A Coach for Your Boss
April 27, 2011
A friend of mine recently asked me if I would coach his boss saying, “He really needs help, because he’s making everyone miserable.”
Of course, my initial reaction was positive but I decided to ask a few questions first. Since I usually encounter a boss getting a coach for an employee – the situation was bound to be awkward.
For example, does your boss want a coach? Does he know he’s making his employees miserable? Is ‘everyone’ really everyone, or just you? Maybe there’s a method to his madness.
My friend admitted he didn’t know the answers to all my questions, but he was adamant that his coworker needed help. I should note that the man in question is his boss in title, but really a co-manager on pretty much equal footing at the company.
According to my friend he doesn’t see the problems he’s creating, and worse, sees coaching as an admission the he’s doing something wrong and needs to be fixed.
Fortunately my friend has a bit more enlightened view of my profession – if he didn’t I guess we wouldn’t be having the discussion.
I suggested several ways (some slightly tongue in cheek) we might be able to make it easier for his co-worker to see the light.
o I could visit the company and give a management presentation for the whole staff, or just to managers since the company is relatively small.
o I could just give him a brochure, to drop surreptitiously on his co-worker’s desk.
o I could sign on as my friend’s coach in the hope that his fellow-employee would at least ask “who’s the new guy?”
o He could approach their board of directors with a coaching proposal for all their managers – starting at the top.
o He could just ask his co-worker if he would talk to me about what coaching was help him get through his misconceptions.
I don’t know what my friend will decide but my hope is that he will let me just talk to his co-worker about coaching and let him decide for himself. It’s almost impossible to be an effective coach if your client is not committed to the process, since you have to get past that fact that he was pushed into coaching before you can address any management issues.
Negotiating an Ending
April 18, 2011
Recently a new client posed a different kind of employment question. She’s a hi-tech executive working for a small private company where she is a partner – since she put up some original capital.
After 8 years, she would like to move on and has already been approached by a larger public company. We’re working on what she would like for pay and benefits, but to my surprise, she hadn’t given much thought to her exit strategy.
“My boss knows I’m unhappy, but he doesn’t care,” she says, “That’s why I want to leave.” I asked if she had tried to negotiate her departure, just like she was trying to work out a deal at the new company.
He response was a short, “Why bother,” adding that it would involve options, her original investment and a host of other issues she didn’t want to deal with. “I just want to see the look on his face when I walk in and quit,” she said.
I guess she didn’t really expect me to react, since she had asked me to help with her new job, not the old one. But I was slightly incredulous.
Why wouldn’t a negotiated settlement, with possible severance and recovery of some portion of her original investment be enough incentive to at least approach her current boss.
Her major worry was that she would be fired on the spot, a scenario that, after some evaluation, she concluded was not very likely.
She was so frustrated with her job that she was blinded to what she was leaving ‘on the table’ just for the short-term satisfaction of telling her boss off.
I pointed out that since she was just in her 30’s, leaving with at least a ‘non-negative’ settlement and her reputation intact was probably even more important than the financial aspects. I guess I got her attention and she has agreed to at least think about approaching her boss.
She’s fortunate in that she already has a new offer and not everyone can walk into their boss and demand a severance package, but it’s worth noting that how you leave a job can be just as important as how you start.
JaMarcus Russell’s Coach
April 15, 2011
I read with some interest this week that personal coach John Lucas has quit as an advisor to former NFL quarterback Jamarcus Russell.
- JaMarcus Russell
What interested me was not the actual facts of the situation but more the online reaction. For you non-sports fans, I would point out that Mr. Russell was talented college football player drafted to the NFL and signed to a $40 million contract by the Oakland Raiders. After four unsuccessful seasons, where he was accused of being out of shape, unprepared and a poor leader, he was released and has not played since.
John Lucas is a former NBA player, and drug addict who has turned his life around and now, as a personal coach, helps young athletes get their careers back on track. Lucas had been working with Russell in Texas.
Apparently, Lucas ‘fired’ Russell this week and has told the young man to leave Texas where Lucas is based.
Of the 60 or so comments I read, many focused on the sad state of Russell’s career, but more than a few reacted to the coaching relationship. Things such as, “If he needed a personal coach, he must have been in bad shape,” or ” Only losers would need a coach.”
I can’t vouch for Mr. Lucas’s skill, although he has a pretty good track record, but it was a bit dismaying to hear that view of coaching. Does the general public feel that only people in tough situations need help or that coaches are a last-ditch method to get things turned around?
Personal coaches can help anyone with decision making – even coaches need a coach. The list of ways that a personal coach can help a client is endless.
Usually my reaction to situations like this is simply “any publicity is good publicity,” but it would seem that the coaching profession needs a little PR help.
Most of my clients don’t feel they are losers, but that’s not a particularly good sample, since they obviously are already using a coach. But maybe one of the large international coaching organizations needs to do some research to find out what people think about the profession.
Making Money From Emotions
March 25, 2011
A week or so ago, I posted an item about identifying emotions by reading facial expressions. It was a local test that expanded on some well-known international studies about the universality of emotions.
