Executive Coaching to Change Leadership Behaviors - Bad Habits That Hold You Back

When there are conflicts in the workplace it is usually because of poor communication or interpersonal communication challenges. Leaders are challenged on a daily basis to interact effectively with others. The most successful leaders are emotionally intelligent agile. They know how to read people and are savvy in their communications.

In my executive coaching practice over the last twenty years, I have noticed a consistent pattern of bad behaviors displayed by less socially intelligent leaders. These bad behaviors can be unlearned and a more effective communication style developed.

The good news is that better interpersonal skills can be learned and emotional intelligence improved.

Executive Coaching to Change Leadership Behaviors - Bad Habits That Hold You Back

Before we can discuss how to deal with counterproductive behaviors, we must identify the most common problem areas. This special breed of flaws centers on how we interact with other people.

Please note that we are not talking about deficiencies in skill or intelligence. By the time you are promoted to a high level of responsibility in your organization, you have already demonstrated sufficient competencies and office smarts.

The most common bad leadership habits are not personality flaws, either although it may sometimes appear so. Remedying them does not require medication or therapy.

What we are really dealing with here are challenges in interpersonal behavior or the egregious annoyances that make the workplace substantially more noxious than necessary. These faults do not occur in isolation; they involve one person interacting with another.

Executive coach Marshall Goldsmith in his book What Got You Here Will Not Get You There compiled the following list of negative habits after years of working with top executives in Fortune 500 companies. Some of the qualities cited are subtle, while others are glaringly obvious. Often, they may not appear to be harmful on the surface; in reality, they are bona fide detriments.

1. Winning too much. The need to win at all costs and in all situations when it matters and even when it does not, when it is totally beside the point.

2. Adding too much value. The overwhelming desire to add our two cents to every discussion.

3. Passing judgment. The need to rate others and impose our standards on them.

4. Making destructive comments. The needless sarcasm and cutting remarks that we think make us sound sharp and witty.

5. Starting with no, but or however. The overuse of these negative qualifiers, which secretly convey to everyone, I am right. You are wrong.

6. Telling the world how smart we are. The need to show people we are smarter than they think we are.

7. Speaking when angry. Using emotional volatility as a management tool.

8. Negativity (Let me explain why that will not work.). The need to share our negative thoughts, even when we have not been asked to do so.

9. Withholding information. The refusal to share information so we can maintain an advantage over others.

10. Failing to give proper recognition. The inability to praise and reward.

11. Claiming credit we do not deserve. The most annoying way to overestimate our contribution to any success.

12. Making excuses. The need to reposition our annoying behavior as a permanent fixture so people will excuse us for it.

13. Clinging to the past. The need to deflect blame away from ourselves and onto events and people from our past; a subset of blaming everyone else.

14. Playing favorites. Failing to see that we are treating someone unfairly.

15. Refusing to express regret. The inability to take responsibility for our actions, admit we are wrong or recognize how our actions affect others.

16. Not listening. The most passive-aggressive form of disrespect for our colleagues.

17. Failing to express gratitude. The most basic form of bad manners.

18. Punishing the messenger. The misguided need to attack the innocent who, usually, are only trying to help us.

19. Passing the buck. The need to blame everyone but ourselves.

20. An excessive need to be me. Exalting our faults as virtues, simply because they embody who we are.

This is a scary group of bad behaviors, however most people exhibit only one or two simultaneously.

Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the BarOn EQi and CPI 260 can help you identify any bad leadership habits and develop emotional intelligence and social intelligence competency.

Executive Coaching to Change Leadership Behaviors - Bad Habits That Hold You Back
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Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams.

We provide strategic talent management solutions to select and develop emotionally intelligent leaders and lawyers.

The Society for Advancement of Consulting (SAC) awarded two rare "Board Approved" designations for Dr. Maynard Brusman in the specialties of Executive/Leadership Coaching and Trusted Advisor to Attorneys and Law Firms.

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7 Reasons For Using Flip-Charts For Coaching

# 1: Flip-Charts activate the collective brain power of a group

One of the key elements in Accelerate Learning Techniques is active involvement of the learners. There are two ways to involve your audience using the flip-charts:

1) Solicit ideas and capture them on the flip-chart yourself being the trainer
2) Pass out markers and let the participants do their own problem solving and writings.

