Business Leadership Coaching - Learn to Lead and Develop Employees In Any Workplace | Jeffrey Yeomans | Skillshare

Business Leadership Coaching - Learn to Lead and Develop Employees In Any Workplace

Jeffrey Yeomans, Published Author & Leadership Coach

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8 Lessons (41m)
    • 1. Businesscoaching1

      6:37
    • 2. Businesscoaching2

      5:58
    • 3. Businesscoaching3

      6:25
    • 4. Businesscoaching4

      1:58
    • 5. Businesscoaching5

      5:40
    • 6. Businesscoaching6

      3:21
    • 7. Businesscoaching7

      4:09
    • 8. Businesscoaching8

      6:22

About This Class

In this training you will learn that supervision today is more about leadership and employee development than it is about discipline. 

A simple definition is that leadership is the art of motivating a group of people to act towards achieving a common goal. ... This leadership definition captures the essentials of being able to inspire others and being prepared to do so.

Engaging people to get the most from each person you lead is something that takes time and training to accomplish. There are few born leaders but thankfully you can learn how to better lead people. 

Most supervisors and managers understand the need for employee leadership. Taking immediate action when you see something that you do not like, or that is concerning, is the sign of a good leader.

Learn to be an active leader. There will be times when your discussions with an employee cannot be 100% positive. Regular daily interactions with an employee should also include bringing performance issues to the employee’s attention while they are small and manageable.   

What Makes a Good Leader GreatGreat leaders find the balance between business foresight, performance, and character. They have vision, courage, integrity, humility and focus along with the ability to plan strategically and catalyze cooperation among their team.

Active leadership seeks to involve staff in the challenges facing the group and gives them a role in helping to solve those challenges. An active leader sets the goals, mentors their staff and sets them loose to tackle the issues and allows them to "own" the bottom line.

Learn to use the leadership development training form and get the most from it. You can use this tool to help with your leadership development and to develop new leaders within your group.

