Join in on the Learn to Manage - Mini-Course

Introducing a Free - Mini-Series - Learn to Manage

Topic Focus: Management Training, Learning to Manager, Management Coaching

Here is the truth related to managing and management training: these days it's pretty challenging and even more so, when you've not had any training at it.

Unless a comprehensive management training is offered at a company (and that is usually in the case of larger companies with more financial resources), it is all over the board. It's somewhat accessible, inconsistent and has little if any continuity. And, in some cases it's dated information; not relevant to the unique demands of the 21st century workplace.

I am bound and determined to change that.  For those who want help, I want to give it to them.

Over the course of the next few months, I'll be putting together a management training & coaching program. It will be meaningful, help create results, have some unique features/qualities, have continuity and be relevant....AND....it will be affordable.

Also, it's for anyone.  No matter how long you've been a manager - anyone can benefit from it.  If you know of someone who needs or wants this - please pass it on.

If you have any questions regarding your experience with this free mini-series, don't hesitate to contact me or post to this site: joann@joanncorley.com.

How To Participate
1. Subscribe to this blog
2. Follow on Twitter with this Hash Tag - #mmc (management mini-course)

To your success!

Link to first lesson: 

http://www.the1percentedge.com/2011/03/management-mini-course-lesson1-what.html#links

The 2 Buck Challenge - A Human Behavior Experiment

What Would You Do For A Couple of Bucks?
The 2 Buck Challenge - A Human Behavior Experiment

I love working with human behavior - understanding what motivates people, particularly in the realm    of decision making, making changes, and a desire to improve one's life.

With that said, I'm conducting an experiment.  It's called The 2 Buck Challenge. Here's the challenge question...Would pay, fork over, invest (whatever word you'd like to put there) $2.00 to change a part of your life? Would you pay for a piece of information that has been tested to get a result that YOU genuinely want?


Click here to learn more: http://www.joanncorley.com/The_2_Buck_Challenge.html

Fundamentals of Effective Management

Delivered in Chicago several years ago...it's a candid and informational look at a few essentials to effective management.

For information on additional topics for keynotes and training seminars, go to: http://www.joanncorley.com/Topics.html

The No. 1 Reason Why Good Managers Fail to Become Great

By Sean Silverthorne | December 23, 2010

Most organizations have only a few great managers. This is a sad state of affairs since many more managers are smart, capable, and could be much better than they are now.

So what’s stopping this improvement?The short answer: the managers themselves. Good managers fail to work hard enough to improve themselves. They reach a certain level of proficiency — good — and stop there, according to Harvard Business School professor Linda Hill and her collaborator Kent Lineback.

“Managers rarely ask themselves, ‘How good am I?’ and ‘Do I need to be better?’ unless they’re shocked into it. When did you last ask those questions?” they ask in the latest issue of Harvard Business Review.

What are your first steps toward improvement? Start with a clear realization of what managers do, namely that they are responsible for the performance of a group of people. This work is achieved through exerting influence that “makes a difference not only in what they do but also in the thoughts and feelings that drive their actions,” write Hill and Lineback.

Once you understand what you do, the authors offer some great methods for managing yourself, your network and your team. I especially liked their section on what you can do right now (Prep, Do, Review) to improve performance. Read the full article Are You a Good Boss — or a Great One? on HBR.org. The authors also have a new book, Being the Boss: The 3 Imperatives for Becoming a Great Leader

The Cruelty of Manangement Training via Public Seminars - Huh?

I’m sure in reading this title, some of you may be thinking…wow, that’s a bit harsh! Well, so be it if it communicates a critical point that will help others.

I was conducting a management training seminar in the Carolinas a while back that dealt with unacceptable employee behavior. I had the opportunity to have a sidebar chat with one of the attendees regarding her unique challenges.

As she shared her story, such a sadness came over me as I realized that it would be very challenging for her to successfully implement what she was learning that day; in fact what her company had paid for her to learn.

Why?…upper level management and the company culture was not in place (at least from what she had observed) to support and encourage the change. In fact it was quite the opposite.

In her view, there was NO support for addressing the challenges and you could see the discouragement on her face. Part of her question to me was what could she do about the piece. You could see her desire to make a difference …to constructively address the problem. Yet I could see how tough it was going to be.

My question…why do companies send employees to trainings such as public seminars, when there is not the management support back at the office to implement what’s being learned. To me…that is cruel!…and very sad.

Even sadder?… many decision makers are not aware of the disconnect and the waste of money to them in not having the atmosphere in place to successfully leverage what they are paying for their employees to learn AND how hurtful, frustrating, and discouraging it is to the employee.

Back to the attendee…I encouraged her to have courage, to entertain the possibility she might have to set the example with her new found knowledge and be the leader in this context…leading by example and hopefully results. Positive outcomes…results speaks volumes!

Here’s a plea from someone who conducts public seminars, management trainings and teaches updated management concepts: for those of you who are responsible for training budgets and/or sending your staff to trainings (public seminars and workshops), please ask yourself this question, “What’s in place back at the office to help support the implementation of what my team members will be learning, so that the cost of the seminar will not go to waste…..AND they will not be discouraged from learning, growing and leading?”

And…question #2 – what are the intended messages that are being communicated to an employee when the support is not in place?

Management Training & Coaching - The 21st Century Way

November 12, 2010
Just Added: Mobile Coaching!
Subscribe to "My Portable Coach"
Currently in free beta format

Now no one can say I can't afford to learn and get help to develop my professional skills! Test it and tell me what you think!

Currently in beta, this is an effort to provide coaching at your finger tips.  How does it work?  2 times a week (that's it - not everyday) you will receive a strategically worded text that will be a how-to tip, an inspirational insight, a coaching question, or a power principle to apply to managing your career or developing your skills as a manager.

In the next few months, a link will be included that will lead to a Learning Page.  Each Learning Page will be a theme for a month, which will help and encourage you to focus on one area of knowledge for a cycle of 30 days.

My Portable Coach is not about random learning, but will provide continuity, continuous learning, reminders and well...coaching.  It's a serious attempt to combine 21st century technology with the fundamental principles of adult learning.  It's relevant, meaningful training and coaching all in one!  Welcome to 21st training!

Additionally, this supports the premise of my latest release - The 1% Edge.

SPECIAL NOTE: During the first 30 days of this new launch, there will be about 1 text a week to give a chance for subscribership to grow.  Because of that it's currently free.



Subscribe Here:  https://mobilizeus.com/COACHINGBITE

2RYGDVEXKMZ2

Are You Prepared For 21st Century Leadership?

There has been a study released conducted by the well respected Center for Creative Leadership, where this question was posed, “Do the leaders within your organization have the skills they need to be successful in the future?”  Several thousand leaders participated in the study, the results of which produced a list of key skills necessary for leadership success.

Here they are:

1. Leading people: directing and motivating people.
2. Strategic planning: translating vision into realistic business strategies, including long-term objectives.
3. Managing change: using effective strategies to facilitate organizational change.
4. Inspiring commitment: recognizing and rewarding employees’ achievements.
5. Resourcefulness: working effectively with top management.
6. Doing whatever it takes: persevering under adverse conditions.
7. Being a quick learner: quickly learning new technical or business knowledge

I would say no matter what level of leadership and management you hold, the ability to do these things well will make a difference in your leadership success.

This is pretty cut and dry and I wanted to post the list for your self assessment and reference.  YET, the other critical and essential question that must be asked in conjunction to this question is this: “Do your leaders have the qualities (different than skills) to effectively lead your organization now and into the future?”

Revealed in the study referenced above are answers to this question, though the question was not posed in my way.  What was recorded were other qualities leaders felt that they had that were valuable, but  considered not as important though necessary.

• building and mending relationships,
• compassion and sensitivity,
• cultural adaptability,
• respecting individual differences,
• composure,
• and self-awareness.

WHAT!…not as important…ghez!  This study again reveals the great disconnect between qualities, functional skill and effective leadership.  In fact the very qualities listed about are EXACTLY what is needed to execute the original list with some measure of success.

We’ve got to begin to see that business IS behavior and the qualities that drive it.  To expand on this, please download my expanded article The Behavior of Business. For those who do get it, you will set yourself apart and help lead your company to greater profitability no matter what role you have!
Get here: http://www.joanncorley.com/uploads/The_Behavior_of_Biz_-_c.pdf

Managers Expected to Coach Workers Every Day

Managers expected to coach workers every day...hugh?

Nearly nine out 10 firms expect their managers to deliver coaching as part of their day-to-day work, according to a new survey by the Institute of Personnel and Development.

The vast majority of employers believe coaching can deliver tangible benefits to both individuals and organisations, said the Institute. The majority of employers planned to increase the use of coaching over the next few years, it added. 

The research also found that coaching provided by a manager or supervisor is becoming increasingly popular as the value of sustainable on the job learning is recognised in the workplace. 

However, research also suggests that if coaching is to deliver these significant benefits, employers need to ensure that their line managers are provided with up-to-date Manager-as-Coach training to be able to deliver the results.

 -Training & Development. -2008. Management Issues News

My Comments:

I have to say, there is a huge gap between stated expectation and reality...even belief vs. reality.

As one who has talked to thousands of Managers across North America...many do not have the thought of coaching in the repertoire, let alone know how to do it.

In fact, I've discovered a vast majority of managers have little to no training on the basic fundamentals of management.

True belief is supported with action and investment.  What are your beliefs and practices surrounding the skill of coaching in your organization?

Keep Your Professional Edge - Find Your 1%!

 The Power of 1%

In all the years that I’ve conducted seminars and workshops across the country, I’ve come to this conclusion: It’s not about how much you know or the volume of knowledge you possess. But - is what you know relevant and is that relevant knowledge being applied to gain meaningful, intended results? (By the way, you always get results; the question is, are these results what you really wanted)?

I’ve also learned that great, relevant knowledge can come in small packages.  It could be one quote or one principle that when applied can gain significant results.

Consider this brief story:

I recall an executive coaching client several years ago who was seen as ineffective in his new role as vice president.

In our initial meeting, one of the first items we discussed was what he considered to be the critical priorities that would substantially improve his effectiveness (mind you it wasn’t working more hours…he was working plenty).  We determined the most essential action was taking the time to plan.

You mean it was something as simple as applying one principle - taking the time to plan was the initial targeting solution? 

Believe it or not - yes! The simple act of planning his week and in that mapping in his schedule the most critical, non-negotiable actions that absolutely needed to happen to create meaningful results.

The result?...within just a few weeks his direct report saw a complete turn-around in his performance.

Awh….there’s the formula - one simple principle applied generated a significant, meaningful, intended result.

Therein lies the premise of this book.

I’ve taken many of my “small package” simple tips, principles, and how-tos and laid them out in a compact book format for your consideration.

This is a tool for targeted learning for busy professionals.  Targeted learning is intended to get at the meat or essence of something quickly…so it can be used just as quickly.

It comes in a portable handbook format or an expanded version which includes coaching questions and a place for notes:

Order handbook here - The 1% Edge - the handbook

Order workbook here - The 1% Edge - the Workbook


You can also follow the blog: www.the1percentedge.com

Special Announcement - New Book Release - The 1% Edge

The 1% Edge - Power Strategies to Increase Your Management Effectiveness
Authored by JoAnn R. Corley

Buy here: https://www.createspace.com/3467099

In the years that I've conducted seminars across the country, I've come to this conclusion: relevant knowledge can come in small packages. It could be one quote, one principle that when applied can gain significant results.

I once coached a derailing executive where it was determined that the most essential action to turning around his performance was taking the time to plan.

You mean it was something as simple as applying one principle - taking the time to plan was the initial targeting solution? Believe it or not - yes! The simple act of planning his week and in that mapping in his schedule the most critical, non-negotiable actions got immediate, necessary results. In fact, within a few weeks, his direct report saw a complete turn around in his performance.

Awh....there's the formula - one simple principle applied generated a significant, meaningful, intended result.

There in lies the premise of this book. I've taken many of my "small package" simple tips, principles, and how-tos and laid them out in a compact book format for your consideration. This is targeted learning for busy people. Targeted learning is getting at the meat or essence of something quickly...so it can be used just as quickly.

Also this book is compact enough you can carry it with you. Consider this your portable coach!

The tips are broken up into categories; areas that you may want to target for development. Each is what I consider a "high-impact" area. High-impact means if there is growth in that area, there will be a greater measure of satisfying results.

This book is also designed for self-coaching. There is space on each page for notes, a draft action plan, and a names of those with whom you'll want to share the information. When you share information with others, it's reinforced within yourself.

The mantra of this book? Learn, plan, act, and pass it on.

If you'd like to participate in an ongoing dialogue for how to get and maintain your 1% for your management and/or career success go to the 1% blog: www.the1percentedge.com

Or join the newly forming community on Facebook- http://www.facebook.com/pages/JoAnn-Corley-The-1-Edge/121451387909734

Management Tips - #1 - Develop the Leadership Edge

One of the things I love about blogging is valuable information can be delivered in a short format like my Management-in-Minutes portable learning resource for busy professionals. The lessons are in small bites....(I call it "lazer, high-impact learning"). The duration is usually 2-4 minutes. Short can be high-impact and deliver significant value. To check this out, you can go this link to sample first hand: Sample Lessons

With that in mind, I will posting what I call Management Power Tips and Professional Power tips (e.g. time management, productivity..etc.) in a variety of series.  All of the tips posted are pieces of the coaching and management training seminars I conduct, as well as from my professional seminars. If the content of any of the tips appeals to you and you're in a position to bring someone into your organization or refer, you may want to consider one of my training seminars.  To find out more about that, you can do directly to my website: www.joanncorley.com.

One final note, many of the tips will conclude with the Action Prompt - this is the coaching component.  Keep in mind...it's not so much what you know, but what you do with what you know that really counts.

THE LEADERSHIP EDGE – BE INSPIRING
Here’s a quality greatly overlooked and yet sorely needed in the workplace! This quality is sure to give you the leadership edge.

Be Inspiring! I love this word. Inspiring someone or a group of people is special in that inspiration touches many parts of a person and like our previous power tip… you don’t need an official leadership title to be this way. 

Consider this:
When someone is inspired their vision or how they see things is impacted, changing the way someone sees something removes blocks that might have impeded them from taking action up until that point.

Inspiration typically involves an expression of energy and that’s contagious! Don’t you feel more energized when you’re around an energized person?

Finally, and I think of significant importance, inspiration touches the spirit!  The human spirit, I believe, is at the heart of a person’s motivation.  Infuse a person’s spirit with inspiration and every part of them is engaged to move toward the outcome.

You as a team member or manager can get so much mileage out of the quality of being inspiring.  It’s magnetic, memorable and a quality worth cultivating!

Action: Take some time to think about this and consider how to practically add inspiration into how you interact with others as well as how to infuse it into your team culture.
Posted by: JoAnn Corley, Management Coach & Advisor