EXAMPLES Consider the following examples that illustrate what happens when corporate coaching isn’t practiced, and what the possibilities could be if leaders did successfully coach.

• Retention: According to the Gallup organization, the number one reason an individual leaves a job is because they are dissatisfied with their working relationship with their manager.

  -Buckingham & Coffman - First, Break All the Rules

• Trust: Five out of seven managers would rather lie than give honest feedback.

  -Jan Halper, Ph.D. - Quiet Desperation

• Loyalty: During a competitive comparison shopping session at a national retail chain store, a customer went through the checkout line with a bicycle that cost over $200. To the customer’s surprise, the cashier rang up the bicycle and told him it would be $50. The customer told the cashier that she must have made a mistake because this bicycle is over $200. The cashier politely smiles and said, “I k
  How to Write Profitable Web Content
  Niche marketing is the current top online advertising technique.And for a good reason.It works.Niche marketing is essentially marketing to a very specific, and focused, targeted group. A niche can be as broad or as narrow as you want. A narrow focus on a particular niche, or topic, is what is called as niche marketing.For example, if you have a website on fishing tips you would focus each page on a narrower niche. A sub-topic that appeals to a very specific audience. Like bass fishing.You could then even focus it more to Florida bass fishing techniques or late summer bass fishing techniques.That's niche marketing in a nutshell. But, in order to make this type of online marketing work you need to employ a very focused web site strategy. Mainly, writing articles for your web content that people will be looking for.But, how do you do that? How do you write arti
  Is it possible to make a strong “business case for corporate coaching?” Why is coaching vital to organizations? Why should leaders invest time developing their coaching skills? These are tough, important questions that organizations should consider before implementing coaching.

  The need for corporate coaching certainly depends on the situation. In some cases, it could be argued that time spent learning and doing coaching provides only small returns. If you have an operation with few people doing routine or rather insignificant tasks, it probably won’t matter if managers can coach, develop, and lead people. But, in an entirely different environment, the quality of corporate coaching and feedback could matter a great deal.

  - For Example, the New York Times reported on an investigational survey of medical interns and residents. The results of the survey stated that nearly half of the interns failed to report mistakes and discuss situations with supervising physicians.

  How can people effectively learn and develop when key people are unwilling to approach leaders, and leaders are too busy “putting out fires” instead of teaching and coaching in response to performance issues. When seeking medical care, most of us would prefer a health care professional who has not only received technical schooling, but has also benefited from a trusted coach and mentor who has shared honest feedback and wisdom that only comes from experience.

  How do you know if you are in the type of business or organization where corporate coaching is value added? Consider applying the following formula: C(5)+ED. Although it sounds scientific, the formula is actually an easy way to diagnosis whether or not you should invest time and money in perfecting coaching skills and applying them in the workplace. The following survey identifies the components of the C(5)+ED formula. C(5)+ED is the ultimate test in determining how much time, money, and energy to invest in corporate coaching and development.

  “C” – COMPETITIVENESS Does your business deal with strong competition? Yes No Do you have to fight for market share and profitability? Yes No

  If you are lucky enough to have a virtual monopoly over the competition, then you probably won’t feel the pressure to excel or require the very best thinking and craftsmanship for sales, production, or technical/professional people. But, if you answered “yes” to either question, you need leaders who are capable of influencing the behavior of others.

  “C” – COMMITMENT Does your organization/culture require innovation, independent action, and voluntary motivation? Yes No

  If you are able to “enforce” compliance, and you really don’t need people to think creatively, then you are off the hook. But, if you answered “yes” to this question, you need leaders who know how to communicate, inspire, and bring out the desire in team members to “give it their all.”

  “C” – CHANGE Is your business dynamic, complex, and fast-paced? Yes No

  If you answered “yes,” you need people who can adapt to changes in technology, the marketplace, or new programs and products. You need leaders who can guide, encourage, and help people overcome resistance to change.

  “C” – CULTURE Does your business culture stress the importance of values, principles, teamwork, ethical behavior, etc.? Yes No If you answered “yes,” then you need leaders to promote, coach, and hold team members accountable for their behavior. You need leaders who set an example, and gain the respect of others. You need leaders who will speak up and stand up for the ideals that the organization promotes.

  “C” – COMPLIANCE Is your business accountable to legal, industry, safety, health, or other standards? Yes No Are there specific policies, protocols, and formulas that cannot be compromised? Yes No If you answered “yes” to either question, then you need coaches to monitor and ensure that performance is measuring up. You need leaders with the courage and skill to confront problems in a positive and constructive manner so that people want to achieve the standards.

  “E” – EXCELLENCE Does your organization value continuous improvement, ingenuity, and developing your processes to achieve better performance and higher quality for your customers? Yes No If you answered “yes,” then you need leaders who can coach and encourage team members to critically examine the traditional ways of doing things. Leaders also need to coach team members to be creative and try new methods.

