Executive Intelligent Coaching

Leading in difficult times

2009-06-16T09:11:00.008-05:00

Here is an article I wrote at the beginning of the year. It addresses how leadership can positively impact the company culture during difficult times.

http://community.icontact.com/p/execintellcoaching/newsletters/rise09/posts/leadership-and-the-culture-that-succeeds-in-difficult-times-executive-intelligen

Nancy Schill

For more information, check out www.executiveintelligentcoaching.com or contact us:

info@executiveintelligentcoaching.com 512.947.5447

FREE Information at Local Entrepreneur Conference Series

2009-02-27T13:28:00.006-06:00

RISE 2009 is here!

Next week join more than a thousand Austin entrepreneurs and professionals at more than 100 free, hour and a half seminars are conducted across the city.

This is my second year to present and I'd love to see you or a colleague at one of my two talks or one of the several events in the evening next week!

This year I will be conducting a workshop on Thurs. March 5th entitled: Leadership Management: An Interactive Workshop Building Emotional Intelligence. To learn more about it, click: http://www.riseaustin.org/Session.aspx?Session=0f93e24b-6f42-4e2b-b1e1-9bb4010c4c7b

And, I will be co-presenting with Bijoy Goswami on Wed. March 4th: Mavens, Relaters, Evangelists, which you can learn more about at: http://www.riseaustin.org/Session.aspx?Session=713eac08-9851-433b-b6f7-9bb300b573af

There are a number of Austin Bootstrappers giving talks this year, so if you'd like to see what all the fuss is about, check out http://www.riseaustin.org/, check out all the sessions and sign up for as many as you can attend!

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512.947.5447

When employees rant publicly

2008-11-26T10:35:00.011-06:00

Have you ever thought about what your employees might be saying if or when they get miffed at you? Should this be something to worry about? Well, have you heard of employee rant websites?

I don't want to strike fear in the hearts of my employers reading this. Instead, I take the position that this could very well be a golden opportunity. As an employer, you can even set up a site yourself, where employees can anonymously rant! If the culture of the company is something that you're wanting to improve, this could be the vehicle to shift that momentum.

I was interviewed on this very topic a couple weeks ago. Apparently, the new rage is disgruntled employees going to websites to rant about their grievances against you and the company. In a quick search, you may easily find the NYPD rant website, Dell, and a waiter industry rant website. Some of the ranters, I'm sure, are still employed, while others may have left in a cloud of fumes or amidst controversy. The silver lining that these sites provide - a wealth of information that the employer probably didn't have!

For more information on this, check out Nancy's interview and a discussion of "rants" in the Austin American Statesman, Life and Arts section 12/16/08.

If you are an employer and would like to share your thoughts on this topic, please comment. Or, if you'd like some support to improve the culture of your company through executive coaching, team building, designing effective leadership, or creating emotional intelligence at work, contact us to schedule an interview to discuss how we can help you accomplish that and save money!

Wishing you Happy and Safe Holiday!

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Creating Executive Teams article

2008-10-31T13:10:00.011-05:00

If expanding your executive team is on the forefront, or you'd simply like to learn more about hiring, view Nancy's latest article in Business District magazine.

http://www.abdmag.com/people_matters_7390886.htm

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512.947.5447

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WORKSHOP - How to Build Your Company with the Right People - June 27

2008-06-13T11:12:00.006-05:00

Online Event Registration - http://www.rightpeople.eventbrite.com/

Powered by www.eventbrite.com

The Leader's Greatest Resource

2008-04-17T12:14:00.027-05:00

EXECUTIVE INTELLIGENT E-LETTER

The Leader's Greatest Resource

June 5, 2008 - Number 16

In This Issue:
* Business News
- 40 days Immersion Project - community
- Logo design workshop - marketing

* Coaching Article
- The Leader's Greatest Resource

* What's New at EIC
- Right People workshop June 27
- Website phase two

Business News

Immersion Project

During March and April, an Austin entrepreneur used his business to take him on an unprecedented journey. Pushing through “the dip” per Seth Godin’s book entitled the same requires sacrifice that most are unwilling to endure. Godin promises that those who do are typically rewarded with unforeseen business and personal opportunity. That’s exactly what Tom Baum, President and Principal Founder of TRACEe (www.tracee.biz) seems to have discovered by immersing himself on the streets of Austin for 40 days and nights streaming live video of the homeless population. Tom found that the risks to himself, his marriage and his business, for a good cause, were greatly appreciated by the homeless community and a multitude of partners, sponsors and volunteers. Furthermore, his bootstrapped business (reference: Bootstrap Network http://www.bootstrapaustin.org/wiki/index.php/Welcome_to_the_Bootstrap_Network ) received a much needed infusion of donated dollars, equipment, services, development and visibility. In fact, Tom claims that this 40 days were more valuable to TRACEe and its future than the 40 or so months in ideation and the valley of death that preceded it! Check out the 40 Day Immersion web-pages hosted by partner Mobile Loaves & Fishes (www.mlfnow.org/immersion) and two special news reports generated during the immersion (1) KXAN News: http://www.kxan.com/Global/story.asp?s=8143508 and (2) FOX 7 News: http://www.myfoxaustin.com/myfox/pages/Home/Detail;jsessionid=10B7F4D7470D551A469173C41EF66A3A?contentId=6249376&version=1&locale=EN-US&layoutCode=VSTY&pageId=1.1.1&sflg=1

In this project, Tom is using his technology and social media, with the support of other businesses, to bring the population at-large, up close to homeless people so they can personally assist this group - who are a tragedy neglected. He is currently in the follow-up stage of the project. Check out what Tom is doing and how his efforts are making a huge difference!

Success in Logo Design

Small business CEOs and executives, in the absence of a VP of Marketing, are often faced with the big question: What are our logo, brand, and marketing designs doing for the company? A couple of weeks ago, I had the privilege to attend a half-day workshop put on by Tina Schweiger of Spoonbend, (http://www.spoonbend.com/) a branding and design agency. The workshop was a huge success and very valuable because Tina took us through a series of activities supported with education, which both empowered and enlightened all the executives in the room! Many executives don't spend their time analyzing the visual syntax, color, and typography of their logo and marketing materials. We simply don't have the time or inclination!! Which, it turns out, is exactly why we hire companies like Spoonbend. Before, however, we go to a design company, we can be armed with our profile, Creative Brief, whiteboard, and information that can save us thousands in time and fees! Tina's next workshop is June 20th, contact her at tina@spoonbend.com .