7 Reasons For Using Flip-Charts For Coaching

By involving others, you take ourselves out of the role of a presenter or subject matter expert, and move into a new role of being a facilitator. Advantages of this new role, is that you have become less intimidating and more professional since we build on the knowledge of the group and avoid talking down to or controlling others. As we have always said in active learning - you learnt the best when the information given is related to the learners on a personal basis. Most effective way of learning is to have input into what happens to, and with, them.

# 2: Flip-Charts Facilitate Creativity

Using flip-charts in presentation allows you to express your personality and ideas on paper. Unlike computer software programs, flip-charts free you to become as creative as you like. You can draw anything there. You are limited only by your own imagination. To enhance your flip-charts skills, you are encouraged to take opportunities to practice whenever possible. Pick a couple of images or characters you like from any source and doodle whenever you have time. Draw the images on scraps of paper, restaurants napkins, or any writing surface you can find. Very soon, you will be able to replicate the images onto a flip-chart with little effort. Personally, I love drawing on flip-charts, because my audience always find it personal, sincere and fresh.

# 3: Flip-Charts are the Best Visual Aids in Coaching

The main reason for using flip-charts is because they help presenters to communicate their ideas and messages across to the audience much better. There are many reports in several business schools in United States that stated presentations with visual aids increases the effectiveness, as perceived by audience. Typical comments following presentations with flip-charts were "better prepared", "more concise", "clearer", "more interesting", "not boring at all", "I can follow the lectures clearly" and "I love his presentations using the flip-charts".

If you have ever tried to take notes as someone rattles on, seemingly oblivious to the audience, you will understand that value of flip-charts. Students can perhaps testify to this - remember the long and boring power-point presentations by your school teachers, without knowing whether the students are following them or not?

# 4: Flip-Charts Writing by Participants Increases their Interest & Learning

Giving your participants a chance to write on flip-charts increases their interest and learning.

Confucius (551 - 479 B.C.) once said:
I hear; I forget
I see, I remember
I do, I understand

The message here is that even though you may get some of your message across by speaking or demonstrating, the most effective method of coaching and making sure your participants are learning effectively is getting them to participate actively.

And more specifically for Chemistry learning, it is a academic subject that you can't score well if you just memorize directly the chemistry theories. What you need is to understand and have a strong foundation of essential concepts and then apply it according to application-based questions.

# 5: Flip-Charts allows Reviews to Accelerate Learning

Flip-charts review is another big advantage in presentations and coaching. Because the flip-charts can be pasted on the walls of the room, after each session of the lectures, participants can review what they have learned earlier. This is most effective when we conduct "Partner-Sharing" during such flip-charts review.

At other times, participants can also refer to the posted flip-charts without interrupting to ask the facilitator to repeat a point, they are able to review material or catch up at their own speed. In addition, flip-charts provide a vehicle for reinforcing what participants heard, or thought they heard.

Many times after the coaching session, we also compiled and transferred the flip-charts onto softcopy so that we can email it to the participants for reviews on their own, Just because the information there are written in a personalized way and these participants have read it before using their eyes and mind, such re-caps almost never fail to rekindle their knowledge and reinforce what they have learnt earlier. This is the power of associations based on earlier experiences.

# 6: Flip-Charts presentations signifies Professionalism

Whenever I see someone uses a flip-charts extensively for their presentations, I always perceived them to be a professional in coaching that specific subject, no matter how much knowledge they have in that subject. It is kind of "only subject matter expert have the capacity and confidence that uses flip-charts" perception. And this always allow me to listen to them immediately without prejudice and suspicion.

# 7: Flip-Charts are Simple & Inexpensive to Use

Flip-charts have long been the choice for professional coaches during presentations. They are versatile, simple to set-up and use, and convenient for capturing ideas quickly. They also require no cords or electrical connections, and are relatively inexpensive compared with other visual aids. They can also be used virtually anywhere, be it indoor or outdoor.

With flip-charts, you won't have to worry to carry an overhead projector, bulbs, extension cords, white screens, and other accessories. You don't even have to supply a stand to use them. With masking tape, straight pins, and/or clips, you can turn nearly any wall surface into a writing surface. This meaning you can turn virtually any large room or open space into an ideal presenter's forum. All you need is flip-chart papers and markers of different colors.

