It's time to Disrupt HR! Tune into this video of my recent presentation at DisruptHR New York (it's only 5 minutes long).
Don't Leave Culture To Chance | Colette Ellis | DisruptHR Talks from DisruptHR on Vimeo.
I shared my Don't Leave Culture to Chance presentation in May of this year at the Design a Happy + Healthy Company Conference. For this Ignite talk, I was challenged to share a disruptive idea related to company culture and talent management.
My disruptive idea is a bit cheeky (yes, a reference to size was made); yet I believe completely relevant to the discussion of how (and when) do leaders need to "worry about" defining company culture. Take a peek and let me know what you think.
Also, if for no other reason, you can watch me #fail at making the Vulcan salute!
Showing posts with label leadership. Show all posts
Showing posts with label leadership. Show all posts
Monday, November 14, 2016
Monday, October 10, 2016
InStep Joins Women's Lab at CSI NYC
This October, I'm proud to announce that InStep Consulting has become one of 40 Founding Members at the Women's Lab at Centre for Social Innovation, a collaborative and supportive workspace and community for social mission organizations benefiting young girls and women.
The Women's Lab will pave the way for focused programming, storytelling of member successes, and access to a vibrant and robust alumni network. CSI is in a position to provide Women's Lab members with targeted connections and even more relevant resources and networks, ultimately accelerating our impact on the world.
Overall, Centre for Social Innovation is a space created exclusively for individuals and organizations with a social mission. I'm so excited to join this thriving community of social entrepreneurs, nonprofits, creatives, and innovators who are changing the world! Oh, and did I mention: not only can CSI members recycle, but there is also onsite FOOD SCRAP collection for COMPOSTING!!
If you're in the NYC area, stop by to say HELLO! :-)
The Women's Lab will pave the way for focused programming, storytelling of member successes, and access to a vibrant and robust alumni network. CSI is in a position to provide Women's Lab members with targeted connections and even more relevant resources and networks, ultimately accelerating our impact on the world.
Overall, Centre for Social Innovation is a space created exclusively for individuals and organizations with a social mission. I'm so excited to join this thriving community of social entrepreneurs, nonprofits, creatives, and innovators who are changing the world! Oh, and did I mention: not only can CSI members recycle, but there is also onsite FOOD SCRAP collection for COMPOSTING!!
If you're in the NYC area, stop by to say HELLO! :-)
Monday, November 30, 2015
How to Build Partnerships That Last
If your nonprofit or social impact organization is considering working with potential partners, keep in mind that partnership opportunities can range from cooperation or collaboration through full integration or merger. It’s important that you and your Board first clarify your rationale for seeking out partnering organizations. By doing so, you will help to ensure greater strategic alignment with any organization you choose to approach.
Once you’ve determined your reasoning to establish a partnership with another organization, it’s important to fully engage your partner – create explicit opportunities for both organizations to contribute to development of ideas and solutions, and participate in decision-making processes. Moreover, realize that building partnerships can take time. It would not be unusual for you to call and exchange information for months before a new partnership yields tangible results, such as funding for a joint project.
The most successful and long-term partnerships are the ones that involve a real relationship between the partnering organizations. Passion for the mission and commitment to mutual benefit are key factors. From our consulting work with nonprofit and social impact organizations, we have identified Top 3 Partnership Success Factors:
• Executive involvement (senior leadership and/or executive “champions”)
• Strong working relationships
• Strong board involvement
These factors often lead to the preservation of relevant services or programs, improved image or reputation, and greater long-term financial stability. Furthermore, if mutual gains are identified at the onset of the partnership, this can result in better organizational and program alignment.
To learn more about how to assess new partnership opportunities for your organization or strengthen your existing partner relationships, contact me HERE. This article is a summary of my recent workshop at The Foundation Center in conjunction with Nonprofit Specialists on the same subject.
Once you’ve determined your reasoning to establish a partnership with another organization, it’s important to fully engage your partner – create explicit opportunities for both organizations to contribute to development of ideas and solutions, and participate in decision-making processes. Moreover, realize that building partnerships can take time. It would not be unusual for you to call and exchange information for months before a new partnership yields tangible results, such as funding for a joint project.
The most successful and long-term partnerships are the ones that involve a real relationship between the partnering organizations. Passion for the mission and commitment to mutual benefit are key factors. From our consulting work with nonprofit and social impact organizations, we have identified Top 3 Partnership Success Factors:
• Executive involvement (senior leadership and/or executive “champions”)
• Strong working relationships
• Strong board involvement
These factors often lead to the preservation of relevant services or programs, improved image or reputation, and greater long-term financial stability. Furthermore, if mutual gains are identified at the onset of the partnership, this can result in better organizational and program alignment.
To learn more about how to assess new partnership opportunities for your organization or strengthen your existing partner relationships, contact me HERE. This article is a summary of my recent workshop at The Foundation Center in conjunction with Nonprofit Specialists on the same subject.
Tuesday, November 17, 2015
How to Communicate for Impact: Share Your Ideas & Be Understood
In communication, many disagreements are caused by different perceptions that created different realities. It can be very frustrating thinking that you have said or done the “right thing” only to find that the person you’re communicating with doesn't see it in the same way. The good news is that when you know your own priorities, and recognize the other person’s priorities, you can reduce miscommunication and develop more productive relationships.
Everyone has a dominant priority system and communication style – behaviors that we’re more comfortable with, and use most frequently. People tend to prioritize their world based on a combination of four primary priority systems (or priosys®):
1. Process-Oriented
2. Results-Oriented
3. Relationship-Oriented
4. Recognition-Oriented
Once you understand these perspectives, it becomes much easier to recognize the associated behaviors in other people. To build rapport and facilitate better communication, you can flex your communication style and adapt your priorities to more closely align with those of the other person.
