The Pros And Cons Of Rewarding Your Employees
How are you with rewarding your people?
The occasional box of chocolates. Maybe an away day ‘Team-Building’, dressed up as learning, with a few (or a lot of) beers at the free bar!
Sometimes you’ll recognise just one person for a particular effort. Other times all of your people need recognition for a team result, where a big goal has been achieved overall.
Recognition by reward is, frankly, fraught with difficulties!
Indeed in teams where your management style is seen to be consistent and fair to all, you will be doing pretty well and above the average, just doing that and very, very motivational it will be!
Tangible reward is another ball-game. You can do it if you are fair and consistent, as a basic requirement, and also listen hard for clues to enable you to be inclusive for all your people. Reward for great performance on an individual basis needs to be fact-based above all.
Then everyone needs to be in a position to be able to achieve whatever greatness it is that you reward for.
From the folks who keeps the toilets clean, to the front-end star salespeople - whose achievements are much more easily related to the business end. Making sure everyone can be recognised; can be a ‘winner’ is vital.
Then, recognising everyone on a rota basis is tough as well!
If you are seen to be doing this, then sceptics will spot that their turn will come whatever and the value of the reward is DEvalued.
See the tricky bits in this?
The key is to keep it fun and light. Rewarding the whole team with simple and fun things like cream cakes or chocolate as a start can worth really, really well.
As a manager, be especially sensitive to things you hear where someone has done well and reward them accordingly.
Maybe by letting them go early one night or have a shot at a different role they’ve aspired to for a couple of days.
Truth is, reward is best served up by thanks and personal recognition. And tangible treats are fun to do and use as long as they fit in with the environment of the place where people work.
There are two pitfalls for tangible reward:-
1. You only reward your own or your senior team’s ‘favorites’ - and then one half of your team feels badly done to, which undermines overall morale.
2. You overlay material reward on unhappy employees. And they are unhappy because their workplace is not the best environment for them to work (the things that should always happen as a core don’t happen).
Sharing a free cake or two with each of your people, without the basics being right, is never going to be in your best interests.
(c) 2007 Martin Haworth is a Business and Management Coach. He works worldwide with small business owners, managers and corporate leaders. He has hundreds of hints, tips and ideas at his website, http://www.coaching-businesses-to-success.com
Top 10 Strategic Thinking Skills
To be up there with the best strategic thinkers, you need to use the left and right sides of your brain, a skill which takes practice as well as confidence. Having the logic and creative sides to your skillset are of immense value.
Here are some skills that the very best strategic thinkers have, and use, every day.
They Have a Vision
They are great at both thinking with a strategic purpose as well as creating a Visioning process. They have both tools in their kit and they use both to complement each other. This form of supportive thinking and seeing the future, creates a way of thinking and evolving strategy that is focused and yet broad.
Make Time
In a busy businesses and organisations, be they small or large, making the time is vital. At the top of their game key strategic thinkers take time out. Maybe a retreat (maximum points!); maybe a day in a hotel foyer; maybe an afternoon somewhere/anywhere, with a blank sheet and a thinking hat on. Whatever works for them - but they do it.
Are Not Hasty
The clue is in the description, Strategic Thinking is not about today, tomorrow or next week. In close partnership with holding a clear vision for the business future, these two create the tomorrows of the future. But not tomorrow! This is shaping, coaxing, tuning for a quality business performance in the years to come. Great exponents take time to fine tune, revise and engineer quality futures!
Absorb and Notice
They are truly aware. In any business, there are clues, often subtle, both internal and external, to help guide future direction and realize opportunities. Great Strategic Thinkers take all of this in, so that as they set aside time to think, they have a full deck of information to guide them. Sometimes, it’s an ‘aha’ moment on vacation, when they observe something that resonates; it might be on a morning walk out in the country; it might be what someone says as they serve them coffee. Making links, however tenuous, is what makes this work so well.