  “D” – DEVELOPMENT Does your organization need to retain talented team members? Yes No Are your current team members ambitious, and do they want to learn and grow? Yes No

  If you answered “yes” to either question, then you need leaders who can coach, mentor, and train team members to achieve current performance objectives, as well as prepare them for future strategic positions. You need leaders who understand the value and need for individual development plans and activities, so team members will want to stay, grow, and contribute to the organization.

  EXAMPLES Consider the following examples that illustrate what happens when corporate coaching isn’t practiced, and what the possibilities could be if leaders did successfully coach.

  • Retention: According to the Gallup organization, the number one reason an individual leaves a job is because they are dissatisfied with their working relationship with their manager.

    -Buckingham & Coffman - First, Break All the Rules

  • Trust: Five out of seven managers would rather lie than give honest feedback.

    -Jan Halper, Ph.D. - Quiet Desperation

  • Loyalty: During a competitive comparison shopping session at a national retail chain store, a customer went through the checkout line with a bicycle that cost over $200. To the customer’s surprise, the cashier rang up the bicycle and told him it would be $50. The customer told the cashier that she must have made a mistake because this bicycle is over $200. The cashier politely smiles and said, “I kn
    Don't become Partners with Bankruptcy
    Bankruptcy is one partner you don't ever want to make deals with. Bankruptcy is when your assets are so tied up that you cannot pay your debts. There are many bankruptcy options available; however, the rules have changed, making many types harder to obtain.Bankruptcy, once undertaken, becomes an evil partner. It will follow you for years. It can make it difficult to get a job, get affordable insurance, rent an apartment, buy a home or get a car loan. It can stay on your record for up to ten years. If you are borrowing over a certain amount, it could be revealed to a lender even after ten years.How can you avoid bankruptcy? It is often difficult. Many people don't start looking for options until they are way beyond help. The best start is to sit down and draw up a budget.A budget is essential to managing your money wisely. You can find your weaknesses, such as impulse buying, early on
    ost of us would prefer a health care professional who has not only received technical schooling, but has also benefited from a trusted coach and mentor who has shared honest feedback and wisdom that only comes from experience.

    How do you know if you are in the type of business or organization where corporate coaching is value added? Consider applying the following formula: C(5)+ED. Although it sounds scientific, the formula is actually an easy way to diagnosis whether or not you should invest time and money in perfecting coaching skills and applying them in the workplace. The following survey identifies the components of the C(5)+ED formula. C(5)+ED is the ultimate test in determining how much time, money, and energy to invest in corporate coaching and development.

    “C” – COMPETITIVENESS Does your business deal with strong competition? Yes No Do you have to fight for market share and profitability? Yes No

    If you are lucky enough to have a virtual monopoly over the competition, then you probably won’t feel the pressure to excel or require the very best thinking and craftsmanship for sales, production, or technical/professional people. But, if you answered “yes” to either question, you need leaders who are capable of influencing the behavior of others.

    “C” – COMMITMENT Does your organization/culture require innovation, independent action, and voluntary motivation? Yes No

    If you are able to “enforce” compliance, and you really don’t need people to think creatively, then you are off the hook. But, if you answered “yes” to this question, you need leaders who know how to communicate, inspire, and bring out the desire in team members to “give it their all.”

    “C” – CHANGE Is your business dynamic, complex, and fast-paced? Yes No

    If you answered “yes,” you need people who can adapt to changes in technology, the marketplace, or new programs and products. You need leaders who can guide, encourage, and help people overcome resistance to change.

    “C” – CULTURE Does your business culture stress the importance of values, principles, teamwork, ethical behavior, etc.? Yes No If you answered “yes,” then you need leaders to promote, coach, and hold team members accountable for their behavior. You need leaders who set an example, and gain the respect of others. You need leaders who will speak up and stand up for the ideals that the organization promotes.

    “C” – COMPLIANCE Is your business accountable to legal, industry, safety, health, or other standards? Yes No Are there specific policies, protocols, and formulas that cannot be compromised? Yes No If you answered “yes” to either question, then you need coaches to monitor and ensure that performance is measuring up. You need leaders with the courage and skill to confront problems in a positive and constructive manner so that people want to achieve the standards.

    “E” – EXCELLENCE Does your organization value continuous improvement, ingenuity, and developing your processes to achieve better performance and higher quality for your customers? Yes No If you answered “yes,” then you need leaders who can coach and encourage team members to critically examine the traditional ways of doing things. Leaders also need to coach team members to be creative and try new methods.