Transcripts

1. Businesscoaching1: Hi. Welcome to this training on business leadership coaching. Learn to lead and coach employees in any workplace. My name is Jeffrey omens and I'm your leadership life coach. You can find out more information about me at personal coaching centre dot com. Constant contents of this training Stop, Stop, stop. The contents of this training include an introduction, a chapter on employee coaching, supervision and leadership chapter on turning and employees around with coaching chapter on dealing with challenging employees, chapter on leading during heavy workload periods, a chapter on leading through workplace change and a conclusion. So Part one is thean production. We need to make sure we're getting the best from every worker we lead. That is the key. So leadership. Over the last several years, I've completed a lot of research around business coaching and leadership coaching. I've been involved in the business of leadership for more than 19 years, a supervisor and manager, and I've noticed a definite change in leadership styles and management styles over the course of my career. Today, many of the leadership styles deal around the development of employees versus the top down direct management styles. Everything is built and focused around getting the most from every employee through motivation and inspiration. So this is a dramatic change in the way people lead businesses and managed businesses. And it's all about simply engagement. So you asking yourself today, Probably. Why listen to me? Well, I've got over 31 years of experience in industry. I worked my way from a trainee to a management manager during that time, and as a result, I've had to embrace a lot of change and a lot of personal development. As you can see from this picture, I've got a lot of gray hair, and I say that that gray hair comes from 19 of the 31 years I've been in leadership roles, where I've had to implement, change and guide people through the changes at work in a way that both benefited them and the company. Hi. During those 19 years and supervisory roles, I've really seen that change in leadership and my own leadership styles change. When I first went into a leadership role, I went in because of my technical experience, not because of my leadership skills and in industry that happens quite often, and once I was in the leadership role. For a little while, I realized that it wasn't all up to me to have all the answers or to do everything in in the way in which I would do it. And that started me down This leadership journey in which I've undertaken over the last 19 years. Over the last 12 years I've spent more than $27,000 in leadership coaching, coaching of myself and change management training. And in the last nine years as a manager, I've focused on helping others through coaching them to improve their results in life, in business as a leader. Most people, yeah, don't understand that they need to inspire people and motivate people in a way that gets the best results. One of the things that I really had to focus on in my experiences, because in becoming a leader is the art of delegation delegation congee done very successfully. If you take the time to learn how to do it right, if you don't do delegation properly at cannon and failure and nobody wants to fail, so you want to understand how to be confident in the people a year delegating to and provide them with the information and the responsibility required to be successful in what you've asked them to do and that is very key to to leadership is, is understanding what your skills and liabilities are so that you can build a team around you that will bridge the gaps around your knowledge and experience and ability to act so that the entire team benefits. I've often said that you don't wanna have, you know, clones of yourself working for you. You wanna have individual people who have individual skill sets that you can develop and build so that everybody benefits, and that is very, very much key to successful leadership. 2. Businesscoaching2: times are changing in business and in leadership. When I first started working in 1986 managers and supervisors had the mindset that employees could take it or leave. That was their attitude. They never once considered that information such as the Internet would level the playing field for both people within the company and outside the company, so that having experience and motivated people would be a benefit. They didn't consider that back when I first started work. But with the advancements of technology and computer information available to all employees , information made us all realize that we could do much more together as a team. It's a leadership. Today is all about leading people and developing employees more than what it is about discipline and engaging people. To get the most from each person you lead is something that takes time and training to be effective at. There are very few born leaders, but thankfully each one of us can learn to be a better leader of people. Part two is about employee coaching, leadership and supervision. There is a need out there for employees leadership. Most most supervisors and managers understand the need for employees, leadership they understand that people wanna to know where the company's going, and they want to know how they can help the company get there. But taking action, an immediate action when you see something that you don't like or that you do like is a sign of a great leader. There's an old saying out there, praise in public and coach in private, And that holds true today more than what it ever has in history. You always want employees coaching to be a one on one activities with nobody else around. That's when you can talk to an employee, but something that is is not really up to power or if there's a you know, a performance issue around sickness or tardiness or quality of work. You want to coach those issues one on one in private, because that allows better communication between you and the employees without getting anybody else involved or embarrassing anybody else, including yourself around the co workers. Now this is a very key part to leadership. Coaching is understanding the importance of when to coach and when not to coach, and I wanna step back a second and talk about safety so safety in the workplace is something that is, is key to a lot of different industries. And if there is a safety issue at work, you want to deal with that immediately. You don't want to take the time to think about it or or, you know I find it more appropriate time or anything. You want to deal with it then and there. But you do it in a way that is creative and constructive rather than a, uh, disciplinary discussion. Because safety is so important to the success of a business. If your employees and customers are not safe, then you really should not be doing any other type of leadership or coaching until that is rectified. You know there's different types of safety. It could be just employee safety in an office building, or it could be in an industrial workplace. It could be as a police officer or a firefighter. All these jobs have safety aspects that need to be dealt with by leadership, and you need to focus on that aspect before you do anything else in your workplace. So keep that in mind that if you've got any safety concerns with the people that you're working with or within the company today. Then deal with those first before you get into developing people or inspiring people because without the safety aspect, DEL. With, you really shouldn't be moving on to anything else, so keep that in mind and we'll move on to the next section. 