Inside Out
Business Edition
"You can't change the direction of the wind. . .
but you can adjust your sails!"
--Jimmy Dean

Kim Olver, MS, NCC, LPC

www.Coachingforexcellence.biz
Kim@Coachingforexcellence.biz

To read our blog click here or go to www.coachingforexcellence.biz and click on "Blog" on the left hand navigation bar. Read some of Kim's musings and add some of your own!

A Message from Kim

I just wanted to remind everyone about the different weeks that are scheduled in Reality Therapy. I have a split session in March for people who can’t take a whole week off from work. Those dates are March 16, 17, 28 and 29. The other workshops are scheduled from Monday through Friday and noon -- April 10-14, June 12-16, and August 14-18. Right now that training is scheduled in Homewood, IL but could possibly be moved to the west side of the city of Chicago if enough participants from there are interested. Reality Therapy training is a workshop with something for everyone. It’s really about the way we think, perceive people and situations, and live our lives. Whenever people have taken this training, whether voluntarily or required to do so from their managers, they frequently leave with the comment that they learned so much that could be applied in both their personal and professional lives.

Reality Therapy offers a four-step problem solving method. It can be used by therapists with their clients, teachers with their students, managers with their workers, parents with their children, friends with each other and an individual on his or her own. It is a masterful way to get people to self-evaluate their own behavior, which is the most powerful way to create behavior change.

Choice Theory provides an explanation of human behavior. It helps us all to have a model by which to understand why we and others do the things we do. It is designed to help people strengthen the important relationships they have in their lives. Workshop participants will learn how to strengthen their own relationships, as well as developing the skills to help others with their relationships.

Lead Management is based on the pioneering work of W. Edwards Deming and is a method of supervision that encourages the most and the best from the people one supervises. It teaches how to walk the fine line between focusing on production and focusing on the people who are doing the production. Lead management help you talk care of the golden egg as well as the goose. It strengthen relationships in the workplace and makes it a more enjoyable place to work for workers, as well as management. There is also a system of quality improvement that will ensure you will meet your production goals.

The Quality School program is a program that takes schools that are struggling and helps them create a culture where everyone learns and behavior problems are virtually eliminated. It has already been done in 20 schools—18 in the US, one in Canada and one in Australia. When implemented properly, this program has students scoring higher on standardized testing, less absenteeism, less discipline issues, and greater cooperation all around.

And if you are a person who is simply interested in self-development, wants to improve their parenting skills or just wants to live a more fulfilling life, then this workshop is for you!

Please come and see for yourself. CEUs are available and there is college credit offered, as well. Come to Chicago. I’d love to meet you or to see you again.

In This Issue

Feature Article
Empowered Leadership

Upcoming Events
Teleclasses
Chat Room

Quote of the Week
I'd rather do something and fail than do nothing and succeed!
~Unknown~

Book Review
Think and Grow Rich! The Original Version, Restored and Revised
by Napoleon Hill

Tip of the Week

Business Q&A

Reports & eBooks

CLICK HERE
for Fr.ee Teleclass Offer

About Kim Olver

Feature Article

Empowered Leadership
by Kim Olver

It seems that every decade or so there is some new fad the runs through the business world in terms of supervision and in the world of diversity management, downsizing, outsourcing, generational work conflicts and the information age, things are even more complicated than ever before.

No longer does a one size fits all leadership model really work. We can’t treat everyone the same and expect that everything will just “work out” somehow. Managers and leaders must have a framework with which to manage their workers in a way that honors everyone’s unique and specific position on the job.

Empowered leadership is the way to do just that. Empowered leadership shares the power between management and the workers, thus empowering both groups.

Conventional wisdom tells us that when those in power relinquish some of that power by sharing it or giving it to their employees, then they would lose something when in actually, they gain.

Think about it. When people rule with an iron hand, they generally instill fear in those who work for them. Do you do your best work when you are afraid? I don’t know about you but I will attempt to comply because I want to avoid negative consequences but it certainly won’t be my best work. The absolute best a manager can hope for with coercion is compliance. If compliance is enough, then coercion might work.

However, I will gripe and complain and quietly wait for opportunities to get even. I won’t have a kind thing to say about my employer and at every available chance will seek corroboration for how I feel from my co-workers, thus spreading an “us” versus “them” mentality.

When leaders and managers seek to empower their workers, they will gain their loyalty. Workers want to give their supervisor their best when they are listened to and respected. Without fear, their minds can be creative and innovative.

When managers are willing to accommodate special requests and it doesn’t interfere with product or service delivery, then their employees will be sure to give back their best in return. Giving away power only increases a manager’s power.

Now, I am not talking about being a total pushover and only advocating for what employees want. As a manager, you have a two-fold job—you are to represent your employees’ desires, opinions and suggestions to management while at the same time communicating management’s issues, concerns and expectations to your employees. This is not an easy line to walk.

You will never get the best from your employees if they don’t respect you. You cannot be a doormat for your employees to walk over. If they believe you have no bottom line or nonnegotiables, then they will never be satisfied and always asking for more. You will feel used and abused and the truth is, you asked for it.