Coaching Article

The Leader's Greatest Resource

Regardless the size of the company you work in and your role or position there, when you're in a leadership role, then people are your greatest resource! What's more, it doesn't matter whether you're forming your executive team, working with an intact team, hiring to increase your staff, or collaborating in a network of professionals to support and grow your business, certain characteristics and strategies permeate the companies that cultivate this resource and thereby reap the greater benefits. Through our work, Executive Intelligent Coaching has identified several universal principles and steps to hone and nurture the human capital resource. These principles include:

sharpening your attention and self preparation
knowing who the right people are and hiring them
building a foundation for success (with the staff)
knowing when to cut bait and cultivating the right relationships

Understanding the importance of this is critical to a company's future success. First, in the global workplace we're in, the value of people have changed and are now, more of a central focus of the organization. What's more, people want value in their work and they're looking at the values and culture of companies. Essentially, they have become more picky. And, despite the stressed American economy today, knowledge-workers, professionals, and the younger generation often have choices for work because they're willing to trade those bigger paychecks for satisfaction and enjoyment. - They are seeking more balance in their life!

So, the leaders who espouse and actively practice these principles, enjoy many financial and intangible benefits. To begin with, the staff are more appropriately placed in their positions and assigned duties, leading them to be more efficient and productive. They are also more satisfied with their work-life, resulting in improved customer service, less sick leave, increased employee loyalty and less turnover. The staff, in addition, are more collaborative and work together more, which yields a positive contagious culture and builds the reputation of the company, also increasing it's attention as a great place to work!

These principles aren't new and they aren't rocket science! They do, however, have a prevalence and permanence we've not seen before... Stay tuned for more articles on this topic!

Share with us your success stories of hiring the right people, building a great culture, or fortifying relationships with your staff. (contact information below)

What's New

New Workshop

Intrigued by the coaching article today? Are you building your executive team, hiring to increase your staff, creating a business collaboration, or forming a new team in the company? Then this workshop is for you. Sign up to attend the hands-on, half-day workshop that will give you the leadership program to build your company's success! The workshop will be conducted downtown Austin, Friday, June 27. Participation is limited so register now by emailing nschill@exeucutiveintelligentcoaching.com, calling 512. 947.5447, or reserve online at http://rightpeople.eventbrite.com/ to save the tens of thousands of dollars and countless hours of your time and build the positive company morale that will help your business grow!

What: How to Build Your Company with the Right People
When: Friday June 27, 8:30 - 12:00
http://rightpeople.eventbrite.com

Website Phase 2

Thanks to Brian Massey of Conversion Sciences and Rose Holston of Aviso Communications, the Executive Intelligent Coaching website is soon moving to phase two. The site will boast a coaching quiz, more information about the company and our approach, and pages about the different programs. Check out the revised website at the same address: http://www.executiveintelligentcoaching.com/ . What's more, for information on online and social marketing marketing, visit Brian's blog at http://www.customerchaos.com/ and to learn about SEO and keywords, visit Rose's blog at http://www.avisocomm.com/.

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Copyright, 2008 Executive Intelligent Coaching

Business Relationships: Develop the Essential Components and Dodge the Hitch Points

2007-11-13T12:39:00.012-06:00

EXECUTIVE INTELLIGENT E-LETTER

Business Relationships: Develop the Essential Components and Dodge the Hitch Points

February 22, 2008, Number 15

In This Issue:
*Business News
- negotiation skills
- coaching resource
*Coaching Article
-Business Relationships: Develop the Essential Components and Dodge the Hitch Points
*What's New
- employee selection
- upcoming presentations

Business News

Negotiation Skills

A few months back I attended an excellent workshop on negotiating! Chad Jewell is an expert negotiator who shared his wisdom with some local business associates. I was one of the fortunate dozen or so who got to attend an afternoon training and what I learned was invaluable! Getting our wants and needs met, with a win for all parties, is a finely-tuned skill that benefits us situationally and mentally. Who better to assist a business owner when looking for their office space than an expert negotiator! Chad and his team exclusively represent tenants in this process. Check them out at http://www.austinofficespace.com/

Coaching Resource
I have known Ted Middelberg for a couple of years now and recently he and I met to discuss forming a professional coaching consultative group. Like myself, Ted is an expert in the coaching industry. He is the president of Systemic Leadership LLC, an Austin-based company focused on coaching executives and leaders at all levels. Ted's judgment and wisdom have been built on 20 years of managerial and executive level responsibilities, followed by another 10 years focused explicitly on helping leaders drive successful results. Weaving this together with his formal training in group dynamics and coaching gives Ted the desire, knowledge and
skills to offer more for his clients than ever before. Middelberg has a BA degree in Economics from Brown University, an MBA in Finance from The Ohio State University and an Ed.D. in Adult Education, Human Resource Development and Leadership from The University of Texas at Austin. He is also a member of the International Federation of Coaches and a certified executive coach. You can reach Ted at 512-653-4757 or ted@systemicleadership.com.

Coaching Article

Business Relationships: Develop the Essential Components and Dodge the Hitch Points
Clients and entrepreneurs I speak with are often driven and motivated to make a decision when they're thinking about establishing a business relationship. Whether you're looking at a partner, a vendor, or client it is essential to rein in the urge to act, refrain from an emotional decision, and withhold a hasty response. Don't only give yourself room, make it a priority to take the time, care, and ethical consideration that is a must in developing positive business relationships. It is during the development of these relationships where business leaders make initial critical errors by not recognizing the warning signs of hitch points that can tell them if a business relationship will or will not be positive. If you're not already convinced about how important it is to get into business relationships that are positive, just think about the nightmare client, vendor, or partner you've had in the past. How much time and energy did that stressful relationship cost you?

Here are some steps to assist you in developing positive business relationships.... Take time to build this relationship:

to learn their purpose
to learn what they can contribute and their shortcomings

Focus on quality and integrity:

maintain the level of work you currently produce and are proud of
maintain the credibility you have established for yourself and your company

Hitch points indicate that it is not wise to enter into a business relationship because the risks of it turning into a negative relationship are too high. Two primary hitch points include:

the person's ethics or values are in conflict with yours
there is a lack of balance in the power

Developing business relationships that are based on mutual respect, open communication, and clarity of purpose and focus will build trust, cooperation, enjoyable work, and a long-term positive and fruitful relationship.

What's New

Employee Selection
At Executive Intelligent Coaching, we recently expanded our services to include assisting companies in their hiring the right people, for the right positions. We come in during the second or third stage of the selection process to interview the hiring person, interview the candidates, and administer and report assessment results. With our expertise and assessments, we give you the confidence that you're hiring the right person. It was in Jim Collins' Good to Great research, which convincingly revealed that great companies have the right people in the right positions.