7 Reasons For Using Flip-Charts For Coaching
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Many people talked about teaching Chemistry, Sean Chua Lian Heng lives it. He is a passionate Chemistry Coach based in Singapore, Southeast-Asia and one of the most dynamic, powerful and humorous speakers in Asia. He has empowered hundreds of students to experience Chemistry learning with a difference, and unlock the secrets to achieve the grades they truly deserve.

He specialized in helping students through The 1ST in Singapore GCE 'O' Level Chemistry Intensive BootCamp and Organic Chemistry Mastery Workshop using Accelerated Learning Techniques. His 10 years of coaching experience has equipped him to understand the true reasons why students are not able to perform well in Chemistry, and has allowed him to structure his teaching methodology to cater to different levels of learners. Sean has produced many outstanding students who have achieved marvelous 'O' Level Chemistry results under his wings of patient guidance and coaching.

His chemistry coaching methodology emphasizes on the vital 4 'A's and has a 100% proven track record to help students to improve their chemistry grades:
- Associations with Everyday Life
- Applications in Real Life & Industrial Examples
- Analogies for abstract Chemistry Theories
- Accelerated Learning Techniques

Having acquired knowledge in the different fields of Chemistry during his Polytechnic and University days Sean is able to communicate experiences, real life Chemistry observations, apt analogies - all this to simplify the Chemistry Concepts for students to grasp and remember in an easier manner. He also has several years of experience as a Chemist and Technical Specialist for the fast-growing Research Chemical Industry. Through his extensive experiences in the Chemical Research arena, he is constantly talking to aspiring scientists, researchers as well as Deans, educators in local universities and schools - such updated research and market trends are always the highlights when students asked about how each Chemistry topics relate to real life situation.

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Coaching Tools 101 - Which Coaching Tools to Use in Your Welcome Pack and Why!

Once a client has committed to coaching, they often have nothing to show for their courageous self-investment. This is one of the many challenges of the helping professions -- that much of the work we do is 'intangible' or hard to quantify.

So, when you send professional-looking assessments and coaching tools to your client, it's a great way of demonstrating what a wise investment your client has made. And even better, it gives them something tangible to see and hold onto, while making you appear professional and organized.

Now, you can always simply send them a Welcome email with your assessments and coaching tools as attachments. But I thoroughly recommend sending your clients a Welcome Pack or binder in the (snail) mail which includes some printed out assessments or coaching tools. Get creative. A colorful folder with a hand-signed welcome letter, your branded materials and a small, fun welcome gift -- pens, post-its or a notebook is ideal. It's an excellent way to surprise and delight your client, after all, who doesn't like to receive gifts in the mail?

Coaching Tools 101 - Which Coaching Tools to Use in Your Welcome Pack and Why!

Sending some kind of specific welcome ensures you have something to discuss and work on with your clients in the early sessions (while they're getting used to how coaching works) AND helps you get to know your clients -- and therefore deliver value -- faster.

It also means that from the day they receive their coaching tools they're already being coached, because they're learning about themselves. It gets them into the mind-set of working on themselves in between sessions (when you're not around) and helps them learn self-reliance.

So, what assessments and coaching tools to use with a new client? Well, obviously it depends on the kind of coaching you're doing, but we all know that our lives, responsibilities and careers are inseparable. So, why not start by looking at how they live their lives currently and how they feel about that?

Here are the 5 coaching tools and assessments I recommend to begin with:

