A Coaching Book Review

Win-Win Partnerships takes Coaching and Partnering to a new level. This book explores much more than employer/employee relationships. One gets a sense of the power that can come only through synergistic partnerships whether they be in or out of the workplace. The coaching process is given extensive, in-depth treatment. Each of the eight steps is given a full chapter with detail and clarity. Chapters one through four explore partnering and coaching through an in-depth look at our values and getting a feel for synergistic partnerships in general. Chapter five introduces the Coaching Model and is a good introduction of the coaching process. In chapter six, we see a specific example of a coaching opportunity and the positive outcome of creating a partnership instead of forcing our commanding style of leadership that can lead to adversarial relationships. Chapters seven through fourteen cover each of the eight steps one by one. Do not miss chapter fifteen: Creating a Learning Relationship. The authors give eight wrap up points which bring coaching into perspective. Chapter fifteen send you off with a clear idea of what coaching is all about. Its about people, partners, and learning practical skills.

Win-Win Partnerships Be on the Leading Edge with Synergistic Coaching is published by CMOE Press and is available for $29.95 plus shipping and handling by calling toll-free (888)COACH 99 or you can find more of their coaching books at http://www.cmoe.com/bookstore.

Coaching Book Review: The Coach: Creating Partnerships for a Competitive Edge

Leaders today have many challenges when it comes to guiding and influencing the performance of their team members. In the past, productivity and success depended on sheer muscle and sweat. Competition, technology and the desire of employees to be meaningfully involved in their work are powerful forces shaping the leaders destiny and future role. The need for service, quality, and effectiveness in organizations is stimulating a demand for employees who think, act, and feel like responsible partners in the enterprise. Now and in the future, reinvigorating employees, managers, and peers through coaching will be critical to the success of both leaders and business. More than ever, leaders need to inspire employees with contagious enthusiasm in order to deliver quality services and products. In CMOEs coaching book, The Coach: Creating Partnerships for a Competitive Edge, it provides refreshing ideas and strategies to help leaders cope with the demands and challenges of their calling.

CMOEs coaching books are about the coaching process along with the skills, behaviors, courage, and values leaders need in order to obtain employee commitment and motivation. This coaching book contains a lot of specifics on what to say and how to handle different coaching situations. The authors provide a unique close-up account of a true-to-life manager who discovers the obstacles and challenges of helping an employee over a difficult time. This leader ultimately discovers the keys to coaching success and averts a career-threatening disaster.

Many books on leadership focus on general theories, while others treat the topic of coaching in a shallow oversimplified view. In this coaching book, CMOE provides helpful resources from over twenty five years of research and observations. Further, Steve Stowell PhD. and CMOE have collected data that provides a rich deep understanding of this topic.

If you would like to learn more about the coaching books offered by CMOE please visit their online bookstore at http://www.cmoe.com/bookstore.htm.

The Goals of Leadership Coaching and Partnerships

Websters Dictionary describes a partner as an ally or an association built around common interests and goals.

A partnership denotes a joint venture, a relationship built on equal status (rather than inequality). Mutual consent and consideration from both parties are important attributes.

Organizations need leaders with a personal commitment to the idea of building partnerships with employees by establishing goals and missions, listening, being accessible, understanding, empowering others, and maintaining accountability. They need leaders with a sense of dedication for employee productivity, who develops unconditional support and concern. They need leadership coaching to change employees patterns of reacting to situations to a more proactive style of influencing events. They need people who are empowered risk takers, who can accomplish and break through tasks. Dictatorial edicts, autocratic requests, domineering opinions that amount to marching orders, have no place in this kind of partnership.

Partnering is a more useful approach to building a relationship with an employee. A problem-solving or motivational one-on-one coaching exchange acknowledges a mature adult-to-adult relationship and allows both parties to participate. The employee recognized the coachs greater experience, and the coach appreciates and helps develop employee talent.

A Two-Way Process

Leadership coaching is a two-way street, which involves quality communication and trust between the manager and the employee. Its underlying premise is always mutual benefit. The better one partner looks, the better the other will too. A lot of power and creativity can come from both managers and employees working together to build and maintain this two-way partnership relationship.

Leadership coaching is a responsibility to effectively coach, train, and develop employees. Research demonstrates that skillful leaders use their ability to listen, reason, ask penetrating questions, and bring out the best in employees. Top managers show that they are really trying to understand the other person. They are coachable themselves. They rely less on authority and dictums and more on collaboration and negotiation. Effective leaders blend and weave ideas and solutions, and when appropriate defer to the employee. They avoid hammering on employees, criticizing their work and acting in non-productive ways.

Employees also have responsibilities. Those who refuse to participate treat the job mechanically, are disinterested, and in shared responsibility and authority many need to be dismissed as compassionately and gracefully as possible. Others may need to be brought along slowly until they are helping solve job challenges and other problems.

Quality employees will perform whether a supervisor is watching over them or not. They recognize the key to success is pulling together. Teamwork, mutual benefit, and trust are important guide words for them.

Sometimes building and maintaining a good partnership is not easy. Talking straight to your partner (whether it be a spouse, employee, or a manager) takes a lot of candor, skill, and courage. However, difficulties can be overcome, and in the long run, the benefits are worth the effort.

When you come right down to it, employers and employees have a lot more in common than they have differences. They both can benefit by successful partnerships. As resources are used efficiently and accountability is embraced, salaries will improve through achievement as well as job satisfaction. Everything considered, good leadership coaching between the manager and employee makes a lot of sense and is in the best interest of both parties.

If you would like to learn more about leadership coaching, visit http://www.cmoe.com/leadership-coaching.htm.

To see how we can assist you or your organization, please contact CMOE at (801) 569-3444 or visit them at http://www.cmoe.com/home.htm.