Welcome to this edition of our monthly newsletter. We trust your month is off to a good start. In case you have not noticed, we are now past the mid-point of this year. Have you achieved as much as what you hoped? Are you as productive as you can be? Our first article this month shares some easy to implement yet highly effective tips for improving your personal productivity.
Many organizations have experimented with coaching programs over the last few years. In spite of its popularity, there remains much uncertainty about this approach to improving productivity and work satisfaction. Just who is a coach and how do they operate? Our second article seeks to dispel some confusions about how coaching works.
Stay Up to Date
Keep up with all of the latest news and commentary by regularly visiting our Business Performance blog. Check out some of our recent blog posts on employee relations and learning. Why not share your experiences and opinions?
Who Owns Employees' Online Contact Lists?
A recent court case raises serious questions about whether employee non-competition and non-disclosure workplace agreements apply to social networking web sites. How will your organization fare if a previous employer starts courting your customers?
Managers Hate Performance Appraisal Time as Much as Employees
Do you feel that the human resources department is at war with supervisors and managers when it comes to performance appraisal time? Why does the annual appraisal generate so much heat?
Does Learning Have To Be Fun?
Is having a great time during a training program essential for learning? Just how important is having fun to achieving the program's objectives?
Learning and Development: Profit Center or Cost Sink?
Every so often we hear the cry that for training to be truly business focused, the learning function needs to operate as a cost center. Are such calls misguided and can the effort to make an internal profit do more harm than good?
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Are you running training programs and tired of creating training administration forms? Our popular Training Management Template Pack contains professional looking and customizable forms for every phase of your training design and delivery. Visit our Training Management Template Pack web page for a full description of each template and to download the pack today.
"As a training manager, I found the Training Management Template Pack especially helpful in documenting all the essential elements of a training plan."
Brenda M. Rodrigurez, BMR consulting
Personal Productivity Tips and Strategies
by Leslie Allan
Do you find that you get to the end of your working day only to ask yourself what you achieved that day? Do you get to the end of the week and moan about how little you got done? If you do, you are not alone. I used to feel the same. Here are some very simple strategies and tips that I use to remain productive and focused on my most important objectives.
Firstly, at the end of each week, I review my goals and identify the activities that I must complete in the following week. These are what I call my High Impact Tasks (HIT). I then schedule time in my diary for each of these activities. These are appointments I make with myself; blocks of uninterrupted time for completing these tasks.
Of course, I need to complete other tasks in addition to my HITs. Other matters arise that require my attention, I need to keep my previous commitments, and so on. It is for these tasks that I maintain a To Do list. At the end of each day, I update my To Do list for the following day and categorize each item into (H)igh, (M)edium or (L)ow importance. I also mark urgent items with a (U). So, a task can be of low importance but urgent, such as returning a telephone call before the caller leaves for the day. I schedule my first HIT for 10.00 am each day. That releases time at the start of each day to tend to the tasks on my To Do list. I also block out one hour per day late in the afternoon to also tend to issues that emerge during the day. For the tasks on my To Do list, I concentrate my efforts on the (U), (H) and (M) tasks, in that order. With any time left over, I devote that to the (L) tasks.
Read all Personal Productivity Tips and Strategies
How Coaching Works
by Jennifer McCoy
Coaching is a rapidly growing area of professional practice, widely accepted in government and corporate sectors, where coaching positions are created within human resources departments and external coaches are engaged to work with executives. However, coaching is still an emerging field and there is a level of confusion about the industry: about the range of coaching services provided, about how coaching works and about the qualifications of coaches.
Coaches working in organizations, as opposed to Business Coaches or Life Coaches, aim to improve the skills, performance or personal capacities of managers. Here are some examples of areas in which coaches help clients. Coaching can assist clients to:
- improve the performance of their staffs
- accept the responsibilities of leadership and develop those skills
- relate better with people - staffs, clients, superiors
- communicate more effectively
- manage their time
- develop confidence to apply for higher responsibility.
Let's be clear: coaching is not a soft option. Coaches use a coaching framework and process for achieving those ends: clarifying expectations at the start, reaching agreement on a goal and ensuring an action plan is written down. Commitment and progress are monitored, achievements applauded and the consequences of failing to keep commitments are established. A change in behavior is the desired outcome of any coaching agreement.
Coaching starts with a respectful relationship - valuing the person and their skills. A goal and an action plan are developed cooperatively, acknowledging skills, resources and needs. The coach builds on the client's existing strengths: asking questions and using a variety of coaching tools to help the client discover those strengths, clarify their own situation, identify their own solutions and plan a path that suits their needs. The coach then supports the client as they progress, helping them to reflect on decisions made or actions taken, and challenging for accountability and higher achievement.
Continue reading How Coaching Works
Do you want to find out more about building the coaching skills of managers in your organization? Get Jennifer McCoy's practical guide, 2 Way Feedback, today. This compact e-book is packed with strategies for building trust and creating a high performance culture in your workplace. Used successfully by business owners, team leaders and managers, use it at all levels of your organization. Find out more about 2 Way Feedback and download today.
"I have given the book to many of the managers and general managers that I coach: as a point of reference and their feedback has further collaborated my view of this valuable resource."
Malka Lawrence (CEO), The Malka Group Pty Ltd
Visit our web site at www.businessperform.com for lots of expert guidance and practical tools designed to help you get ahead of your competition. Also, be sure to pass this newsletter on to friends and colleagues who want to stay up with what's on. From all of us here on the Business Performance team, we wish you a productive month and look forward to communicating with you again soon.
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