Mentors or Coaches?

I’ve been an entrepreneur for many years and I’ve always had mentors to assist and support me, but I can honestly say, it wasn’t until I took on a business coach that things really changed. Mentors are great for sharing wisdom and experience, but coaches focus on helping you find solutions and help you with execution. Think about all the things my baseball coach taught me…aren’t those skills I use everyday in my professional life?

When you find the right person to work with, a business coach truly becomes your trusted professional partner. Someone who helps you develop plans for success. Whether you’re looking to attract new customers, implement programs, increase sales, improve profitability or grow your company…a coach can help you make it happen. They are not only a sounding board, but challenge you by asking the difficult questions and more importantly, holding you accountable for your actions.

Coaching Moves You Forward

I’m delighted to say that I have been working with one of our sub-contractors, Loie Unwin for the past few months. Hearing her speak at our recent leadership conference was a real delight and her comment about coaching went something like this: “I’m the gentle hand on your back who firmly nudges you forward.” It’s true. We might discuss the past in terms of “what did you learn from that, Michelle?” but the conversation keeps moving towards “what will you do differently next time?”

One of the biggest challenges we face as entrepreneurs is to invest in ourselves. We frequently have exciting projects (new web sites, new programs)  that can tear us away from focusing on what’s important. In the 5 short months we’ve been working together, I’ve seen amazing results both in my professional and personal life.

A few years ago, when I rebranded my business, Seriously Speaking, I was coached by Linda Maul (a great story for another article), but it seems like a crazy coincidence that just yesterday, her new book: No Winner Ever Got There Without a Coach arrived in our office! Is it time for you? Are you ready to be completely accountable for your actions? Yes, I work with a coach…and if you’re ready, you could too!

1. Are you crystal clear about your expectations when communicating to your team? Have you set measurable, time specific, quality outcomes? Very recently, Paula (one of my Business Partners) was the victim of my ‘drive by’ leadership style; no written follow up on my part, just instruction as we passed in the hall. Who was accountable when that ball dropped? I was! Has that ever happened to you as a leader?
2. Invite questions and concerns from your team to ensure they have the same understanding as you did about the expected outcomes, and a sense they can be successful. Had I actually done that in the above scenario, both Paula and I would have enjoyed different results.
3. Ask yourself if you are confident that individual has the time, skills and resources to complete the task? That may mean a conversation at the beginning of the process, not at the end when it goes off the rails. Sometimes we are so intent on our own schedules and demands, we fail to consider what’s on someone else’s plate already.
4. Are the internal processes and policies supportive of the task? Does this individual know the internal process well? Is it possible there are processes that are outdated and no longer support what needs to be done? I know in our office, we are constantly reworking processes as needs change.
5. Are you willing to hold others accountable with regular check-ins and feedback as the project/task progresses? Are there consequences if they do not meet expectations? How comfortable are you holding them to those consequences?
6. Do you ensure continuous improvement by recognizing completion with your team, and mine the learning nuggets? What went well? What did we learn along the way? What might happen differently next time?

I am challenged each and every week to get this right so I understand how difficult it can be. I also know the joy and benefits when I do get it right. My team is happier, works harder and they step in, even when they’re not absolutely sure if they can be successful. Are you ready for the challenge?

At the very core of accountability, is leadership; the will and ability of leaders to consistently hold others accountable and address any barriers that are interfering with success. So often I hear leaders say, ‘they just don’t get it.’ or ‘I tell them what to do but they just don’t get it done.’ Have you heard those words in your organization? Have you personally voiced those same sentiments?

Designing accountability in your organization may include many different approaches over a period of time. It may mean looking at your recruiting practices, formalizing or supporting performance management, updating your leadership training, reviewing policies and processes that support successful implementation, and/or coaching specific individuals to hold themselves and others accountable.

This past January, a new national standard for workplace mental health and safety was released.  The Mental Health Commission of Canada, working in partnership with the non-profit association CSA Group , the Bureau de normalisation du Quebec  and various unions and mental health experts, created a framework for psychological health and safety in the workplace.

This document is a result of collaboration between various stakeholders and can be used by organizations with as few as 5 employees to as many of thousands.  Small or large, business owners can take advantage of this FREE standard to promote mental health, reduce stress and support employees in creating a healthy workplace.  As advocates of workplace respect programs, we are impressed with this new standard.

