Who is your best friend? You know, that person with whom you confide on a regular basis. The one you can tell almost anything and trust that it won’t go any further than his or her ears.
I don’t have to tell you how much that kind of trust is desired and valued! It’s hard to find and should never be taken for granted.
A very similar level of trust is demanded in today’s workplace. [Read more…]
Five years ago, John Gorman was homeless at the ripe old age of 30. He pens a rather dark story of his experiences in an article for Personal Growth at Medium.com, and in doing so, exposes the Overnight Success Myth.
Luis E. Romero’s 2016 article for Forbes explains the Overnight Success Myth this way: “…there is usually a story of hard work, creativity, genius and good opportunities behind such stories.”
In his book, Barking Up The Wrong Tree, Eric Barker cites the success of those who seemingly make it to the top via unconventional routes or an ‘unfiltered path’ to success this way: “They do unexpected things, have different backgrounds, and are often unpredictable. Yet they bring change and make a difference.”
I’ve lived long enough to realize that in most cases, success is the result of trial and error combined with a lot of hard work. And consistency is key. We’ve all heard the old adage:
“If at first you don’t succeed…Try, try again.”
Really, this is where it all starts.
No matter your road to success – no matter whether or not the road that leads to a successful outcome is the one you would have chosen – the only way you can measure your success or know when you’ve truly ‘arrived’ is by first defining what success is for YOU.
Everyone who has ever failed has had a choice to make.
Choosing to keep trying, to keep showing up, to put in the hard work, to never give up – this is the path that ultimately led them to arrive at whatever it was they wanted.
You’ve already succeeded in a number of ways. Throughout the average person’s life, successes accumulate daily. If you’re not convinced of that, it’s time to examine the personal growth you’ve experienced, expose what you’ve achieved as a result, and reset any ‘mythical’ expectations.
Years ago, I determined that for me, the definition of success had to include doing what I love to do and what made me feel good about myself. In my personal and professional life, I feel successful when I am able to help others become empowered to improve their lives, meet their goals, and grow!
Achieving success can happen faster for some – but without the deep roots of substantial personal growth, success can just as quickly be lost.
Every time you learn something – you grow. Every time you grow – you progress. Every time you progress – you get closer to your definition of success.
True success is a process that involves some work. You must be:
Romero made a great point in his Forbes article:
“What most people call overnight success is actually the market suddenly realizing the value of a great product or service that had been kept in obscurity for too long while its creators refused to give up.”
Develop right attitudes like these, and nothing will ever be impossible.
Corporate success is experienced when individuals determine to work together to achieve a common goal. Today’s Registered Corporate Coach™ is often instrumental in helping organizations to do just that.
With the help of a Registered Corporate Coach™, businesses learn the importance of:
The bottom line is that this kind of coaching helps corporations to consistently realize and accomplish more of what they’ve set out to do.
If there is one thing needed today in the corporate world, it would be to understand what corporate coaching is – and is not.
In a nutshell, corporate coaching can be defined as a motivational method used to inspire employees to be more productive, reach defined goals, and enjoy more success – with better mindsets and attitudes.
And when corporate coaching is experienced by top-level management, the positive effects trickle down – impacting the entire organization, transforming and improving the workplace environment for all.
Registered Corporate Coach™ Training offers professionals the benefits of a fast-paced, high content program specifically designed to get to the heart of the issues negatively impacting today’s hectic workplaces. RCC addresses the needs of management – providing the leadership tools that allow them to first recognize and define their current issues, empowering them to immediately (and skillfully) implement much-needed changes within their organization.
While there is nothing basic about the amount of knowledge gained through RCC™ Training, a basic breakdown of known improved skills includes:
Unfortunately, though Executive Coaching has been around for quite some time, many professionals have either no real understanding or a genuine misunderstanding of what corporate coaching actually is (and consequently) the many benefits they are missing out on.
I’d sincerely like to help change that.
I routinely make myself available to answer questions from CEOs, coaches, consultants, managers, therapists, human resource professionals, and trainers who want to know more about the benefits of coaching within a business environment.
CONTACT ME today – and I’ll gladly answer your questions – or listen to your input. In fact, I believe that the best way to improve RCC™ Training is by hearing from executives and others who have experienced it first-hand.
If that is YOU – talk to ME. Tell me what you:
And most of all – tell me what you NEED as a leader in today’s crazy and stress-filled workplace.
Whatever your needs, there’s a good chance we can provide you a successful solution for that!
I don’t know about you, but I’m no fan of negativity and the conflict it breeds. In my opinion, improving the workplace environment starts with overcoming negativity before it spreads like an unwelcome virus, impacting the health of the entire organization.
Negativity can present in a variety of ways:
And negativity can quickly suck the energy and life out of an organization, decreasing morale and productivity.
If you are a manager or human resources professional, you probably have a good sense of the day-to-day workplace environment, the positive and negative signals going on around you.
But do you also recognize the causes of workplace negativity and understand how to ‘treat’ the condition?
I’m no medical expert, but those who are would tell us that early intervention often makes all the difference when health issues arise. The same can be true for unhealthy indicators within the workplace. No matter the cause of the negativity, it requires immediate attention. If left unaddressed, it will only continue to simmer…until it boils over.
“When rumblings and negativity are beginning in your organization, talking with employees will help you understand the exact problems and the degree to which the problems are impacting your workplace.” –Susan M. Heathfield/The Balance
Unaddressed negativity can lead to so many other issues. That’s why it’s a good idea to find the root of the situation, the heart of the issue, and work to eliminate it whenever possible.
Of course, you can’t remove every negative thought from the workplace. And you don’t want to.
Why?
The kind of negativity you want to eliminate is the kind that promotes doom and gloom…the kind of complaining that does nothing to help anyone or improve any situation.
On the other hand, hearing from someone who cares about the potential negative effects or results of a method, process, or other situation can open your eyes to a new point of view and the possibility of helpful ideas. Use any negative analysis as a positive means of identifying problems and finding beneficial solutions.
Unfortunately, workplace violence is too often in the headlines these days. The ugliest behavior is often triggered by emotions that are difficult to understand. And the impact can leave an entire organization wondering how to spot changes in behavior that could threaten the safety of its members and take a proactive approach.
The DiSC® Model of Behavior was first introduced by William Moulton Marston, a physiological psychologist with a Ph.D. from Harvard. In 1928, he explained in his book, Emotions of Normal People, his theory on how normal human emotions lead to behavioral differences among groups of people and how a person’s behavior might change over time.
His work focused on directly observable and measurable psychological phenomena. He hoped to use practical explanations to help people better understand and manage their experiences and relationships. [Read more…]