To me it was an interesting exercise in emotional intelligence, but, as we all know, there may be other uses. Leave it to the folks at the MIT Media Lab to figure out a way to monetize your smile. Yes, there’s an App for that.
This week’s Science Friday on NPR has all the details. I don’t have any comments beyond, it figures. Let me know what you think.
Re-inventing the Wheel at Google
March 19, 2011
A week ago the New York Times, featured an article on a lengthy study done by Google on management practices.
I’ve been stewing about it ever since.
Despite Google’s protestations, it seems to me that they spent a year re-inventing the wheel so that their “data-driven employees” will understand their rationale in trying to improve the performances of the managers.
The study uncovered 8 secrets to better management and Google then ranked the ‘secrets’ and began implementing them. I’ll let you read the list and their implementation on your own, but any executive coach or organizational development consultant, or even any good manager could have created the list and developed a blueprint for implementation.
Yes, having data being behind your plans adds credibility, but so would successful implementation by a professional. What Google really found out what something that every other business discovers: technical expertise does not make you a good manager. Or put another way the skills that you need as an employee are not the same as those that you need as a manager.
I guess in all their vaunted testing they never realized that while logic and test-taking skills may be able to predict employee success, they do not translate directly to the ‘soft skills’ that managers need to make their employees better. Now, as competition grows and other businesses are stealing their employees, they have discovered that managing a staff takes some skill and actually translates to the bottom line.
I worked with first-time managers in a variety of industries and the one unanimous concern they have is that the technical skills that got them noticed as a potential manager have nothing to do with the skills they need once they are promoted. I guess it’s good to know that a year of research by Google has led to the same conclusion.
If that’s not re-inventing the wheel I don’t know what is.
Google has been in the fore
Thinking About the Brain and Pain
March 8, 2011
I’ve been doing a lot of thinking about the brain recently. If you’ve read any of my book review posts you know I have an interest in how the brain works and what makes us, us.
But, over the last three weeks there seems to be a convergence of sorts. Two weeks ago the Wisdom 2.0 Conference was held in Mountain View. Billed as conference seeking “deeper meaning” in the modern technology-rich age, the event focused on mindfulness and trying to get participants to ‘be’ present, rather than always looking to something in the future.
The speakers were among the biggest in the field. If you are not knowledgeable in the field, trust me, those in the know, such as my wife, told me the people on stage were the thought leaders. What was more interesting to me was the attendees – well over half the crowd was made up of coaches of one type or another.
There were a few physicians, a couple of psychologists and many practitioners of mindfulness, or meditation of other holistic practices, but the largest group seemed to be coaches.
A key focus of the event was the effect of mindfulness on the brain and the enhancement of cognitive abilities.
Around the same time several articles came out noting the impact of the brain on pain.
One of them suggested that a patient’s expectations would impact their pain level and that the expected outcome of a surgical procedure was affected by a patient’s psychological state. My wife, the pain psychologist, has been telling me this for years.
Then, last week I attended a meeting of the Northern California Association of Pain Psychologists to listen to a lecture by Dr. Sean Mackey of Stanford on what happens in the brain when we experience pain. I had recently finished Melanie Thernstrom’s “Pain Chronicles” which I found quite compelling so I thought lecture would be interesting. Plus my wife didn’t want to drive alone.
Dr. Mackey is head of the Stanford pain program and is known world wide for the studies they do trying to isolate how the bran processes pain and other emotions.
Finally, I was brought full circle back to the Wisdom 2.0 coference by a New York Review of Books article on V.S. Ramachandran’s The Tell-Tale Brain: A Neuroscientist’s Quest for What Makes Us Human
I’m not sure what all this means but it seems clear the topic is pretty hot.
Think about it and let me know what you think.
How Not To Compete in a Digital World
February 2, 2011
As a former professional photographer I was sad to hear that my local photo shop, was going to close – so I decided to stop by and see what was up. The manager insisted that they were not going out of business, – just looking for a smaller location. There have been published reports of the imminent demise but I figured I’d play along with his story if they hadn’t made a formal announcement.
But I couldn’t help thinking the store was textbook example of how not to compete in a digitally based, internet-centered world. I’ve patronized the store for many years. They processed my film ‘in the old days’ and when I had questions about what digital camera to buy, that’s where I got advice. And to pay them back for the service I bought three cameras from them – even though I knew I could get them cheaper online.
They are a family-run two-store chain where I used to have to wait in line for service. No more, the store is pretty much deserted as film has disappeared and people discovered they could order good quality prints online, or simply upload digital files to a website where grandma and grandpa could log on and see the kids anytime they wanted.
That was about 60% of their profit.
Then, when web sites made it possible to compare prices online and postage-free, tax-free delivery was available from anywhere, the rest of their profits started to melt away.
My local store never bothered to put up a website that was anything more than a place saver. There was no on-line store to buy anything. There was no listing of products beyond general terms, there was no buying advice about how to choose the best digital camera and there was no online marketing to make sure that even their most loyal customers knew they were still around.