Review Often
The best Strategic Thinkers check that their thinking has been validated. Is it going to work, against a world of regular, consistent and yet sometimes volatile change? This activity is a moving target, so to build a better understanding, snapshots; benchmarks and regular stocktaking are all very useful to confirm the quality of the thinking - and absorbed into the skillset for their and their organizations future.
Learn from Experience
Over time, these folk use their experiences, small and large, to think better on strategic issues. This makes their use of this time really efficient and particularly effective. There are learned short-cuts to the perhaps more formalized strategic planning process and experience is a huge, valuable added bonus.
Use a Team
By utilising more than just their own brain (though this is vital for some of the process!), those great at Strategic Thinking bounce ideas off others in the workplace and encourage their input above and beyond their delivery of the day job. The old adage that 1+1=3 in the input of thinking is hugely valid. And 5 people make a much more significant contribution than 2 - and so on!
Realism Rules (A Little!)
Although they create ideas very openly, key strategic thinkers have a sense of realism and honesty about what is achievable in the longer term. This is not to hold them back; more it is to deliver success. They underpromise and overdeliver, whilst also ensuring that the day to day business of the organization - the ‘now’ - is served adequately too. That’s what gets the business paid today, whilst building the future of tomorrow.
Have Clear Milestones
By creating checks in their thinking, to review progress, they have the opportunity to tweak. They have an innate ability to spot the twists and turns necessary. A 5,000 mile journey by a jet plane reaches the destination only by regular and consistent course checks and adjustments.
Are Non-Judgemental
Because the route to a successful future is not bounded by judging their, or others, thinking as they get creative - that is for elsewhere - better ideas flow. Open minds are encouraged and the detail tested later. Open minded thinking needs real checks and balances - but AFTER the openness has stimulated the breadth of imaginative ideas only such freedom can provide.
In the most successful organizations over the years and decades, where the test of time has shown them the excellent businesses they are, the Sony’s, Coca Colas, Nokias and Toyotas of this world think ahead and encourage great Strategic Thinking at least somewhere in their busness plans.
In a cut-throat today world of this year’s bonus and dividend, big business has a tendency to look short-term and manage that efficiently and well. A sustainable future needs more, whatever size your business is.
(c) 2007 Martin Haworth is a Business and Management Coach. He works worldwide, mainly by phone, with small business owners, managers and corporate leaders. He has hundreds of hints, tips and ideas at his website, http://www.coaching-businesses-to-success.com
7 Creative Problem Solving Techniques
Have you ever encountered a problem only to become stumped trying to come up with a solution? How often have you found yourself saying that there is just no possible answer and you think that you have reached a dead end?
From time to time the problems that we are faced with may be so huge that one may feel like they are hammering against a brick wall. The stress involved with having to solve such a problem can be more than just a little overwhelming.
But have faith and rejoice, for there may be hope yet!
With a more optimistic mindset, a person will find that they are more creative when solving their problems. This article identifies seven creative problem-solving techniques.
1. Take note of assumptions and constraints with the problem. Oftentimes, these assumptions can obstruct our view of possible solutions. Note which assumptions are not valid and which need to be addressed.
2. You need to take a hard look at what the problem really is. Know the problem and have a concrete understanding of what it is about. By knowing what the problem is and how it works, you may find that you will have built a better foundation towards solving the problem.
Identify all the participating entities and then decide what their relationship is to one another. Take note of all the things you stand to gain or loss due to the current problem. Once you have considered the following you should have a clear and simple statement of what the problem is.
3. Try solving the problem in parts. For example, going from the more general views to the more detailed parts of the problem may solve it. This method is called the top down approach. First, write down a question and then come up with a general one-sentence solution, now you will be able to develop the solution even further.
4. It is important to keep a creative and analytical voice of reason at the back of your head. If someone else suggests a solution, be creative, think of how to make the solution work. Also think realistically and look for any possible weak links in the suggested solution.
5. Remain open-minded to the fact that there may be more than one solution to the problem. Keep track of them and go with the one that best fits your situation.
