Tag Archives: Coaching

How long past 65 will you work: Where are the next leaders?

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Looking for new ways to improve the performance of your leaders? Join Healthcare Performance Solutions for a free Webinar on the “Coaching Adults in a Professional Setting.” There will be two times to conveniently meet your scheduling needs. Click on the links below to sign up and join us to learn how to turn the odds of success in your favor.

Tuesday Mar 13th – 12:00 -1:00pm (EST)

Click Here to Register
https://www2.gotomeeting.com/register/483746602

Thursday Mar 15th – 2:00 – 3:00pm (EST)

Click Here to Register
https://www2.gotomeeting.com/register/334663218

The Leadership Void

83% of today’s leadership positions in Healthcare are between the ages of 35-55.  By 2020 these numbers will change drastically.  Demographics don’t lie.  Eventually the Baby Boomer generation will look to retire.  The total number of potential leaders will NOT be large enough to fill the vacancies of the retiring Baby Boomers.

As seen in the graph below, there will be significantly fewer experienced leaders in the workforce in the near future. This will lead to a competition for this demographic.  The workers that are supposed to be taking over leadership positions will not be ready.  What will happen to your organization?  How will you make up this shortfall?  How long will your current leaders hang on?  How long will you hang on?

The old process was to put people in jobs, give them a chance, and weed out those who couldn’t face the pressure or handle the responsibility.  This laissez-faire leadership development model is broken if the leadership pool is shrinking faster than you can discard marginal candidates.

Structured talent management and superior business practices are the only demonstrated ways to survive this certain leadership void.  Succession Planning should be the result of disciplined Talent Management programs.  Changing tactics to adopt a structured program that will build a Succession Planning Roadmap is going to give your organization a measurable competitive advantage in the challenging dynamics of the Healthcare industry.  Those that grasp these structured concepts will reap the competitive rewards of the early adapter and thrive while others around them wither.

From finding, to hiring, to developing the right leaders so they are available for your organization when you need them, structured talent management that results in pro-active Succession Planning is a superior approach.  Based on measurement, fore-thought, and incisive action, it will dramatically improve your Healthcare organization’s performance as a business.

Healthcare Performance Solutions has a full suite of tools, featuring the industries finest in visual presentations.  The full suite forms a “GPS-like” array of measurement tools that give leaders precise and actionable information about their departments and leaders.  The measurements and resulting actions culminate in our structured and powerfulSuccession Planning Roadmap.

Improving the health of healthcare one organization at a time is our core purpose.  But our business is about people as well as their performance.  So we add on experienced executive coaching to our products.  We believe in the value of coaching and that it improves a leader’s performance, in turn increasing your organizations odds of success.

Visit us on-line at http://healthcareps.com/ to learn about the Eye Chart tools, performance measurement, 100 Day Leadership and Management On-Boarding, Compelling Coaching Conversations, and the Succession Planning Roadmap.

Read any or all of our blogs at blog.rightpeoplerightroles.com

Or give us a call.  We are the most affordable and effective performance and talent management company in Healthcare.  We will help you be successful.

Degree of Coachability

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1.  Do they respect you

Why are you giving advice to this leader?  Is it necessary to help improve their performance?  Do you have a stake in their success?  Does the leader trust your motives, your interest in their success, and your knowledge about the subject.  Do they have reason to believe you have some expertise in the subject?  The confidence the leader has in your genuine concern for them, your expertise about the subject, and your common interest in their success will greatly influence their willingness to listen and act on your coaching guidance.  Do you have the authority to enforce negative or positive consequences for this leader?  If so, you can get compliance even without the above considerations, but you will get much better and longer lasting results if the above are all true.

2.  Have they bought into the quantitative assessment of their performance and agree with the feedback?

If the measurements show the leader’s performance is very good, employees buy-in easily; so if you are getting disagreement, we can assume the measurements show performance shortcomings.  However, the measurement tools have been carefully built over a long time to be resilient.  They come from extremely diverse observations and this diversity provides extremely accurate placement.  The absolute number may not be perfectly accurate to the decimal point, but the ranking information is accurate and reliable.  Receiving this news, if it is bad, drives a person through the stages of grief: Denial, Anger, Bargaining, Depression, Acceptance.  Respect this process but be firm.  Use hard metrics to verify the measurements and accelerate the process, but be tactful and kind (Please see the 5 Stages of Grief)

3.  Do they agree with the qualitative assessment regarding the upside benefits of improving and the downside consequences of not improving?