    “D” – DEVELOPMENT Does your organization need to retain talented team members? Yes No Are your current team members ambitious, and do they want to learn and grow? Yes No

    If you answered “yes” to either question, then you need leaders who can coach, mentor, and train team members to achieve current performance objectives, as well as prepare them for future strategic positions. You need leaders who understand the value and need for individual development plans and activities, so team members will want to stay, grow, and contribute to the organization.

    EXAMPLES Consider the following examples that illustrate what happens when corporate coaching isn’t practiced, and what the possibilities could be if leaders did successfully coach.

    • Retention: According to the Gallup organization, the number one reason an individual leaves a job is because they are dissatisfied with their working relationship with their manager.

      -Buckingham & Coffman - First, Break All the Rules

    • Trust: Five out of seven managers would rather lie than give honest feedback.

      -Jan Halper, Ph.D. - Quiet Desperation

    • Loyalty: During a competitive comparison shopping session at a national retail chain store, a customer went through the checkout line with a bicycle that cost over $200. To the customer’s surprise, the cashier rang up the bicycle and told him it would be $50. The customer told the cashier that she must have made a mistake because this bicycle is over $200. The cashier politely smiles and said, “I k
      Keeping Management Membership Site Software Your Business Alive on the Web
      In the vast competition on the internet money-making industry, keeping your website with a membership site running is the most popular way to keep you alive in the business. A membership site will somehow increase your chances on the web to make it big, and if by luck, will continue being so for the coming, long years.However, a membership site will not stay long in the industry if you don't have the membership site software to run the organization properly. The membership site software is a way to keep your members glued on their commitments with your organization, so it is essential that you largely consider it as your primary tool in keeping your website.If you are just staring with your membership site and you are hoping to make it really big in the industry, make sure you choose the most appropriate membership software that can manage well your organization in tracking your members. The
      who are capable of influencing the behavior of others.

      “C” – COMMITMENT Does your organization/culture require innovation, independent action, and voluntary motivation? Yes No

      If you are able to “enforce” compliance, and you really don’t need people to think creatively, then you are off the hook. But, if you answered “yes” to this question, you need leaders who know how to communicate, inspire, and bring out the desire in team members to “give it their all.”

      “C” – CHANGE Is your business dynamic, complex, and fast-paced? Yes No

      If you answered “yes,” you need people who can adapt to changes in technology, the marketplace, or new programs and products. You need leaders who can guide, encourage, and help people overcome resistance to change.

      “C” – CULTURE Does your business culture stress the importance of values, principles, teamwork, ethical behavior, etc.? Yes No If you answered “yes,” then you need leaders to promote, coach, and hold team members accountable for their behavior. You need leaders who set an example, and gain the respect of others. You need leaders who will speak up and stand up for the ideals that the organization promotes.

      “C” – COMPLIANCE Is your business accountable to legal, industry, safety, health, or other standards? Yes No Are there specific policies, protocols, and formulas that cannot be compromised? Yes No If you answered “yes” to either question, then you need coaches to monitor and ensure that performance is measuring up. You need leaders with the courage and skill to confront problems in a positive and constructive manner so that people want to achieve the standards.

      “E” – EXCELLENCE Does your organization value continuous improvement, ingenuity, and developing your processes to achieve better performance and higher quality for your customers? Yes No If you answered “yes,” then you need leaders who can coach and encourage team members to critically examine the traditional ways of doing things. Leaders also need to coach team members to be creative and try new methods.

      “D” – DEVELOPMENT Does your organization need to retain talented team members? Yes No Are your current team members ambitious, and do they want to learn and grow? Yes No

      If you answered “yes” to either question, then you need leaders who can coach, mentor, and train team members to achieve current performance objectives, as well as prepare them for future strategic positions. You need leaders who understand the value and need for individual development plans and activities, so team members will want to stay, grow, and contribute to the organization.

      EXAMPLES Consider the following examples that illustrate what happens when corporate coaching isn’t practiced, and what the possibilities could be if leaders did successfully coach.

      • Retention: According to the Gallup organization, the number one reason an individual leaves a job is because they are dissatisfied with their working relationship with their manager.

        -Buckingham & Coffman - First, Break All the Rules

      • Trust: Five out of seven managers would rather lie than give honest feedback.