The Canadian Labour Code already addresses bullying and sexual harassment, but this comprehensive document gives employers even more tools to help make their workplaces a better place to be. The document can be downloaded for free for the next 5 years by business owners and employers. Companies can review their current policies or use this standard to improve or develop policies and best practices.

There are many issues at play for business owners. It’s not just about mitigating risk, but also about improving recruitment and retention. Wellness in the workplace affects our organizational excellence and even impacts productivity and cost effectiveness.

With almost 1 in 5 Canadians suffering from mental health problems at some point in their lives, employers need to recognize the importance of these issues. After all, everyone wants to come to work in a place where they feel safe and comfortable. Is your organization doing all they can to create psychological well-being in the workplace?

There is plenty of other research to support the reality that bullying and harassment are taking place at work. The question we ask our clients is, “what action are you taking to reduce or eliminate these behaviours in your workplace?” More and more companies are creating Workplace Respect policies as part of their Violence and Harassment policy and pro-actively engage and educate their employees on how to handle difficult situations at work.

Others struggle to bring attention to the topic. Sometimes it’s difficult to justify the cost of “soft skills” workshops or that organizations can’t “afford” to take their people out of the field for a half day to attend sessions of this nature. Perhaps these organizations will feel differently when they understand the potential “cost” of workplace harassment and bullying. Vince P. Garnier recently posted this article where WalMart Canada was found guilty of harassment. The compensation awarded to the victim was a staggering $1.46 million dollars! Did we get your attention?

This may seem like a heavy handed decision, however consider when sexual harassment legislation first came into place. Employers were severely fined and only then, did they pay attention to and educate employees on the topic. Vince’s post asks if you think a court decision of this nature will encourage other employers to take notice and make necessary improvements?

We’d love to hear your thoughts on the topic. Send your comments to: michelle@creatingpeoplepower.ca

I’ve always been a Lance Armstrong fan.  Of course, I’m not a fan of what he did, but I feel compassion for him with the criticism that he’s taking at the moment. Before passing any judgement, I decided to do some research.

Lance and I are the same age.  His parents were divorced, just like me.  He is a parent (to 5 kids).  I’m a parent too. He owns his own business, just like me.  And we both ride bikes, only he does it under the spotlight of the world.

In my opinion, Oprah gave us perspective on the Lance Armstrong story.  When he agreed to the interview, Oprah vowed to give Armstrong an interview where she was “fully present, with no judgement.”  She took time before the interview to clear her mind of any criticism or personal belief.  She said she “simply wanted to allow him the opportunity to share his story and not have it clouded with her judgment and opinions.”  WOW, that got me thinking…

When is the last time we listened for understanding with our spouse, kids or colleagues?  Do we always take the time to really listen to others and seek understanding before sharing our “answers” or opinions?  I’ve worked with coaches and mentors in the past and am working with one now as I transition from sole proprietor to a partner at Creating People Power.

What I like about working with a coach is that they are trained to be “present” in the coaching conversation, to not pass judgement or share opinion, rather to help us voice what is important.  Coaches help us take time, think through decisions and design solutions.  Are you sitting in judgement in conversations with your team? Where have you stopped listening? What do you need to work on with your coach? Is there someplace you could use coaching in your life or business?

In today’s age… isn’t there an app for that?
There may not be an app yet, but there certainly are solutions. Many organizations, particularly in the construction industry are asking, “How can we create a respectful workplace?”

Although the word “respect” may not frequently be tossed around on your job site, there are simple steps any organization can take to create an environment of respect. Here are a few ideas on how you can work towards a safer and happier workplace for your employees:

• Develop and implement a workplace respect policy
• Follow up with training
• Lead by example
• Offer support to those who need it (mentoring/coaching)

Successfully implementing a Workplace Respect program involves raising awareness of each employees personal responsibility and accountability. This includes helping them understand how to address and resolve issues or incidents.

Inclusive Workplace

An inclusive workplace where everyone is treated with dignity and respect results in productive and happy employees. Ask employees in your organization what treatment they want most at work and we are confident the word “respect” will top their lists!