6. You know the old saying, “two heads are better than one.” It is so very true, so remember to be open to new ideas. There may be answers for problems that you thought were unsolvable. You will benefit from listening to others, especially when the information is coming from someone who has had experience with a similar problem to yours.
7. Be patient. There is always the chance that the solution will present itself. Remember, no one is able to come up with the right invention the first time around.
So the next time that a problem arises and you think that you are unable to solve it, think again. The solution could be staring you in the face. It just takes some planning, time and a little creative thinking.
Kevin Sinclair is the publisher and editor of Be Successful News, a site that provides information and articles on how to succeed in your own home or small business. http://www.besuccessfulnews.com/
Leading Into the Future
The subject of leadership goes to the root of organized human behavior. Leadership is so integral to who we are that it’s difficult to imagine human history without it. Would great cities have ever been built without it? Would nations have been forged? Indeed, could any great endeavor have been accomplished without leadership? Very likely, no.
It is little wonder, then, that leadership continues to be a very high priority in modern organizations and promises to remain one into the foreseeable future. The Human Resource Institute’s 2003-2004 Major Issues Survey found, for example, that among North American companies ranking 120 different issues, leadership was viewed as the single most important one in terms of its impact on workforce management. Among European companies, it was ranked third.
This isn’t a new development. Since 1988, when HRI began conducting its major issues surveys of many of the top companies in the world, leadership has been ranked among the top five issues. Since 1997, leadership has always taken the top spot. In the most recent survey, fully 76% of North American respondents said it was extremely important; the highest percentage in the history of these surveys (Human Resource Institute, 2004a).
Equally important, leadership is expected to remain a top issue in the future. When asked to predict the importance of various issues ten years into the future, North Americans and Europeans again rated leadership first and third, respectively. But leaders don’t spring into the world fully formed. They need to be trained and developed, whatever their natural talents. This isn’t lost on today’s organizations. Training magazine’s 2005 survey of senior training professionals included leadership and management development as the top training priorities for 2005 (Hall, 2005).
Another survey, this one conducted by Right Management Consultants for the 2004 World Business Forum (Marcus, 2004), found that 65% of surveyed firms placed leadership development as one of the top five focal points for corporate strategy. This response was 20% higher than responses to a similar study conducted just eight years prior. In this report, we take an in-depth look at the subject of leadership, the roles leaders are playing in today’s organizations, and how the best-in-class organizations develop them. We also look into the future to see how leadership may change over the next decade or so.
The following page is a quick review of some of our findings:
- Organizational leadership, which has always been a challenging task, has become even more stressful and difficult in recent years.
- Leadership has grown in importance due to the fast pace of change in combination with increased global competition and a growing focus on the customer.
- Today’s leaders are expected to be excellent strategists and communicators.
- Business ethics will become more not less important to leadership over the next ten years.
- If they don’t perform well, top leaders of major companies can expect to lose their jobs more quickly than ever before.
- Even while making sure their companies performs well, leaders are expected to develop other leaders.
- Technology and new organizational structures are changing the ways leaders do their jobs.
- Leaders must increasingly balance managerial control with the need to spark innovation in their organizations.
- The top barrier to leadership development is a lack of behavior measures, followed by inadequate content in development programs.
- When it comes to leadership, most companies know what’s important but don’t always act on this knowledge.
- Best-in-class companies are committed and unremitting in their pursuit of leadership excellence.
With over 40 years experience; Canadian Management Centre has earned the reputation as a trusted partner in worldwide professional development and leadership training that improves the immediate performance and long-term results. http://www.cmctraining.org/leadership.asp
How To Motivate And Inspire Your Employees To Be The Best They Can Be
It would be misleading to make managers and supervisors think that there’s a secret to motivating and inspiring their fellow employees. In fact, only the employees themselves can do that, and so the role of the management is to create and foster an environment in which employees are given the opportunity to seek personal motivation and inspiration in their jobs and careers.