In short they just seemed to stick their head in the sand and hope it was just a poor economy and that business would come back. The store manager says they are working on all those things, but I’m afraid it may already be too late and my main street will have a vacant store front and just a bit less traffic.
The tragedy is, it could have been avoided with a little effort put into leveraging the expertise and good will they had built up over 20 years of business. There are numerous example of small local businesses who have able to survive in the digital age but unfortunately there are many more who simply become case studies of how not to compete.
An Answer When You Need It
February 1, 2011
You can’t scan many blogs before you find a rant from someone who had to deal with a customer service ‘telephone tree’ and came away much worse for the experience.
I’ve done it in this space and have read many others. So, I thought it would be appropriate to give credit where credit is due and offer a compliment when things went right.
I had a question for my local bank, about a form they sent. So I dialed the customer service number listed and was pleasantly surprised to hear a real person answer. I asked my question she gave me an answer and I hung up in stunned silence.
Maybe businesses are starting to get the message.
Wikileaks and Coaching
December 9, 2010
I think one of the qualities that a coach brings to clients is the ability to see an issue from different perspectives. I was thinking about that as I read the continuing saga of Wikileaks.
What you think about the actions of Wikileaks leader Julian Assange depends on your perspective
Hillary Clinton, US Secretary of state, says the release of the confidential cables from State Department files, puts people in danger and harms the nation’s diplomatic efforts.
Many journalists see the release of the State Department cables as a freedom of speech issue, adding that Mrs. Clinton is just trying to deflect attention from the security of the State Department computer system.
Other journalists say it harms their work because the leaks have reduced the trust they built up with national security sources.
Many diplomats, worried about the security of their communication system, say it will make their memos less honest because they fear the information may become public.
World leaders are also split, depending on how they are pictured. Most of the descriptions are not flattering particularly when it comes to the personal peccadilloes portrayed.
Arab leaders, particularly in Saudi Arabia, are embarrassed because they are seen ‘begging’ the United States to do things they can’t admit they want done. (like attacking Iran’s nuclear facilities.)
Iran thinks the memos, all 250,000 pages, are just fabrications.
Many pundits, both in the US and out, say most of the information wasn’t that valuable but at least the papers show that the United States does know what’s really going on it the world, an that’s probably a good thing.
So, is there a ‘coach-able moment’ here? I guess, next time you have a decision to make, be sure to consider as many perspectives as you can. The real truth depends on your perspective.
Tough Time for Job Hunters
December 6, 2010
If you’re looking for a job, December is a tough month. If you are among the 9.8% of the workforce counted as unemployed or the 17% that is under-employed you can’t help but be a bit depressed by the thought of trying to stretch what income you have, to buy presents.
If you’ve been out of work for a while, you now have to worry about losing unemployment benefits. (although it appears Washington politicians have worked out a compromise today) It’s tough to stay optimistic about the upcoming job-hunting season.
But, now is the time to summon whatever optimism you can and start working on possible strategies. Even if you think you’ve tried every method you could think of , it’s time to start again.
It’s a good idea to at least question your underlying assumptions on a regular basis. Basics such as career fields, location, pay level, or training should all be re-assessed regularly.
A few suggestions might be in order.
Try not to use the New Year as an excuse to wait a few more weeks. Traditionally few companies do much hiring around the holidays. It used to be that they didn’t do many layoffs either, but the pressure for quarterly results has ended that and the public relations disaster of being the Grinch who stole Christmas doesn’t seem to worry most companies. As a result, there’s a lot more movement this time of year.
Also, if you call now and the hiring administrator puts you off until January, that’s one step closer than calling in January and getting put off until February.
This is the time of year when most firms are doing their planning for the year ahead so they will know about possible openings.
Except for retail, things can be pretty slow for many businesses. Yes, that can lead to some “out of office’ replies on emails, but it can also give employers more time to get to know you.
While holiday parties and get-togethers can be uncomfortable when everyone asks what you’re doing, force yourself to go. It’s just networking with eggnog. Try not to turn down invitations because you’re embarrassed, you need to be out in public so people know you’re still looking.
I’ll repeat what you already know – 75% of jobs are not filled through the formal application process and more than half of the jobs are never advertised. Taking advantage of your network contacts can help you get an introduction, find out about a job or even meet someone who does the hiring. You never know what ‘friend of a friend’ might be helpful.
If you haven’t already, learn how to use online networking. It doesn’t cost anything to join Twitter, Facebook or LinkedIn or any of the hundreds of other social media sites. Learn how to find school classmates and old friends. And find out how to use groups to broaden your list of contacts.
Don’t be bashful about telling people you are looking. How else will they find out. Your profile is your resume.
Finally participate in online forums in your field and consider starting your own blog so that potential employers can get to know you better. But don’t just ramble on about current events, comment on issues in your field. Avoid politics at all costs.
It’s tough to sugarcoat job hunting, and it’s tough to be optimistic, but you have to remind yourself that your attitude comes through to everyone you meet, so you’re better of believing that your new job is just around the corner.