Can coaching and development help?

In a study where 96 executives rated in the bottom 18% by their peers received specific coaching and development - 3 out or 4 were able to change their behavior enough that their colleagues could readily see improvement.

As you will hear us say - it is not just what you do but how you do it.  Jack Zenger is one of the best when it comes to developing the right skills in the right way. 

Here's what's likely to be behind the scenes... and what you can learn

1. Expect results by planning to measure - evaluate outcome.  in this study they know what they have accomplished by evaluating before and afters.
2. Target help where it is needed.  This was not a dip everyone in the same water solution. People who needed focused attention were given the individual help they needed.
3. Concentrate on behaviors that can be useful and seen by others as effective.   It is not just important to do the right things - but to do the right things for the culture of the organization. 

Need help with your performance issues?  We have coaches with proven track records

www.pyramidodi.com

87 percent of employees leave a review discussion without a plan for how to better meet their managers expectations...87%!  Hmmm.  With that statistic I am surprised that only 43 percent claim that their performance reviews are repeats of the same negative performance.

Duped?  Perhaps.  Profiling instruments are never accurate tools.... and perhaps the MBTI is the worst of the lot.  However, the danger more often lies in the person delivering the feedback than in the instrument.  And it is not just a lack of knowledge about the instrument - a good professional should have at least some  psychometric education beyond any single instrument. 

Every profiling tool should be given with a warning: this is not a prescriptive tool but a indicative tool.  It is like using a weather vane for predicting the weather - it may tell you about wind direction at that moment, but it will not predict the hurricane next week.

www.pyramidodi.com

Businesses fail when they forget that the role of any business is to serve.  Many businesses forget this at some time...rarely do you get a look at how badly they fail.   This is a great example of epic failure!

in case you are not sure, this is how NOT to handle social media complaining.

What examples of epic customer handling failures have you seen?

How would you recover?

www.pyramidodi.com 

I hate the original title to this article.  It may lead to a dangerous assumption that all "consulting" may be the same.

This was a study by the World Bank and Stanford researchers testing the impact of management technology

Here is what I agree with...

Success is built with clairty of purpose, roles and assignments - and systems/procedures to manage production.  Sometimes things are very difficult to change without external help.  Systems can be so chaotic - for good and bad reasons - rapid growth or gross inattention.  Either way difficulty seeing means difficulty doing.   When people are drowning, telling them to swim faster is not helping.  That's when externals - with experience and fresh eyes can play jump in to help.   However it's not any experience - there must also be experience at getting out of difficult situations and skill at helping people to fish for themselves. 

Talent - know how - is unevenly distributed around the world.   Even within top rated countries.  However, the full understanding is worse than that.  Some top rated countries have talent problems due past to focus more on financial dealing than building productivity...or resolving the productivity issue with poorly implemented technology.  A generation of leaders who grew up in that period may not have receieved the benefit of experience in "making things better" and aligning people to work.  When seeking external help make sure the people helping have the right experience for your situation. 

Experienced external talent can help people create their own systems and behaviors producing real results.  In our experience, much more than the 20% return mentioned in the article.

From the comments, you see what I expected to be the reaction to the article... skepticism based upon the experience of bad companies with bad external help.

We built our business on being external help (notice I avoid the C word) to fill the gaps many organizations missed in their development... or were not ready to build.  By bringing experience from top  companies and tested practices we could bring hope, alignment and engagement to struggling companies...or accelerate success in healthy ones.   

www.pyramidodi.com

We help with interventions to align people, systems and behaviors building great work, great workplaces and released potential. 

Think of us as lifeguards who can save the drowning, then teach them how to prevent it from happening again.