Upcoming Presentations
The beginning of March offers Austin's entrepreneurs and business people a smörgåsbord of informational and support resources right at our fingertips!
RISE, a Relationship and Information Series for Entrepreneurs, offers numerous free presentations each day, held across the city, March 4th through 6th. Register at: http://www.riseaustin.org/Schedual/Day1.aspx
SXSW Interactive hosts countless panels at the Austin Convention Center March 7th through 11th. Register at: http://2008.sxsw.com/register_to_attend/

Nancy's RISE presentation
What: Creating Executive Teams
When: Tues. March 4th 11:00 am - 12:30 pm
Where: Texas State Capitol

Nancy's panel participation
What: Bootstrapping through Entrepreneur Collaboration Networks
When: Mon. March 10th 5:00-6:00 pm
Where: Austin Convention Center

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Copyright, 2008 Executive Intelligent Coaching

Boutiques for Sole Proprietorships

2007-08-16T18:00:00.000-05:00

Intelligent Coaching E-Brief

Boutiques for Sole Proprietorships

October 4, 2007, Number 14

In This Issue:
*Business News
- The Rowan Report
- Austin Open 4 Business

*Boutiques for Sole Proprietorships

*What's New
- Emotional Intelligence for Productivity and Relationships
- I Don't Work on an Island! How personality elevates teamwork and leadership in organizations

Contact Us:
info@executiveintelligentcoaching.com
512.947.5447

Business News

For those of you who prepare and conduct presentations, I have found a resource that I've actually referenced a few times. Don't get me wrong, I regularly search for authorities on specific issues and topics! I guess this just surprised me that for the last two or three presentations I have prepared, I actually went straight to this source thinking, "Can you help me with ...?" and there it was. The newsletter is also hosted out of Blogger, and is called The Rowan Report. Here are a couple of recent issue links: http://rowcom.blogspot.com/2007/08/breaking-rules-with-style.html

and http://rowcom.blogspot.com/2007/08/give-us-handout.html

An exciting new business conference is debuting in Austin next week. Austin Open 4 Business, sponsored by Business District Magazine and others, is featuring dynamic keynote speakers and four tracks of presentations and panel discussions for entrepreneurs and small businesses in the areas of: legal issues; funding; sales & marketing, and human resources. You can expect to find me there, all day! Actually, I am moderating a panel discussion on health insurance. For more information and to register, go to www.austinopen4business.com . This conference is inexpensive and here is your opportunity to attend for even less - enter the discount code, MAG1408.

Boutiques for Sole Proprietorships

For small businesses, independent consultants and sole proprietors, having a network of trusted experts around them can open the doors to exciting possibilities for business development. The business opportunities can have the look of one of two different paintings. Let's call one painting our Reciprocal Spiral and the other painting our Innovative Dance. The first painting has circular rings spreading out from the core mass at the center. The second painting has lines of different thickness and color, which intersect the central line and create splatters of a whole new color.

Our Reciprocal Spiral is made up of the people who independent business owners are most connected to in work, but who do not work inside their individual business. These are people who support each other in some aspects of their businesses; they likely provide their services or products to each other in some fashion, consult with each other, share social or business associations, and have a fairly sturdy relationship based on mutual trust and respect.
BENEFITS:

thought-partnering
business assistance
emotional support
innovation and creativity
introductions and referrals to our businesses

The beauty of the relationships in our Reciprocal Spiral is that a level of trust has been established here, unlike the simple connections made in networking groups. Reciprocal trust, respect, and assistance with other independent consultants, sole props, small business owners, and start-ups largely increase the presence, impact, and reach of the small business!

Our Innovative Dance, on the other hand, occurs when two or more independent proprietors come together and form a novel product or service. The resulting product or service is a unique synthesis of these two or more experts, who may be from very different industries. These businesses team together to create and sell their innovative, very likely, niche product or service. The benefits of teaming up and collaborating with these partners, if you will, are that it adds a whole new dimension to each of the businesses; it may also open up a whole new market for them. But, the benefits to the internal workings of the business owner are invaluable. Motivation is spurred, creativity is inspired, and the workload is shared! The commodity of time is something a single business person cannot ever get enough of.

In both, the Reciprocal Spiral and Innovative Dance models, the business that was once a singular entity, now becomes a "boutique" - a collection of businesses who exude greater credibility, can serve a wider scope of customers, and meet more of the customers' needs. While this article is designed for sole props and small businesses, the principles can be applied in larger companies as well. In some companies it's done all the time. Using your network of co-workers to help get things accomplished and teaming up with certain co-workers to innovate and meet other demands, takes place in the greatest companies all over. Collaboration is the key and fine-tuning the collaborations so that they yield a strategic powerhouse is what eludes many. Stay tuned for upcoming information and resources that map the path to the powerhouse.

What's New

The start to this fall has been equally exciting and busy for Executive Intelligent Coaching. An article I wrote entitled, Emotional Intelligence for Productivity and Relationships, has been published in the newest edition of Business District. It is in the People Matters section and lists action steps for business owners for hiring and leadership. You can read the article online at: http://www.abdmag.com/people_matters_emotional_intelligence.htm

My first video training program is in the finishing stages and will be launched and available on Amazon very soon! I have collaborated with producer Joshua Shipsey, of Communication Simulations, Inc. www.commsim.com , to create, I Don't Work on an Island! How Personality Elevates Teamwork and Leadership in Organizations. Look for future news on the event launching this program.

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Daily Work, Futuristic Thinking

2007-06-29T09:59:00.001-05:00

Intelligent Coaching E-Letter

Daily Work, Futuristic Thinking

July 31, 2007, Number 13

In This Issue:
What's New
Secret According to Nancy
FAQs
Business News

Contact Us:
info@executiveintelligentcoaching.com
512-947-5447
www.executiveintelligentcoaching.com
(register to receive this newsletter)

What's New

For the first time in a year I did not write the Intelligent Coaching newsletter last month. Work here at Executive Intelligent Coaching has been very busy this spring and summer with a number of exciting new projects.

I have been working on the development of my new website with Impression Edge, which should launch before the next newsletter.

I wrote an article for Alpha Women (website out of Chicago) entitled Achieving your Goals (adapted from April's newsletter).

Bootstrap Network started their second year of Boot Boards; so I added another hat to my Bootstrap ensemble and am now facilitating a monthly board meeting of 6 entrepreneurs.

Over the last couple of months I have been investigating ways to alter the format and content of this newsletter-blog so that it's more interesting and supportive of the readers. If you'd like to give us feedback about what you enjoy reading and would like to see, post a comment or send us an email. Essentially, this is here for YOU!

Secret According to Nancy

In an effort to inspire college Seniors earlier this spring, a light bulb turned on for me, which translated to:

natural talents + passions = ideal future

Many embark on the quest to figure out what they really want to do - in their careers, daily in their work, you name it. And, many folks seek these answers a number of times in their life! Entrepreneurs have a passion somewhere that they seek to fulfill when they go out and create their venture. Professionals have some interest in their field or activities, such that they choose to spend years going to school. What about Executives? Managers? For all of us, it begs the question, "What is our passion in our work?" If we don't know the answer or don't have any passion in our work, then the question, "What are we passionate about?"