        -Jan Halper, Ph.D. - Quiet Desperation

      • Loyalty: During a competitive comparison shopping session at a national retail chain store, a customer went through the checkout line with a bicycle that cost over $200. To the customer’s surprise, the cashier rang up the bicycle and told him it would be $50. The customer told the cashier that she must have made a mistake because this bicycle is over $200. The cashier politely smiles and said, “I k
        A Used RV Loan For the Smart Buyer
        A used RV loan is a loan that is designed specifically for the pre-owned RV buyer. This type of buyer usually is a person who looks for a good deal either because they have limited funds to work with, or they know that the right used RV represents a really good value. Although you can purchase an RV with a general loan from your bank or other traditional lender, a used RV loan is specially designed with the needs of a used RV buyer in mind. You can find this type of used RV loan at some traditional lenders such as banks or credit unions but you are more likely to find them online at RV lenders or through an RV dealership.One thing to know about a used RV loan is that the interest rate will generally be a little bit higher than on a new RV. However, because of the “depreciation factor” you will still probably save money on your used RV purchase. Just as when a brand new car leaves the lot it dep
        s your business accountable to legal, industry, safety, health, or other standards? Yes No Are there specific policies, protocols, and formulas that cannot be compromised? Yes No If you answered “yes” to either question, then you need coaches to monitor and ensure that performance is measuring up. You need leaders with the courage and skill to confront problems in a positive and constructive manner so that people want to achieve the standards.

        “E” – EXCELLENCE Does your organization value continuous improvement, ingenuity, and developing your processes to achieve better performance and higher quality for your customers? Yes No If you answered “yes,” then you need leaders who can coach and encourage team members to critically examine the traditional ways of doing things. Leaders also need to coach team members to be creative and try new methods.

        “D” – DEVELOPMENT Does your organization need to retain talented team members? Yes No Are your current team members ambitious, and do they want to learn and grow? Yes No

        If you answered “yes” to either question, then you need leaders who can coach, mentor, and train team members to achieve current performance objectives, as well as prepare them for future strategic positions. You need leaders who understand the value and need for individual development plans and activities, so team members will want to stay, grow, and contribute to the organization.

        EXAMPLES Consider the following examples that illustrate what happens when corporate coaching isn’t practiced, and what the possibilities could be if leaders did successfully coach.

        • Retention: According to the Gallup organization, the number one reason an individual leaves a job is because they are dissatisfied with their working relationship with their manager.

          -Buckingham & Coffman - First, Break All the Rules

        • Trust: Five out of seven managers would rather lie than give honest feedback.

          -Jan Halper, Ph.D. - Quiet Desperation

        • Loyalty: During a competitive comparison shopping session at a national retail chain store, a customer went through the checkout line with a bicycle that cost over $200. To the customer’s surprise, the cashier rang up the bicycle and told him it would be $50. The customer told the cashier that she must have made a mistake because this bicycle is over $200. The cashier politely smiles and said, “I k
          Web Hosting: How to Become a Reseller
          There are many reasons people begin to consider web hosting reselling, and with today's advances in web accessibility, reselling has become a viable option for even those of us who are technologically challenged. As a reseller, knowing the technical aspects of the server and it's inner workings is not as important as good management skills are to having a successful resale business.So what is hosting reselling, really? The easy answer to that is that the reseller is a 'storefront' for an actual web hosting company. The hosting company owns the actual servers – the boxes that you can see and touch, that host websites and make them available to internet users. Web hosting companies provide the physical machinery, as well as the technical know-how to update and repair these machines. The hosting company will be the one who ultimately fixes any issues with the hardware or the s
          ture strategic positions. You need leaders who understand the value and need for individual development plans and activities, so team members will want to stay, grow, and contribute to the organization.

          EXAMPLES Consider the following examples that illustrate what happens when corporate coaching isn’t practiced, and what the possibilities could be if leaders did successfully coach.

          • Retention: According to the Gallup organization, the number one reason an individual leaves a job is because they are dissatisfied with their working relationship with their manager.

            -Buckingham & Coffman - First, Break All the Rules

          • Trust: Five out of seven managers would rather lie than give honest feedback.

            -Jan Halper, Ph.D. - Quiet Desperation

          • Loyalty: During a competitive comparison shopping session at a national retail chain store, a customer went through the checkout line with a bicycle that cost over $200. To the customer’s surprise, the cashier rang up the bicycle and told him it would be $50. The customer told the cashier that she must have made a mistake because this bicycle is over $200. The cashier politely smiles and said, “I know it is. But I’m mad at my boss today. Therefore, the bicycle is only $50.”

            -Joe S. Walker

          • Safety: Front line supervisors who coach employees on their safety measures have 28% fewer accidents in their work teams than those who do not coach.

            -Study by CMOE, 1994

          • Bottom Line: A recent study shows that Sales Managers in Europe achieve a 5% higher volume of sales when coaching is used.

            -Fortune 500 pharmaceutical company

          • Morale: According to a recent study, the number one desire of employees is to receive personal feedback. This ranks in at 46% in comparison to 32% who said they preferred financial rewards.

            -USA Today, December 1998

          • Corporate Coaching Moments: Managers spend 57-89% of their time in face-to-face communication.

            -Journal of Applied Psychology

          • Credibility: Some leaders at Andersen know that their auditors at Enron are stretching the rules. Where is the accountability and leadership?

            -Business Week, April 2002