As a manager, you must hold the bar high. Expect great things from each and every one of your workers. If you only expect mediocrity, mediocrity is exactly what you will get. Set the standards and lead by example. If your workers see you giving it your all, it will be difficult for them to perform below standard.

You must have production goals you are attempting to meet for either products or services. Always enlist the help of your employees to set the goals, with the underlying premise being continual improvement.

And as a manager, you have the responsibility to create a need satisfying workplace for yourself and your workers. You cannot emphasize one to the exclusion of the other without there being undesirable consequences.

When you focus on production only and forget the human capital, you will end up with resentful, resistant, angry workers. On the other hand, when you only focus on the people end and allow production goals to be compromised; you will have workers who do everything they can to take advantage and to get out of doing the work. After all, if you the manager don’t value production, why should they?

Somewhere in the middle, when you are walking that very fine line between relationships and production goals, you are practicing empowered leadership and that’s where you will get the most from your employees.
 

Copyright © February 2006 Kim Olver. All rights reserved

*Click Here or on icon to read some of Kim's other articles*

Upcoming Events

Teleclasses
(Times in EST)

All teleclasses are one (1) hour in length and all you need is a telephone. When you register we will send you a phone number that you will call five minutes prior to the start of your teleclass. You will have the opportunity to ask questions, but if you prefer to just listen that’s all right too. You do not need a computer or Internet, only a telephone. Don’t delay. There are a limited number of slots available.

360 Feedback
March 1, 2006 -- 2:00 - 3:00 p.m.

Are you a manager who is truly interested in how you are doing as a manager? If you want honest feedback, 360° feedback is the only way to go. Join this call to learn how it can be done to ensure the highest quality of feedback you can achieve

Goal Setting & Attainment
February 28, 2006 -- 7:00 - 8:00 p.m.

Come on now; are you serious this time about keeping those New Year's resolutions? Let's really get serious about setting those goals for next year. Neural reconditioning is a step that is rarely discussed but is critical to your long term success. This teleclass will give you a time-proven system for setting and actually attaining those New Year's resolutions. No more excuses.

Transfer Learning from the Training Room to the Job
March 8, 2006 -- 2:00 - 3:00 p.m.

Are you a manager who is tired of spending training dollars on an event with little or no carry over to on-the-job performance? Then, this course is for you. Join this teleclass and learn ways to use your existing staff to assist with the transfer of learning process. Stop wasting training dollars today!

Anger Management
March 13, 2006 -- 8:00 - 9:00 p.m.

Are you someone who is confronted with angry people in the course of your life? Spouses, children, extended family members, neighbors, community members who have tempers and like to yell at you? Want to learn ways to take the wind out their sails and have them communicating more cooperatively? Then this class is for you!

Chat Room

Kim will be available in her chat room for questions
and dialog on the following dates and times:

February 20, 2006 - 6:00 - 7:00 p.m.
February 28, 2006 - 12:00 - 1:00 p.m.
March 7, 2006 -- 1:00 - 2:00 p.m.
March 13, 2006 -- 7:00 - 8:00 p.m.
March 21, 2006 -- 12:00 - 1:00 p.m.
March 28, 2006 -- 8:00 - 9:00 p.m.

Quote of the Week

Book Review

Think and Grow Rich! The Original Version, Restored and Revised
by Napoleon Hill

This book is a timeless classic that outlines steps to achieve ultimate success and Mr. Cornwell has not lost a single thing from the original version. In addition, he has added a valediction for Dr. Hill, and a tribute section to Dr. Hill filled with contributions by such famous leaders as Thomas Edison and Theodore Roosevelt, among others. With nine appendixes and a huge endnote section, providing detailed explanation and clarity to things referenced in the original version, this revised copy will definitely replace the original version currently on my bookshelf.

Dr. Hill discusses little known, time tested methods for achieving success that are used by all the prominent people today and throughout time. Dr. Hill interviewed such entrepreneurial giants as Henry Ford and Andrew Carnegie, and shared their secrets of success. He tells readers that they will have the power to achieve whatever they set their sites on if they have and employ the following:

1.      Definite Chief Aim
2.      Habit of Saving
3.      Self-Confidence
4.      Imagination
5.      Initiative
6.      Leadership
7.      Enthusiasm
8.      Self-Control
9.      Doing More than Paid For
10.  Pleasing Personality
11.  Accurate Thought
12.  Concentration
13.  Cooperation
14.  Failure
15.  Tolerance
16.  The Golden Rule
17.  The Master Mind

The book has long been considered a classic but only few know of its true power and employ the principles contained therein. Read it and follow its advice and you will be on your way to accomplishing your dreams.