This will help to make interactions more comfortable for them – which might be counter-intuitive to how you may have previously approached communication; e.g., how can I get the other person to change? To be clear, communication style flex and priority adaptation suggests changing HOW you communicate – not suppressing your point of view, nor avoiding difficult conversations.
To learn more about how to flex your communication style or better understand priority systems (e.g., take the priosys® online assessment) contact me HERE. This article is a summary of my recent workshop for the Bergen County Professional Women's Network (BCPWN) on the same subject.
Everyone has a dominant priority system and communication style – behaviors that we’re more comfortable with, and use most frequently. People tend to prioritize their world based on a combination of four primary priority systems (or priosys®):
1. Process-Oriented
2. Results-Oriented
3. Relationship-Oriented
4. Recognition-Oriented
Once you understand these perspectives, it becomes much easier to recognize the associated behaviors in other people. To build rapport and facilitate better communication, you can flex your communication style and adapt your priorities to more closely align with those of the other person.
This will help to make interactions more comfortable for them – which might be counter-intuitive to how you may have previously approached communication; e.g., how can I get the other person to change? To be clear, communication style flex and priority adaptation suggests changing HOW you communicate – not suppressing your point of view, nor avoiding difficult conversations.
To learn more about how to flex your communication style or better understand priority systems (e.g., take the priosys® online assessment) contact me HERE. This article is a summary of my recent workshop for the Bergen County Professional Women's Network (BCPWN) on the same subject.
Tuesday, February 10, 2015
How Co-Founder or Team Conflict Isn't as Bad as You Think
How often have you put your best foot forward only to have it stomped on by someone?
There you are, every day, with so many people making demands on you:
PRIOSYS® on Vimeo.
When there is team conflict or a lack of rapport with a colleague, we tend to get judgmental. We begin to presume things about the other person. Instead of remaining open minded, we tend to close ourselves to other perspectives.
There you are, every day, with so many people making demands on you:
- Team members looking to you for answers you aren't always sure of
- Clients thinking only of what they want and not of you really at all
- Founders or senior leaders challenging you with increasingly demanding expectations
Then, there is everyone else, who needs something -- usually sooner than you are able to easily provide it. And, there you are S-Q-U-E-E-Z-E-D in the middle, being pressed on all sides…
It can be very frustrating thinking that you have said or done the right thing only to find that the other person doesn't see it that way. When the other person doesn't respond in the same way as you would, it's irritating and can cause lots of anxiety. And, this anxiety can affect your ability to be most effective at what you're creating.
It leads us to one overriding fact … work relationships are confusing! [Don't even get me started on personal relationships!]
But, what if it could be different?
PRIOSYS® on Vimeo.
When there is team conflict or a lack of rapport with a colleague, we tend to get judgmental. We begin to presume things about the other person. Instead of remaining open minded, we tend to close ourselves to other perspectives.
What if, instead, you viewed team conflict or lack of rapport as an OPPORTUNITY to see issues from perspectives other than your own?
We all manage our everyday demands differently depending on our priorities -- what we feel to be important at that time.
If you could figure out how to quickly recognize and adapt to your team members’ priorities, you would be less frustrated when communicating, and more able to overcome your differences. IMAGINE what that would do for your own productivity (and sanity) ... not to mention the productivity and camaraderie of your team.
How much more could you create and innovate with that level of morale?
"If two people on the same team agree all the time, then one is useless. If they disagree all the time, then both are useless." -- Darryl ZanuckShare your comments and questions below. Or, contact me if you're ready to get started and would like a demo of priosys®.
Thursday, January 08, 2015
NEW PODCAST: Goal Setting Tips for Leaders in 2015
Happy New Year! Hope that 2015 is off to a great start for you. To help you hit the ground running, I'm excited to share this podcast from my recent appearance on the Gfem Talk Show.
In my lively chat with show host Femi, I shared some tips and insights on how to connect your 2015 goals with your larger WHY and true intentions. We also discussed how best to communicate your vision and true intentions with the important people in your world -- personal and professional -- in an effort to avoid mis-communication and conflict throughout the year.
Tune into the podcast and let me know what you learned. Also, feel free to share what are your 2015 intentions -- comment below or tweet me on Twitter -- so we can keep each other on track!
In my lively chat with show host Femi, I shared some tips and insights on how to connect your 2015 goals with your larger WHY and true intentions. We also discussed how best to communicate your vision and true intentions with the important people in your world -- personal and professional -- in an effort to avoid mis-communication and conflict throughout the year.
Tune into the podcast and let me know what you learned. Also, feel free to share what are your 2015 intentions -- comment below or tweet me on Twitter -- so we can keep each other on track!
Check Out Lifestyle Podcasts at Blog Talk Radio with GFEM RADIO on BlogTalkRadio
Monday, February 10, 2014
Name the Sheroes of NEW Community for Women
I believe that a solid support system is essential for women to achieve and maintain good health, optimal well-being, and a stellar lifestyle. I want to help women create the lives we really, really want.
For these reasons (and more!), I'm creating a community for women that's based on authenticity, empathy, and self-awareness. I want to use my coaching skills and the tools I've used for my own development to benefit other women.
Not wanting to build this in a vacuum, I'm reaching out for your input and feedback. The first way you can help is easy and FUN! Help me name the She-roes of our new community! Take 4 minutes to vote on your 4 favorite names in the polls below. These she-roes will represent the four profiles through which we can learn more about ourselves as women and relate better to one another. I'll share the poll results and more info about our sister community soon! THANK YOU!