The Wheel of Life. Boring? Au contraire. The Wheel of Life may be old hat to us coaches, but it's still new to most clients. It's a powerful visual that assists with goal-setting, helping clients to see how their 'whole' life interacts and where they spend their time versus their 'real' priorities. I like to ask once it's complete, "So, looking at your Wheel of Life, is it a bumpy ride?" A Pondering Questions Sheet. Send at LEAST one page of powerful questions to get them thinking. Questions like, "What do you do to relax?" (maybe they don't!), "What have you given up on in life?", "How do you best learn?" or, "What motivates you to go the extra mile?" As well as helping you get ideas on how best to coach them, it gets them used to asking themselves the bigger, deeper questions in life. An Initial Coaching Goals Sheet (where they tell you what they want to achieve from the coaching). Apart from being helpful to know what they're looking to achieve, how they complete this hints at areas they may need coaching around. For example, if the sheet is blank or very brief they probably need more hand-holding and personal 'discovery' work. If the sheet is detailed and thorough they may need help with limiting beliefs/behaviors or getting excited about their goals. And if the sheet is chock full of goals and ideas they may need help with slowing down, time management or even self-care. A Life Map. I LOVE this simple coaching tool that gives a quick overview of the ups and downs in their life as THEY see it. They draw a time line from left to right and put in peaks (positive impact) and troughs (negative impact) with a 'blip' size that corresponds to the impact of the event. They annotate each 'blip' and this gives you a very quick visual of their life lows and highlights. Help them explore their helicopter life view and gain valuable insights into their sensitivities, where limiting beliefs and fears may come from, what inspires and motivates them and more! Finally, I thoroughly recommend The Rocking Chair Life Vision Exercise. Your client imagines themselves at 90, happy, healthy in their rocking chair -- and looking back over what they've achieved in life, what they're proud of. It's a deceptively simple exercise and a great leveler! Almost everyone sees themselves surrounded by family and friends with a cute house in the country somewhere, still fit, healthy and active. The exercise results differ around the specific things people achieve with their lives -- very handy for what I call 'reverse goal-setting'. It helps our clients understand their goals in the context of their lives, so that as they set goals NOW for the future they can ensure these goals align with their overall "Life Vision". And you, as coach, get a glimpse into what motivates them and what they really want from life.There are many more assessments and coaching tools you could use. You may want to create or buy something specific to your niche - a food diary template, resume template, visualization or self-care questionnaire.

But the key thing is for the tools to be professionally presented and branded with your logo and contact details. That way you're reminding them of your relationship with them and if they share them with anyone else -- you get free advertising!

Longer term, using assessments and coaching tools as part of your coaching relationship helps your clients build a physical record of work you've done together, demonstrating concrete value from coaching and helping clients see their learnings and progression. It's a bit like looking back over an old journal and seeing how far you've come!

So, enjoy bringing more of this dimension to your coaching practice. Clients who seek coaching want to find our more about themselves -- help them do that with coaching tools!

Coaching Tools 101 - Which Coaching Tools to Use in Your Welcome Pack and Why!
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Copyright 2009 Simplicity Life Coaching Ltd.

Emma-Louise Elsey is the CEO of Simplicity Life Coaching Ltd. and The Coaching Tools Company.com. She is a certified Life Coach, NLP practitioner and recovering perfectionist who loves creating coaching tools, writing and over the years has worked with many successful professionals and business owners.

Free Coaching Tools and Templates: If you go to the Free Resources page at The Coaching Tools Company.com you'll find Free Coaching Tools - a complimentary Wheel of Life, Coach Question Sheets to get clients unstuck and set extraordinary goals as well as other useful resources. My all-time favorite tool "Troll Travels - Who am I?" is a gift with sign-up to the strictly monthly ezine. I've had amazing results with this powerful exercise - but I recommend you try it on yourself first to get the insights to share with your clients.

Many of the tools mentioned in this article are available in the Coaching Tools Catalogue - along with lots of other resources and coaching exercises that may inspire you. And the coaching tools are all available electronically in Microsoft Word so you can customize and brand them with your own logo! Enjoy.

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Coaching Football Special Teams

I called a friend of mine who is the Head Coach at a Big East Football team and we talked about how his football team coaches special teams., these are some of the comments made during that interview.

One of the first things they try to do is to let the kids know there are areas where we can achieve certain goals on special teams. Clearly the skilled players want to be on the special teams. They want to touch the football. But the question is how do you draw the interest of the other players on the special team who do not get to touch the football? How do you keep the left tackle on the extra point team interested? We came up with an award for the special team player of the year based on a point system. We went out and got the largest trophy we could find. It is about three-feet high. We wanted to get the biggest and gaudiest trophy we could find. We wanted our players to see the trophy every day. The trophy cost us about 0. The bang for our bucks came from the fact that we saw our kids change their attitude on how they could win the special teams player of the year. If you are going to emphasize something you must give the players a carrot, and we did that with the trophy.

