What's New
New MHPR Trainers Available in your Area!
Congratulations to the following Influencing Options Resource Partners who completed and/or updated their certification for Managing for High Performance and Retention: Eva Todd (Tennessee), Maria Agnew (Washington), Debi Harris (Washington), Skip Weisman (New York), Cathy Connolly (Washington), Wendy Barry (Washington).
Join Libby for her popular series : You and the Horse You Rode Up On. 2009's successful teleseminar series will now be a webinar series! Topics for 2010 include:
Friday January 8, 2010 2pmPST/5pmEST
Rebuilding Trust in Your Organization or Team
Friday April 9,2010 2pmPST/5pmEST
Transparency Talk: Why We're Not Telling the Truth
Friday July 9, 2010 2pmPST/5pmEST
Transcending Your Leadership Level: How to Push Through to Create Dramatic Results
Friday October 8, 2010 2pmPST/5pm EST
Problem Solving with People Who Seem Stuck.
And, new Open Enrollment Classes in Seattle:
Thursday and Friday April 15-16, 2010
Friday and Saturday September 3-4, 2010
Finding Your Leadership Voice Intensive Retreat
Thursday October 14, 2010
Coaching with the Core Dimensions
(with a "Building Your Coaching Business" add-on option Friday October 15, 2010 )
Coming in March 2010: Libby's New Program as a Master Mentor
Are you an entrepreneur (or do you know one?) who wants to accelerate business and create a powerful, successful model for the life you want? Libby, a Million Dollar Consulting® Hall of Famer, will be joining forces with consulting guru Alan Weiss as a part of his Mentor Mastery program launching in March. You get one-on-one time with Libby as she helps you clarify your business goals and shares her success tactics to create dramatic results. You also get access to the most powerful independent consulting community in the world: affordable consulting summits in great locations, on-line help, business models and plans, questions answered in global forums, and more! |
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Libby's Article |
The Coaching Converstaion: What's in a One-on-One?
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Over the years, I've worked with hundreds of managers in industries ranging from high-tech developers, global sales teams, and small non-profits. All of them are trying to get the job done through the work of others: they are managing, leading and supervising. Sometimes their employees are down the hall, in the next cubicle over, or half-way across the world. Many of them, in addition to managing others, have their own work to do.
They face the same challenges you do:
- rapidly changing environments and markets
- their own workload
- being asked to do more with less
- inherited performance problems
- no time to coach or manage
One of the Six Keys to Managing Performance is Frequent, Scheduled, Small-Dose Feedback. When we discuss that the most effective, most efficient way to proactively manage employees is to utilize a simple One-on-One, these are some common responses:
- "I talk to this person every day!"
- "We have one-ones and they don't seem to work."
- "I don't have time to meet with every person-I just want them to do their jobs.
Successful One-on-Ones
If your One-on-Ones are not working for you or your employees, check out the following suggestions for improvement:
Logistics:
- No longer than 20-30 minutes
- Scheduled rather than haphazard
- A minimum of once a month
- Can be in-person, or on the phone if you manage at a distance
- Should be a two-way conversation
Elements for Success
- Give Praise and Recognition for Good Work
One of the best ways to influence continued good performance is to notice it and say something about it. Utilize Specific Positive Feedback to share exactly what they are doing that is working and that you want them to replicate in their performance.
- Describe Actions for Performance Improvement and Growth
Ask for what you want! Identify an area for improvement or development. Focus on one suggestion per session, and pick the one that's your top priority. Ask them what they'd like to improve, as well.
- Discuss Potential Obstacles to Success
Just say this: "what are some potential obstacles or issues that might prevent you from successfully accomplishing this goal?" Then listen: whether perceived or real, this is often the reason that a coaching conversation does not yield the results you want.
- Ask What You Can Do
Sometimes, your employees don't know how to answer this question, but it's an important one to ask because you can create some accountability and help to remove those obstacles identified above.
Things to Avoid in One-on-Ones
- Too Much Small Talk
You can and should be friendly, but spending three-quarters of your time discussing a common interest or a kid's soccer exploits is best saved for over a lunch conversation. Stick to discussing performance.
- Airing the Laundry
This conversation is all about them-you are participating and facilitating, but it's not a time to lament the economy or disparage the higher-ups. Model the kind of interaction you want them to have with others-focus on action, pertinent issues and positive solutions.
- Conversation Creep
Ideally, you're focusing on two main topics: what's going well, and what needs to be improved or developed. You should both have ideas about each of the topics, and that's it. If other topics or issues come up, keep a list of these so you can follow-up later. Or, if it can be answered in a sentence or two, go for it. The more focused you are, the more efficient these conversations can be and the more powerful the results.
Big Key
One-on-Ones are not a new concept and many organizations have used them successfully; however, most of the time the challenges stem from imagining that you need a one-hour conversation with each person every week. If you've got a small company and the employee is new, that might make sense, but for the most part, that's overkill.
The most important thing to remember, regardless of your methodology: balance Accountability and Respect-you are both creating a positive working relationship AND creating specific accountabilities for improved performance.
Want to know more? Look for classes in Managing for High Performance and Retention and Coaching with the Core Dimensions! Check out www.libbywagner.com |
