Daily Quote and Self-Coaching Challenge–Want to go from GOOD to GREAT as a Presenter Communicator: Focus on Your Strengths

 

Daily Quote:  “One should waste as little effort as possible on improving areas of low competence.  It takes far more energy and work to improve from incompetence to mediocrity than it takes to improve from first-rate performance to excellence.”

 Peter Drucker, Father of Modern Management  

 

Reflection: I don’t think Dr. Drucker is suggesting that we  should avoid identifying and addressing areas for development, but we tend to make weakness and improvement of problem areas a priority at the expense of ignoring or taking for granted our strengths. We need to remember that on any given day we only have a certain amount of  time and energy. So in focusing on weaknesses or problems as the priority we have little energy or time to emphasize and use our strengths to tackle our duties and responsibilities, and I believe that a greater emphasis on amplifying successes is more efficient, more effective, and more fulfilling for living a more meaningful and constructive life.

And the more presentation coaching I do, the more convinced I am that people are better served by seeking to build on their strengths than by seeking to overcome their weaknesses.  As a coach, I have been amazed at the over emphasis in presentation coaching of observing and pointing out weaknesses of what I call “technique rather than substance”. For example, the trainer who focuses on negative things like poor eye contact, hands in the pocket, fill speech (eliminating Uhh’s and Um’s), low energy or just overall nervousness impacts presenters in a negative ways.  We know from research that positive feedback at the ratio of  3 positive to 1 negative comments increases motivation and the probability of positive behavioral change.

One of my fundamental assumptions as a presentation coach is that each client has the potential and abilities within to learn how to be “great”.  They just need to observe and concentrate on their strengths, like their great smile, their positive and contagious passion for their message and ability to challenge and engage the audience. To do this it is essential for the training program to use video feedback techniques like “interjective coaching and self-discovery” tools. When training techniques encourage participant’s active involvement in learning it brings out  insights, strong motivation, and resourceful creative ways to build on strengths. From my perspective nothing is wrong or broken, and there is no need to fix the client,; they just need to belief in and practice what they are best at.  The only problem is that presentation training programs have often focused on “fixing” the presenter rather than helping them find and use their strengths. The challenge here is that people often seek coaching precisely because they or their managers believe that something IS “wrong” or “broken” and something needs “fixing.”  It’s essential for the coach and client  to collaborate on identify strengths and develop an alternative perspective that focuses on the client’s strengths, because their capabilities–their belief, their resourcefulness for seeing their strengths-are the qualities that will generate going from “good to great” as public speakers.

Self- Coaching Challenge:  Since I believe that a greater emphasis on amplifying strengths and successes is more efficient, more effective, and more fulfilling in changing behavior I am offering a FREE NO CHARGE ANALYSIS of your presentation skills. Over the next thirty days,  just send me a u-tube video or home video of your last presentation or of a practice session that you would like feedback on. I will provide a one page presentation evaluation checklist that we will use to observe and identify your speaking strengths and you will be well on your way to becoming a GREAT presenter.

Daily Quote, Reflection and Self-Coaching Challenge: Sorting Out the Strengths and Blind Spots of Your Leadership Style

Daily Quote: “Leaders are people who do the right things; managers are people who do things right.” Warren Bennis – “The Dean of Leadership Gurus. 

” Leadership is the lifting of a man’s vision to higher sights, the raising of a man’s performance to a higher standard, the building of a man’s personality beyond its normal limitations.” – Peter Drucker

 

Reflection: Searching for answers about Leadership

As an up and coming manager and leader in your organization, you have just received feedback on your leadership style. Some of the feedback rings true for you, while other feedback, especially on your blind spots doesn’t fit the picture you have as yourself as a leader.

Searching the internet and web on Leadership can be confusing because of the large  amount of writing and theorizing on  the concept of leadership. I have found a resource from Korn/Ferry research center that will save you time and money on helping you identify your leadership style. Korn Ferry writers and researchers J. Evelyn Orr and Guangrong Dai found that four primary patterns of leadership account for 70 percent of managers and executives. Each type has its own strengths and weaknesses that play out in different ways on the job. Matching leadership type to job expectations and role assignments can help you make more reflective career planning choices and proactively choose to build a plan for development that is based on increasing self-awareness through self-directed career coaching.

The authors begin their article with these profound questions, that I hope you will answer. will inspire you to explore as you read and reflect on the concept of Leadership Styles. They ask you to reflect on whether you are: “Task-oriented or people-oriented? Democratic or autocratic? Hands-on or laissez-faire?

They go -on to say  that often descriptions like this are artificially dichotomous (black or white, right or wrong). ” These types of classifications do not identify the shades of grey that is the reality for most of us. An analysis of managers’ and executives’ actual skill profiles reveals four real-world leadership types that are not so black-and-white. Seeing the gray is a good thing. Here’s why: People identify their strengths fairly accurately, but gloss over their weaknesses. The four leadership types that Korn/Ferry research has uncovered reflect leaders as they are, warts and all. So those who recognize their strengths in one type can then spot
their probable corresponding weaknesses. Simple self-awareness of the 4 patterns can help leaders improve and
with work on overcoming some of the limits of their leadership type and thus improve their leadership skills and practices.”

Want to read more:

1. http://www.kornferryinstitute.com/sites/all/files//documents/briefings-magazine-download/The%20leadership%20reality%20check%20.pdf

2. A review of the literature on many significant Leadership Theories and Models  http://www.valuesbasedleadershipjournal.com/issues/vol3issue1/gurus_on_leadership.php

 

 Self-Coaching Challenge: 

1. Read the above article written by Korn Ferry researchers and select the one style that fits the image of yourself as a leader.
2. Match-up from data from your 360 feedback or select three colleagues to read the article and provide feedback on which style of leadership fits or describes you the most accurately.
3. Is there a mismatch between you self-perception and how others see you? Reflect on the gaps and determine what needs work to bring your perception and others view of your leadership style into alignment.
4. Develop a thirty-day plan to work on the areas needing improvement or your blind spots.

 

Learning How to Learn

The following poem is based on a reflection from Peter Drucker–“We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn. ”
Peter Drucker

LEARN HOW 2 LEARN by Mark W. Hardwick,Ph.D.

Develop self-discipline in daily life.

Life  from the moment you are born 2 the moment you die, is a process of learning.

Set goals and stay focused on your learning priorities.

See potential as limitless to open up life-long learning opportunities.

Distinguish between how you learn and what you want to learn

Recognize ways in which your learning is supported by others.

Accept your limitations and know your strengths

Live a a life of continuous improvement

Be open to learning and never stop growing.

Focus on learning regardless of how you are being graded

Accept and learn from mistakes

It is only through learning  that we begin to know.

Seek feedback on how you are learning and developing

Learn not only to find what you like,

Learn to like what you discover through experience.

Learning always energizes the learner.

The least of the work of learning is done in the classroom.

Change is the end result of all true learning.

Stay fresh. Do what needs doing…doing…is the secret…to LEARNING