Spending time doing tasks and projects, engaged in activities that we're good at, we tend to enjoy and do rather efficiently. The research on strengths theory and strength building makes sense (Gallup Organization)! When we're more efficient, we're more productive! When we're doing something that comes fairly easy, we're not working against obstacles, hurdles, and roadblocks. Now the question is begged, "What are the things we do (tasks) that come naturally to us?"

Combining what moves and inspires us (passion) with what comes easily and what we're good at (talent) is a magical recipe. From my experience, I formulated the belief that herein lies one way to live the life that is our ideal. We detect it in our life as an intuitive sense of: I know I'm being true to myself; this is the right path for me; I know it's leading me in the right direction. It is manifested as, "I'm enjoying what I do, enjoying success doing it, and feeling good about myself at the same time!" If that's not compelling in this era of living authentically and enjoying the good things the world has to offer, I don't know what is. So tell me, if genuinely embraced, would you not be living your ideal future?

After answering these questions, the task is to find or create this job for ourselves! We are the one most invested in our future, no one else!

FAQs

Q: Why does someone seek coaching or training services with you?

A: Because, they believe that if they make some changes, it will have a positive impact on their long-term success.

Q: Why would someone of a particular industry hire you if you do not specialize in that industry?

A: If someone wants to hire an expert in their industry, who could assist them with specific techniques, examples, and strategies for sales, marketing, or products/projects unique to that industry, it sounds like they would benefit from hiring a consultant in that industry. If someone wants to hire a professional to assist them, specifically with themselves, in how they impact their business, manage, handle, lead, cope, approach, design, and respond in their profession, it sounds like they would benefit from hiring me because of my expertise in people, assessments, behavior change, and goals.

Business News

Businesses who are jumping on the fast track of marketing their products/services in this rapidly changing, global economy and workplace know that their web presence is critical! They also know that web presence, no longer means simply having a website. Last month I attended a workshop conducted by the experts at Polycot, addressing the presence of one's business on the web, social media, networks, and tools. If you would like to learn more about these topics, you can visit Polycot's website and blog at www.polycot.com and http://www.polycot.com/blog , respectively.

Dexterity, finesse, and effectiveness in the interpersonal realm at work are a passion of mine. The greater the prevalence of these ideas, support in the business world, and research, the more commonplace, funding, and education will arrive in this arena. The feature article for CIO Insider June 25th was Soft Skills for CIOs and Aspiring CIOs: Four Ways to Boost Your Emotional Intelligence. Click here to read the article.

Imagine the possibilities!!!!

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To learn more about our unique approach to happiness in the workplace or programs for individuals and teams, contact Nancy Schill at nschill@executiveintelligentcoaching.com or 512.947-5447.

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Support your business and colleagues - send them a link to this blog today!
http://eicoachingblog.blogspot.com

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Executive Intelligent Coaching, Copyright 2007

Business Professionals on Benefits of Emotional Intelligence

2007-05-10T11:02:00.000-05:00

Intelligent Coaching E-Brief

Business Benefits of Emotional Intelligence

May 24, 2007, Number 12

In this Issue:
Effortless Understanding
Skill Sets
Work Performance and Environment
Management
Entrepreneurs and Collaboration

Contact Us:
www.executiveintelligentcoaching.com
info@executiveintelligentcoaching.com
512.947.5447

Effortless Understanding of Emotional Intelligence
Emotional intelligence are skills for the workplace, family, and community that impact our happiness, motivation, stress management, and conflict resolution. If we think about what I call the triangle of success there is cognitive intelligence at one point, technical expertise at another point, the final point is emotional intelligence. It represents more than a dozen skills that encompass knowing what your feelings are and how they impact your actions, managing tendencies that are not helpful to a situation, understanding and incorporating others' perspectives, and fostering collaboration and productivity in others.

Tonja O'Neill, MBA, CEO of Soverex, a professional speaker and turnaround communications consultant, describes emotional intelligence as: acting in mature, intelligent, respectful, and common sense ways.

Emotional Intelligence Skill Sets
We are not born with emotional intelligence skills. These are things that we learn and master or not, as we go through life. They are the subtleties that help us, for example, resolve a disagreement between team members, know our limitations when we're starting a project, change our approach for the demands of a situation, and expertly meet a customer's needs. We can strengthen our emotional intelligence skills. We can learn from watching others, become aware of which skills we do well and which ones need to be improved, look for opportunities to refine the skills, and commit to improving them.

Tina Schweiger, President of Spoonbend, a strategic design agency, notes that these are skills that help you deal with all types of people. Emotional intelligence is a skill set that you don't learn in school. It is the intangible aspects that help us to be better leaders.

Emotional Intelligence Impact on Work Performance and Environment
In the global workplace of today and the challenges we're presented with to have knowledge-intensive, service oriented, and continually changing work that needs to be done, emotional intelligence skills are crucial to our success. For example, how flexible are we? How easily can we work with this team, then that team, and then yet another team say in a given year? How do we handle having one manager this month and a different manager next month? Obviously, strong adaptability, optimism, teamwork, service, and influence skills are very important.

Michelle Stinson, President of Impression Edge, a promotional products and marketing services company, reports that people often don't realize the impact these skills have on their relationships, environment, and performance at work. She describes emotional intelligence as our coping skills and ability to face issues that affect our work performance and environment.

Emotional Intelligence and Management
In managing our subordinates or managing our customers, we need to be skillful at handling our own emotions and display empathy and integrity, be adaptable, take initiative, and read the currents around us.

Diane Dean, M.A., owner of the The Learner's Edge and Organization Development for Tokyo Electron, relates that we can't manage others unless we first can manage ourselves. In this world of violence, it is more critical than ever that we are able to manage emotions and have an effective framework for handling this. The tendency is for people not to take responsibility and blame others, which is not effective.

Entrepreneurs, Collaboration and, Emotional Intelligence
Emotional intelligence skills are our relationship management skills. They are manifested in: how cooperative we are, how we cultivate relationships, and how we support others.

Bijoy Goswami, Founder of the Bootstrap Network - an open-source community for bootstrap entrepreneurs and Co-Founder of Aviri - an innovation capabilities company, reveals that 0ur success is based on our ability to collaborate with each other which requires a high degree of emotional intelligence. This is seen in the Bootstrap Network; where the folks who are collaborating together, display strong emotional intelligence skills.

To listen to Nancy's recent interview addressing emotional intelligence on the Business District Hour radio program, click on the link http://abdpodcast.abdpodcast.com. This interview starts about half way through the program.

