The Late (and Early) Stage Coaching Model - Part 1

Last week, we covered at a high-level the Late Stage Coaching model, or the process you go through when having to fire someone. As we noted then, and we'll say again now, this process isn't really a "how to fire someone", but rather, how to develop someone. In most cases, if you follow this model, you NEVER get to the step where you have to fire someone. Now, isn't that an experience we'd all like to avoid?

Warning: For some of you, this show may sound repetitive. To some degree, it is. If you fully understand the model AND have implemented it, we beg your forgiveness. If you haven't, however, listen on ...

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The "D" in DISC

This is the first of 4 shows giving a high level overview of how to communicate with different behavioral styles at work. We recently used the DISC profile system to supplement the way we give feedback. This is a broader application of the four major styles of behavior in the workplace, and how to modify OUR behavior to be more effective with them. After listening to the show, print and use the information below to serve as a quick reminder of some of the key characteristics of the high "D".

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How to Fire Someone (Well, Almost)

Ok, let's get this out of the way ... this is not *really* a show about how to fire people. Rather, today we discuss how to take a poor performer and turn them into a good performer. And when, despite your best efforts, you are not successful in helping the person turn around, how to be in a position where you can fire the person.

You may not feel good about it (that's ok, you shouldn't!), but you will be confident in your decision and be able to put your head down on your pillow and sleep at night.

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Improve Your Feedback With DISC

It's been quite a while since we talked about feedback. We think one of the reasons for that is that there's some negativity to it.

What we mean by that is that One on Ones are an easy winner. It's about your team member, they want more time with you, a half hour with you every week seems too good to be true. And, if you've stuck to it, you've noticed improvements in areas that go beyond just employee relationships. Maybe they're kind of hard on your schedule INITIALLY, but they're perceived positively. Not so much with feedback.

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Micro-Communications - Part 2

Last week, we discussed the "Listening" side of communications. This week, we cover the other side, the "Responding" side. Of course, responding when you're in agreement is the easy part. However, how do you respond when you disagree or there is potential conflict? That, my friend, is what this week's podcast is about!

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