I Advice - Business

Load Your Goods with Efficient Docking Equipments
Heavy or light, your industrial equipments need proper care to be moved or loaded into its appropriate place. To achieve this objective, dock loading equipments are used widely by most heavy industries. Dock equipment covers all items that are used to assist in the loading and unloading of materials, be it trucks to buildings. This is required not only for its efficient functioning but also to avoid any undesirable accident. With increasing industrialization and highly a

outcomes – on what the coach expects will result from the plan.

Although they arrive from very different directions, we call Steps Three and Seven the “bookends of motivation.”

This is one of several key distinctions that the Eight Step Coaching model addresses. These distinctions clarify the coach’s options, and the needs of the person being coached. In concert with the other steps they lead to real change and performance gains, adding value to your organization.

These and related ideas are discussed in much more detail in several CMOE books and publications including The Coach, and Win-Win Partnerships. To receive a 50% discount on

What Did You Say?
My table-mates introduced themselves as the reciprocal protocol began. We chatted about what we did, where we did it and what we thought of the conference. Stan joined the table as the chicken was served. He'd been introduced to me earlier and we'd talked briefly during the pre-dinner social. Now he was peppering me with intriguing business questions. This was going to be a lively and interesting discussion, I thought.But my hopes vanished faster than an ice cube

We are sometimes asked why our coaching model at the Center for Management and Organization Effectiveness has eight steps. “Why so many?” some wonder.

Given the pace at which most people live and work these days, we can certainly understand the question. Here is a general answer, based on the research of our founders.

The general answer:

Our research identified 47 qualities that distinguished great coaches from their opposites. To make the findings usable and practical, we chose the key themes that did the best job of teaching what we had learned, and built our management coaching model with them. Eight Step Coaching skills was born, and 25 years later it still remains our flagship workshop.

We settled on eight to make sure we did not sacrifice the important aspects of those key distinctions. While on occasion we have packaged this information differently to meet client needs, the eight-step method’s effectiveness is well documented.

Why does this approach work so well?

Without at least considering each of the eight steps, coaches risk bypassing key insights or areas to explore. This does not mean that every management coaching session must employ every step. Understanding all eight simply helps coaches see the big picture, and create change.

The example:

Step Three of our model is Establish Impact. Step Seven is Clarify Consequences: Don’t Punish. They differ in subtle, but vital ways that almost always creates discussion in our workshops – perhaps in partly because few if any other coaching models address them so specifically.

This example works best if you know some of the specific ideas we assign to these two steps. They are:

Step Three: Establish Impact

Examine perceptions
Create motivation to plan change
Ask where the current path or plan will lead
Expect discomfort, as need for change becomes clear

Step Seven: Clarify Consequences; Don’t Punish

Forecast or predict outcomes of the new plan
Clarify what you (coach) will do, given outcome
Logic: New plan is a cause, its outcomes are effects
Be selective: Focus on key outcomes

In Step Three, the coach works with the other person to change immediate perceptions. Does the person being coached really “get it”? Do they have a sense of urgency? Through positive, supportive questions and great listening, the coach helps the other person grasp and accept the need to change his or her thoughts and/or actions. The coach also helps the person work through the natural discomfort that often accompanies the new insight.

In Step Seven, the focus is mainly on the future. A new plan (Step Four: Initiate a Plan) is going to be used. The coach continues with a positive, interactive approach that employs questioning and listening. Now the focus is on probable results, likely outcomes – on what the coach expects will result from the plan.

Although they arrive from very different directions, we call Steps Three and Seven the “bookends of motivation.”

These and related ideas are discussed in much more detail in several CMOE books and publications including The Coach, and Win-Win Partnerships. To receive a 50% discount on

Document Scanning
The onset of modern technology has finally given way to document scanning. Images, text files, old documents and the likes are recovered, retrieved and archived --once deemed impossible. The days of yore proved to be very slow-paced. But document scanning has changed the way offices are run.By definition, document scanning is the process of transferring one document or text from its paper form onto a computer screen. More specifically, document scanning is the met

Why does this approach work so well?

The example:

This example works best if you know some of the specific ideas we assign to these two steps. They are:

Step Three: Establish Impact

Examine perceptions
Create motivation to plan change
Ask where the current path or plan will lead
Expect discomfort, as need for change becomes clear

Step Seven: Clarify Consequences; Don’t Punish

Forecast or predict outcomes of the new plan
Clarify what you (coach) will do, given outcome
Logic: New plan is a cause, its outcomes are effects
Be selective: Focus on key outcomes

Although they arrive from very different directions, we call Steps Three and Seven the “bookends of motivation.”

These and related ideas are discussed in much more detail in several CMOE books and publications including The Coach, and Win-Win Partnerships. To receive a 50% discount on

Picasso Did Not Work By The Hour!
I write some of my best articles, books, and coaching and consulting proposals in the wee hours of the morning, long before dawn.Officially, this is not during a 9-5, business day, is it?What if I wanted to sell these precious hours to an employer, with the assertion that this is when I perform best? Do you think I could line-up a job, say with a publisher, to come into headquarters between 1-5 in the morning?Probably, not, right? After all, who is g

e, but vital ways that almost always creates discussion in our workshops – perhaps in partly because few if any other coaching models address them so specifically.

This example works best if you know some of the specific ideas we assign to these two steps. They are:

Step Three: Establish Impact

Examine perceptions
Create motivation to plan change
Ask where the current path or plan will lead
Expect discomfort, as need for change becomes clear

Step Seven: Clarify Consequences; Don’t Punish

Forecast or predict outcomes of the new plan
Clarify what you (coach) will do, given outcome
Logic: New plan is a cause, its outcomes are effects
Be selective: Focus on key outcomes

Although they arrive from very different directions, we call Steps Three and Seven the “bookends of motivation.”

These and related ideas are discussed in much more detail in several CMOE books and publications including The Coach, and Win-Win Partnerships. To receive a 50% discount on

When The Going Gets Tough -- The Tough Keep Going
If you've been in a job search for more than a few weeks you may be experiencing the feelings of defeat and despair, not to mention the urge to give up. It's been a tough year, and then some, for those who have lost jobs for whatever reason. Interviewing with no second interviews or offers coming in begins to wear thin - very fast.Here are some tips to keep your spirits up when you're feeling down during this process.1. Don't give up.You may have hea

e: Focus on key outcomes

Although they arrive from very different directions, we call Steps Three and Seven the “bookends of motivation.”

These and related ideas are discussed in much more detail in several CMOE books and publications including The Coach, and Win-Win Partnerships. To receive a 50% discount on

Taming the Paper Tiger at Home
Have you ever sat down at the kitchen table with the day’s mail and started sorting it into piles? • bills (you always recognize those first!),• “to read” pile (that’s always the tallest),• stuff to go in the wastebasket (but that’s on the other side of the room),• papers to discuss with your significant other (who isn’t there at the moment), and finally• “I don’t even know how I got this” pile (but you really want to read it!)Then the

outcomes – on what the coach expects will result from the plan.

Although they arrive from very different directions, we call Steps Three and Seven the “bookends of motivation.”

These and related ideas are discussed in much more detail in several CMOE books and publications including The Coach, and Win-Win Partnerships. To receive a 50% discount on any of our hardbound books or 15% off your first scheduled training event please reference this article when contacting CMOE.

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