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"Delivering High Performance Leadership" |
The Harbour Report |
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The top ten challenges facing CEOs:
1. Excellence in Execution
2. Consistent execution of Strategy
3. Speed, Flexibility, adaptability to change
4. Global Economic Performance
5. Risk Management
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DID YOU KNOW?
According to the 2010 Executive Coaching Survey, conducted by the Conference Board....63% of organizations use some form of internal coaching, and half of the rest plan to.
Unlike a "supervisor" or "manager," a coach takes responsibility for ensuring the success of an individual. - Bersin
Coaching is individual, customized, and must accommodate the individual's fit within the organization, the role, the team, and the manager. -Bersin
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FREE Talent Assessments!!!
Engage Harbour Resources in one of your search/recruiting needs today and we will assess 2 finalist with our ProfileXT at no cost.
contactus@harbourresouces.net |
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| Dear Mike,
"It is literally true that you can succeed best and quickest by helping others to succeed." -- Napolean Hill, author
If you are like me, this is one of my favorite times of the year. We are a few weeks into college football and are beginning to realize if our team will meet our expectations for a great year THIS TIME. Most of the success depends on the talent the team has, as well as the depth should a key player get hurt, much like a succession plan in a healthcare organization. However, a great coach can be the difference maker when teams are balanced with an equal level of talent and depth. The knowledge of the coach, not only about himself, but most importantly about his team and how the players respond to adversity, can determine how fast we change, or make progress toward our goals. If the coach is to be successful he/she has to be able to understand how to motivate the players to get more out of their talent than they believe is possible. What about you, are you a coach who understands yourself and the team and how to move to the next level?
In Many Organizations, personnel cost are among the largest budget line items and there is no doubt this is true for the hospital industry. Given the top challenges facing CEO's, organizations need their leaders, managers, and people aligned and working together at the highest levels of performance.
"Probably my best quality as a coach is that I ask a lot of challenging questions and let the person come up with the answer." - Phil Dixon
At Harbour Resources, we ask a lot of challenging questions too. In fact, challenging questions are at the heart of any meaningful employee recruitment process or talent assessment system. If you don't know the people you're recruiting or working with, how can you come up with an in-depth plan to train, manage, motivate, and develop them .
When it comes to assessing employees and candidates, our associates specialize in asking the right challenging questions.
The ProfileXT®, for example, is a multi-purpose, "Total Person" employee assessment used for selection, development, training, managing, and succession planning. It measures how well an individual fits specific jobs in your organization, and the results can be used during pre-employment training or succession planning.
In this months issue, we hope you find valuable information on coaching your organizations most important asset. And as always, contact us as your Profiles Authorized Business Partner to discuss better coaching strategies. |
| Case Study: Strength in Numbers | Strength in Numbers
The recession proved to be a worrisome challenge to the marketing director for a regional media company. Her organization sold advertising and published coupon mailers across a five state region. When the economy began to shrink their advertising sales sank along with it and she was forced to lay off staff. But she was proud of the efforts of her remaining workers, who persevered and kept the mailer afloat through those tough times. In particular she was pleased with the performance of six of her sales managers who posted the strongest numbers during the downturn. In some cases they had even set new records for sales and collections.
So, when this director's organization announced plans to conduct an Employee Engagement Survey she was genuinely excited. She fully expected the survey to confirm her opinions about which offices were the strongest and most engaged. However, when the results were presented this director was shocked to learn that her region suffered from one of the lowest levels of employee engagement within the corporation. Even worse, her employee satisfaction levels with employment and management were extremely dim. In the final analysis she faced the prospect of a lot of staff turnover in the months ahead.
Ironically, her dilemma isn't unique. Very often when a unit or department operates above average, particularly during a business downturn, the employees may feel both overwhelmed and underappreciated. Employers in these circumstances often tend to "hunker down" and withhold discussion of promotions and career paths. After all, why talk about the future when the organization might be lucky just to survive the recession?
So, instead of seeing their success as a triumph in tough circumstances, high-performing employees may see it as an economic necessity, born of desperation. Thus, when job opportunities open up they may be inclined to move on to an organization that they believe will provide more growth for them!
But, without the competitive advantage that a survey on employee engagement provides staff turnover may come as an unpleasant surprise.
Workplace Engagement Survey
The Workplace Engagement SurveyTM is administered quickly and easily online. The results compare your organization to national averages, and are used to develop a targeted strategic plan to increase employee engagement across the organization. The results can be dramatic. |
| IN THE NEWS | Poor Coaching is a Losing Game
The University of Southern California (USC) has fired their head baseball coach, Chad Kreuter. USC has won 12 College World Series titles, more than any other school. But the Trojans have not participated in the NCAA tournament since 2005, when Kreuter was hired. Frank Cruz, who has been a volunteer assistant at USC for two seasons, will serve as interim coach for next year's season.
