Employee Coaching with Scott Eblin [Rypple Leadership Series]

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Coachable Moments: Leadership ToolsYou Can Use Everyday

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Rypple Leadership Series Your Host Our Guest Nick Stein Scott Eblin Leadership Strategis t Director of Content & Media Author of “The Next Level” Rypple @ScottEblin @stein_nick

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Social Goals 2.0

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Rypple Leadership Series Your Host Our Guest Nick Stein Scott Eblin Leadership Strategis t Director of Content & Media Author of “The Next Level” Rypple @ScottEblin @stein_nick

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How We’ll Flow What from Scott: • Share some tools that will help you reach your goals throughout the day  What from You: • Participation through: − Polls − Chat Slides − Questions

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Game Plan  Setthings up  Coachable Moments in action  Your next steps

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Leadership Presence =

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Personal Leadership Presence =

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Personal Leadership + Presence = Team

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Personal Leadership + Presence = Team + Organizational

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Next Level Modelof Leadership Presence

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Poll Question  Whichis harder… •picking up •or letting go?

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Highest Rated Behaviors Accept accountability for my team’s mistakes or failures and move quickly to correct them  Make timely decisions based on the available information  Contribute to creating an environment in which everyone is comfortable engaging in open and honest dialogue  Am clear about the outcomes that need to be achieved and communicate those to the team  Take accountability for working with peers to address opportunities or solve problems that fall outside of my functional role

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Lowest Rated Behaviors Pace myself by building in regular breaks from work  Manage workload so that I have time for unexpected problems or issues  Give others my full presence and attention during meetings and conversations  Regularly take time to step back and define or redefine what needs to be done  Build a network to stay connected to the market and gain fresh perspective

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Poll Question  Doyou think of yourself or do others think of you as a go to person? •Yes •No

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Go To Personor…

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a Team ofGo- To People?

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It’s All Aboutthe Leverage  A key question for leaders:

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It’s All Aboutthe Leverage  A key question for leaders: What is it that only I can do?

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Our Heroine

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Coachable Moments fromThe Next Level

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Key Events inHer Day 8:15 am: Arrive, review, plan, initiate, respond 9:00 am: Career planning conversation 10:00 am: Break 11:00 am: Executive team presentation planning conversation 12:00 pm: Lunch with a friend 1:30 pm: Coaching conversation with project leader 2:30 pm: Break 3:00 pm: All hands meeting Throughout Day: MBWA

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Prepare Like anOlympian

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What’s Your Picture? Take a look at next week’s calendar. What’s coming up where you could benefit from having a clear picture? • What’s the outcome you’re trying to create? • How do you need to show up to make that outcome likely?

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Coaching for Development: Working the GAPS Where the coachee is Where the coachee wants to be Abilities Goals What they can do What they want to do Coachee’s view Perceptions Standards How others see them What’s expected Others’ view Source: Peterson and Hicks

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Three Options forBuilding in Breaks

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Three Options forBuilding in Breaks  Grinding Halts: • Relatively rare periods of extended time away from one’s primary focus From Stopping by David Kundtz

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Three Options forBuilding in Breaks  Stopovers: • Longer breaks of hours or days; taking time off  Grinding Halts: • Relatively rare periods of extended time away from one’s primary focus From Stopping by David Kundtz

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Three Options forBuilding in Breaks  Stillpoints: • Brief cues or interludes throughout the day to take a break, stop and center.  Stopovers: • Longer breaks of hours or days; taking time off  Grinding Halts: • Relatively rare periods of extended time away from one’s primary focus From Stopping by David Kundtz

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Framing the Communication What?  So What?  Now What?

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Framing the Communication What?  What’s the topic or point?

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Framing the Communication What?  What’s the topic or point?  So What?  Why should this person or group care? What’s in it for them?

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Framing the Communication What?  What’s the topic or point?  So What?  Why should this person or group care? What’s in it for them?  Now What?  What do I want them to do, think, feel or believe to support the next step?

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Coaching for Results:The GROW Model Goal Reality What would success Goal look like? Reality Options What’s Next? Options What’s Next? Based on a model developed by John Whitmore

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Coaching for Results:The GROW Model Goal Reality What would success What is happening Goal look like? now? Reality What’s Next? Options Options What’s Next? Based on a model developed by John Whitmore

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Coaching for Results:The GROW Model Goal Reality What would success What is happening Goal look like? now? Reality What’s Next? Options Options What else could you What’s Next? try? Based on a model developed by John Whitmore

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Coaching for Results:The GROW Model Goal Reality What would success What is happening Goal look like? now? Reality What’s Next? Options Options What are your next What else could you What’s Next? few steps? try? Based on a model developed by John Whitmore

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Coaching for Results:The GROW Model Goal Reality What would success What is happening Goal look like? now? Reality What’s Next? Options Options What are your next What else could you What’s Next? few steps? try? Based on a model developed by John Whitmore

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Prepare Like anOlympian

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Connecting People tothe Big Picture  Purpose What are we here to do?

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Communicating the Change Purpose What are we here to do?  Picture What will it look like when we’re meeting our purpose?

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Communicating the Change Purpose What are we here to do?  Picture What will it look like when we’re meeting our purpose?  Plan What are the steps to create the picture?

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Communicating the Change Purpose What are we here to do?  Picture What will it look like when we’re meeting our purpose?  Plan What are the steps to create the picture?  Part to Play What you do that fits into the plan.

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Communicating the Change Purpose What are we here to do?  Picture What will it look like when we’re meeting our purpose?  Plan What are the steps to create the picture?  Part to Play What you do that fits into the plan.

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What’s Next?

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What’s Next? We are what we repeatedly do. Excellence, then, is not an act but a habit. – Aristotle

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Start with QuickWins

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Wisdom from the Wizardof Westwood “When you improve a little each day, eventually big things occur… Seek the small improvement one day at a time. That’s the only way it happens and when it happens, it lasts.” - John Wooden, record setting coach

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Stay Connected  E-mail: • scott@eblingroup.com  Web: • www.eblingroup.com  Blog: • www.scotteblin.com  Twitter: • @scotteblin  Phone: • 888-242-4680

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Questions?

Employee Coaching with Scott Eblin [Rypple Leadership Series]

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