For these reasons (and more!), I'm creating a community for women that's based on authenticity, empathy, and self-awareness. I want to use my coaching skills and the tools I've used for my own development to benefit other women.
Not wanting to build this in a vacuum, I'm reaching out for your input and feedback. The first way you can help is easy and FUN! Help me name the She-roes of our new community! Take 4 minutes to vote on your 4 favorite names in the polls below. These she-roes will represent the four profiles through which we can learn more about ourselves as women and relate better to one another. I'll share the poll results and more info about our sister community soon! THANK YOU!
Which is your favorite girl name?
If you were naming a girl (baby, kitten, puppy) which name would you choose?
Your best friend asked your help naming her little girl. Which name would you choose?
You're excited! Finally a new girl is being added to your team; and her name is ...
Tuesday, December 10, 2013
What are the Top Qualities of a Senior Leadership Team?
In this NEW video -- one of a series of six videos I've produced on Teamwork & Motivation -- I share the top 6 characteristics I feel are important for senior leaders like you to develop as you lead your companies and teams into the New Year and today's ever-changing marketplace.
Qualities of a Senior Leadership Team
Let me know your thoughts and experiences here in the comments or tweet me on Twitter.
Qualities of a Senior Leadership Team
- Which qualities are most relevant to you?
- Did you learn these traits 'on-the-job' or acquire them in other ways?
- What was the most challenging characteristic for you to develop?
Let me know your thoughts and experiences here in the comments or tweet me on Twitter.
Monday, August 19, 2013
Could an Empowered Patient Environment be the Catalyst for Women Healthcare Leaders to Thrive?
In today's Health 2.0, the patient is empowered. It's the patient's right to be kept abreast of what's happening with their health, so they can make informed choices about their health care. And, still, we've read and heard about too many instances when patients' concerns, interests, needs, and priorities have been minimized by a healthcare system that often values efficiency over empathy.
According to a Harvard Business Review report Women Rising: The Unseen Barriers, "... women’s leadership potential sometimes shows in less conventional ways—being responsive to clients’ needs, for example, rather than boldly asserting a point of view—and sometimes it takes powerful women to recognize that potential. But powerful women are scarce." Or are they?
This statement caused me to wonder: Could an empowered patient environment be a catalyst for women physicians and other female health practitioners to thrive?
There is data to support a difference in leadership abilities and traits between men and women. According to a 2011 survey of more than 7,000 leaders by Jack Zenger and Joseph Folkman, women were voted to outrank men in 12 of 16 top leadership competencies.
These top leadership competencies include the ability to:
I've teased out these three competencies in particular as they correlate well not only with creating an empowering environment for their fellow colleagues, but also one for their patients. Equally important are other competencies in which women were viewed to excel in this survey, which one may argue could help to change the landscape of the healthcare system on a broader level, including the ability to:
Sounds great? Perhaps ... until we explore deeper to uncover the one competency in which women were ranked to excel less than men: the ability to develop a strategic perspective. Why were women perceived to be less strategic?
Is it a result of long-held stereotypes? Is it because of a lack of women in top leadership positions? Or, perhaps, both of these factors have led to a phenomenon called second-generation gender bias? As suggested by Herminia Ibarra, Robin Ely, and Deborah Kolb: "This bias erects powerful but subtle and often invisible barriers for women that arise from cultural assumptions and organizational structures, practices, and patterns of interaction that inadvertently benefit men while putting women at a disadvantage."
Is there a second-generation bias in healthcare? To answer that question, I suggest we explore the proposed criteria and any data that may support or disprove this assertion. Some of the data can be found in the 2013 XX in Health report: The State of Women in Healthcare.
While 78% of the healthcare industry are women and 70% are administrators, only 19% are hospital CEOs -- and there are NO women CEOs that lead Fortune 500 healthcare companies
In addition to the above, women are not represented well at the board level -- where they would have more opportunity to make strategic decisions about the direction of their organizations and the industry at-large
Many women are not perceiving the healthcare workplace to be supportive of their career goals -- 39% reported leaving their previous employers because of the company culture.
Ibarra, Ely, and Kolb describe this concept as: "The mismatch between conventionally feminine qualities and the qualities thought necessary for leadership puts female leaders in a double bind." Perhaps this explains the low ranking for strategic abilities in the Zenger-Folkman study.
So, what do you think -- is there second-generation bias in healthcare? If, so will it impact women healthcare leaders ability to thrive and succeed?
I've written this article in recognition of XX in Health Week, to explore the issue of gender diversity in health leadership. I welcome your thoughts and reactions to this information as well as what you see happening in your organization. I'd encourage you to continue the dialogue here -- and to participate in (or initiate) discussions about this gender diversity in your city and community.
According to a Harvard Business Review report Women Rising: The Unseen Barriers, "... women’s leadership potential sometimes shows in less conventional ways—being responsive to clients’ needs, for example, rather than boldly asserting a point of view—and sometimes it takes powerful women to recognize that potential. But powerful women are scarce." Or are they?
This statement caused me to wonder: Could an empowered patient environment be a catalyst for women physicians and other female health practitioners to thrive?
There is data to support a difference in leadership abilities and traits between men and women. According to a 2011 survey of more than 7,000 leaders by Jack Zenger and Joseph Folkman, women were voted to outrank men in 12 of 16 top leadership competencies.