This might sound harder than it seems, but the truth is that everyone knows how to create such an environment. If you asked yourself what would make you happy (at the workplace), most people would come up with things such as job satisfaction, good working environment (i.e. people you work with and the resources provided to facilitate this), good employers, and the list goes on and on. One thing that underpins all of these elements is the extent to which an employee’s skills are utilized in their position within the organization.
One reason retailers hesitate to hire over-qualified staff is that they often become bored or dissatisfied with their work, once they’ve mastered and fine tuned the key elements required to perform the ascribed task efficiently. In other words, they have skills that are not being used, and therefore their talents are not applied to the extent that they find ideal for their qualifications. An employer needs to make sure that the skills and talents of their employees are being applied to their full potential, because that is the only way that employees will find work satisfying and challenging at the same time. How do employers do this?
Everyone has their dreams and goals, and each one of these dreams and goals are uniquely different. What employers need to understand is that putting people together means finding ways for people to help each other achieve and navigate their way towards those goals, rather than the employer forcing the company’s ideals and goal onto the employees of the organization. Therefore, give the employees what they want and need from their jobs, and they’ll give you what the organization wants and need from them. Only by the two different parties (i.e. the employer and the employee) working towards their own goals can conflicts be avoided.
Remember, the employee is not being paid for a company to do a job, they are accepting an offer from the company to supply them with their expertise and skills. The working relationship between a employer and employee should be one of mutual respect, understanding, and the aim to help each other realize their own dreams and goals.
The author would like you to visit http://www.employeeuniversity.com/ and http://employeeuniversity.com/employee_motivation/motivational/motivational_videos.htm.
The Most Important Leadership Trait
One leadership quality, above all, motivates and inspires men and women into action. Do you know the one key trait that carries the day and ensures your success in business? Do you have it? Can you recognize it in others? All great leaders have this quality. Read about it next.
Years ago, I attended a seminar on leadership. The seminar leader offered a significant amount of cash to anyone who would come up to the podium and speak about leadership for ten minutes. No one took him up on his offer. Would you have? His challenge motivated me to want to learn and practice all I could about leadership.
The one indispensable quality all leaders must have is the ability to make decisions quickly. This one quality separates great leaders from lesser ones.
Leadership is a thing by itself. It requires far more than ability.
You can acquire and learn leadership skills but you must invite yourself into it. You are not born with it.
Dwight Eisenhower liked to show how the best leaders functioned. He would stretch a rope across a table. Then he would push the rope. Of course, the rope crumbled. Then he would pull the rope and it would follow his hand movement. That he said is what great leaders do.
In business and industry, network and MLM marketing, leadership is the one key trait that carries the day and ensures your success.
To be a great network-marketing or business leader, you must know, go and show the way. Leaders know where they are going and how to get there. They show the way. Their example inspires others to follow them.
A leader decides quickly; that is the one indisputable lesson of leadership and the first lesson one must learn about leadership.
Leaders must make decisions like referees. They must decide now. When an infraction occurs, the ref must make a decision then. A referee cannot always be right and neither can a leader. Referees will not have a job long if they cannot make decisions quickly.
Quickness is not wisdom, but it is a great advantage. A quick start wins many races.
People have more confidence in leaders who makes up their minds quickly. The fear is that those that deliberate will change their mind when they think of another idea.
Leaders must plan. They must think. However, they must not be like Rodin’s thinker sitting still and absorbed in reflection.
When an emergency comes, leaders take charge. They must give the orders. They must not sit and consider. Consider the great hurricane that swept through Louisiana. Look at all the inaction by government officials at a time of great peril to the people. The leaders were all missing in action; there was no timely action taken.
It has always been an emergency or a danger that has created our great leaders. While others wondered, looked, feared, hoped and wished, the real leader told people what to do and took charge of the situation.
I still have a vivid picture of Boris Yeltsin standing on that tank in Moscow staring down the military and attempted coup in 1991. Who can ever forget? We need more leaders that are decisive and bold.
