Do More Coaching and Less Managing [Perpetual Access Download]
|YOU GET PERPETUAL ACCESS TO THIS PROGRAM! There are no renewal fees ever. A few minutes after you purchase the program, you will receive an email with information to access the download of the video program (video mp4 format) and the pdf slides. There's no need to license individual users as you get unlimited access within your organization. You can upload the video into your own LMS or shared drive (or just watch the program directly). And you get pdf files for all handouts. (Please note that these programs are only for your company's employees/leaders and are NOT licensed to share outside your company or for resale. If you want to offer these programs to your clients or others, please visit our Partnerships page).|
Most likely, the best leaders you’ve ever had did much more “coaching” than “managing.” They didn’t just tell you what to do, or criticize you for messing up, or push aside to do the work themselves (things often equated with managing). Instead, they listened to your ideas, challenged you to learn and grow, served as your sounding board, and took the time to discover what really makes you tick. In other words, coaching.
Management has its place (like in a crisis), but it’s coaching (not managing) that helps employees grow, develop and unleash their full potential. And coaching does not mean that you just hire an executive coach. Instead, this program will show you how to develop the Manager-As-Coach mindset for all your internal leaders.
On this special 1-hour masterclass called Do More Coaching and Less Managing, you’ll learn…
- 6-question test to assess if you (and your managers) have the “coaching mindset”
- When to choose directive vs. non-directive coaching
- How coaching changes when you’re focused on performance issues vs. goals
- Understand the difference between coaching vs. managing vs. mentoring
- 3 drivers of trust between manager and employee (and how to use that to build a coaching relationship)
- 4 situations where a coaching approach does not work well
- How to guide employees to set goals that they can get passionate about
- 4 types of probing questions to use in coaching that direct people to share and reveal their deeper issues (Factual, Emotional, Direct, Indirect)
- How to use Fact-Based Listening to stop yourself from making snap judgments or getting irritated
- 3 sentences you should say at the beginning of your coaching sessions with employees
- 5-step process (based on rational emotive behavior therapy) that helps employees overcome self-limiting and irrational beliefs
- How to stop using feedback (which focuses on rehashing past history) and instead use Constructive Dialogue (which focuses on changing the future)
- How “gestalt communication” can prevent leaders from immediately giving orders to employees (and how they can encourage employees to share ideas and solve problems for themselves)
Through his groundbreaking research, Mark Murphy has created some of the biggest ideas in leadership. He’s a New York Times bestselling author, a FORBES Senior Contributor, ranked as a Top 30 Leadership Guru, and the Founder of Leadership IQ.
He’s trained leaders at the United Nations, Harvard Business School, Microsoft, MasterCard, SHRM, and hundreds more.
Mark leads one of the world’s largest leadership skills studies, and his work has appeared in The Wall Street Journal, The New York Times, Fortune, Forbes, Bloomberg BusinessWeek, and U.S. News & World Report. Mark has also appeared on CNN, NPR, CBS News Sunday Morning, ABC’s 20/20, and Fox Business News.