The next step in this process is to gain buy-in.  Change is difficult.  Do you have the evidence or experience to justify your prediction of a better future state if the leader undertakes the change you expect?  Does the leader agree that if their performance changed, the results would be better for the entire organization? Continue reading →

DELIVERING A COMPELLING COACHING CONVERSATION

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DELIVERING A COMPELLING  COACHING CONVERSATION

Setting the stage for a coaching conversation

C3 Coaching Conversation

C3 Coaching Conversation Whitepaper

Public speaking is difficult.  Many people envision an audience filled with listeners who may object to the message.  Now imagine a focused conversation with a single person who you know you will see every day after and who you know will hate the message, because the message is they have to change.

There may be a wide perception gap between the leader and the employee about the need to change or a significant misinterpretation about the feedback itself, or there may just not be a true motivation to make a change.  The compelling coaching conversation must overcome these obstacles.

4 major elements of a coaching conversation

  1. Diagnose performance
  2. Prescribe solution
  3. Deliver Feedback
  1. The science of providing feedback (getting the prescription right)
  2. The art of providing feedback (getting the listener to hear the intended message, take ownership of the message, and change their performance Continue reading →

Coaching Guide — 10 Point Checklist

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10 POINT CHECKLIST TO COACHING GUIDE

[flv width=”640″ height=”360″ placeholder=”http://blog.rightpeoplerightroles.com/wp-content/uploads/2011/11/Coaching_Plan_Elements_and_Questions.jpg”]http://blog.rightpeoplerightroles.com/wp-content/uploads/2011/11/Coaching_Plan_Elements_and_Questions.mp4[/flv]

10 Step Coaching Guide

10 Step Coaching Guide Whitepaper

1. Assess the person’s demonstrated talent or leadership ability

Success Profiles  categorizes demonstrated leadership ability as A, B, C, or D.

An A player is a leader who is successful at what they are doing, have been successful in the past, and very likely to be successful even if suddenly placed in a more demanding job.  They are skilled, dependable, consistent, energetic, and expansive.  By expansive, we mean they teach and inspire others to also be successful. By transferring their talents, they become a true force multiplier for your organization.

The B Leader is also successful but not as over-the-top as the A player.  They may take some grooming before being ready for the next step.  They may not be quite as consistent as the A leader, or as imaginative.  They may need a little more supervision, but there is nothing wrong with their ability or their dedication and they are likely to be successful in all but the most demanding situations.

The C Leader has significant issues in some areas of performance, but can, and often overcomes them, especially in easier situations.  With more direct supervision, they can be completely successful in smaller jobs, or have good moments even in difficult situations, although preferably that would not be a long term solution for the organization.

The D Leader is a leader who only shows glimpses of leadership ability, even with constant supervision.  They are usually only a successful leader when their leader is essentially doing his job for him by constantly feeding him ideas, alternatives, and guiding his performance on a short leash.  This leader can be successful in an easy job.  They are highly likely to fail in a difficult job and at all times are a significant source of concern for the senior leader.

Continue reading →

Success Profiles appears in the new book, Success Simplified

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SUCCESS SIMPLIFIED

Simple Solutions Measurable Results

Mark Twain once apologized to a friend for sending him a long letter by saying “I didn’t have time to send you a short one”.  Of course he meant he was writing to his friend as he thought, instead of taking the time to edit his thoughts, and especially not to test them for practicality.  Success Profiles wants to tell you about a new book from Insight Publishing written to help leaders also short of time, but who are serious about the subject of success.  “Success Simplified” is a terrific series of interviews from Insight Publishing, in which some of the most distinguished business thought-leaders have distilled their thoughts into useful, tested, and practical advice.  These revealing shortcuts to success are led off by Success Profiles with Tom Olivo’s “Leadership Alignment and Getting the Right People in the Right Roles.”  Tom’s remarkable concepts prove leaders are the key to success and they are far more likely to be successful when they are put in the right roles.  His analysis is backed up by 25 years of hard performance measurements of thousands of leaders across industry, most notably in healthcare.   Success Profiles would be proud to help simplify your success.

Tom Olivo, Success Profiles, Inc.

Tom Olivo, through Success Profiles, has measured the performance of more than a thousand organizations and developed a database of business practices that include more than 30,000 individual business units.  He co-authored the 2003 business best-seller, “Impending Crisis”, and is today one of the premier experts in practical and applied measurement for business performance.

Concepts featured in Success Simplified…

  • There several common denominators of success among athletes and business executives.
  • When coaching people for any endeavor, there is a simple structured approach that leads to the most consistent desired outcome. Continue reading →