Leaders are never one of those pro and con people. A leader never says maybe; never says perhaps or possibly I may. A leader cannot use these noncommittal phrases.
A leader never shifts the burden of decision to a committee; leaders never shift the decision to a conference or a commission. Why have leaders if a committee is to do the work? You had better believe Boris Yeltsin did not call a meeting at the time of Russia’s great crisis.
If the people you lead say, “Our Leader doesn’t know his own mind,” then at that moment their respect ceases. When respect is gone, there is nothing left.
If leaders are torn and pulled from right to left, and left to right, they cease to be leaders at all. This indecisiveness does not inspire loyalty. It breeds contempt instead.
Leaders know what needs doing. They instruct and assist others but do not go about, like a beggar with a hat, collecting the opinions of others. These are opinion-collectors! The political world is full of them; and there are too many in the world of business.
A true leader asks for advice, when he has time to think; but he never asks advice in a crisis. He acts. That is what leaders must do.
Leaders, in a word, are people of will. They must have a very strong will to survive and be effective.
They must say no and not quite possibly. Leaders must say Yes and Not if nothing occurs to prevent.
What leaders take up and do they must hold fast and see it through.
Indecision and procrastination clog the mind. Decide quickly to either, get a thing done, or leave it alone.
Above all else, in times of stress, leaders must be deciders. They must be in command and be decisive.
Leaders can be arbitrary all right, as arbitrary as a referee in the face of a hostile crowd.
Leaders must be hard, yes, as hard as a colonel on the field of battle must be.
Leaders must be fair, yes, as a judge must be when deciding issues of life and death.
Leaders must stand fast, yes, whether others think they are right or not. When a fight is on, what others think must not sway them.
Leaders must be loyal to their own judgment. That is what brings them to the top as a leader.
An important leadership tip then is to decide quickly. Speed is essential to leadership.
Bob Bergeth consults and leads thousands of home-based entrepreneurs. His specialty is recruiting, training and leading. He has a Ph.D., and is a former vice president of sales & marketing. You may reach him at http://www.mymangosteen.com/dream/w101/
The Elephant in the Room
The Blind Men and the Elephant
It was six men of Indostan
To learning much inclined,
Who went to see the Elephant
(Though all of them were blind),
That each by observation
Might satisfy his mind.
The First approached the Elephant,
And happening to fall
Against his broad and sturdy side,
At once began to bawl:
-God bless me! But the Elephant
Is very like a wall!-
The Second feeling the tusk,
Cried, -Ho, what have we here,
So very round and smooth and sharp?
To me -tis mighty clear
This wonder of an Elephant
Is very like a spear!-
The Third approached the animal,
And happening to take
The squirming trunk within his hands,
Thus boldly up and spake:
-I see,- quoth he, -the Elephant
Is very like a snake!-
The Fourth reached out an eager hand,
And felt about the knee.
-What most this wondrous beast is like
Is mighty plain,- quoth he;
-Tis clear enough the Elephant
Is very like a tree!-
The Fifth, who chanced to touch the ear,
Said: -E-en the blindest man
Can tell what this resembles most;
Deny the fact who can,
This marvel of an Elephant
Is very like a fan!-
The Sixth no sooner had begun
About the beast to grope,
Than, seizing on the swinging tail
That fell within his scope,
-I see,- quoth he, -the Elephant
Is very like a rope!-
And so these men of Indostan
Disputed loud and long,
Each in his own opinion
Exceeding stiff and strong,
Though each was partly in the right,
And all were in the wrong!
John Godfrey Saxe (1816-1887)
Well you are now probably wondering whether you have opened a poetry course or an article about management and management planning. Replace each of these wonderful men of Indostan with a member of your team. As a way of explanation lets look at a management team made up of the CEO, CFO, CTO and all the other Cs you can imagine. Each comes to the table with many years of experience and study behind them. They come with a thorough understanding of their role in the company but a limited understanding of the other Cs roles.