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Would you like to learn more about our unique programs for
happiness in the workplace?
Contact Nancy Schill, M.A. at nschill@executiveintelligentcoaching.com or 512.947.5447.

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Goals: How to Achieve Them

2007-04-23T16:43:00.000-05:00

Intelligent Coaching E-Brief

Goals: How to Achieve Them

Date April 18, 2007 Number 11

In this Issue:
Why are Setting Goals Important
Are They Really What we Want
Achieving our Goals

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info@executiveintelligentcoaching.com
512.947.5447

Why are Setting Goals Important

We set goals so that we can achieve the things we want. If our regular activities at work and at home aren't bringing us all the things we want then, we need to set goals to ensure that we achieve what is important to us. But, what is it exactly that setting goals do for us? How is it that they help us get what we want? To begin with, when we set a goal, it is the first step in formulating our intention of where we're going. This way, we can focus on this and put energy into it. Finally, through setting goals, we need to know whether or not we actually achieve them. To this end, when we achieve our goal and then reward ourselves, this conscious action helps to solidify the learning, skills, and experience that we practiced to achieve it. On the flip-side of this, when we're not achieving our goal as planned then, we can problem-solve to figure out where things are going wrong and take new, alternative actions.

set your intention and know where you're going
focus on the goal and put energy into it
know whether you've achieved it and either reward yourself or problem-solve

Are They Really What we Want

When goals aren't achieved, it is often attributable to some conflict or inconsistency for us. Therefore, it is important that our goals reflect our vision for our lives and the values that are currently most significant to us. These two pieces will help ensure that we are motivated to do the work to achieve our goal! We tend to assume that when we set a goal or, think that we have a goal it naturally means this is what we want. Often times this is not the case. Take the extra step to assess your most important values. Keep in mind that values tend to shift some at different stages and times in our life. Add this information with the vision you have for your future. How does the goal reflect your values and vision? If the goal clearly helps in closing the gap between where you are and the vision you have for yourself and it represents your highest values then, you've circumvented needless struggles in the achievement of your goal.

reflects strongest, current values
clearly leads to desired future

Achieving Our Goals

With the clarity of setting your goal and it's consistency with your values and vision, you've designed it to be achievable! Moving forward, make sure that you are challenging yourself and supporting yourself. We all need to push and bolster ourselves along the way. While we're working on achieving our goal, we also need to monitor our progress and evaluate the effectiveness of our strategy and actions. These two final points enable us to develop and stay on track - achieving our goal!

challenge and support
monitor and evaluate

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LET US HEAR FROM YOU!
Which newsletters do you like best? What topics would you like to see addressed?

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For individual or team support in the achievement of your goals or, other business needs, contact Nancy Schill, M.A. at nschill@executiveintelligentcoaching.com or 512.947.5447.

___________________________________________________________________

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http://eicoachingblog.blogspot.com

Climate in the Workplace and Some Strategies for Improvement

2007-03-12T10:39:00.000-05:00

Intelligent Coaching E-Brief

Climate in the Workplace and Some Strategies for Improvement

Date: March 12, 2007 Volume 2, Number 10

In this Issue:
What is Climate and Why Should I Care
Strategies to Improve Climate

Contact Us:
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info@executiveintelligentcoaching.com
512.947.5447

What is Climate and Why Should I Care?

Considering the term "climate" has been flying around business literature, human resource departments, and organizations aplenty for some time now and does not seem to be going away, lets first get clear on what it means. The "climate" of a workplace refers to the emotional tone and atmosphere, the current and energy in the environment where you work. While this definition is fairly nebulous, it points to another important aspect of "climate" which, is the individual's subjective view of climate in the workplace.

We may not pay much attention to the climate of a business or organization if the atmosphere there is benign or unremarkable. It doesn't seem to strike people much, one way or the other, when they walk into a business and the emotional tone is neither really positive or negative, and the employees seem fairly busy at work. Walk into a organization, however, where there is a strong negative undercurrent, and you will most likely notice it fairly quickly. Its almost like you've just been struck by a blow! On the flipside, walk into a business where there is a very positive and favorable energy, and you notice quickly, something very different. People seem happy and more productive! This is a place, thinking to youself, that you might like to work and whatever "it" is, you'd like to bottle it and take it with you. These examples illustrate the spectrum of different climates.

Climate is very important to businesses and organizations. The emotional tone of a workplace directly affects the performance and productivity of employees. It affects employee retention and turn-over, because employees' satisfaction is effected by the climate. Have you ever thought that you spend too much of your time and your life at work to be grossly unsatisfied and unhappy! This is a huge consequence of a really negative work climate. Ultimately, the climate can also have an affect on the customer service that is provided.

Strategies to Improve Climate

The climate of an organization filters down from the top. One can tell much about the leaders of an organization when they spend time in the organization and experience the climate, first-hand. Therefore, leaders have a critical role in setting the tone and climate of their business. So how might we set this positive tone and climate? Research reveals that the styles of leadership one uses, has the greatest impact on climate and performance. Daniel Goleman suggests using a variety of leadership styles, depending on what is needed. Master several of these styles, apply them at the right time and in the right amount, and you have articulated a recipe for a very positive climate!

Depending on the situation and what is needed in the organization, enhance your skills and seek to become adept at "Authoritative", "Affiliative", "Democratic", and "Coaching" styles of leadership. Practicing and rehearsing these different styles, will help you to naturally call upon the appropriate style and effectively deliver it.

Appreciative Inquiry is another technique to use, to positively enhance the climate of a group. Therefore, pay attention to the language that you use and what you are focusing on, as this is going to impact the reality and where you're going. Also, seek to enlist others in your organization by asking them what works and when things were really well. You may wish to reference the December newsletter for an introduction to Appreciative Inquiry.

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For personalized support toward improving the climate of your organization or your other professional needs, contact Nancy Schill at nschill@executiveintelligentcoaching.com or 512.947.5447.

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Emotional Intelligence Part 2

2007-02-02T15:24:00.000-06:00

Intelligent Coaching E-Letter

Emotional Intelligence Part 2

Date: February 15, 2007 Volume 2, Number 2

In this Issue:
Quote
Emotional Intelligence part 2
Issue Tip

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512/947-5447

Quote

"We do not feel our knowledge.... Knowledge without feeling is not knowledge and can lead only to public irresponsibility and indifference, and conceivably to ruin." Archibald MacLeish

Emotional Intelligence: the Human and the Computer

The above quote seems an ideal entry to this second newsletter on emotional intelligence. Essentially, it illustrates an inherent value of feelings, in our public world. So, the question is begged, "Where is the role and what is the value of emotional intelligence in the world of work?" To answer this, I invite you to think about the ways that humans and computers are alike and dislike? The computer has been created by humans, to smartly perform (think) in logical ways. We have programmed them to function (think) in mathematical, sequential, problem-solving, and other similar ways. They can even learn (experience) from patterns in what we the user does. So, what doesn't the computer do?

