Archive for ‘Communication’ Category
Try Our Team Effectiveness Survey
Want to improve your team’s performance? First determine your team’s strengths and development opportunities. Then generate a conversation with your team about the results and do some action planning.
- At the centre of our 5-D Model for Team Effectiveness is Trust and Respect. Trust and Respect exist when every team member’s contribution is valued and you have confidence in each other’s intent.
- Teams that are Results Focused have a clear vision of the future and what they want to achieve. Your entire team has challenging goals aligned with your strategic plan and the organization’s direction.
- When your team has effective Interpersonal Communications, they openly share ideas, information and perspectives. They give each other feedback in a timely, constructive manner.
- Team Processes refers to specific processes and models that your team uses to communicate, solve problems, make decisions, share information and resolve conflict.
- When members fully support team goals and decisions and are accountable for team results, your team has Commitment.
Keen to learn how your team is doing? Our electronic survey will give you an instant snapshot of your team’s effectiveness. It takes approximately 10 minutes to complete the confidential survey. We then summarize the data for easy analysis and action planning. Your team can then discuss the results (using our leader’s guide) or we can facilitate a dynamic, interactive session for you.
Our Team Effectiveness Survey has provided amazing insights to organizations such as pharmaceutical, hospitality, property management, not for profit, retail and mining. For more information including costs, please contact:
Joan Hill directly at email@example.com or (905) 823-3131.
In our Coaching for Results workshops, we ask participants to describe the behaviours of their best boss ever. What did she do that motivated and inspired them to do their best? What specific actions did he take that forged engagement?
Our review of hundreds of responses over the past two years reveals the top 5 behaviours that the best bosses regularly demonstrate:
- Opportunities to Grow: Giving employees stretch opportunities to develop new skills and confidence.
- Open, Honest Communication: Keeping staff informed, asking high gain questions and actively listening to their input.
- Feedback: Providing balanced, constructive feedback in a respectful manner.
- Delivering on Promises: Doing what they say they will do, walking the talk.
- Caring: Demonstrating interest in staff, not just their results.
For more information about our Coaching for Results workshop or our other leadership development services, please visit: www.coreconsultinginc.ca or contact Joan Hill directly at firstname.lastname@example.org or (905) 823-3131.
On a ranch in stunning Tucson, Arizona, I recently experienced an amazing “equine inspiration” with the Harvard-trained neurosurgeon Dr. Allan Hamilton. Dr. Hamilton wrote the award-winning book Zen Mind, Zen Horse and is cited for his ground-breaking work in using horses to train surgeons.
Dr. Hamilton explained that horses are hyper-aware of our emotional state and react to what’s in our hearts and not our heads. He encouraged me to engage my right brain’s intuitive function, while silencing the dominant left hemisphere’s analytical inner voice. He assured me that this would give me a unique opportunity to feel my emotions mirrored back.
Hoping her name wasn’t a reflection of her spirit, I selected Pepper. With Dr. Hamilton’s coaching, I learned:
- How my initial trepidation prevented Pepper from cooperating with me, which was apparent from her flaring nostrils and shaking head
- How to connect with Pepper through eye contact, posture and movement
- The power of patience, especially when you are limited to non-verbal communication
- The importance of alignment between telling, body posture and visual aids (in this case, a lead rope and a whip)
Working to quiet my analytical brain and harness my intuition, I began grooming Pepper. I directed her to back up, move forward, turn right and finally led her in a fast-paced, thundering gallop around the paddock. I was thrilled with my success with this majestic creature.
What does this have to do with leadership? When we:
- adjust our limiting behaviours
- attend to the subtleties in interpersonal communication
- demonstrate patience in leading others
we become more connected to others and more effective as leaders.
For more information about CORE’s services in helping clients build leadership capability, please visit:
www.coreconsultinginc.ca or contact Joan Hill directly at: email@example.com or (905)823-3131
Do you want learn how to deliver a dynamic, impactful presentation to any audience – from your senior leadership team to external customers? What are your strengths as a presenter? What skills do you need to improve?
Although feedback from others is invaluable, start by completing a quick, candid assessment.
For each statement below, jot down the number (3, 2 or 1) that corresponds with how frequently you demonstrate this behaviour.
3 = Usually 2 = Sometimes 1 = Almost Never
- Before I start developing a presentation, I do an audience analysis.
- I structure the presentation to address the audience’s key needs.
- I feel relaxed and confident when I am giving a presentation.
- I feel comfortable when an audience member interrupts me.
- If someone asks a difficult question, I handle it skillfully.
- At the beginning and the end of the presentation I describe the “call to action”.
- I am often complimented on the quality and impact of my presentations.
- After the presentation, I feel that I did a really good job.
Then total your score.
21-24: Congratulations! You have mastered the key skills to achieve your presentation goals.
15-20: Room for improvement. Pinpoint your specific needs and consider hiring a coach.
8-14: Oops! If you regularly give presentations, there are lots of tools to help you that will fit your learning style and budget. If you would like to discuss these options, please call us.
We offer a full range of dynamic tools to help you and your colleagues develop your presentation skills including workshops, one-on-one and group coaching such as:
Thanks for your continued support!
Daniela is a critic. She constantly challenges others and makes derogatory comments. Her body language conveys hostility.
How can you handle Daniela both respectfully and effectively? Tempting as it is to argue with her, she likely will become even more contentious.
Here are 5 techniques to handle the Critics’ behaviour:
- Acknowledge her position. “Daniela, it seems that you have a different perspective.”
- Ask her to elaborate. “Can you tell us why you feel so strongly?” This will help clarify her opinion and reveal her agenda.
- Summarize and confirm your understanding of her view. “What I hear you saying is that you feel we should …. is that correct?” Ask the other meeting participants: “Does this resonate with anyone else?”
- Transition to the next agenda item if the other meeting participants disagree with her input. “Thanks, Daniela. I think we now understand why you are opposed. I’m happy to take this offline if you would like to discuss it further. Let’s now move to the next topic…”
- Ask questions and reinforce comments that are on target with your agenda.
If you are faced with challenging meeting behaviours and would like some on-one-one coaching, please contact me.
We also offer a two hour training workshop on Facilitating Meetings that Work: