“Recognize, manage and master your beliefs. They aren’t genetic. They are choices. Choose ones that serve you.”
~ Christopher Babson ~
Larry felt he was out of ideas. He put in his time at work, but he found so much to frustrate him he got to the point where he almost didn’t care anymore. He knew he needed an attitude adjustment. He wanted a way to get enthusiastic and happy with his job.
But he wasn’t getting any help from work or family, or anyone. Finally Larry decided to take action on his own. He signed up to hear a motivational speaker. Larry wasn’t sure what to expect. What he got was beyond anything he imagined.
The motivational speaker helped both his professional and personal growth. He learned things he could use at work and in all the other areas of his life.
- Real, actionable information. Larry learned things about thought patterns and road blocks he’d been putting in front of himself. This information freed him to explore new ways. It was like a door opened to new opportunities both at work and in his personal life.
- Guidance and direction. Larry recognized he’d been lacking direction. The fixes offered by the motivational speaker were things Larry could apply immediately. He felt like he left with an achievable game plan.
- Communication. Larry learned where he was failing to communicate well. He immediately saw how that was making work more difficult. He also saw how these new skills would help him with his wife and children. He knew as he made these changes he would be more effective. It was exciting to feel himself growing and changing so quickly.
- Enthusiasm. Something about the motivational speaker was contagious. As Larry sat in the room he felt his life expanding. It was such a change to feel good about life! He knew this was what he’d been missing. He felt like he was learning enough that he could maintain these feelings of enthusiasm and excitement.
- Attitude. Larry felt a personal change in attitude. He determined to stop blaming others and focus on the things he could control. The speaker helped him see how an adjustment in his attitude could change the way he viewed both home and work.
- Focus. Instead of taking a scattered approach to what he learned, Larry decided to focus on the things that would make the most difference in his personal growth. He knew if he could change some of his habits and behaviors, it would show improvement in all areas of his life.
Larry left the seminar eager to get started. “I honestly felt like a new person,” Larry said. “I knew I could not keep on this high forever, but for me it was a game changer.”
Larry listed the new skills and ways to communicate. Each week he took one of the skills and worked to master it. “It’s really made a difference in all areas of my life,” Larry said. “I expected the motivational speaker to help with work. And it did. I’m so much happier there. But I was surprised at how much I grew personally. My wife and kids really like the new me.”
If you are looking for personal growth, increased enthusiasm, guidance, direction and actionable skills, go listen Joel, a great motivational speaker. Contact Joel to learn where he is speaking next.
Talkback: Have you had good success listening to a motivational speaker? How has it benefited you?
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“Human Resources isn’t a thing we do. It’s the thing that runs our business.”
~ Steve Wynn, Wynn Las Vegas ~
Client Suzanna Asks: We are building our HR department. We want to make it the star in our company—really there for every need. What professional qualifications should we look for as we augment our human resources section?
Coach Joel Answers: There are several things to look at as you hire HR employees. Of course you want them to be a good fit for you and your company. You have a hard-charging company and so every employee you hire needs to be fully committed.
For your human resources department, you need additional skills.
1. Certification. Certifications give you confidence your new hires will have documented professional qualifications. Degrees and other curriculum give people training and theory on best HR practices.
Still, this is theory only. Most human resources departments also look for those who have interned and gotten hands-on training.
2. Interns. When you hire summer interns, you get a great look at their professional qualifications. More than that, you see the less visible. How do they interact with your current team? Is their personality a fit for your office? Do their ethics and integrity match what you are looking for?
3. People skills. Perhaps more than any other organization in your company, the human resources department interacts with people. A key component of any professional qualification includes skills in interacting with others.
How do they interact with people of different cultures, races, or abilities? Are they able to diffuse frustrations? Can they listen and be that intermediary between worker and company?
4. Testing. When you hire, you’ll be filling specific functions. You want to make sure your payroll person knows how to do payrolls. Your insurance person needs to understand policies, premiums and options.
Your compliance person must understand federal and state laws as well as all the rules and ordinances your company must follow.
You may want to give tests to your prospective hires to make sure their skill level matches your needs. This would be a follow-up to the certification or training they’ve received. Did they understand and process all the skill sets in their training? Your company tests will guarantee it.
5. Technical expertise. Suzanna, your company is focused in IT. The new hires coming through your HR need to have very technical skills. While your HR professionals don’t need to know those skills, they need to speak some “geek.”
In the same way, a hospital HR needs to understand medical jargon. Or an engineering HR needs to know acronyms and skills to be able to assess qualifications.
So you’ll need to discuss with your company managers how much technical expertise they’d like your HR department to have. As you advertise and interview. As you set up mentorships and work on succession planning. How qualified do your people need to be on the technical side?
Suzanne, you are right on target to seek outstanding professionals in your human resources department. This will add value to your company. Be sure to consult with other leaders and managers to really understand how you can best serve them.
Then you will be in a better position to hire people based on their professional qualifications or to train them in-house.
Call to Action:
When you’re ready to improve your human resources department and raise your professional level, contact Joel. He will assist with training, motivation, and clarity of communication.
Talkback: What steps have you taken to improve the professional qualifications in your human resources staff?
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“I absolutely believe that people, unless coached, never reach their maximum capabilities.”
~Bob Nardelli, former CEO, Home Depot.~
Elizabeth asks: How can I tell if I need a life coach, a personal coach, or an executive coach? Is there a difference?
Joel answers: The kind of coach you need depends on the area in your life you want to focus on. As I explain the differences between life, personal and executive coaches, you’ll see what I mean.
- Executive coaching focuses on helping the person achieve more at work. It may deal with peer relationships or communication. It might help the worker advance in his or her career or understand how to add value to the company.
For example, Nathan felt like he was ready to take on more responsibility at work, but felt “stuck.” He had always avoided what he called “office politics” and just did his job. He didn’t know how to position himself to get promoted.
When Nathan hired an executive coach, the coach helped Nathan to verbalize his goals. Together they set up a strategy so Nathan could broaden his visibility and increase his influence.
He looked for places he could add value to the company and was soon in line for a promotion.
Executive coaching is about personal discovery, goal setting, planning, and achieving. This benefits both the individual and the organization.
- Life coaching views the person as a whole. It includes work and may cover stress and overworking, but it also covers family and personal goals.
The goals set for a person working with a life coach may be internal- feeling better, better relationships or dealing with bad habits.
Karen was shouldering all the responsibility of caring for her elderly parents. While there were other siblings close by, they chose to let Karen handle it all since she worked from home and could be “flexible.”
Karen chose a life coach to help her balance her work and family responsibilities and also deal with the emotional burden of resentment toward her siblings.
The life coach helped Karen see options and choices. Through her support, Karen was able to call a meeting with the siblings, establish responsibilities, and share her burden.
- Personal coaching is much the same as life coaching. While the goals of an executive coach are specific, measurable, and focused on improvement and success in the work environment, personal coaching is based on empathy.
It is more reflective, allowing for introspection and for the person to grow in self-understanding. Personal coaches can be used as a sounding board and a cheering section.
However, some personal coaches also work with clients on their business, financial, or spiritual concerns.
As you examine your primary goal you’ll be able to determine the kind of coach you need. If you are looking for measurable action to conquer work challenges, choose an executive coach. If you have personal, family, or life concerns with internal or less measurable goals, you may find a personal or life coach will support your needs better.
To learn more about executive coaching and see if this is a good fit for your concern, contact Joel and he’ll be happy to talk to you about it.
Talkback: How have different coaches helped you resolve your concerns? Which kind of coaching has been most effective for you?
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