3. Businesscoaching3: So when you think about leadership, you have to understand that no one likes to be reprimanded by a supervisor manager in front of others. On the other hand, people love to be praised in front of others. So when the opportunity arises when it comes to praise and thanking somebody, make sure you do that in public. Whereas the coaching that you do, you do that in private. It's a leadership is simply the day to day interactions between the supervision and the employees, as relates to the workplace that is, through the general way of looking at leadership. It is the way you interact with the people around you. No. Normally, these interactions are positive interactions where the employee feels valued as a contributor to the success of the business. But you also need to consider how one employee may react to leadership. You don't know what in the past they've had to deal with in terms of supervision or management, so you don't know how they're going to react to your form of leadership. So you need to make sure that you're engaging the employees in a way that is positive and in a way that is safe for both them. And you make sure that your interacting with an employee in a positive manner, you do not want to be constantly reprimanding or, uh, coaching and employees for issues that you know can be dealt with in another way. You need to be able to make sure that you're focusing on how to develop that employees to become a better employees and motivate themselves to do a better job. As I mentioned earlier, safety is very important. Safety in the workplace must be your number one consideration as a supervisor and manager. This is both a moral and legal issue. So if you run into uncertain int where you think somebody is doing something unsafe, immediately stop the process and remove the employees from the situation. The latest you could wait for is a break or lunch. But if there's a safety concern, stop the work, remove the employees from the situation and discuss it. Never, never, never leave the job site without addressing a safety concern, because that just shows that you're not as interested in safety as you should be. As a leader, you need to make sure that every employee feels valued there are times when your discussions with employees cannot be 100% positive. Yes, they will occur. There's no questions, but if you undertake regular daily interactions with the your employees, these times where you're not 100% positive will become a smaller portion of the time. So you're bringing Ford daily discussions and daily coaching in daily motivation and daily inspiration every day, so that when you know, heaven forbid an employee does something improper or or uh, not up to standard, it comes a small portion of your interaction, and therefore it's more manageable for you has us as a leader by being an active leader. In this way, you can engage and work with your employees frequently. This will enable you to improve the work of that employee without getting into coaching or any type of negative connotation around the discussions that you're having. If you are an active leader and you talk to your employees frequently about what they're doing well and then interjecting some improvements, it's easier for you to lead. There's just no getting around it that active leadership is what you want to strive for, and I know it's difficult. I know it's difficult. There's so money responsibilities for a leader supervisor manager that takes them away from and play engagement. Whether that's meetings, whether that's paperwork, reports, offsite meetings, all these things take away from your leadership of the people that work for you. But you need to, when possible, engage with your people so that they understand the value that you put in their work and in them as people. That is ultimate key to being a successful leader and coach is to make sure people feel valued. 4. Businesscoaching4: So when you think about leadership, most people will go back and look at somebody that's been a supervisor or manager of themselves, and they will respect and appreciate the supervisors who knew their people and how to get the best from so that is one of the aspects of being a great leader is understanding your people on the people that work for you and what motivates them to do. Great work, because you once you understand what motivates somebody, you can use positive reinforcement and active leadership to increase that effectiveness of those people. So if you're actively engaged with your employees on a daily daily basis, then you'll be able to catch performance issues quickly and be able to deal with them independently of your leadership methodology for improving performance. Leading to improve performance requires frequent, frequent, frequent, frequent interactions with employees. There's just no getting around, um, the interacting with people that a leader has to do in order to be effective 5. Businesscoaching5: so welcome to Part three, which is turning employees around with coaching so leaders can turn employees around using coaching in the workplace. It's not your job to fix an employee. No employee wants to be fixed. No employee wants to come to work and do a poor job. Every employee wants an opportunity to learn and to develop. That is, you know, I seen so many times when you know people have said all that's just a bad and please, or that person shouldn't be in this role while in an X reality. Possibly he shouldn't be. There may be another role that fits him better that will bring out the opportunities to learn and develop that he's looking for. So it's all about understanding the people again that you're working with because nobody wants to come to work and fail the value of employees coaching is to help accelerate the achievement of all the capable people that you work with through partnering with them as a coach, helping them to fix themselves. So leading for performance may not always be about quality and quantity of their work. Leadership coaching is a perfect solution for tardiness, Meyer quality issues or documentation problems, procedural violations, excessive phone use, etcetera, etcetera. That's where you want to use the ability to interact with employees to reduce these issues and sponsor them to improve and learn and develop as an employee. So again, people want to do a great job. Most people's come to work to do a good job, so it's best to try to get the employees to open up about what's happening in their lives. That is resulting in any performance issue that you've noted. Talking to your employees about sensitive issues can be tricky, but when you're an active coach, it's much easier for both of you, especially if you understand a person on a personal level, you know, their family situation, their outside interests from work. It really helps you engage with those people and and help them motivate themselves. You will want to focus on having an open leadership discussion with employees to get a better understanding of the switch situation that's causing the probably a change in behavior that's that you've noted. You want to make sure that you have that open discussion as a one on one discussion away from other people. Leadership coaching is an ideal way to go about resolving small concerns quickly before they get a chance to grow into larger issues that may require HR or a disciplinary process . Nobody wants to get to those situations. So if you're an active leader, you can, you know, head off all issues primarily by interacting with your employees in a positive manner and understanding them so that you could catch issues quickly. When you're coaching a person, you need to ask questions. Get the employees to own the issue, and that is the key to making any changes in performance. Again. I think I've mentioned earlier that you can't motivate anybody. They have to motivate themselves. You can't change anybody. They have to want to change themselves. And the same thing is key here his If it's their issue, then they control it and they can change. So as a leader, it's up to you to take to not take ownership of the change required by employees. It's up to you to make sure that they take the ownership for any changes and that they agree to make sure that they happen because if you don't, the agreement will not last. If you take too much ownership, then the employee doesn't have any skin in the game and they will not be successful in making the change that you're looking for them to make. 6. Businesscoaching6: as a leader, there will become a time when you'll have to deal with a challenging and please this is, it's you know. Long as you're in leadership, you will come across challenging employees that don't