In our team room we have three distinctive goals and the goals are displayed on banners. The banners are 12-feet wide by eight-feet tall. They are prominent in our team room. When you walk into our team room it is unmistakable that we have special team goals, offensive team goals, and defensive team goals.

Coaching Football Special Teams

Let me go over our special team goals

Win

Better than average field position after kickoff than opponent

Better net punt average than opponent

Score or set up a score

Give the offense the ball at least one time on the plus -50-yard line

Never give the opponent the ball on our side of the 50-yard line

Perfect execution on holds, snaps, and ball security

Have at least one game breaker - score, block a punt, block a kick, recover an onside kick, cause a turnover, recover a turnover, down a punt inside the 10-yard line, 60 yards of field position change

No penalties

Win the hidden-yardage game - kickoff - kickoff return - punt - punt return

First is to win. That is our first goal. The reason we try to stay away from numbers on the net punt average is the fact there are so many obstacles that may not allow us to achieve these goals.

If we get someone who kicks the ball in the end zone or there is a penalty after the kick, it can eschew the numbers relative to better kickoffs for the opponents. What we want is the average. The same thing is true with having a better punt return average than our opponents.

If you break down the film, you will find the special teams set up a lot of your scores. And a lot of the times the coaches do not even talk about that point. You do not build the creditability into your special teams. You tend to lose it in its perspective.

We want to give the ball to our offense at least one time on the plus 50-yard line.

There are several ways to make this happen. It could be by a punt, pressure, or on any of our kickoffs. We want our kids to understand what we want in this respect.

When we had all of the numbers as goals, such as getting the ball on the 25-yard line, or return the ball 25 yards, they do not remember those things.

On the other hand, we do not want to give our opponent the ball on our side of the ball.

We want to have perfect execution on all special team plays.

We want to have at least one game breaker.

The one point here that we think is big is to down a punt inside he 10-yard line. To us, that is a game breaker. If you do the job on defense you will probably set up a score or get into a potential scoring situation.

All of these are great goals. But the one goal that we work on more than any other is the last goal: win the hidden yardage game.

Let me categorize hidden yardage. Here we are talking about the kickoff, kickoff returns, punts, and punt returns.

We use the 25-yard line on kickoff returns and 35-yards net on punts and calculate the yards. Let me give you an example. If we have a team that kicks the ball out of the end zone on us, it means we would start the ball in play from the 20-yard line. This means we are at a minus 5 yards in hidden yards against our opponents. Conversely, if we had a kickoff that we returned to the 50-yard line, we would have a plus 25 yards on the hidden yardage.

We do the same thing on punts. We use 35 as the magic number.

If we had a punt that netted 50 yards, we would be plus 15 yards in the hidden yardage.

If you keep track of these hidden yards, you will find they make a difference in winning and losing.

Those numbers are going to come back to you better than some of the other numbers you may throw at your players when you put up your goals. You want to make sure when the players leave the meeting that they know what hidden yardage is. If you can get your players to understand hidden yardage, you are going to win a lot of battles.

We want to put some competitive goals into the special teams, so we came up with a point production chart.

On the chart we have team points and individual points. We feel it is important if you are on a particular team to have a chance to get points on the special teams.

Our long snapper came within four points of winning the award this year. Our left guard was in the top three for the special team award. So we have team points that we give out for punt and extra point as well as individual points. If you do not do this the skilled players will run away with the award.

TEAM POINTS - (10)

Score

Block a punt

Block a kick

Recover an onside kick

Successful fake

TEAM POINTS (3)

Stop a fake

Down a punt inside 10-yard line

TEAM POINTS (2)

Kickoff return of plus 30 yards

Punt return of plus 10 yards

INDIVIDUAL POINTS (10)

Cause a turnover

Recover a turnover

60-yard field position change

INDIVIDUAL POINTS (5)

Game winning field goal

Involved in 15 or more plays

INDIVIDUAL POINTS (3)

De-cleater

Tackle

Key block on return

Exceptional effort

4.0 hang time on kickoff or touchback

4.5 hand time on punt or 40-yards net with fair catch

INDIVIDUAL POINTS (2)

Assisted tackle

INDIVIDUAL POINT (1)

Doing your job on every play on a special team Victory award.