These top leadership competencies include the ability to:
- Display high integrity and honesty
- Inspire and motivates others
- Build relationships
I've teased out these three competencies in particular as they correlate well not only with creating an empowering environment for their fellow colleagues, but also one for their patients. Equally important are other competencies in which women were viewed to excel in this survey, which one may argue could help to change the landscape of the healthcare system on a broader level, including the ability to:
- Take initiative
- Develop others
- Drive for results
- Champion change
Sounds great? Perhaps ... until we explore deeper to uncover the one competency in which women were ranked to excel less than men: the ability to develop a strategic perspective. Why were women perceived to be less strategic?
Is it a result of long-held stereotypes? Is it because of a lack of women in top leadership positions? Or, perhaps, both of these factors have led to a phenomenon called second-generation gender bias? As suggested by Herminia Ibarra, Robin Ely, and Deborah Kolb: "This bias erects powerful but subtle and often invisible barriers for women that arise from cultural assumptions and organizational structures, practices, and patterns of interaction that inadvertently benefit men while putting women at a disadvantage."
Is there a second-generation bias in healthcare? To answer that question, I suggest we explore the proposed criteria and any data that may support or disprove this assertion. Some of the data can be found in the 2013 XX in Health report: The State of Women in Healthcare.
- A paucity of role models for women
- Gendered career paths and gendered work
In addition to the above, women are not represented well at the board level -- where they would have more opportunity to make strategic decisions about the direction of their organizations and the industry at-large
- Women's lack of access to networks and sponsors
- "Double binds"
Ibarra, Ely, and Kolb describe this concept as: "The mismatch between conventionally feminine qualities and the qualities thought necessary for leadership puts female leaders in a double bind." Perhaps this explains the low ranking for strategic abilities in the Zenger-Folkman study.
So, what do you think -- is there second-generation bias in healthcare? If, so will it impact women healthcare leaders ability to thrive and succeed?
I've written this article in recognition of XX in Health Week, to explore the issue of gender diversity in health leadership. I welcome your thoughts and reactions to this information as well as what you see happening in your organization. I'd encourage you to continue the dialogue here -- and to participate in (or initiate) discussions about this gender diversity in your city and community.
Monday, July 09, 2012
How Do You Define Success? Find a NEW Way July 16
Have you ever asked yourself: "What does success mean to me?" or "How do I measure my success in life?"
The answers that shape your reality in today's New Normal may be much different than the answers would have been in the past. This process of self-exploration may be more challenging as our paradigms continue to shift and we find that our old definitions of success and leadership don't serve us in quite the same way anymore.
The GOOD NEWS is that you can get access to experts and resources to help guide you on your journey towards your unique, wonderful definition of success!
My colleague, Kate Siner Francis, founder of the Life Fulfillment Formula and the Larger Visions non-profit, is presenting the World Changing Success Summit from July 16-27. Each of the 12 teleseminars will teach you skills and lead you to insights aimed at answering your most important questions about how to improve your leadership abilities and realize your vision all the while feeling empowered to do so.
The best part – it's FREE to register! Listen in from wherever you are by phone or on your computer. It's just that easy!
The World Changing Success Summit brings together visionaries and leaders like YOU, and the helping professionals who want to find a heartfelt answer to what will bring you more satisfaction and joy in your life. These experts include Suzanne Evans (on Authentic Marketing), Anne Merkel (on Balancing Mind-Body-Spirit) and Gayle Joplin Hall (on Busting FEAR). You will be taught powerful tools and essential skills that will help you:
● Lead from a more empowered place
● Effectively deal with conflict or other work challenges
● Create more prosperity in your life and business
● Inspire yourself!
● Collaborate and partner most effectively for your vision
● Clearly see how you get stuck and how to get free
I'm so excited to be a part of the incredible line-up of 12 fantastic speakers who are ready to help you make the difference you were born to make. My session is Reconnect to Your Purpose: The Benefit of Doing Less with More. We're all sharing powerful and practical tools to create the life you have always wanted to live! There is no other time than NOW.
Mark your calendar and sign up now because this amazing event starts July 16th. Join us for the World Changing Success Summit! Learn from these master teachers and creative experts how to flourish living the life you were meant to live!
The answers that shape your reality in today's New Normal may be much different than the answers would have been in the past. This process of self-exploration may be more challenging as our paradigms continue to shift and we find that our old definitions of success and leadership don't serve us in quite the same way anymore.
The GOOD NEWS is that you can get access to experts and resources to help guide you on your journey towards your unique, wonderful definition of success!
My colleague, Kate Siner Francis, founder of the Life Fulfillment Formula and the Larger Visions non-profit, is presenting the World Changing Success Summit from July 16-27. Each of the 12 teleseminars will teach you skills and lead you to insights aimed at answering your most important questions about how to improve your leadership abilities and realize your vision all the while feeling empowered to do so.
The best part – it's FREE to register! Listen in from wherever you are by phone or on your computer. It's just that easy!
The World Changing Success Summit brings together visionaries and leaders like YOU, and the helping professionals who want to find a heartfelt answer to what will bring you more satisfaction and joy in your life. These experts include Suzanne Evans (on Authentic Marketing), Anne Merkel (on Balancing Mind-Body-Spirit) and Gayle Joplin Hall (on Busting FEAR). You will be taught powerful tools and essential skills that will help you:
● Lead from a more empowered place
● Effectively deal with conflict or other work challenges
● Create more prosperity in your life and business
● Inspire yourself!
● Collaborate and partner most effectively for your vision
● Clearly see how you get stuck and how to get free
Mark your calendar and sign up now because this amazing event starts July 16th. Join us for the World Changing Success Summit! Learn from these master teachers and creative experts how to flourish living the life you were meant to live!