In response to his new position, Cruz said "I want this program to succeed in every way possible. I will get to work immediately to continue to improve our program, and I appreciate the opportunity given to me to do that."
Are your managers coaching as well as they could be? Employees are dismissed all the time for poor performance, but perhaps it is because managers are unable to coach them to their full potential. In sports, if a team does not meet or exceed goals, the coach is held responsible. It is the coach's job to lead the team to victory and to train each team member how to perform at his best.
Most managers can pinpoint where employees need development, but few managers attempt to proactively turn that weakness into a strength. If a department has not met their goals, it is not directly related to one employee's performance, but instead how the manager has coached the department.
Do not let your managers forget the importance of coaching and developing employees. A team is only as strong as its weakest player, and managers should be held accountable for their staff's results.
Coaching for Improved Work Performance
It is a well known fact that a coach's main role within a team is to instruct the team how to perform at their best. In order to be a successful coach, one must find the weaknesses within each player and then develop those weaknesses into strengths. Coaching requires patience, adaptability and a knowledge of the game. In business, organizations can coach their employees to improve work performance.
Professional athletes are often required to watch films of their previous games in order to learn their mistakes, so that they can improve them. If your department is struggling, take a step back to diagnose the potential problems. Managers are responsible for coaching, and should be able to review each employee to determine what weaknesses need to be developed.
Don't know where to start? Products such as the ProfileXT provide users with a specified coaching report. The information in the report is concluded by the results from the original ProfileXT. The assessment reveals insight into an individual's thinking and reasoning style, relevant behavioral traits, occupational interest, and job match. Each of these aspects can be used to coach an individual to greatness.
If you have an employee who is struggling with deadlines, review their thinking and reasoning style. Does their work match well with how they process information? If not, use this as an opportunity to help the employee improve their performance. Coach them to work according to how they naturally process information, not how they think others expect them to think.
Managers are the office coaches. Enable your managers to lead their teams to victory with the help of assessments and management tools. Once a manager can understand each employee, they can effectively coach them to improve their work performance. |
FEATURE ARTICLE: Tools for Coaching Employees
By: Megan Bullard | Tools for Coaching Employees
Coaching involves directing, instructing and training a person or group of people, in order to achieve a particular goal or develop specific skills. Most people only associate the act of coaching with sports, but do not overlook the power of coaching employees within your organization.
Assessments provide hiring managers with additional information to help them make the best hiring decisions possible. It is important to note that assessments can also be used to improve and develop employees throughout their career.
Many of you are aware that ProfileXT ®measures how well an individual fits specific jobs in your organization. If ProfileXT® is your key assessment tool; you know that this assessment provides each user with six additional reports. The coaching report can be especially useful for completing business objectives.
The coaching report provides practical recommendations for coaching employees to their maximum performance. The report is based on results pulled from the individual employee's assessment and the assessment of the manager. This coaching report provides information so that the manager knows how to best coach the employee. The report reveals what motivates the employee and gives the manager personal tips on how to work with the individual's personality.
Profiles Performance Indicator™ can also be used for coaching. This assessment measures an individual's motivational intensity and behaviors related to productivity, quality of work, initiative, teamwork, problem solving, adapting to change, as well as response to conflict, stress and frustration. The output from this assessment serves as an "operator's manual" for an employee, which helps managers better motivate, coach and communicate with the employee.
Knowing the ins and outs of your assessment tools, will help you know the ins and outs of your employees. All of this information together can be used to successfully coach each individual. Just because someone begins their job as a great fit, does not mean that they do not need any coaching along the way. Know your assessments, know your employees and coach them to their full potential. |
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| You can use ProfileXT as a pre-hire tool to find the best matched candidate for a particular job. Plus, this product can be used to develop job descriptions and job performance models. The assessment measures 20 performance indicators including thinking and reasoning, behavioral traits, interests, and aptitudes. Over and over again, we hear that having ProfileXT in an HR toolkit helps clients boost retention and improve productivity.Why not see for yourself? Contact us as your Profiles Business Partner for a demo of the ProfileXT.
Sincerely,
MIke Harbour
Harbour Resources |
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Complimentary
ProfileXT Assessment |
The ProfileXT® is a multi-purpose, "Total Person" employee assessment used for selection, development, training, managing, and succession planning. This employee assessment measures how well an individual fits specific jobs in your organization, and the results can be used during the pre-employment training or succession planning stages.
See for your self how effective this assessment can be!!
Find out more about yourself before Halloween using our Profile XT. | | Offer Expires: Oct 31, 2010 contactus@harbourresources.net |
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