The coach who is responsible for that particular team grades the film. There is some flexibility in the system and we do have minus points. If you get a penalty you get minus 5 points. On any missed assignment you receive minus 5 points. The kids are going to see the chart on Sunday. That is the first thing we talk about in our team meeting.

We have the chart in our team room. You can see how we chart the players each week. On the left-hand side of the chart we have all of the players listed. We grade the film and give the players the points they earn in each area. On the left side of the chart are the team points and on the right side of the chart are the individual points. Also on the right outside of the chart we have the players' total points for the last game.

I think it is important to have this information displayed in the locker room so the kids can see how they are being graded on the special teams. We are trying to build some ownership in this team. This chart will help you build your case for special teams.

We have another chart where we keep a running total of all the games. Each week the kids can see where they rate on the chart. They can come into our meeting knowing they earned a certain number of points from the last game or knowing they lost a certain number of points. We think the chart is good because the kids can see where they stand game by game.

This system really works for us. It keeps our kids motivated each week about the ranking for winning the special teams trophy!

For more information about coaching football special teams go to the website listed below.

Coaching Football Special Teams
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Todd Krueger is a former NFL Quarterback that was a 8th round draft pick in 1980 by the Buffalo Bills. He also played with the Houston Oilers, Minnesota Vikings and the Arizona Wranglers in the USFL.

He now runs a football coaching website at http://www.footballtools.com and quarterback training website at http://www.playqb.com were they offer low cost football coaching products such as NFL Football Playbooks, Youth Football Practice DVDs, Quarterback Training DVDs, Football Scouting Software, Football Playbook Software, Free Quarterback Drills, Football Special Teams DVDs, Football Workout DVDs, Football Practice DVDs.

You can also get a free football newsletter at the website.

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Coaching Youth Flag Football

Coaching youth flag football is an enjoyable and rewarding experience, but can also be quite daunting. The best thing to do first is seek out volunteers from parents of your teammates, because you will need them. The more people you have the better. Remember that at this age, all the players and coaches should have fun, since that's what it's really all about.

Coaching Tips:

Coaching youth flag football is all about building a team that works together as a whole. Youth flag football is not about individuals, although using the strengths of certain individuals to create a great winning team is certainly part of the strategy. Always keep it simple enough for all your players to understand. This is not the NFL, and the main purpose is enjoyment, so make sure that every player has an equal opportunity to participate.

Coaching Youth Flag Football

Blocking:

Blocking is the most important aspect of a successful flag football team, so teach players to keep blocking until they hear the whistle blow. If you're team cannot block, you will not be able to stop your opponents from scoring. Explain the importance of a strong defense and how cohesion and teamwork will win games. Running drills to practice grabbing the flag is essential to creating a strong defense.

Running Directions:

Running backs should run in the forward direction toward the opposing team's end zone, north to south, not east to west. In order to avoid being tagged, many young flag football players run sideline to sideline. As a coach, you must instruct your team which direction to run downfield, towards the first down marker or the end zone.

Safety and Basic Strategy:

Always make sure you have the proper emergency contact information for all your players, and check the field before every practice and game to make sure there are no safety hazards. Be prepared and organized, with practices mapped out beforehand so you will be able to run your drills on the fly without having to waste any time making them up as you go.

Focus on What's Important:

The kids and the enjoyment is what youth flag football is all about, so try not to take anything too seriously. Don't be that crazy coach you see on the five O'clock news who runs out onto the middle of the field to scream obscenities at the referee or start a conflict. There's no national championship trophy or NFL defensive coordinator position available for most coaches after the game. Always remember this is all about the children and having fun.

Flexibility:

Always have a game plan when coaching youth flag football, but be willing to adjust and change it up if it's not working. One play might work wonderfully on one day, but then it might go nowhere the next, so be flexible and able to change up the strategy. If the players do not understand a drill or concept you are teaching them, it is not their fault, so try explaining it differently. Try not to throw too much complicated information their way immediately, but try to built things up gradually and steadily so that all players can understand everything.

