In the Coaching Crucible yesterday, we taught people how to use "Taylor's Task" to think bigger. Gary also mentored everyone on how to build a successful business by focusing on a few powerful areas. Enjoy!

One can have no smaller or greater mastery than mastery of oneself.
~Leonardo da Vinci

Remember recent experiences of excitement and childlike joy with new experiences, such as with nature, traveling to a new country, or engaging a new idea.  

Mastery retains the spirit of our beginner’s mind, as we experience things in childhood with an openness, a first time freshness without preconceived ideas and developed notions influenced by others, when we were totally receptive to new information.  

One of the ultimate impediments to creativity is when a successful process becomes a paradigm, an established procedure. Subsequently, the paradigm and a lifeless set of techniques are followed that then move from new and vibrant to conformity and rote procedure.

The desire to fit into the needs or wants of others, to accumulate all the voices internalized from others, including parents and significant others without amalgamating and transforming them into your own voice creates conformity.

To consistently oppose positions or authority, to counter convention or rules, are an antithesis of mastery, as each embody an external point of reference.

Both opposition and conformity occupy the same prison.

Creating a new story can reengage that beginner’s mind.  We do that by remaining open, asking questions, embracing childlike excitement and playful approach, and thinking beyond words and limitations.  This creative reverie accesses preverbal and unconscious forms of mental activity that generates surprising ideas and creativity. 

We must sustain the risk of failing and the anticipation of being criticized in order to expand beyond the familiar and habitual way of thinking.  Hindrances to this process include a pressure to produce results, a need to generate profits, or a fear of inadequacy or non-productivity.  

A powerful sense of purpose and passion can sustain setbacks and failures.  A deep-rooted interest sustains the rigors of hard work to get to creative action.  It allows you to surpass doubters, critics, non-believers.  

Creative brainstorming, to allow imagination to soar, catalyzes imagination and intuition.  Deduction and logical thought are components of a different mindset, not to be interspersed with this creative time.  Each is valuable, yet each is a different state of mind, much like creative writing and editing. 

Read more about Dr. Dave Krueger here.

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One can have no smaller or greater mastery than mastery of oneself.
~Leonardo da Vinci

Our uniqueness is a seed planted at birth that seeks growth, transformation, and flowering to its full potential. This innate force, an intrinsic motivation to be effective, is the bedrock of our driving force as humans.

I have observed videos of direct infant observation studies by Psychoanalysts Virginia Demos and later Joyce McDougall showing that infants as early as three months old have an intrinsic desire to be effective in their environment. When they do, they experience pleasure at mastery. This fundamental motivation permeates everything we do, and extends for a lifetime.

When Albert Einstein was five years old, his father gave him a compass as a present. Its needle that changed directions as he moved the compass about instantly transfixed him. The idea of an invisible magnetic force touched him to his core. He would later wonder about other forces in the world similarly invisible and equally powerful. This simple question of hidden forces and fields became his life's work. He acknowledged often thinking back to the compass that sparked his initial fascination.

John Coltrane experienced spiritual and emotional longings that he did not know how to verbalize. As he drifted into music as a hobby, he played saxophone with his high school band. He later heard the great jazz saxophonist Charlie "Bird" Parker perform live. The sounds he heard touched Coltrane's primal core. Coltrane desired to find a way to effectively express his uniqueness to give voice to these deep emotions. As he focused on this form of expression, his personal mastery was to become one of the greatest jazz artists of his era, and of all time.

These are the kinds of discoveries that James Hillman speaks of in The Soul's Code as the spark that ignites a life calling.

At times we may disregard or lose touch with these signals from our central core. When we listen or we connect with this primal core, this visceral reaction resonates with our authentic self. Perhaps even a life's purpose.

At times, we may be attracted to a false path for the wrong reasons: conforming to directives from parents, social pressures of conformity, focusing on money, attention, or fame. We ultimately recognize this as an ersatz effectiveness, a false mastery. Results can include dissatisfaction, burnout, a sense that something is missing, or even a blatant resentment.

One of the common features of those who have become true masters is the awareness of experiencing the world differently than others and finding a way to express that uniqueness.


Read more about Dr. Dave Krueger here.

Our Founder and CEO, Drayton Boylston, is once again honored to be presenting at WBECS this year with the likes of John Maxwell, Marshall Goldsmith, and many other esteemed colleagues. Please join us for 30 complimentary pre summit sessions. All sessions are "no pitch," which we love. Pure content. Pure growth.