It stands out in such a huge way... the computer does not feel! What the computer cannot do is to respond to the illogical, human subtleties that we continually encounter when we interact with people. To illustrate the role and value of emotional intelligence, I propose the view of our success in work as being likened to a triangle where one point represents our cognitive ability, a second point represents our experience and training, and a third point represents our emotional intelligence. Each point, independently and synergistically contribute our effectiveness and performance.

Take, for instance, the example of someone whom you've worked with that was promoted to a position in which they weren't well suited. Maybe they were extremely successful in their previous technical or professional position, which is why they were promoted. Yet, in this new role they are not performing so well. This person is missing some point or combination of points on the triangle. Maybe they don't have the reasoning or problem-solving abilities to sufficiently perform in this role. Maybe they don't have the experience or necessary skill set. Maybe they don't have competencies in team building, managing conflict, or an accurate perception of the politics of their company. Can you picture the disarray and problems that might result, when a person lacks the strength in these points necessary for a given job? Now, swing the pendulum to the other side of this hypothesis. What would be the result of a person with strong attributes on all three points? This person has the necessary knowledge and intellect to do their job, they have real-life experience and skills training for competency, they also have the awareness and management skills needed to not only handle but proficiently maneuver their individual world and the world of their organization and the people that work there. Competence and dexterity in the domains of emotional intelligence are a requisite for success in one's job, just as having the innate cognitive ability and expertise in a given field are necessary ingredients.

Issue Tip

Taking what you learned from the exercise in the first newsletter on emotional intelligence, you have an idea of some of your specific strengths and growth opportunities.

If emotional self-awareness needs improving, keep a log of the really strong emotions you experience in a day. Write the feeling down, what was going on that precipitated this, how you are feeling physically (the physical effects of this emotion), and how this might effect what you then go do or say. Keep track of this for a week.

If motivation needs improving, find your passion in what it is your doing. The things you like and feel good about will carry you forward. Remember, that your feelings are connected to your thoughts about things which, influence your actions.

If impulse control needs improving, slowing down before you respond and giving yourself time to think will be helpful. Try planning activities, contemplating the pros and cons, and calming yourself before responding.

If empathy needs improving, listen to others and pay attention to nonverbal cues displayed in their facial expressions and body posture. This will help you to adjust your behavior accordingly. Look for a way to understand their perspective. The magic in empathy is that you don't have to agree with the other person, you simply need to understand and convey that they have their perspective.

If social skills need improving, try strengthening your ability to influence others. In doing so, first focus on building rapport with people. Then, seek to build a connection with them through some commonality or other bond. Finally, work to establish a consensus.

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Nancy Schill is the Founder and Executive Coach for Executive Intelligent Coaching. She has attended the College of Executive Coaching, a post graduate training institute which, is accredited by the International Coach Federation. She has a master's degree in School Psychology and a bachelor's degree in Psychology.

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For improving your emotional intelligence skills or your other professional needs, contact us at info@executiveintelligentcoaching.com or 512.947.5447 to schedule your Professional Agenda coaching session, Development coaching program, or Team coaching program.
___________________________________________________________________
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Working with Personality Preferences

2007-01-15T13:36:00.000-06:00

Intelligent Coaching E-Brief

Working with Personality Preferences

Date: January 15, 2007 Volume 2, Number 9

In this Issue:
Personality, Preferences, and Actions
Imagine the Scenario

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info@executiveintelligentcoaching.com
512.947.5447

Personality, Preferences, and Actions

Our personality affects our behavior. Personality comes from characteristics inside of us; it is relatively stable over time and is essentially unique to the individual. Our personality preferences affect how we communicate with others, how we display leadership, the way we resolve conflict, respond to change, handle stress, and work in teams. How do your personality preferences influence the way you approach and manage work, such as a project?

People have different preferences for how they take in information, how they organize their lifestyle, make decisions, and become energized. There is not a correct way or a wrong way to go about these things. After all, we are not talking about an end result; what we are talking about are people's naturally preferred styles for functioning. The purpose here, is to increase our understanding and tolerance of others, so that we can work more collaboratively with them.

Imagine the scenario...

You're working with a fellow employee to get a product out to a client. You're meeting and your co-worker is talking in an abstract fashion, jumping around in the conversation from delivering the product, to building the product, to your company's procedures, to the client's desires. You sit there listening to him/her, flabbergasted and frustrated because you're having a very hard time following him/her and instead of understanding your colleague, you're thinking of an assortment of insults. How can your co-worker approach the task in this manner? It makes perfect sense to you that things are all wrong here. Everyone knows you're supposed to start from the beginning and move step by step to the conclusion...

I propose an understanding all together different. By incorporating into your repertoire an awareness of your own personality preferences and the personality preferences of those around you, you are armed to have a completely different experience in a scenario like this. For the specific example above, you would know that you prefer communicating in a linear fashion and that your co-worker makes connections in an abstract fashion. Neither is right or wrong, they are just different!

So, with this new information, how might you handle things differently? Instead of feeling frustrated and thinking negatively (which can occur if we believe there is a right or a wrong) you can genuinely express your confusion and difficulty to your co-worker in an accepting and compassionate fashion, without blame. The point to this scenario is that with knowledge of personality preferences, a greater awareness of ourselves and others, the understanding and tolerance that follows leads to higher productivity and less conflict in groups.

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For information about learning to work with personality preferences or your other professional needs, contact Nancy Schill at nschill@executiveintelligentcoaching.com or 512.947.5447 to schedule your Professional Agenda coaching session, Development coaching program, or Team coaching program.

____________________________________________________________________

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Uses of Appreciative Inquiry

2006-12-18T10:32:00.000-06:00

Intelligent Coaching E-Brief

Uses of Appreciative Inquiry

December 18, 2006 Volume 1, Number 8

In this Issue:

What is Appreciative Inquiry
Appreciative Types of Inquiry
Getting to the Heart of an Organization

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info@executiveintelligentcoaching.com
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What is Appreciative Inquiry

Appreciative Inquiry is an attitude; it is a way of approaching groups of people, organizations, and systems from the human experience. Appreciative Inquiry seeks to create positive changes and results by focusing on what currently and previously has worked well. From there, the activities and efforts align to leverage and replicate the successes. For more information, reference David L. Cooperrider for a good introduction on Appreciative Inquiry.

Appreciative Types of Inquiry

What are our beliefs about our organization and the people who work in it? This strikes at the core of Appreciative Inquiry theory. It espouses that the questions we ask of people and ourselves, in and of themselves catapult the eventuality of what will be. In Appreciative Inquiry the questions that are posed verbally or internally, are a catalyst for the interventions that occur.