Now imagine your revenue is on a downward trend and you have come together to try and reverse this trend. Each member will see the problem and solution from their own familiar position. You will sit around and argue long and hard about how to tackle this problem. If each took a tour of the -elephant- and tried to understand each part and how each part makes the whole then it might become clear that the elephant has a thorn in his foot and therefore cant walk to get his food and water and so is becoming malnourished.
Understanding each part of the elephant and how they come together to make the whole is what Peter Senge calls -systems thinking- and is one of the five disciplines that make a learning organization.
We are not saying that the CFO needs to go and get a marketing degree and work in marketing. But if each member of the team listens and tries to understand the whole -elephant- rather than stating their position more and more firmly, then the team has more chance of reaching a true understanding. The team has more chance of fixing the problem and achieving success.
Open your eyes and see the whole -elephant- for what it truly is.
Graeme Nichol Arcturus Advisors (http://www.arcturusadvisors.com)works with business leaders to close the gap between great strategies and mediocre results. (Newsletter arcturusadvisor@aweber.com)
Why Create an Annual Business Plan?
Can you imagine going on a road trip without knowing your destination? Or, building your house without plans? The same can be said about running your business without a plan.
They say that -If you dont know where you are going, any road will do.- But if you dont know where you are going how do you know when you get there? Or if the road you are on is the right road or the scenic, roundabout route?
Planning is essential if you have somewhere to go. If you want to grow your business, if you want to have more free time, if you want to introduce a new product, if you want to enter a new market.
You dont need to plan if you have reached your destination, if your business is all you hoped it would be. BUT have you considered that the world is changing pretty rapidly these days. Even if you are happy with what you have, your environment is changing, which, if you like it or not, is going to change your business.
Therefore, we come back again to the need to plan.
What planning is NOT:
It is NOT that 120 page document you created when you tried to get funding to start your business. That document was essential to start your business and it might be useful every 5 or so years if you change your business focus but it does not work for an annual plan.
It is NOT a document that is placed on a bottom shelf and looked at once a quarter or once a year.
It is NOT a to do list
It is NOT a wish list
What is annual planning?
Annual planning is about creating a vision for the next 3-5 years and then formulating concrete plans to achieve that vision.
It is about deciding on a future and how you intend to obtain that future, one year at a time.
It is about creating measurable goals that can be tracked.
It is about tracking those goals on a weekly and monthly basis so that they are actually achieved at the end of the year. Goals can only be tracked if they are measurable.
Annual planning is about understanding what is working and not working and using that to set further action plans.
Annual planning should also be able to able to monitor the performance and effectiveness of your staff over the year.
A well structured plan will also have the ability to be used as an effective monthly reporting tool by managers. It becomes the common language.
Planning is not only for whole businesses but also for business teams, divisions, projects and even individuals.
Planning brings about focus and clarity of what is to be achieved. Equally when done effectively, planning brings about alignment between team members and people become accountable for completion of their goals.
Planning brings about business success and bottom line results.
Graeme Nichol Arcturus Advisors (http://www.arcturusadvisors.com)works with business leaders to close the gap between great strategies and mediocre results. (Newsletter arcturusadvisor@aweber.com)
Excuse Me, Have We Met?
According to the Harvard Business Review (Feb, 2007), self-awareness has just been recognized as the most important capability for leaders to develop. I would add that this is a quality that is beneficial for anyone to develop. After all, we are all leaders somewhere in our lives aren’t we? Emotions can play an important role in our careers, education, at home, in our community, and in all our relationships.
Ever find that you get upset easily or fairly regularly? Maybe you feel overwhelmed most of the time, stressed out, or even tired?
Remember the old joke, “Doc, my arm hurts when I move it like this. What should I do?” To which the good doctor quickly responds, “Stop moving it like that.” If your life, career, relationships… (fill in the blank) are not going the way you’d like…maybe it’s time you took a hard look at “yourself”… more specifically, your lack of self-awareness.
