Playbook For Performance

Coaching is an investment that should be reserved for the very best at your organization in the beginning. Once you have your leaders on board you can begin with the areas you most want to leverage. The target of Coaching is fulfilling potential, every top performer should engineer his days and time in the most strategic and important areas (not the urgent). These are the main features of a good C...

Why consider coaching? Coaching is an investment and a tool to solve problems, it can help you accomplish your goals faster with long-lasting results and more permanently. Coaching surpasses the “what” and takes us deeply to the “why” we do what we do, coaching works on identities, values, behaviors, and habits.  The Bottoms Up approach starts from the lower levels of an organization, its greatest...

Coaching can take place in many forms, but there are three main forms: External : External coaches are not employed by the company they are providing coaching for. In this case, the executives are usually receiving the coaching. The focus is often on modifying behaviors and habits. This coaching can last from 1 to 2 years. Advantages: Coaches have a wider perspective from companies in related and...

What is coaching? Coaching is a way to bring out the best in others whether it is performance, career, or sports coaching, the focus is to develop someone’s strengths to perform at their best. A Coaching Culture is when coaching is part of everyone’s role, where everyone tries to be kind, honest, and the best version of themselves. Organizations are constructed with policies, habits, and behaviors...

What is the best version of ourselves? It is the one that is energized, sincere, and egoless, that version that is quite content with everyone being themselves, recognizes the gifts of others, and is happy to share its own talents. This version of ourselves is also ready to try new things and believes in the fact that jealousy has no place because there is enough for all. To achieve this you need...

How do we discover gifts and strengths? Most of the time, they are related to our values, and in other cases, it is simply something we excel at without much effort and enjoying the process. While searching for your own gifts you can ask yourself:  What are the consistent things that people tell me I am good at? What are you naturally good at? These answers will help you reveal your essence and he...

What is Flow? Is that magical state where you are so engrossed in what you are doing, that the time flies! What is the relationship between flow and engagement? We are at the best of our productivity when we are flowing, not only because we are highly focused but we are also enjoying ourselves. You are in a state of flow when you are present and in the moment, you are clear about the purpose of yo...

Engagement is defined as productivity, profitability, and retention, it is a key component of every successful company. In today’s episode, I share how to measure engagement using Gallup’s tool called the Q12 and explain the three aspects that truly keep employees motivated: purpose, mastery, and autonomy.  Engagement is what makes us pay attention and give our intention to time and effort, it’s w...

There are two overarching themes involved in every productive conversation, one is partnership (a conversation cannot be one-sided) and the other is being (you need to be present in the moment of the conversation). The intention of a conversation needs to be identified as well as the topic and the expected outcome. Decisions are led by a commitment, that points that we are ready for accountability...

How does the coach-approach conversation work? It works in the prefrontal cortex (the executive brain that amplifies our success rate). When using the coach-approach we remove ourselves from “me”, and we start building “we”. A leader must tell staff not just the “what” but also the “how” and the “why”, and in this way, they will be encouraged to grow their strengths, learn new things, and become i...

The role of a leader can be difficult, filled with the great responsibility of being the first among equals, having all the answers, and always knowing what to do next, but this approach leaves the leader lacking the opportunity of being curious, vulnerable, and leaving space for others to take the initiative. As a result, the levels of burnout in leadership are increasingly high. The Coach Approa...

Coaching is defined as “ partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential, the process of coaching often unlocks previously untapped sources of imagination, productivity, and leadership ”. Listen to this episode to learn more about the extent and characteristics of the role of a coach, what coaches don’t do...

Even for self-aware leaders, there are unknown areas, blind spots, and sometimes leaders don’t have a team to warn them about those risks. One of the primary roles of a coach is to act as a “blindspot alert” partnering with leaders, planning towards the achievement of goals, and looking for potential obstacles. Exploring and naming our biases (and therefore our blindspots) brings awareness to the...

A self-aware leader faces many challenges, especially executive leadership. One of the benefits of working with an executive coach is a partner, one that does not judge and is aligned with the leader’s goals. A coach is a safe place for a leader, even though coaches keep leaders accountable to their goals, can challenge them, and even be provocative if found necessary. We all need someone to help...

The analogy of “seeing a hole or going into it” is a great way of assessing the difference between compassion and empathy. Being compassionate is about observing, acknowledging, and sharing someone’s feelings without “getting in the hole with them” since one of you needs to be outside in order to be of actual help. Susan explains in this episode how to achieve compassionate relationships fostering...

Etiquette is about creating a safe space, by illustrating the norms that people can expect. Not knowing is what causes people to be uncomfortable, and COVID had changed all the rules we knew about what was and wasn’t appropriate at the workplace. How can we create a safe space under the COVID climate? Shawna shares in this episode strategies to put in action in these new circumstances and foster a...

Whether you are at home or at work awareness is the key aspect of connection. There are two common scenarios in the HR field. First, the “nice” HR manager who overly cares for the employee, neglecting the goals and outcomes, delivering poor and weak results as a consequence of favoring the employee too much. In the end, this parenting style is not effective, the manager’s leaders will have to inte...

Halloween is around the corner and, in preparation, I decided to share with you ten things that scary managers can do such as: — Not communicating the vision, — Treating people just as resources, — Failing to demonstrate trust, — Criticizing in public, — Overly fostering independence, — Not helping their staff prioritize, — Taking credit for your work, — Alienating their staff, — Neglecting to bui...

Today I sleuth it up, Nancy Drew style, to uncover the top factors that make a workplace enjoyable. Turns out, it’s more about environment and relationship than the work itself. Pinging off the Gallup Q12, I walk through four key questions that every employee asks. The way you answer those questions makes the difference between celebrating your job or loathing it. Some say curiosity kills cats, bu...