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Linda McDonald, MS
Massachusetts Management Consultant    Ma. Business Management Consultant  Management Training Consultant

 

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Articles by Linda

 
Coaching                                                  Why get coached?
 

Leadership/Management - As a leader and perhaps manager you know how critical your role is to the success of your organization. What are your challenges in this role? Do you ever feel disconnected from the work and your employees? How frustrating is it when people fail to do what they are 'supposed' to do? Do you struggle with gaining cooperation and productivity from others? It doesn't have to that way! more...

 

Professional Development - You are good at your job. You have a lot to offer. And, yet you find it difficult to be recognized and appreciated. How will you accomplish important career goals? How will you move to the next level in your career? What do you need to learn about yourself? What do you need to learn to make your own success? more...

 

Personal Life Transitions - Life changes - constantly. Often these changes come in 'threes'. No matter the number, it can be difficult to take the time to personally manage it all. Suddenly, you find yourself wondering..."is this all there is?; when will I get a chance to breath?; am I doing the right thing?; why do feel alone in this?; what NOW?"  You get the idea. As your coach I become you partner is finding the answers. more...

 

Business Development - Many business owners and professionals generate great plans to develop their business and create success and then…those best laid plans fail to come to fruition. What happens to sabotage those plans? What gets in the way? There may be external factors beyond our control, but most often, it is the internal factors that block success. Together we discover what is happening inside to block and sabotage YOUR success. more...

Main benefits of coaching to the individual

 

  • Generates improvements in individuals' performance, targets and goals

  • Increased openness to personal learning and development

  • Helps identify solutions to specific work-related issues

  • Greater ownership and responsibility

  • Developing self-awareness

  • Improves specific skills or behaviors

  • Greater clarity in roles and objectives

  • Corrects behavior or performance difficulties

                                                     

 

Main benefits of coaching to the organization

 

  • Allows fuller use of individual's talents and potential

  • Demonstrates commitment to individuals and their development

  • Higher organizational performance and productivity

  • Increased creativity, learning and knowledge

  • Intrinsically motivates people

  • Facilitates the adoption of a new culture and management style

  • Improves relationships between people and departments

 

Letting Go of Fear: “If I want it done right, I’m better off doing it myself.” The problem with this attitude for me is that I couldn’t seem to share the workload and boy is that exhausting. I was more focused on how something had to done than on the final product.  A voice in my head was telling me that I was the only one who could do it right. The message I gave to others, then, was that I didn’t trust them. Stepping back now, I realize that I don’t need to control every step of the process if I am clear about what I need and want in the end. Now I am easing my workload and helping others experience success at the same time.”                                                               

 

The top skill development needs of middle managers are:

  • Developing direct reports (81%)
  • Managing direct reports to accept changes in their organizations (71%)
  • Communicating with direct reports (62%)
  • Delivering performance feedback to direct reports (61%)
  • Accepting and communicating changes in their organizations (60%)
  • Developing team goals and priorities (42%)
  • Communicating with peers (30%)
  • Communicating with management (30%)
  • Understanding senior management's expectations and their own roles and responsibilities (27%)
  • Peer coaching skills (27%)
  • Accepting performance feedback from senior managers (15%)

The top competency needs of middle managers are:

  • Communication (70%)
  • Thinking strategically (67%)
  • Leadership (64%)
  • Managing others (55%)
  • Managing teams (47%)
  • Motivating others (44%)

Data source:

Middle Managers Are Better At Being Employees Than Managers, ClearRock

                                           

 

Core Value: Trust 

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Last modified: 10/29/08