necessarily want to develop and behave in a way that you expect, and that can be challenging, to say the least. So if you work with enough people, you will soon realise that there will be on occasion difficult team members and that issues will emerge as it relates to those team members. This is especially true if people do not feel value or heard is crucial and critical to spend time building trust among team members and spending time getting to know them. It comes back to active leadership. Remember, most employees bring with them their own perspective of life and a unique experience that filters how they perceive the reality. Every person is different. Every person has a different upbringing. Every person has passed supervisors past leaders, past managers that impact the way they look at you in the business of which they're working . So you have to remember that most employees have a natural creativity. They're resourceful and are good employees as a leader, you serve them as a coach to help them utilize what they have to offer the team and provide the vest value to the company. If you can bring out the best in people, it will benefit everybody. Most employees have a foundation that they need, whether it's education, training, past experience and are capable of making their own work decisions whether we agree with that or not. But as a leader, our role and your role is to help them connect with their own insights, wisdom and empower them to make their own decisions on the job as they're moving forward. This takes a lot of burden off of you and allows you to delegate to these people if they feel comfortable with making their own decisions and comfortable with the fact that if they do make a mistake, they're not gonna be crucified for it. It makes all the difference 7. Businesscoaching7: it's a part five is how to lead during heavy workload. I don't know about you, but I've often felt the pressure of increased workload, different times of the day, different times of the year defects, different industries. When things pile up, we could start to feel overwhelmed and stress. And we may not do the things that we normally do. When we don't have these pressures, there will be a lot of pressure on you as a leader or coach to simply throw the people at the problem. But is that the right thing to do when you're looking at increase workload, something has to give. But you don't want your people to be what has to give you want to let go perfection. You want to plan out everything you need to establish priorities. Lead your boss so that they understand what success will mean for you and your team. Minimize the distractions that your team will experience from both company people and customers. You wanna promote movement, physical movement and exercise to keep people active in their minds, working well and during stressful situations, make sure you breathe deeply so that you're getting the oxygen that you need to be effective in your decision making and one of the key things that I've found as a leader. When you're leaving a group, you have to learn to say no so that people don't pile more. Work onto you and your team. When you think about getting things done, try to do everything doesn't not scale. If you don't say no once in a while, everybody will pile things on you and on you in on you, and you just won't be able to get everything done. So you may want to look at a different way to getting the jobs completed. A lot of times you'll end up procrastinating, and that will become, uh, indicator that you're overworked. So you need to assess yourself and your team to see where changes can be made. You need to practice being a good communicator. I understand what other people need and what information they need and communicate that to them to ensure that they're working on the priorities that you think they should be working on and understand. The effort that they're putting into the business is going to be noticed by everybody you want to. As a leader you need to take breaks and learn to recharge in down moments. So if you get a time when you know the workload is starting to you, Teoh, balance out, take a little bit of a break and and learn to recharge during those times. And make sure you chunk your work into manageable parts so that you don't get overwhelmed and your team members don't get overwhelmed. 8. Businesscoaching8: Part six is about coaching and leading during workplace change, so managing change is all about managing people. The best way to change to a new way of doing things in the workplace is to use your leadership competencies to create a culture that embraces change. If the people that you work with understand that change is inevitable and that everybody is changing all the time, then change becomes that much easier. There is a lot of people that block change because they like the status quo. That makes it very difficult for leaders to implement change in the workplace. So you wanna have open communications with people to have on approach to change management That helps both the organization stakeholders and individuals to moved to the desired state that you need to move into and to break from the fact that business is not as usual. Ideally, change management is proactive, collaborative and aligns with the interests and expectations of everybody involved. It is only through this approach that an organization can react as a whole and build a culture of flexibility. Many change management strategies are helpful during transition periods and make an organization become more adaptable. Things like strategic planning, defining your goals, objectives and identifying the strategies and tactics that you need to assure that the process is positive. You need to understand these through the planning process you need to identify and engage with all the shareholders. Stakeholders and those stakeholders can be both internal and external. You need to have an operational flame framework that determines roles, responsibilities in any change management process. So change. Progressive tracking and continuous improvement is one change that most companies are engaging in today, and that helps with making people aware that change is required on a consistent basis. So you want to make sure that you create a change management process that is workable. There's many people that developed a process that is theoretically going to work but is practically hired to implement, and you don't want to be in that situation. You need to prepare. All the people that are involved in the change for the change involve your employees in the change management process. Make sure that they have their say in how the change is going to be implemented. You can't possibly allow them, perhaps to define what the change will be, but you can help bridge the gap between where they are today and where you need them to be through active communication. Some communicating with employees is very, very key in this process and you want to engage people early. There are formal and informal leaders within every organisation, and if you could engage with the informal leaders and any detractors of towards change early, you can bring the other people along and make sure that there's a continuous improvement within the work force. Now we'll go to the conclusion. Communication and involvement is key to leadership. As a leader, you must understand the uniqueness of your group and the individuals within your group and take advantage of leadership activities to help them grow. As a leader, You help your employees grow, the employees will help your customers grow, and that is the success structure for any business. Being consistent with your leadership approach is very important to your success as a leader on coach. So I wish you the best of luck with your leadership and coaching development, and I'd like to thank you for your attention. And I certainly hope that this training has helped you develop as a leader and improve your leadership skills. Please reach out if you have any questions or if you need additional assistance again. My name is Jeffrey Yeomans. I'm your leadership life coach, and I can be found at the personal coaching centre dot com.