Friday, April 22, 2011
Coach Colette is Back in the Classroom -- Online!
As of this week, I'm on the "road" again, training librarians in advocacy, effective communication and leadership. Yet, this time, I don't even have to leave my office! Why? Because I'm facilitating Turning the Page 2.0 online!
You may recall reading about my adventures over the past two-and-half years -- training "rowdy" librarians on the PLA Tour in the US, and global librarians last September in Brussels. Well, TtP 2.0 is the facilitated, online version of that same program; designed to help library staff develop compelling cases for public support while building strategic business partnerships and community alliances.
Over the next six weeks, I'll be leading interactive webinars and small discussion groups to guide participants through the creation of an action plan that will drive their advocacy efforts and make a tangible difference at their libraries.
This online training program is being presented by the Public Library Association six times between 2011-2012, once again with generous support by The Bill & Melinda Gates Foundation -- working to narrow the digital divide in the US and many developing countries in the world.
I'll plan to share some insights and "A-HA!" moments from the online sessions here on the blog and on Twitter.
On a personal note -- inspired by the generosity of the fabulous librarians I've met across the country, and motivated by the benefits my business has received on behalf of public libraries, I've recently joined the Friends of Carroll Gardens Library as a volunteer!
My first effort is to help create a buzz about our upcoming Love Your Library Day Book Sale & Fundraiser on Saturday, May 14th. Our goal is raise funds to buy new, low shelving for the children's area of the library -- to make it more user-friendly for young readers. It's fun to be involved on the volunteer level, as well. I'll also keep you posted on our efforts -- including how things progress with our Silent Auction!
Over the next six weeks, I'll be leading interactive webinars and small discussion groups to guide participants through the creation of an action plan that will drive their advocacy efforts and make a tangible difference at their libraries.
This online training program is being presented by the Public Library Association six times between 2011-2012, once again with generous support by The Bill & Melinda Gates Foundation -- working to narrow the digital divide in the US and many developing countries in the world.
I'll plan to share some insights and "A-HA!" moments from the online sessions here on the blog and on Twitter.
My first effort is to help create a buzz about our upcoming Love Your Library Day Book Sale & Fundraiser on Saturday, May 14th. Our goal is raise funds to buy new, low shelving for the children's area of the library -- to make it more user-friendly for young readers. It's fun to be involved on the volunteer level, as well. I'll also keep you posted on our efforts -- including how things progress with our Silent Auction!
How are YOU involved with or supporting YOUR public library?
Thursday, November 04, 2010
How's Your Want-To? Get Inspired for FREE through Nov. 30
This online event features brief, inspirational and informative videos from over 30 of the top experts on business and leadership including: Marshall Goldsmith
, Michael Gerber
, and Keith Ferrazzi
. And, they're all "on-demand" so you can watch them on your own time, at your own pace.I first learned of the program from my good friend, Kevin Carroll
(8/31!!!!), who is also part of the Summit. His presentation is about how we can maximize our Human Potential. The great thing about Kevin, though, is that he keeps it real and shares insights from his lessons on the playground and from his grandparents. I had the wonderful fortune to meet and travel with Kevin during my work on the Turning the Page leadership development training for public librarians. His keynote presentations inspired me every single time I heard them (over 25 times). And, I must admit, that recently I've had to check my "want to"-- that's his grandfather's expression for passion and drive -- as it's been a little worn down. Yes, even the Coach has to do some soul searching every now and then! Kevin reminded me that I am courageous by staying committed to building my business even in the uncertainty of today's New Normal.
Listening to Kevin on the Summit has helped. I also discovered a new potential inspirer, Jon Gordon, whose video is about Positive Leadership
. His soup analogy made me recall my grandma's macaroni and cheese -- it wasn't the type of cheese she used that made it so good, it was all the love that was baked in.When you have the chance, take a look at the videos on the Summit, and let me know what are your favorites! You can share them here, or feel free to tweet me on Twitter (their hashtag is #landisummit).
Wednesday, August 25, 2010
Dealing with Change in the New Normal
As we wind down the summer and gear up for fall, I thought I'd share a mini case on how my team has been helping our public sector clients manage and respond to changes this year -- in the New Normal.
CLIENT SITUATION: Here are some challenges faced by our client, a collective of multi-site human service organizations:
Center Directors and Board Leaders participated in a 2-day Leadership Training designed and facilitated by InStep consultants that focused on Dealing with Change, Project Planning and Board Governance. The training included visioning exercises, goal setting and action planning. Initial feedback after training indicates that 94% of participants felt very or well prepared to develop a strategic vision and successfully manage changes at their organization (compared to 48% before training). As suggested by one of the training participants: “The training show[ed us] that weaknesses will be[come] strengths after implementing the changes necessary to become a successful agency.”
A subset of the training participants also took part in four, 3-hour Group Coaching sessions led by InStep consultants over a 9-week period. These sessions helped participants build upon skills they gained in training, and get timely input on their specific issues and new challenges that surfaced since the training. Upon completion, 77% found the additional coaching to be helpful towards achieving the goals they'd identified at the start of the program. More than half were able to accomplish between 75% and 100% of those goals over the 9-week coaching period.
As one group coaching participant remarked: "I have learned to focus on one particular task, as well as seeking assistance from the people around me. I have learned to become more verbal and take the role of the leader - gained confidence as tasks or targets were completed."