Coaching Youth Flag Football
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Coach Tucker is dedicated to seeing his teams succeed in the classroom and on the football field. He shares his love of the game (in addition to his drills and practice plans) on his website:

Flag Football Drills & Practice Plans

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Entrepreneurs, Achieve More! 12 examples of Coaching and Consulting that lead to Success

Consulting

Consulting taps into the expertise of the consultant's experience. The client gains valuable insight that would normally take years and thousands sometimes millions of dollars if they were to go down the same path. Consultants usually charge a nominal fee compared to the information assets they have gained throughout the years. They have thoroughly studied the subject which entails thousands of dollars and hundreds of hours in information. They have met with industry leaders as well as "on the street" professionals so they have a good beat on what's currently going on. They have a history even if just short history of the last cycle in the industry. Consultants may concentrate on techniques and raw resources they freely give as part of the sessions. Some consulting may only consist of one or two meetings, but if you're taking notes they could make your next project a success.

Consultants do not give legal advice but may save you from needing it. Or they may suggest you seek it. Whereas your attorney should be cautious as to not give business advice (which happens all too often especially in real estate), your consultant has very little "power over your affairs" so conflicts are easily avoided. Seldom does a consultant run into a "conflict of interest" problem with their client but some align their resources to solve a problem. Consultants are used because it is not always black or white and they can help navigate through the grey and help you use an attorney to achieve your goals. Consultants are often the people who create turnkey packages together at a really good price. They tend to see the same mistakes and figure to come up with a product that helps thousands instead of one-on-one maybe a hundred or so.

Entrepreneurs, Achieve More! 12 examples of Coaching and Consulting that lead to Success

My personal experience indicates my consulting is roughly 75% information, techniques, and resources. The other 25% is encouragement, reinforcement and follow-up.

Examples of Consulting Clients:

Example#1

A seasoned Los Angeles investor sought my help with a difficult situation with an apartment building in Hollywood, Ca. The old owner is meddling with his tenants. Client question: How do I resolve this issue?

Example#2

A large property management company needs to make more money off their tenants. More money for their managers and do this with little effort on their part without increasing their legal exposure. Client question: Is their a system, product or service that we can implement that can achieve our goals?

Example#3

A Los Angeles family has acquired several rental properties over the years. One in particular has been neglected and they want to know the best way they can get rid of it. Client Question: How do we sell the property smoothly?

Example#4

A Long Beach real estate investor loves her area. She has run a moderately successful advertising campaign but has hit a wall. After reviewing her customers she knows there is money to be made but now has limited funds to turn a profit. Client Question: Which direction should I go?

Example#5

An attorney has given up on a realtor who just can't seem to get the job done on several rental properties in San Bernardino. These require management, light rehab and ultimately somehow turning a profit. Client Question: Can several properties in the desert be packaged to make money with little involvement and management?

Example#6

A Chicago investor has put a property under contract. He needs money and an exit strategy. There are some problems put he's too busy to figure them out. He and his wife work full time, they own 2 other rental properties but time is ticking. Client question: Is this a good deal and what is the right exit strategy?

Example#7

The City of Los Angeles has a landmark building that they leased to the fiber optic industry. With the neighborhood changing the property could be used as a market or such. Client Question: Are their private investors with the ability to convert this landmark building into a useful private project for the community to add value?

All were given creative techniques, resources and even my own hands-on to solve their problems and produce Win-Win-Win.

Coaching

Coaching is a co-creative experience with the client and coach. They both adventure step-by-step uncovering new information and solutions. The coach creates a comfortable non-judgmental mirror to help the client see another perspective on their own situation. Some of the greatest personal achievers have and use coaches throughout their careers. The coach definitely encourages, and challenges the client to push through barriers but is careful not to define or evaluate for the client. This wonderful journey is for the client to experience.

The coach is not used to find solutions but rather bring to light the solutions already in plain view or hiding behind some fear or other barrier. The coach easily sees it and helps the client to get there on their own. Great athletes explain their experience with their coach very well. They attribute the coach, in helping them see the solution which allows them to raise the stakes on their own challenges after conquering such problems they achieve greatness in their fields. Coach are often writing inspirational books and holding seminars to help others achieve more.

My personal experience indicates my coaching is roughly the opposite of consulting, 75% encouragement, giving other point of view, reinforcement, acknowledgement, and follow-up. The other 25% is information, techniques, and resources carefully given so the client can find the real solutions.