What is Self-Awareness
Self-awareness is knowing one’s internal states, preferences, resources, and intuitions, allowing us to plan our actions and develop proactive behaviors. People with greater certainty about feelings are better pilots of their lives, having a surer sense of how they really feel about personal decisions from whom to marry to what job to take.
Why is it Important
This is where constructive or critical thinking happens. As you work to develop your self-awareness you increase your self-confidence. A good leader knows when you understand yourself you are more likely to understand others. Now that’s a skill that can come in handy. Any one striving to increase their skills needs a solid plan.
How Do I Make A Plan
The process is not a quick fix rather it is a life long commitment. Change happens over time. So be patient with yourself while you are learning. Self-awareness allows us to take responsibility for our outcomes, plan our actions, and develop proactive behaviors. Here are some suggestions to get you going in the right direction.
1. Assessment- Assessments can identify your strengths, challenges, and personal style. Also, they mark a baseline and measure growth.
2. Goal setting- Now that you understand your unique style you can create a plan that identifies specific skills that are congruent with your preferences and tendencies yet challenges you to develop new behaviors.
3. Accountability- We all need to be accountable. Recruit a friend, a mentor, or hire a coach. Who ever you decide to work with, collaborate on a plan that spells out exactly what you need from them.
4. Support/Feedback- Feedback is probably the most important dimension in your personal development plan. It is through feedback we can learn to “see ourselves as others see us.”
By developing your self-awareness you are increasing your emotional intelligence. The knowledge and skills that you develop to accurately identify and express your emotions are vital for human performance not to mention, physical health.
Copyright 2007 Michelle Simms, personal development coach, works with individuals and groups worldwide at http://www.SimmsInternational.com
3 Compelling Rewards for Being a Coach /Consultant
Those who like to interact with different people and work towards the improvement of mankind in general, find the role of a business coach very satisfying and fulfilling. If you possess the right skills required to become an efficient coach, you can earn a name for yourself, even as you become a source of inspiration to others.
The very first benefit of being in this business is job satisfaction. Apart from the fact that this business pays well, there is also a sense of satisfaction that you are able to utilize your knowledge and skills to play a role that you really enjoy. Doing a job that interests you and helps you to achieve your goal helps to bring out the best in you. Work is no more a tedious task when you work at your convenience and enjoy the activities involved. You have the benefit of flexible working hours, to keep other appointments. In addition, you do not need to put in the average working hours, since you are able to earn more per hour than what average person does.
Another exciting aspect being of a business coach is that you get to interact with different people and this makes the job all the more interesting. A monotonous lifestyle and work very soon become repetitive and boring. However, if you are constantly interacting with different people, it makes your job interesting. Communicating with different people at different levels help to bring out the best in you and results in a profitable business. Meeting and teaching others is synonymous with the sense of satisfaction and fulfillment. People appreciate your effort, to motivate them to succeed in their efforts. You get a chance to converse and share information with others, about things that are of interest to both.
One of the best rewards attached to coaching people is the sense of achievement and satisfaction derived from the exercise. The fact that your teaching can help them to solve their work related problems and improve their personal and professional lives is very motivating, for a coach.
Coaching is a fantastic tool for helping people to develop a sense of commitment and enhance personal performance. A coach not only shares useful advice, but also relates to the problems of people. A good coach needs to develop certain personality traits like being a good listener, having a calm and positive attitude and understanding the issue in question, from the other persons point of view. He should be able to develop and instill confidence in the person and should never display negative emotions, like anger or irritation.
With the help of the famous GROW (goal, reality, options and will) model of coaching, developed by John Whitmore, an efficient coach can arrive at practical solutions to the challenges faced. Being a business coach or consultant can be a very rewarding and worthwhile experience because not only are you able to execute your expertise and knowledge to solve the problems of people, but you are also responsible for empowering them, to climb the ladder of success, confidently. If you have the right skills and enjoy your work, you can be assured of a successful career in the coaching industry.
Discover the secrets of success at http://www.businesscoach.com. If you are looking for a new career then Business Coaching could be for you. Invest in our Business Coach Training program