Here's the link to enroll for the FREE sessions: http://wbecs.com/partner/a/wbecs2014/a2113 




One of the primary goals of The Executive Coaching University is to promote the best practices in our profession. Additionally, we want to raise the awareness and standards of coaching worldwide. 

With that desire, we have partnered with the well respected World Business and Executive Coaching Summit to bring the leaders in the coaching industry together to provide a no charge, no pitch, educational experience.

WBECS offers an outstanding professional growth opportunity. It brings together the thought leaders of the coaching world to share their knowledge and experience with practicing, and aspiring, coaches.

You can get your complimentary pass here: http://wbecs.com/partner/a/wbecs2014/a2113

The presenters are diverse and first rate. They include:

John C. Maxwell: One of the top coaches on the concept of leadership.

Dr. Marshall Goldsmith: One of the top thought leaders in the field of management. 

Frances Hesselbein: Presidential Medal of Freedom Recipient and President of the Drucker Foundation.

Last year, hundreds of professional coaches gave testimonials as to the value of the conference.  That is why we not only endorse this conference but will also be providing a discount for you to attend the full summit. We will send you details about this next month. For now, be sure to register for the complimentary pre-summit series here: http://wbecs.com/partner/a/wbecs2014/a2113

You’ll be able to attend all 30 sessions live or listen to the recordings at your convenience.

Once again, here is the link to join the complimentary sessions: http://wbecs.com/partner/a/wbecs2014/a2113

Enjoy!

Greetings!

Please enjoy this incredibly inspiring podcast class that provides great insights such as:

• Why now is the time for Coaching!
• The Big Boomerang- how giving back can lift you up!
• How to outsmart the negativity of the media.
• How “going quiet” can change your life.
• How to use Values Based Coaching™ to help your clients make incredible gains.

And much more from our team of experts at The Executive Coaching University!

We are doing this because we truly believe that together we can change where things are heading. We can make a difference and it starts with a community of likeminded people who care enough to take a stand- a stand for positive change!

This podcast is about helping others change their lives – at the same time changing yours!

Coaching is the Cure for this Crisis Podcast:

http://www.rescueinstitute.org/audio/ipodcast/cure_mix.mp3

 

BIG NEWS TODAY!

 

We just received word that our flagship Executive Coaching Training Program (CMEC) was approved by the International Coach Federation! We can now award 15 CCEUs (credit hours) toward coaching certifications with the ICF. This is a wonderful compliment to our SHRM certifications.

This is such a beautiful reflection on our entire team. Congratulations to all of you!

Many thanks to all of you for your support over the years. We are so blessed…

You can find details here:

http://www.executivecoachinguniversity.com/

Warmly,

Drayton

Founder and CEO

www.RescueInstitute.org

www.ExecutiveCoachingUniversity.com

All of your employees are happy and productive, right?  Thought so…

According to Gallop (and other leading survey firms) here is the reality:

1. 75% of people wished they had a different job.
2. 51% of “A” workers are actively looking for a different job.
3. Worker productivity is only at 33%.
4. Lack of engagement costs U.S. businesses over $385 BILLION a year!
5. 80% of people NEVER use their greatest gifts at work.

What do you think of these smelling salts?!

Coaching can address all of these issues…in fact; it may well be the ONLY thing that can cure these workplace “ills.”

If you don’t have a coaching strategy in your organization, I can guarantee you one thing—these statistics will not go down…

Coaching is the “cure.” Isn’t it time you used coaching to focus on your most important asset…your people?

 

A. Drayton Boylston

Founder and CEO

Executive Coaching University



© 2013 and beyond Executive Coaching University. All rights reserved.

 

Are Leading or just Managing?

• More than two million workers say their bosses are so overworked they don’t really have time to manage their staff properly.
• 75% of people wished they had another job.
• 80% of people never use their greatest gifts at work.

Pretty sad facts.  

Guess what? They more than likely apply to your organization too.

And...

If you manage people, you own this!

What’s happening within our workforce to make these statistics a reality? 

In the United States employee engagement only averages 30%. That's it.  

Why?

It comes down to poor leadership. 

We have spent so much energy creating “good managers” that we have become disengaged with what it means to be a good leader.

Managing comes from a need to produce an outcome, which of course, is important. However, when we can move to a place of leading those around us the organizational momentum transforms.  More than anything employees want to make a contribution. Once they feel that they are, they stay...and they stay engaged. Which boosts your bottom line.

• Leading is about developing the soft skills that are required to inspire and motivate people.

• Managing is about possessing the technical skills required in order to get a job done.

If you have the management skills without the leadership skills your career will plateau at some point. That is a fact.

The soft skills that good leaders possess are going to be in high demand as the battle for top talent continues to increase. Are you ready?