Examples of some possible questions include: What is a specific example of a project that worked very well? Who was involved? What features contributed to the success? What was the motivation behind the project, that the group (members, participants, etc.) identified? How did the group react in response to the success of the project?

These questions all pertain to the same situation. When you acquire thorough responses to all of these questions, you end up with a very positive perspective about this group, their skills, and the types of projects they orchestrate well. When you share this information back to the group, you have then imparted on them this same positive understanding for it to be built upon.

Getting to the Heart of an Organization

What is the motivating force or central purpose within an organization? The inherent values? When has the organization been seen to function at its very best? What is the area of greatest issue within the organization/When was it most successful?

Through the use of Appreciative Inquiry, shift the focus within the organization from what is wrong, to what is working, when it worked, and how it worked well. In concert, the desired future becomes affirmed in these experiences of past success. Use the successes to build upon themselves in moving to the sought outcome. Throughout the process of incorporating Appreciative Inquiry into the organization, the consciousness of the group becomes what they will attain.

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For implementing strategies like those mentioned above, or your other professional needs, contact Nancy Schill, M.A. at: nschill@executiveintelligentcoaching.com or 512.947.5447 to schedule your Professional Agenda coaching session, Development coaching program, or Team coaching program.

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Myers-Briggs Type Indicator Podcast

2006-11-17T16:11:00.000-06:00

To hear a panel discussion on the MBTI, for entrepreneurs and working with people, click on: http://www.hearthis.com/index.php/features/bootstrapper_personality/ . Nancy's introduction provides an explanation of the 4 dichotomies, hallmark descriptions of some of the 16 personality types, and the MBTI Step II.

Emotional Intelligence at Work

2006-11-13T12:46:00.000-06:00

Intelligent Coaching E-Letter

Emotional Intelligence at Work

Date: November 17, 2006
Volume 1, Number 7

In this Issue:
Statistics
Emotional Intelligence at Work
Issue Tip

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info@executiveintelligentcoaching.com
512.947.5447

Statistics

In a study of 12,000 managers and executives, it was found that 80% of star performers' competencies were related to Emotional Intelligence.

Boyatzis, Weatherford School of Management

Fundamental elements of Emotional Intelligence such as: self-awareness, self-regulation, motivation, empathy, and social skills, support the skills that account for 76% of the effectiveness of leading managers.

Goleman, '98 Working with Emotional Intelligence

A study of PepsiCo executives with high Emotional Intelligence outperformed peers by ~ 35%.
McClelland, '98 Psychological Sciences

Emotional Intelligence at Work

Most of us know that cognitive intelligence is something we're born with. And, that some people are naturally "smarter" than others. Some people have excellent problem-solving skills; some are mathematically gifted. Whereas, others have an extensive vocabulary and are linguistically skillful. Still, others are very creative or exceptionally artistic. All of which comes from the wiring in our brains, that we're born with. Our cognitive intelligence. Then, there is the technical expertise and knowledge that people develop through experience in a job or training and education in their field. But these aren't the only factors that determine people's performance and success. Emotional intelligence are the skills that you use to guide yourself and your relationships for success.

We all know of people who are really "smart", yet they just aren't very successful. We also may know people who don't seem very bright, yet they just seem to do really well; and surprisingly, things just seem to go their way. The research shows that a lot of what determines our success, is this "emotional intelligence". It is: how you do your job; accessing the full potential of your talents; and your capacity for learning skills for self-awareness, motivation, self-regulation, empathy, and relationship skills. Will your work benefit from you being interpersonally adept and emotionally competent? You bet.

Emotional intelligence can be broadly understood as one's self-awareness, self-management, social awareness, and social management. There are 18 or so emotional intelligence competencies identified under this framework. And, fortunately, emotional intelligence is something that we learn; it's not something that we're born with. There are numerous books, articles, and resources to teach about how emotional intelligence affects our personal lives and work. There is a myriad of research available, pointing to the benefits of enhancing these skills. The information points to: improve your emotional intelligence and you will improve your success.

Issue Tip

Take an inventory of yourself on these 5 domains of emotional intelligence: self-awareness; motivation; self-regulation; empathy; and social skills. Identify for each, if there are any particular situations where you exhibit a strength with this domain. Then, identify instances where you may have challenges. Seek information and/or opportunities to practice developing some of the weaker skills.

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Nancy Schill is the Founder and Executive Coach for Executive Intelligent Coaching. She has attended the College of Executive Coaching, a post graduate training institute which is accredited by the International Coach Federation. She has a master's degree in School Psychology and a bachelor's degree in Psychology.

_____________________________________________________

For improving your emotional intelligence skills or your other professional needs, contact Nancy Schill at nschill@executiveintelligencecoaching.com or 512.947.5447 to schedule your Professional Agenda coaching session, Development coaching program, or Team coaching program.

Send your friends and colleagues to http://eicoachingblog.blogspot.com

Operating from a Place of Strengths

2006-10-12T13:54:00.000-05:00

Intelligent Coaching E-Brief

Operating from a Place of Strengths

Date: October 12, 2006 Volume 1, Number 6

In this Issue:

Knowing your Strengths
Structure your Environment
Benefits of a Strengths' Perspective

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info@executiveintelligentcoaching.com
512.947.5447

Knowing your Strengths

Where do your natural strengths lie? Consider things that people have told you throughout your life. Think about times when you felt very fulfilled and satisfied. What were you specifically doing at the time? Ask people who know you well and people you work closely with, "what they see you doing comfortably and repeatedly". Note the common pieces from all these activities. Your awareness of these natural strengths will serve you in the future, if not immediately.

Structure your Environment

How much of your workday is spent doing what you do best? This is important because, operating in your areas of natural strengths are where you will be the most effective! Think about structuring your environment so that you can spend more and more of your time on tasks that you're naturally good at and that come easy to you. These may be things that come so naturally to you, you're not even aware that you're doing them. For the other hundred things that you do, see who around you may have natural strengths in some of those other areas. Then, trade some of your tasks with that person or better yet, delegate the tasks within your group or organization to fit with people's individual strengths.

Benefits of a Strengths' Perspective

So, why do you want to take a strengths' approach opposed to a weaknesses' approach in your life and your organization? First, doesn't it feel simply a little nicer when you think, "strengths"? Now, listen to yourself say it, "strengths". For so long we have talked about our weaknesses within our society. Many of us have even worked to remediate our weaknesses and, likely that was needed. However, will you ever become brilliant and completely comfortable with details, organization, competition, or communication, if it is something that is naturally challenging to you? Not likely. So, why not embrace what naturally comes easy to you and what you do well? It can be freeing and motivating when you get used to this shift in perspective. What's more, the research suggests that you will then have: higher productivity, lower turnover, and higher customer satisfaction!