For me, personally, I enjoyed watching all the light bulbs go off -- that's how I describe the "A-HA!" moments that happen in group coaching or training sessions. Often, those bright ideas surfaced from peer learning as the participants engaged in dialogue and shared similar experiences. I sometimes witnessed reduced anxiety merely from recognition of "I'm not alone" in certain circumstances.
Was it "perfect"? No transformation ever is -- it's an ongoing process. Will they still experience challenges going forward? Absolutely! Hopefully, they will refer back to techniques for dealing with change from their training or coaching experience (e.g., their ideal vision) to help propel them forward when times get tough.
How are you and your organization dealing with change in the New Normal? How are you keeping all team members informed and aligned with your vision -- even as you may need to flex or adapt to our evolving environment? Post your comments here, or tweet me your thoughts on Twitter.
- Budget and funding allocation modifications are causing changes in programming, staffing and Center operations
- Centers will need support and oversight from active, capable board leaders who can implement changes successfully
- Centers will need directors who can capitalize on opportunities to collaborate with new partners and seek out new sponsors and financial support
Center Directors and Board Leaders participated in a 2-day Leadership Training designed and facilitated by InStep consultants that focused on Dealing with Change, Project Planning and Board Governance. The training included visioning exercises, goal setting and action planning. Initial feedback after training indicates that 94% of participants felt very or well prepared to develop a strategic vision and successfully manage changes at their organization (compared to 48% before training). As suggested by one of the training participants: “The training show[ed us] that weaknesses will be[come] strengths after implementing the changes necessary to become a successful agency.”
For me, personally, I enjoyed watching all the light bulbs go off -- that's how I describe the "A-HA!" moments that happen in group coaching or training sessions. Often, those bright ideas surfaced from peer learning as the participants engaged in dialogue and shared similar experiences. I sometimes witnessed reduced anxiety merely from recognition of "I'm not alone" in certain circumstances.
Was it "perfect"? No transformation ever is -- it's an ongoing process. Will they still experience challenges going forward? Absolutely! Hopefully, they will refer back to techniques for dealing with change from their training or coaching experience (e.g., their ideal vision) to help propel them forward when times get tough.
How are you and your organization dealing with change in the New Normal? How are you keeping all team members informed and aligned with your vision -- even as you may need to flex or adapt to our evolving environment? Post your comments here, or tweet me your thoughts on Twitter.
Monday, March 15, 2010
Get Teambuilding Tips for the Tight Economy: March 30th
The team at InStep Consulting continues our focus on teams by offering free, quarterly teleseminars to help you define and execute your team's strategy. If you’re serious about continuing your team's progress in the tight economy, gather your core team members in the conference room and join other strategic leaders on Tuesday, March 30th at 1:00 PM EST for the next 2010 Team Visioning Event!
Here is a video that tells you a bit more about the session and why you should consider attending.
The energy on our January call was phenomenal! This time, we’ll be revisiting your key intentions and top priorities and checking on your progress on your SMART goals. We’ll also explore more ways to keep your team motivated and on-track, especially in a down economy.
As Napoleon Hill says, "A group of brains coordinated in a spirit of harmony will provide more thought energy than a single brain." So, register NOW to join us on March 30th at 1:00 PM EST and Bring Your Team's Future into Laser Focus!
Here is a video that tells you a bit more about the session and why you should consider attending.
The energy on our January call was phenomenal! This time, we’ll be revisiting your key intentions and top priorities and checking on your progress on your SMART goals. We’ll also explore more ways to keep your team motivated and on-track, especially in a down economy.
As Napoleon Hill says, "A group of brains coordinated in a spirit of harmony will provide more thought energy than a single brain." So, register NOW to join us on March 30th at 1:00 PM EST and Bring Your Team's Future into Laser Focus!
Wednesday, March 03, 2010
Leaders: How Do You Keep Team Members Motivated & Engaged?
How do you keep your team members motivated and engaged? The question is an important one for team leaders and managers to consider, especially since U.S. job satisfaction is apparently at its lowest point in two decades. And, this employee dissatisfaction appears to go beyond the survivor guilt often associated with employees who observe their friends and colleagues lose their jobs.
Here are two questions for you to consider as you refine your goals and priorities for this quarter and during the year:
I’d love if you would share your 2010 team building intentions with me. I've created a Team Building & Visioning Survey to understand which issues are most important to you as a leader. As a thank you for your input, I'll share a free recording of our last Laser Focus Team Visioning teleseminar. As always, post your comments here or tweet me @Coach_Colette.
Source:
I Can’t Get No...Job Satisfaction, That Is: America’s Unhappy Workers
Research Report #1459-09-RR
I share this information not to alarm you, but to help you consider the potential impact on you and your team. Here are two questions for you to consider as you refine your goals and priorities for this quarter and during the year:
- Do individual team member objectives align with the overall priorities? Identifying and mapping individual objectives to team/organizational goals can give team members a “line of sight” from their role and responsibilities to the greater purpose of the organization. It also helps to level-set expectations so that everyone is on the same page about what’s being expected.
- How do you reward performance? If your messaging indicates that achieving team goals are important, and yet your incentives tend to reward individual performers more, there could be a disconnect. This isn't to say that you shouldn't reward high-achievers; just make sure you're walking your talk and clearly communicating what are your performance expectations.
I’d love if you would share your 2010 team building intentions with me. I've created a Team Building & Visioning Survey to understand which issues are most important to you as a leader. As a thank you for your input, I'll share a free recording of our last Laser Focus Team Visioning teleseminar. As always, post your comments here or tweet me @Coach_Colette.