 

Click here to find out more about Jenna.

Want to learn how to become a better leader? Click here for details.

Coaching In The Workplace - Training for Executives, Managers, and HR Professionals



© 2014 and beyond Executive Coaching University. All rights reserved.

I was meeting the other day with a new corporate client.  This young woman was an up and coming executive within the health care industry.  We had just begun our work together, with this being our second meeting.

While our time together progressed, my client must have glanced towards, or checked in some way, her “smart phone” three or four times over the course of our first fifteen minutes.

I commented on her split attention and asked her to turn off the phone and just be focused on our time together for the next forty five minutes – fully focused upon our work.  The look on her face would have lead someone not knowing my request, to think I had asked her to do something exceptionally distasteful…maybe even illegal!

Through our discussion around my request it became quite clear that she had NEVER turned off her phone – it was always on.  This meant she was always connected, always available, always “on.”

She explained that this level of being available and connected was the status quo at her corporation and essentially had been the status quo since she was at University.  “What if I miss something really important?” she asked. “I’m not productive if I’m not juggling a number of issues, projects, or conversations at once!” she stated.

This multitasking misconception arises quite often, especially with high performers who see their success as driven by the ability to do many tasks at the same time.

Yet, there is a downside to always being “on.”  Consider:

• “Attention Deficit Trait,” a new condition rampant in the business world, which mimics Attention Deficit Disorder and results from extreme multitasking behavior.
• Researchers at the University of California found it took workers on average, 25 minutes to recover focus and attention after interruptions such as phone calls or answering email.
• Dr. Rene Marois of Vanderbilt University found evidence of a “response selection bottleneck” that occurs in the brain when it is forced to respond to multiple tasks.  This results in diminished productivity.
• In a 2008, a piece within the New York Times by Jonathan B. Spira, an analyst with the business research firm Basex, “estimated that extreme multitasking – information overload – costs the U.S. economy $ 650 billion a year in lost productivity.”  And that was in 2008!

Is it possible that any of the above might contribute to the 33% worker productivity rate in the U.S? 33%!!!

There are also other, more personal costs.  This particular client was referred to me due to increasing conflicts between her staff and those in her chain of command – she had become “hard to work with” and was close to losing the job she so valued.

Additionally, her marriage was on the verge of divorce and she had been diagnosed with digestive/intestinal issues primarily caused by stress.

Coincidence?  Not likely!

Sound familiar?  Chances are if you are reading this then you have experienced, or know someone close to you who has experienced, a very similar chain of events.

Take time to focus within the moment, express gratitude, and disconnect at least once daily.  You will find you are actually more productive, healthier, and happier.  Then lead all those around you to do the same!

 

Greg Styles

Director of Special Projects

Executive Coaching University

© 2013 and beyond Executive Coaching University. All rights reserved.

What skills does it take? How is it done? What would a “Coaching Culture” look like? What kind of manager can make the transition?

The question is often asked - “Could our Managers/Leaders become good Coaches?” The answer is - Maybe.

Here’s the reality - Most managers in corporate America are good technicians at what they do. They typically have deficiencies in the “soft skills” area.

Here is where a big distinction needs to be made:

There is a HUGE difference between Leaders and Managers. The difference is that Leaders have mastered the soft/people skills necessary to inspire people to work up to their full potential. Managers often have solid technical skills but don’t inspire others to work toward a collective goal. A symptom of a typical manager is that their people are often in need of a “task with consequences” approach to their work vs. leaders who inspire self motivation for the good of the cause.

Here are the skills that Coaching takes:

1. Desire - a true desire to help others succeed.

2. Awareness - a trust in ones’ intuitive “gut.”
 
3. Focus - on the individual and their challenges vs. a need to “solve” things for others.

4. Listening - a sincere desire to truly hear what others are saying.

A Coaching culture is typified by these attributes:

1. Respect - you would see interactions that respect the word of the individual.

2. Worth - individuals within these cultures feel valued and appreciated.

3. Real Communication - not your typical “force fed” communication. You would see fully duplexed communication throughout the ranks.

4. Stability and progress - these cultures display more stability and retain their best people better than others. That leads to greater personal and business success.


Corporate Leaders that can make the transition to Coach are those that truly believe in investing in the individual - in time and money. It takes a sincere desire and belief that investments made in people pay off for the company.

Does this resonate with you?

Take good care,



Drayton Boylston

Founder and CEO - Executive Coaching University

http://www.ExecutiveCoachingUniversity.com

© 2013 and beyond Executive Coaching University. All rights reserved.