Tag Archive - Coaching

IMPACT Talk Radio Host Dave Anderson interviews Tony Ezell of Accelerated Leadership Group

impact-talk-radio-h

Dave Anderson discusses the frustration of coaching someone who is happy to just meet the minimum standards with Tony Ezell of Accelerated Leadership Group.

All past and current podcasts also available on iTunes. (Over 2,500,000 downloads to date!)  Please rate us on iTunes as well.

Other resources -free PDF downloads of character-based interview questions are available at Overwhelmedmanagersguide.com.

Listen Here Now!

Or download the podcast by clicking here and listen later!

Entrepreneurs, Small Business Owners, Middle Managers and Frontline Leaders eliminate bad attitudes, politics, and distrust on your teams! Changing the culture of a team requires the leader to change.

Listen to IMPACT Talk Radio today for no fluff, straight talking solutions designed to IMPACT high IMPACT leaders who want to lead high IMPACT Teams. Every show goes beyond theory and gets into HOW to make an IMPACT that matters.

IMPACT Talk Radio Host Dave Anderson interviews Tony Ezell of Accelerated Leadership Group

impact-talk-radio-h

In a new 30 minute format, Dave Anderson discusses How to Coach a Low Performing Employee with Tony Ezell of Accelerated Leadership Group.

All past and current podcasts also available on iTunes. (Over 2,000,000 downloads to date!)

Other resources -free PDF downloads of character-based interview questions are available at Overwhelmedmanagersguide.com.

Listen now!

Or download the podcast by clicking here and listen later!

Entrepreneurs, Small Business Owners, Middle Managers and Frontline Leaders eliminate bad attitudes, politics, and distrust on your teams! Changing the culture of a team requires the leader to change.

Listen to IMPACT Talk Radio today for no fluff, straight talking solutions designed to IMPACT high IMPACT leaders who want to lead high IMPACT Teams. Every show goes beyond theory and gets into HOW to make an IMPACT that matters.

Coaching – The Truth About Time Management Issues

Is it about time management?

“I didn’t have time to get it done.” Any leader who has coached employees or parent who raised teenagers has heard this excuse and been frustrated.

Let’s not fool ourselves anymore, when someone tells us “I didn’t have enough time.” What they are truly saying is “I had bigger priorities.” Continue Reading…

Five Habits of Good Listeners

Are you REALLY listening?

“Listen until it hurts!” – Steve Wiley, Lincoln Leadership Institute

I have to work at listening well.  I know I can look someone in the eye, nod with conviction, and be thinking about something else.  At other times, I hear the first sentence and spend the rest of my time formulating my rebuttal.

Listening is the communication skill that makes the most impact on others and their perceptions of us.  Most people don’t care what we have to say until they are sure they have been heard. Continue Reading…

Coaching – Encouragement Versus Praise

Applaud Results

When someone does something well, a good coach jumps on the opportunity to praise them.  Praise is a great motivator.  But misplaced praise can demotivate.

Making people feel good about themselves in a vacuum doesn’t work.  In my past, I fell into the habit of always praising people.  It hurt their performance and our relationship.  Continue Reading…

One Thing Great Coaches Like Coach K Do

Which one's the coach?

It was 1979 and I was sitting on a slab of concrete in the 90 degree heat at a summer basketball camp.  I was about to be in 8th grade and loved basketball.

I wanted to show the coach of the local college that I was willing to do anything to get better.  The coach was on the court demonstrating how we were supposed to play good man-to-man help defense.  He was sweating like I was, and I loved it.

Though he was young and in his first head coaching job, I thought he one of the greatest coaches alive. His name was Coach Mike Krzyzewski, and he wasn’t just modeling good defense.  He was modeling good coaching. Continue Reading…

I Can’t Lead Without Leaving My Office

You can't lead from here!

Is this scene familiar to you? The boss walks through the office and says “Good morning” to people before closing his door until lunch. He walks back through the office after lunch saying “Good afternoon” to people before closing his door until he leaves the building at the end of the day. “See you tomorrow!”, he says cheerfully.

It may seem like a scene from “The Office” or a Dilbert cartoon. But unfortunately when I speak or consult with companies, this is a common scenario. The major source of interaction people have with their boss is through electronic communications. This is not leading! Continue Reading…

The Five Best Times To Coach Your People

How are you doing coach?

If we are not developing our people, we should stop calling ourselves leaders! I don’t know why leaders ignore the coaching part of their jobs. But I work with so many organizations and hear the same story again and again.

“I never hear from my boss unless something is wrong.”

“I get feedback once a year at my performance review.”

“I am not sure what I need to do to earn a promotion.”

The fact is, coaching is a part of a leader’s job that is too often ignored. As leaders, we need to step up, do our jobs and develop our people!

Continue Reading…

Wanted: Coaches—Wimps Need Not Apply

Football coach

I was a wimp for three years.  I was a coach for twelve more after that.  Add it up and I spent fifteen years in sales leadership at a Fortune 50 company.  Not surprisingly, my success as a leader came in those final twelve years.  I realized, with the help of the people I was leading, that they wanted candor not coddling. Continue Reading…

The Three Checkpoints Before Firing Someone

Should They Stay or Go

“I will do everything I can to help you be as successful as you want to be…right up to the point I realize I am working harder at it than your are.”

I developed this point of view as a result of hanging on to employees for too long. I believe everyone I work with deserves my best. But at times, my desire to help them goes way beyond their desire to improve.

I always use three checkpoints before I make the final decision to fire someone. If these three criteria are met, it is best for everyone – my company, my team, the individual and myself – to fire them. Continue Reading…

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