Thursday, February 04, 2010
Leaders Beware! Don't Let Key Intentions Disengage Your Team
I’ll bet you never thought that setting POSITVE intentions or defining POSITIVE values for your company or team could throw your employees/members off track. Well, the research proves that this can definitely be the case – if your team views your behavior as being inconsistent with those key intentions or values, or if your actions make you appear to be hypocritical.
Maybe it’s not “rocket science” per se; but I’ll admit to having a little “A-HA! Moment” as I read about the research conducted by Sandra Cha (McGill University) and Amy Edmonson (HBS). Their research was published in 2006 Leadership Quarterly: "When Values Backfire: Leadership, Attribution, and Disenchantment in a Values-Driven Organization." Yes, I know it’s been a few years; but I think it’s still valid.
What led me to this research today was an HBS Working Knowledge article Corporate Values and Employee Cynicism with a Q&A with the authors. Perhaps the article grabbed my attention given that I recently facilitated the Bring Your Future into Laser Focus! Team Visioning teleseminar designed to help teams set their key intentions and SMART goals for the year. And, now I’m hoping folks won’t get in their own way!
There’s a good chance that people who either participated in the session or who have downloaded the audio are on the right track given that we discussed the value in ensuring that your key intentions are:
• Aligned with your overall purpose and needs you’ve identified from your target market
• Valuable to provide the most impact in the most efficient ways
• Innovative, based on something new you’d like to offer or a new group you’d like to serve
One of the disconnects raised by Cha and Edmonson occurs when there is tension between stated intentions (or values) and the interpretation of those intentions (or values) by team members. For example: perhaps everyone on the team has reached agreement on the what [“We intend to provide a high level of customer service to all of our clients/customers regardless of the level at which they use our services/products.”]. Yet, maybe the team has yet to agree on the how – what it will mean to execute on and fulfill that intention. So, setting and agreeing to key intentions is only a first step; there also has to be dialogue between leaders and their teams, and decisions made on how key intentions will be fulfilled.
Another topic we discussed in the Team Visioning session was how to set SMART Goals that flow out of your key intentions. Another pitfall from the research to look out for is when goals (or values) seem to conflict with one another. Here, team leaders may need to give members some flexibility in how certain tasks are accomplished; or perhaps re-visit the “R” from SMART or the realistic nature of the task.
In the session, we also talked about the importance for leaders to be transparent with members about goals that may be considered stretch goals – targets that are outside the normal realm of how things are done. It’s great to help and encourage people to exceed targets. We also want to level-set expectations so everyone is on the same page about what’s being expected of them. No one likes to be set up to fail.
As a leader, one of your key intentions for 2010 might be to create the right environment for your members to succeed – and exceed their goals. One of my key intentions is to share compelling ideas and strategies to help you and your team to achieve sustainable results in 2010 and beyond.
I’d love if you would share your 2010 key intentions with me – either comment here or tweet me @Coach_Colette.
Maybe it’s not “rocket science” per se; but I’ll admit to having a little “A-HA! Moment” as I read about the research conducted by Sandra Cha (McGill University) and Amy Edmonson (HBS). Their research was published in 2006 Leadership Quarterly: "When Values Backfire: Leadership, Attribution, and Disenchantment in a Values-Driven Organization." Yes, I know it’s been a few years; but I think it’s still valid.
What led me to this research today was an HBS Working Knowledge article Corporate Values and Employee Cynicism with a Q&A with the authors. Perhaps the article grabbed my attention given that I recently facilitated the Bring Your Future into Laser Focus! Team Visioning teleseminar designed to help teams set their key intentions and SMART goals for the year. And, now I’m hoping folks won’t get in their own way!
There’s a good chance that people who either participated in the session or who have downloaded the audio are on the right track given that we discussed the value in ensuring that your key intentions are:
• Aligned with your overall purpose and needs you’ve identified from your target market
• Valuable to provide the most impact in the most efficient ways
• Innovative, based on something new you’d like to offer or a new group you’d like to serve
One of the disconnects raised by Cha and Edmonson occurs when there is tension between stated intentions (or values) and the interpretation of those intentions (or values) by team members. For example: perhaps everyone on the team has reached agreement on the what [“We intend to provide a high level of customer service to all of our clients/customers regardless of the level at which they use our services/products.”]. Yet, maybe the team has yet to agree on the how – what it will mean to execute on and fulfill that intention. So, setting and agreeing to key intentions is only a first step; there also has to be dialogue between leaders and their teams, and decisions made on how key intentions will be fulfilled.
Another topic we discussed in the Team Visioning session was how to set SMART Goals that flow out of your key intentions. Another pitfall from the research to look out for is when goals (or values) seem to conflict with one another. Here, team leaders may need to give members some flexibility in how certain tasks are accomplished; or perhaps re-visit the “R” from SMART or the realistic nature of the task.
In the session, we also talked about the importance for leaders to be transparent with members about goals that may be considered stretch goals – targets that are outside the normal realm of how things are done. It’s great to help and encourage people to exceed targets. We also want to level-set expectations so everyone is on the same page about what’s being expected of them. No one likes to be set up to fail.
As a leader, one of your key intentions for 2010 might be to create the right environment for your members to succeed – and exceed their goals. One of my key intentions is to share compelling ideas and strategies to help you and your team to achieve sustainable results in 2010 and beyond.
I’d love if you would share your 2010 key intentions with me – either comment here or tweet me @Coach_Colette.
Tuesday, November 25, 2008
Coach Colette LIVE on Strictly Business Radio, 3 PM EST
Today at 3:00 PM EST, I'll be having an on-air conversation with Anna Banks, host of Strictly Business Radio, a program designed to create awareness about entrepreneurs of small to mid-sized businesses and to promote employment and business opportunities nationally.
