5 STEPS TO MOVING FORWARD: BUSINESS
In order to provide the most effective training and coaching experience, the 5 Steps to Moving Forward process will engage staff in thinking and communicating about needs, successes, personnel, facilities, perspective and creativity in a way that will help the leader/manager and the staff to strengthen their organization, personnel and productivity.
First....a few questions:
1. What are the negatives that are affecting day to day operations?
2. What would your staff change if they could? Why? And who agrees?
3. What does your staff need from you so they can be more effective and productive?
4. Have you wanted your staff to offer creative ideas but have difficulty getting them to respond?
5. What if there is an "elephant" in the room that you are not aware of? Wouldn't you want to know?
6. Have you wondered what your staff thinks about a proposed project, and how they could contribute?
The 5 Steps begins with interviewing the manager. This step sets up the remaining four steps. The rest of the four steps include a leadership forum and training session that incorporates information, goals and current themes that have been part of the manager's direction to the staff and the unfolding vision for the department. The key is to customize the 5 Steps to the organization's present needs, mission and vision.
The follow-thru and action plan is not a "canned" program taken from business to business; it is a process that engages the leadership and staff. Through selective discovery questions and the responses to these questions, consultation, coaching and a plan will surface and be designed to meet the needs of the manager and organization.
Recently, as a result of my 5 Steps process, a manager was approached by a person that had been so inspired that they overcame their apprehension and came forward to share with him their excitement about becoming a part of the organization's vision and mission. It wasn't just an emotional response, it included a detailed plan for action. To say the least, he was thrilled.
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First....a few questions:
1. What are the negatives that are affecting day to day operations?
2. What would your staff change if they could? Why? And who agrees?
3. What does your staff need from you so they can be more effective and productive?
4. Have you wanted your staff to offer creative ideas but have difficulty getting them to respond?
5. What if there is an "elephant" in the room that you are not aware of? Wouldn't you want to know?
6. Have you wondered what your staff thinks about a proposed project, and how they could contribute?
The 5 Steps begins with interviewing the manager. This step sets up the remaining four steps. The rest of the four steps include a leadership forum and training session that incorporates information, goals and current themes that have been part of the manager's direction to the staff and the unfolding vision for the department. The key is to customize the 5 Steps to the organization's present needs, mission and vision.
The follow-thru and action plan is not a "canned" program taken from business to business; it is a process that engages the leadership and staff. Through selective discovery questions and the responses to these questions, consultation, coaching and a plan will surface and be designed to meet the needs of the manager and organization.
Recently, as a result of my 5 Steps process, a manager was approached by a person that had been so inspired that they overcame their apprehension and came forward to share with him their excitement about becoming a part of the organization's vision and mission. It wasn't just an emotional response, it included a detailed plan for action. To say the least, he was thrilled.
>> GO BACK