Examples of Coaching clients:

Example#1:

A filmmaker wants to get his film more publicity and exposure. He some local stars and film is in the box. He hired an entertainment attorney, for 00 who was supposed to shop it around and sell it.

Example#2:

A musician has just landed with a great band. They are touring the country and he wants to use this as an opportunity to launch his own career.

Example#3:

A retired professional athlete in organizing his media ventures. After his professional days were over he was invited on sports talk shows and various other media outlets. However, over time that fizzled and he found himself flat.

Example#4:

A former restaurant owner wants to concentrate on real estate. He believes he can do this but is afraid of the change of industry and the learning curve.

Example#5:

A successful San Fernando Valley realtor has spent years of pounding the pavement. She has fierce competition and needs to get a firm piece of the pie.

All my coaching clients are treated with a specialized respect to their needs as they move to the top of their fields. All of them have a measurable amount of success and know they want to achieve more.

Coaching and Consulting clients. Different needs but same results: moving step-by-step to the top.

Entrepreneurs, Achieve More! 12 examples of Coaching and Consulting that lead to Success
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J.Kenneth Ezra's website http://www.Eyesawit.com is a sighting center that received 2million hits within it's first 90 days of launching.

J. Kenneth Ezra
International Coaching Federation
Member#1020768

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Coaching at Work - How Does the Organization Benefit? - Part One

All organizations are concerned with performance. Where the profit making enterprise will concentrate on the bottom line and creating value for its shareholders, the public organization will need to provide value for the communities it serves; who fund it in one way or another via taxation. Even the 'not for profit' organization will want to perform, because it is a 'not for loss' organization too.

Coaching improves performance at the organization level, because organizations are collections of people and if they perform better as individuals and teams so does the organization as a whole. The bottom line will increase largely as a result of improvement in the top line - turnover and productivity - rather than swinging cost-cutting exercises.

Organizations that see coaching as a key leadership skill produce more, but without any loss of quality. Staff who are coached feel more valued and tend to care more about the quality of output they produce. Formal quality methodologies such as those provided by the International organization for Standardization (ISO) or Investors in People (IiP) are welcomed by employees and not seen with the cynicism that is otherwise often the case. Staff who are coached feel genuinely appreciated and respond in kind.

Coaching at Work - How Does the Organization Benefit? - Part One

Many staff will have responsibility for resources; finance, time, equipment, staff of their own and so on. It follows that the organization will want to see these resources put to good use. Coaching has an emphasis on making people responsible and empowered and organizations that are benefiting from coaching know they can trust their staff to use resources wisely. Take for example an account manager with their own budget for client entertainment. Is there any reason to expect that they will be any less careful with the amount they spend than the executive in charge of the function? Coached properly, they'll exercise as much discretion as the next person. Strangled by expenses claim forms and signing off procedures they'll likely find ways of hiding expenses as a way of 'getting their own back'.

I remember doing some follow up work in an organization whose managers we'd trained as coaches and being told 'you know, coaching makes people think as if this place was their own business'. What a wonderful outcome! One thing that follows this change in thinking is a marked improvement in customer service as employees begin to realize that the customer really is the most vital part of the whole machine. Once organizations have been established with money from investors, customers become the only real source of revenue and profit. Every other business activity is simply a different way of spending customer's money. Customer facing staff can only treat customers as well as they feel treated themselves. Thus if we treat staff better through coaching they will in turn take more care of the customers.

A coaching organization will see relationships improve throughout the organization as people get together and have coaching conversations. Of course there have been conversations at work of one kind or another as long as we've had organizations, but a coaching conversation is different. It is firstly a meeting of equals where the tacit agreement is that anything can be raised and discussed openly and honestly. It is a conversation that looks ahead to what needs to happen next rather than one which dwells on what happened. It is one where every last drop of learning is sought but that also emphasizes taking action. In the end, coaching is about doing not talking, but talking means we do the right things.

Coaching at Work - How Does the Organization Benefit? - Part One
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Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

Matt Somers is a leading "manager as coach" specialist. He advises organizations across the world on how to achieve results through coaching and is the author of Coaching at Work (John Wiley, 2006). He promotes a range of resources via his website and his popular guide "How to Build a Coaching Culture" is available FREE when you visit http://www.mattsomers.com.

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