Scenarios
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My style in the operating room is getting me in trouble. My priviledges may be in jeopardy. Where do I start?
We start with the stakeholder evaluation. With that input, we start the trustbuilding process. Using a behavioral change framework we keep the goals specific, look for instant feedback, and regularly evaluate. -
I am starting with a new team. Where do I start with team building?
Know your team! Coaching can provides a framework, in written form, that can focus your efforts. -
I have never led before. What about all the topics of leadership?
They can be absolutely confusing. The best place to start is with yourself. Again, I use frameworks. New behavior needs a path. Work with me provides that path, with measurables and accountability. You will know your leadership dashboard! -
The changes in our organization are threatening our productivity. How do I lead change?
Become confident is the path the change is taking. Know how to measure that. Yes, use of a framework will guide that path. -
Trust has been broken. How do I build bridges?
Stakeholder input establishes the damage. Use of the great work from Steven M.R. Covey in The Speed of Trust combined with an organized method of rebuilding starts the process. -
With all the changes in the merger, I am not sure of what I bring to my new organization. How do I build the my own brand?
Do you know where your powerbase is? Do you know how to define your brand? Get organized with this! Two elegant frameworks will be our basis for some exiting change. -
I have way too much going on. My boss says that my time management skills need a lot of work. Overwhelmed is where I am at.
No change occurs without knowledge. It is not so much time management as much as energy management. This is beatable!! -
My new promotion requires me to do public speaking. I would rather jump off a cliff than get in front of someone. Can you assist with that?
You are not alone. Public speaking is feared worst than death by many people!! As an accomplished public speaker, I love this topic and have helped many. -
Someone told me that I could use a 360 evaluation. What is that and can coaching assist with that?
360 evaluations scan input from those we work with and establish what gaps in ability and performance exist. They can be highly useful or a complete waste of time. All depends on how the information is gathered and applied. I use both oral and written assessment. -
I have a brand new boss. I am not sure that I know how to manage him well. Any thoughts?
Important question! Again, let´s get organized. Let´s go through a six step process that guides thoughts and action.
