription: RSS
Today’s podcast, “What is Executive Coaching?” includes the audio from a webinar presented by Tony Mayo, The Business Owner’s Executive Coach. Listen to this recording and then join us for Tuesdays with Tony at Twelve, a weekly, free webinar where you can explore powerful executive coaching tools and ask Tony about applying them in your life and career.
Today’s topics covered include:
- What is Executive Coaching?
- “My own best thinking”
- “I now live in a different world, see different things, take different actions.”
- Differences between coaching, consulting, mentoring, managing, therapy, training, and just plain friendship.
- Basic logistics of what it costs, how much (more…)
027 Curing Overwhelm • PODCAST
Free Subscription: RSS
Learn the one common mistake to avoid if you are tired of feeling overwhelmed by listening to this quick audio message from Tony Mayo, The Business Owner’s Executive Coach.
———————————————-
Thanks to MusicOpen for providing public domain recordings of Beethoven.
Just click here to listen now or subscribe on your device using Apple’s Tunes, Android, and other podcatchers to have this and all new episodes placed on your device as they become available.
TRANSCRIPT:
(more…)
021 Growing Beyond Control into Confidence • DeskVideo • PODCAST
Free Subscription: RSS
This short podcast describes an important step in the growth of business owners and other leaders, moving beyond the urge to control and micro-manage every action toward acting with confidence in your team and your own ability to respond to every eventuality.
Transcript: (more…)
University of Chicago Alumni Career Webinar
Mind Your Career Webinar:
Would I Benefit from Coaching?
From the University of Chicago website:
Kick-start your New Year with executive coach and dual alumnus, Tony Mayo, AB’77 MBA’78.
- Differences between coaching, consulting, mentoring, managing, therapy, training, and just plain friendship.
- Basic logistics of what it costs, how much time it takes, how to know if it is working, and how long the results last.
- Finding, selecting, and getting started with an executive coach.
- What topics and concerns are best addressed with coaching.
- Typical components of a coaching conversation.
Click here for links to the companion articles mentioned in the presentation.
Also available as an audio-only podcast.
Click here.
The following transcript is included mostly for the search engines. If you want to read along with the video, just turn on the YouTube subtitles.
The Power of Progress Reports
Of all the management tools I recommend, one of the most effective is both very simple and very unlikely to be consistently employed—if it is used at all: the written progress report, completed on a consistent schedule.
The power of progress reports to promote results and reduce anxiety is demonstrated daily, on matters titanic and trivial. The U. S. Constitution requires that the President “from time to time give to the Congress information of the State of the Union.” Public companies are required by law to present results to shareholders, at fixed intervals and in specific formats. Schools send regular reports to parents, our GPS tells where we are, and UPS sends a text when a package arrives.
Still, managers and employees resist implementing this simple process.
Why?
Who cares about why? Just grow up and start doing a progress report. Declare your goals. Confront your results. Adjust to living in reality. Enjoy the benefits of clarity while the less disciplined fail and fail in a fog of vague expectations and inchoate regrets.
Before I explain how to format and prepare a good progress report, let’s deal with some common excuses questions.
Q: I don’t have a boss.
A: If you have (more…)
017 A conversation with executive coaching client Ron Dimon. Part 8 • PODCAST
Free Subscription: RSS
This latest podcast is part eight of a funny and useful conversation between top executive coach Tony Mayo and his longtime client Ron Dimon. Ron is an expert on the use of information by executives of large organizations. Listen as two experienced business people play with useful ideas in this episode including:
- Management and sales rely upon the same essential skill
- Why salesperson with the most technical knowledge of the product is almost never the most top producer
- The Sandler Sales System
- Giving back the check
- The awesome power of the skeptical salesperson
- Why coaches avoid giving advice, opinions and tips
- VSOP group coaching for executives
- Problem vs breakdown
- Internal vs. external conversations
- Probing the past vs. future focus
- Effective conversation with an employee or vendor who is late with a deliverable or deadline
Just click here and either listen through your computer or subscribe through iTunes to have this and all new episodes placed on your device as they become available.
You may also set up an automatic “feed” to non-Apple devices by using this link: click here for other devices.
Results of Executive Coaching
Results of Executive Coaching Time Freedom & Flexibility Dramatic Business Results Accountability Clarity, Confidence, & Calm Escape From Overwhelm & Firefighting Less Stress, More Success Do Less, Get More Extraordinary Skill At Listening & Unleashing...Major Consultancy Simplifies Performance Reviews
Everyone loves to hate performance evaluations, and with good reason: Research has shown them to be ineffective, unreliable and unsatisfactory for seemingly everyone involved. They consume way too much time, leave most workers deflated and feel increasingly out of step with reality.
…more than half the executives questioned (58%) believe that their current performance management approach drives neither employee engagement nor high performance. [Click here to see the survey.]
…conversations about year-end ratings are generally less valuable than conversations conducted in the moment about actual performance.
Three items correlated best with high performance for a team:
- I have the chance to use my strengths every day
- My coworkers are committed to doing quality work
- The mission of our company inspires me
It’s not the particular number we assign to a person that’s the problem; rather, it’s the fact that there is a single number. … we want our organizations to know us, and we want to know ourselves at work, and that can’t be compressed into a single number.
—Reinventing Performance Management
Harvard Business ReviewThe new approach focuses, alternatively, on how to develop employees in the future given their current performance.
–What if you could replace performance evaluations
with four simple questions?
Deloitte has come up with them
(and two only need a ‘yes’ or ‘no’ answer).
By Jena McGregor in the Washington Post
More on this blog about improving employee evaluations
Grow a Big Company by Keeping Your Job Small
These leadership insights from MCI founder Bill McGowan should sound familiar to my executive coaching clients and to readers of this blog.
INC.: You’ve taken a company from nothing and, in the span of 18 years, created a new industry and built a company doing almost $3 billion worth of business. How do you account for the fact that you didn’t allow the company to outgrow you?
McGOWAN: Besides the fact that there is no accounting for it, I suppose it’s because I realized at every point along the way that I didn’t need to be the person who had to do any particular thing other than make sure that the focus and direction of the company was clear, and that the forces and people were set in motion to get us where we were going.
I’m naturally a delegator. I guess I realized early in life that, (more…)
Recent Comments