Imagine the possibilities!

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Emotional Intelligence Podcast

2006-09-21T10:03:00.000-05:00

To hear a brief introduction on Emotional Intelligence, how it relates to your business, or how Nancy incorporates this into her coaching work, click on this link to go to her podcast interview: http://www.insightsintomarketing.com/2006/09/18/podcast-nancy-schill-on-emotional-intelligence/ .

Effective Leaders and Those Who Get the Results

2006-09-08T16:28:00.000-05:00

Intelligent Coaching E-Brief

Effective Leaders and Those Who Get the Results

Date: September 11, 2006 Volume 1, Number 5

In this Issue:

Effective Leaders and Those Who Get the Results:

Applying Leadership

Modeling

New Strategies and Change

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http://www.executiveintelligentcoaching.com

nschill@executiveintelligentcoaching.com

512.947.5447

Applying Leadership

In looking at the different styles of leadership, timing and amount of the chosen style, all are important. For example, are you coaching your team on how to approach a new account? When are you doing the coaching? And, how much are you coaching them? The finesse a leader uses with different styles, with the right timing and to the appropriate degree, all contribute to the leader's effectiveness. Think about what it is that you're wanting to accomplish with your leadership in a given opportunity.

Modeling

Clearly and consistently set the examples of what it is you're wanting done. What you do and how regularly you do it, will be observed by those you're leading. Remember that, when in a leadership role, you are setting the stage for the actions that are expected. In this role, eyes and ears are on you. If you are regularly late into work or are heard repeatedly talking to another in a condescending tone, then the perception may be that those are your expectations. Therefore, model the actions that you want, clearly and consistently.

New Strategies and Change

Look for situations where you can try new strategies or take some small risks. When you find yourself with a new challenge, use your innovation to try something new, a new approach, method, strategy, etc. Think of this an opportunity for learning something new, and maybe finding something better. Furthermore, if you're wanting to change things in your organization or yourself, then consider taking small steps toward that change. The successes will build confidence and dedication. The mistakes can be learned from. The focus here is on overall progress. What may this small step cost you, and what may the result be of step, built on step, over time?

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For implementing strategies like those mentioned above, or your other professional needs, contact Nancy Schill at: nschill@executiveintelligentcoaching.com or 512.947.5447 to schedule your Professional Agenda coaching session, Development coaching program, or Team coaching program.

Please send a link to this blog to your friends or colleagues who may find it beneficial.

Working in a Team

2006-08-10T14:28:00.000-05:00

Intelligent Coaching E-Letter

Working in a Team

Date: August 14, 2006 Volume 1, Number 4

In this Issue:

Issue Tip
Working Together in a Team
Quote

Issue Tip

How are we communicating within our team? Are our private and group conclusions based on assumptions or facts? Before making conclusions ask specific questions and keep asking questions so that the conclusions are logically derived and are not rooted in presumption. Thereby, avoiding potentially problematic executions.
Working Together in a Team
How do we work together in a team and how do we facilitate the team so that it is effective and we succeed in our objective?
While most will have answered this last piece, the objective of the team, at the outset, it is important to carefully review this objective so that it is clear and unambiguous. It seems so elementary to say, "Make sure the team knows what the objective is." Yet, often times, this first piece gets covered in the pile of all that is going on, keeps getting diluted from its original purpose, or is morphed into something other than what it was intended and needs to be. Therefore, when a team gets off track or seems to be chasing itself down a rabbit hole, it is important to remind the team what the objective is and bring the focus back to that objective.
So, why do we need a team to achieve our objective?
Realize that a team will be created or sought because of specific reasons. Are you running a business and have a team of employees, or are you forming a team for a specific project? Regardless of the situation, each member has an expertise, a gift they can bring to the team, even if it is their individuality (like their specific personality preferences and strengths). Each of the members will have an affect and contribute to the outcome that the team is seeking.
There are two separate pieces for each member of a team. One, what is their particular role. Two, how are they going to collaborate with the team. Each of these pieces will be slightly different for every member. Then we must consider, are we the leader of the team or is someone else the leader? Remember that while the members' roles may be different, everyone on the team has their own unique opportunities and responsibilities.
Quote
Indeed, world-class performances aren't possible unless there's a strong sense of shared creation and shared responsibility.

James M. Kouzes and Barry Z. Posner, The Leadership Challenge
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Nancy Schill is the Founder and Executive Coach for Executive Intelligent Coaching. She has attended the College of Executive Coaching, a post graduate training institute which is accredited by the International Coach Federation. She has a master's degree in School Psychology and a bachelor's degree in Psychology.
_____________________________________________________________________________________
For implementing strategies like those mentioned above, or
your other professional needs, contact Nancy Schill at: nschill@executiveintelligentcoaching.com or 512.947.5447
to schedule your Professional Agenda coaching session,
Development coaching program, or Team coaching program.
_________________________________________________________
Please send a link to this blog to your friends or
colleagues who may find it beneficial.

Considerations for How to Improve the Motivation of Ourselves and Others

2006-07-13T17:03:00.000-05:00

Intelligent Coaching E-Brief

Considerations for How to Improve the Motivation of Ourselves and Others
Date: July 13, 2006 Volume 1, Number 3
In This Issue:
Considerations for How to Improve the Motivation of Ourselves and Others
Motivation of an Individual
Motivation Comes From
Maintaining Motivation
Contact Us:
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nschill@executiveintelligentcoaching.com
512.947.5447
Motivation of an Individual
What motivates someone is unique to the given individual. Many times we make an assumption about what motivates a person. Look at what you're assuming motivates a person. Is it based on facts you obtained or possibly a flawed assumption? Seek to answer this by asking the individual specific, pointed questions. Then, your subsequent behaviors can be rooted in factual information, not presumption.

Motivation Derived From

What is one's meaning and passion behind their tasks, projects, or responsibilities? If you are continually working in a situation that undermines your meaning and passion, what happens to your motivation? Consider what you can do to foster your meaning and passion and those of another individual, even though theirs may be different then your own.

Maintaining Motivation

How do we maintain our motivation on a regular basis, when times are challenging, or when productivity is low and the rewards just don't seem to be coming in? Remind yourself during your daily activities how they are connected to your desired future. How do the activities relate to what you're striving for, how you see yourself, and what you want?

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For implementing strategies like those mentioned above, or your other professional needs, contact Nancy Schill at nschill@executiveintelligentcoaching.com or 512.947.5447 to schedule your Professional Agenda coaching session, Development coaching program, or Team coaching program.

________________________________________________________________

Please send a link to this blog to your friends or colleagues who may find it beneficial.

2006-07-10T13:57:00.000-05:00