Tag Archives: Coaching

Coaching isn’t for people who need help…

If an Olympic figure skater doesn’t take to the ice without their coach, why should a senior exec (one of the “Olympic athletes” of his/her organization), someone who’s out on that figurative “ice” every day and whose performance is critical … Continue reading

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When NOT to do a 360…

I was once asked about performing  a 360 assessment on an individual who was “having problems.” This is a good reason NOT to do one – at least, not without more information on the situation. Upon further questioning, it turned … Continue reading

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Leaving a Legacy…

A while back, Marshall Goldsmith wrote on his blog about dealing with being a “lame duck” in an organization—those senior, influential leaders who are either retiring or moving on. As usual, he hit the nail on the head.  Rather than … Continue reading

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Does a 360 enhance or harm the relationship between a manager and a direct report?

I’d suggest that the right answer is, it depends – on the organization’s culture, on how the 360 is positioned, on how bought in senior leadership is on the use of the tool, and indeed, what the organization’s expectations are … Continue reading

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Coaching isn’t therapy…so no, you can’t combine them.

Someone on one of my LinkedIn groups asked if it’s ok to combine coaching and therapy, since some of the competencies and tools are similar. The short answer is, no! It’s NOT ok to combine the two. Here in the … Continue reading

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Coaching isn’t about “fixing” people

Here’s my response to a question posed on one of my LinkedIn groups regarding how coaching is often perceived  in organizations as being a tool for those “in trouble”: The underlying problem is that coaching in many organizations is being … Continue reading

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L&D vs. HR vs. OD…

There are a couple of interesting discussions going on in the ASTD and HR groups on LinkedIn regarding whether L and D (learning and development) should really be a separate function from HR (human resources).  There’s another on whether OD … Continue reading

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