Click here to order this book

Tip of the Week

Effective Meetings are often a rarity in schools and businesses. Meetings are called, everyone is expected to be there and then nothing gets accomplished. There are some clear guidelines for running effective meetings. I’ll simply provide a few of them here. First of all, the person calling the meeting needs to send out a clear agenda to the parties expected to attend. In addition to topic agenda, time guidelines needs to be given and closely adhered to. If the topic requires further conversation, then follow up later with the key players involved. Don’t allow non-agenda items to take precedence over what is on the agenda unless there was time allotted to additional areas of concern. Only invite those people whose input is necessary to the topic at hand. Do not call a meeting that has topics that only pertain to one or two people in the meeting. For that, have a special session with just the people involved. Meetings should be called when you want to discuss topics with whom several people are involved and everyone needs to stay abreast of what other people are doing. Do not waste your worker's time or yours by calling meetings without clear topic and time guidelines.

Business Q&A

Question: I am having difficulty with my administrative team. When I give them assignments, they don’t follow up with their people and the things I need to get done are not happening. What should I do?

Answer: It is my belief that whenever you are experiencing across the board difficulty with people, it is time to look at the system. What is it about the system that is creating the problem? One of the first places I look for diagnosis is whether or not the leader is leading by example. If leaders expect something from their staff that they, themselves, are not doing, then that is often a problem area. Employees are more likely to do as they witness, not as they are told. Also, is there something in the job duties that get in the way of prioritizing what you are asking? If so, look at eliminating or restructuring the culprit. When you stop thinking about it as individual subordination, and begin to look at the bigger picture, often the solution becomes more clear.

Reports & eBooks

Diversity at Work - Do you believe you maintain a diverse workforce in your company?  Do all your employees come together in critical situations or are there cultural divisions?  This chapter from my book, "Leveraging Diversity at Work: How to Hire, Retain and Inspire a Diverse Workplace for Peak Performance and Profit" discusses diversity issues in the workplace and how maintaining a diverse workforce can create a satisfying work environment for your employees and ultimately contribute to the growth and bottom line of your company. If you would like more information about my book click here or click on the "books" link in the left navigation bar. Receive "Diversity at Work" FREE when you purchase a Coaching Package. Click here or on the "Coaching Services " link in the left navigation bar to view our packages.

De-Escalation Skills Tip Sheet
Are you someone who is confronted with angry people in the course of your job? Angry co-workers, angry managers, angry customers, angry clients, angry suppliers, angry subordinates? Want to learn ways to take the wind out their sails and have them communicating more cooperatively?

In this special tip sheet, gain some insight into your own anger and methods for getting it under control before attempting to intervene with someone else expressing anger. Also, learn the five proven techniques to de-escalate an angry person that greatly increase your odds for success.

Your staff will be more confident---they will know how to handle difficult situations. Problems will be solved on the front line without the need to pass “situations” on to supervisors. These skills will help you and your employees handle customers and clients with ease. Customer satisfaction will improve, thus helping you increase sales or referrals. You will stand out above your competition.

If you work with residential clients, you can significantly decrease any physical restraints. Don’t let this information pass you by! There is nothing to lose. If you are not satisfied with the information presented, just send me an email and I’ll return the money you paid and you can keep the report.

Choice Theory Report
Choice Theory, a concept developed by William Glasser, is an explanation of human behavior.  Choice Theory has five basic components —the basic human needs, the quality world, the perceived world, the comparing place and total behavior. This report gives a more detailed explanation of these five components.

About Kim Olver

Kim Olver is a professional coach, specializing in the field of interpersonal skills, empowerment and leadership development. She has functioned in the role of supervisor and administrator for over 20 years. This column is for readers to submit their questions for Kim to answer. It could be a question about supervision skills, maximizing teamwork, customer service, interpersonal skills or client satisfaction and empowerment. No interpersonal question in the field of work is off limits. To ask your question, simply send it by email to Kim@CoachingforExcellence.biz and look for her response in future issues.

F-R-E-E Teleclass

How would you like to take one of my teleclasses for f.ree? All you have to do is get two (2) people to subscribe to either of my e-zines and send me their e-mail addresses for confirmation with the name of the teleclass you would like to attend. If you do not wish to attend one of the teleclasses, you can give your f.ree teleclass to a friend or family member. It’s that simple! Send either one or both of the following links to all your friends and family and ask them to subscribe to the e-zine. For the personal edition of "Inside Out", go to The Relationship Center and for the business/school edition go to Coaching for Excellence and have them type their name and email address in the boxes on the right-hand side of the web page where it says, “Subscribe to Receive 'Inside Out', our Fr.ee EZine". Only two people actually have to subscribe for you to be eligible for a f.ree teleclass. Once their subscription has been confirmed you will receive an e-mail giving you the bridge line and access code for the teleclass of your choosing. A listing of teleclasses being offered can be found in both my weekly e-zine or on my calendar page at either web site. There is no limit to the amount of f.ree teleclasses you can earn---you get one f.ree teleclass for every two referrals that sign up for one of my e-zines. Within the next year I am planning on adding many new teleclasses on several topics including the following:

How to Do More in Less Time
Coaching for Peak Performance
Effective Communication
Goal Setting and Attainment
Diffusing Anger
Problem Solving
…….and many more.

Please continue to check this eZine and my website calendar for these new and exciting teleclasses. Don’t wait, take advantage of this offer and experience the new technology of teleclasses, learning and growing from home or office.

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Copyright © February 15, 2006 Kim Olver. All rights reserved.