Coaching for Leaders

Michael Hyatt, expert in getting noticed in a noisy world, shares insights on building a digital platform, authenticity in leadership, and engaging with audiences effectively. Discussion includes strategies from his book 'Platform: Get Noticed in a Noisy World'.

Discover why what you say is crucial in presentations, debunking myths about body language and tone. Learn to engage your audience with impactful content, storytelling, and a strong opening. Get practical tips on building successful presentations without focusing solely on visuals or delivery skills.

Janet Riley We turn our final episode of our training series to what every leader ought to know about sending people to training. Since episode #30, we've learned about many aspects of training, so this week we turn our focus to what you should know (and do) when sending people to training. I welcome Janet Riley, a gifted trainer and consultant, to help explore this topic. Janet's extensive career in the learning and development industry has provided her thousands of hours in experience training leaders around the world, most recently with the David Allen Company. She provides important and practical wisdom for all leaders. Here's what I asked her: When is training a good way to develop someone? When is training the wrong answer? What are three things leaders can do before training to support people changing behaviors? What are some of the different attitudes people show up with in a training classroom - and how can a leader respond to each of these? What common mistakes do leaders make when trying to support people in training? What can a leader do to support ongoing implementation of what's been learned after training is complete? What general advice do you have for leaders who use training to develop others? Since this show is about engaging and developing others with coaching, who is a leader that's been an effective coach for you? Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Aaron Kent: Dale Carnegie In the opening of this episode, I mentioned the book Soar With Your Strengths, which I recommend. This week, I welcome a dear friend and business partner as my guest. Aaron Kent is the President & CEO of Dale Carnegie of Southern Los Angeles. I asked Aaron the following questions during our interview: What are some common misconceptions leaders have about training companies? How would a leader know its the right time to consider bringing in an outside resource like Dale Carnegie? What should leaders do to prepare for a first meeting with a company like Dale Carnegie? How does Dale Carnegie approach a first meeting (i.e. what can leaders expect?) In your experience, what do leaders who have great success with training do differently than those who have mediocre success? What's one thing that leaders don't do when hiring you that you wish they did? Since this show is about engaging and developing others with coaching, who is a leader that's been an effective coach for you? Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bonni Stachowiak, a professor and host of Teaching in Higher Ed, discusses the importance of strategy in training. Topics include aligning with organizational goals, needs analysis, and evaluating training effectiveness. Insights on creating competitive advantage and overcoming challenges in training evaluation are shared.

Learn how to effectively train others on the job with practical steps like thorough preparation, clear demonstrations, and detailed explanations. Discover the importance of time allocation, resource management, and budget adherence. Focus on skill development, feedback, and continuous coaching to foster growth in employees.

Explore 5 effective ways to train team members in leadership. From holding classes to on-the-job training, role-playing, online learning, and social learning. Discover the benefits of connectivism and knowledge sharing, along with efficient software learning with Lynda.com. Empower employees through desk audits for effective task management and communication.

Leaders often make common mistakes when sending people to training, such as not participating themselves and failing to provide practical application opportunities. The podcast delves into the importance of leader engagement in training, the significance of practical application activities, and the benefits of employee involvement in training design for better alignment with organizational goals.

1. Sponsor an employee goal. Most all leaders know of at least one goal that each employee is working on during the year. Now, get beyond the average leader and help employees take action to achieve their goal. While they bear the primary responsibility for their professional development, it's also your responsibility to help provide resources for them to get there. This might be in the form of funding, but it could also be providing them with an introduction to someone, making space in the workday for their development, allowing them to utilize company resources for their goal, and many other possibilities. Be creative. The best leaders don't let lack of funds stand in their way - they find a way to ensure that people get development through many opportunities. 2. Know family names. Before you brush this one off as too personal for you, consider this: how do you respond when people in your life take the time to know the names of your family and ask about them in regular conversation? You pay attention and you appreciate it. While nobody would suggest that leaders spend all day asking about people's families, you should be paying attention to who is important in the life of the person you lead. Those people influence their decisions and values - and when you take the time to ask and to care, people notice. 3. Learn the story of someone you lead. You probably know the stories that you have observed of the people you lead. Perhaps you even know a bit about them from other colleagues and leaders. However, do you really know what brought them to your organization and what keeps them going? Do you know their long-term career goals? Have they shared a significant turning point in their lives with you? If not, you have an opportunity to learn more about their story. When you know their story, you know them - and you create engagement. 4. Recognize someone publicly. People are used to hearing from leaders right away when something is wrong. Things rarely get pointed out when something is right - but it's just as important that we make time for this. Finding the time to recognize people in front of others builds trusts and shows that we notice the good things as well. Plus, people are a lot more likely to accept constructive feedback later if they know the leader sees the good. For a detailed overview of how to do this effectively and to keep it from sounding like insincere flattery, be sure to revisit the ATTRIBUTE-EXAMPLE-THANK model that I discussed in detail during episode #9. 5. Give constructive feedback. Employees may like you better in the short term when you go easy, but the best leaders know that long-term growth makes constructive feedback a must. Ironically, employees will actually like and respect you more in the long-run if you are someone who is ready to give tough feedback and help them learn and grow. Few leaders do this well and you set yourself apart from many if you can give feedback. Check out the EXPECTATION-EXAMPLE-EMPOWER model in episode #10 for a roadmap on how to give constructive feedback. 6. Talk about your own mistakes. Nobody is immune from mistakes and leaders that attempt to appear perfect to the people they lead earn little respect. We are all human and we want to be lead by humans too. When you see someone you lead making a mistake you once made, share your experiences as well. It helps humanize you as a leader and also gives the employee confidence that they can overcome the obstacle. 7. Reward innovation, even when it fails. The problem with many leaders and asking people to "think outside the box" is that they only really want thinking that leads to immediate success. True creativity is messy and brings failures along the way with the successes. If you don't acknowledge creativity even in the midst of failure, the next person in your organization will be even less likely to stick their neck out. When it comes to innovation,

Understanding the theory behind engagement is an important first step, but it's worthless if we don't also have perspective on how to practically apply engagement in our organizations. This week, I interview Jan Frazee from Southwest Search Dogs. Jan is someone that I've come to respect over the years both personally and professionally for her ability to engage volunteers in her organization -- and I respect her even more as a parent, since she's also Bonni's mom! Interview with Jan Frazee President and Chief Executive Officer Southwest Search Dogs info@southwestsearchdogs.org Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.