In the month of November, the program has focused on Social Enterprise -- the New Heroes. Today, I'll be chatting with Anna about the challenges, opportunities, successes, missteps and motivations of this passionate group of leaders and the organizations that they create and grow.
Listen ONLINE today at 3:00 PM EST, and call in with your questions to: (718) 766-4021.
Talk to you later today!
In the month of November, the program has focused on Social Enterprise -- the New Heroes. Today, I'll be chatting with Anna about the challenges, opportunities, successes, missteps and motivations of this passionate group of leaders and the organizations that they create and grow.
Listen ONLINE today at 3:00 PM EST, and call in with your questions to: (718) 766-4021.
Talk to you later today!
Monday, September 15, 2008
My NEW NYU Faculty ID
I was pleasantly surprised today when I peeked at the photo on my new NYU ID and it didn't look like I'd just walked 15 blocks in 80+degree weather. Why did I walk so far to get a new NYU ID? Well, I've recently joined the adjunct faculty at NYU Wagner Graduate School of Public Service to teach a course on Managing Diversity this Fall!
The course, Managing Diversity - An Evidence-Based Approach will help build students' skills in diversity management and cultural competency. In this semester, the primary audience will be nurse leaders enrolled in the MS in Management program; although the course is open to other health policy students at Wagner as well. Specific topics will include: Strengthening Workforce Diversity; Expanding Diversity of Leadership Teams; and Culturally Proficient Healthcare.
I'll be facilitating classroom sessions with Tim Mulvaney, President of The Mulvaney Group, Inc. It will be cool to collaborate with him again, as we did for a few podcasts and his Courageous Conversations program.
I'm really excited to return to my alma mater in a teaching capacity! We've posted our syllabus online (access via my profile) and created our Blackboard page with the initial assignments. I'm looking forward meeting my students. Will keep you posted on how it goes and what compelling issues are surfaced.
The course, Managing Diversity - An Evidence-Based Approach will help build students' skills in diversity management and cultural competency. In this semester, the primary audience will be nurse leaders enrolled in the MS in Management program; although the course is open to other health policy students at Wagner as well. Specific topics will include: Strengthening Workforce Diversity; Expanding Diversity of Leadership Teams; and Culturally Proficient Healthcare.
I'll be facilitating classroom sessions with Tim Mulvaney, President of The Mulvaney Group, Inc. It will be cool to collaborate with him again, as we did for a few podcasts and his Courageous Conversations program.
I'm really excited to return to my alma mater in a teaching capacity! We've posted our syllabus online (access via my profile) and created our Blackboard page with the initial assignments. I'm looking forward meeting my students. Will keep you posted on how it goes and what compelling issues are surfaced.
Friday, September 12, 2008
Maine & NH Library Leaders Get Creative!
Back in NYC after my almost-week in Maine. The Round 2 kickoff of the PLA tour was great! Had a great time meeting librarians and their supporters from Maine & New Hampshire.
In addition to my sessions on Leadership, Creating Compelling Stories and Giving Memorable Presentations, I led a new session on Project Management called Staying on Track. This was a great way to help participants tie the content from their previous sessions together.
Besides upgrading their computer hardware, many participants indicated that libraries in Maine & NH are engaging in capital projects, e.g., renovation, preservation -- and one library will be re-carpeted! This project sparked some cool discussion as participants traded ideas on how to generate project support.
- One person suggested "selling" squares of the new carpet, so that donors could see which part(s) they had contributed to.
- The librarian indicated that carpet squares couldn't be used because of the wood flooring underneath.
- Dialogue continued until another participant suggested creating a quilt to replicate the carpet squares that could be hung on the wall -- this would maintain the visual of donor contributions, but not force them into using carpet squares on the floor!
It's this creativity and willingness of participants to pitch in new ideas that makes the PLA project so rewarding to work on.
And, the ability to travel the country has been fun as well. Here are a few shots from o
ur boat ride to Diamond Cove off Casco Bay. 
Friday, September 05, 2008
On the Road Again - the PLA Tour
Happy Friday! I've been spending the week catching up and getting ready for the PLA-Tour! No, it's not a typo (I don't play golf ... yet!) -- the "tour" is the leadership training program for the Public Library Association.
You may recall from the spring that I posted some pics from workshops I led in cool places like Hershey, PA. Well, I'll be on the road again (beginning on Sunday) to help librarians and their trustees enhance their leadership skills to create community partnerships and (ultimately) increase funding for their libraries.
The first stop on the fall PLA Tour is Portland, Maine, where I'll meet and train librarians and trustees from the home state and from New Hampshire. I'm excited to be back involved with the project.
This time, I'll be bringing more Web 2.0 with me as I recently created a profile on Twitter! That way, I can share quick nuggets of learning, ideas, etc. from the workshops. So, you can follow me on Twitter directly or read updates here on the blog (right-hand side). See you on the road! :)
You may recall from the spring that I posted some pics from workshops I led in cool places like Hershey, PA. Well, I'll be on the road again (beginning on Sunday) to help librarians and their trustees enhance their leadership skills to create community partnerships and (ultimately) increase funding for their libraries.
The first stop on the fall PLA Tour is Portland, Maine, where I'll meet and train librarians and trustees from the home state and from New Hampshire. I'm excited to be back involved with the project.
This time, I'll be bringing more Web 2.0 with me as I recently created a profile on Twitter! That way, I can share quick nuggets of learning, ideas, etc. from the workshops. So, you can follow me on Twitter directly or read updates here on the blog (right-hand side). See you on the road! :)
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