Having had the tremendous fortune of working with highly motivated individuals who are, and have become, coaches (as well as countless entrepreneurs from a diverse set of industries), it’s always fun to see how much energy and passion each person brings to their new endeavor. Excitement for a desired change builds and builds, as they see their strengths and values begin to align with their work.
Then, they rush out, ready to take on the world, only to realize, “Wow, this is a lot of work,” or “Wait, you mean everything doesn’t just fall into place?”
External challenges arise (getting the work done, having people respond to your marketing, etc.), providing a wonderful opportunity to re-evaluate your plans and make any necessary adjustments as you move forward.
The internal challenges (fear, assumptions, the ebb and flow of your energy) that arise are actually signs of progress! That’s right… progress!
Anyone who sets out to create something new (a new business, a new project — whatever it is) will see a host of personal and professional development issues arise. And what’s really amazing is how those issues, much like a crash course, test how rapidly you can grow, adapt, and respond.
So, when the obstacles come, put the ego on the shelf for a while and listen intently. Every obstacle that surfaces reveals more and more to you about how you can step into greatness.
All of these challenges (internal or external) also have the power to distract you – calling your attention away from your goals and purpose. When you can’t clearly see and connect to your vision, goals, and sense of purpose, your excitement will naturally wane.
When you begin your project, be clear on your vision for what success will look like and know the purpose you have for why you’re doing what you’re doing. Find ways to summarize this vision and purpose, and surround yourself with reminders and images that keep you focused on the real goals.
And when your energy drops, or one of those obstacles pops-up, go back to your vision and purpose and consider how this challenge is actually helping you move forward instead of holding you back.
Ever been in an argument or have a “misunderstanding” that results in you and the other party getting locked into your own points of view? If this hasn’t happened to you, welcome to Planet Earth and the human race!
Step back from one of these arguments and take a look at the difference in perspective and try to ascertain what that difference is REALLY about. Many arguments ignore the fact that the two (or more) parties actually have the same goal; they are actually trying to accomplish the same thing, but they get tied up in HOW they want that goal achieved, which stems from each of us believing we have the monopoly on great ideas and the right way to do things.
Instead, let’s get really simple here: Which is more important to you – the goal or the way it gets achieved?
Now, when I say “the way it gets achieved,” I’m not talking about breaching ethical guidelines or acting inappropriately for the sake of accomplishment; I’m simply talking about how stuck we get in doing things our way.
When you re-acknowledge the goal – the real goal – it now opens conversation:
a) to identify the options already on the table from current parties; and,
b) to inquire as to what other options could accomplish this goal.
Look for the opportunity to draw out new ideas and new options from others, acknowledge what you’ve heard to make sure you heard it right, and build a list. Then, go through each option with each person acknowledging, first, what they like and, then, discussing any possible concerns so that you can be sure you weigh the pros and cons. Look for opportunities for how the ideas might build off one another.
This process usually leads to great new alternatives, which meet the real goal while, also, representing and balancing everyone’s concerns.
But, you can only get there by going back up the mountain to the real goal. Next time that argument comes up, be the calm voice in the room that offers a new perspective and an empowering question that opens up the possibilities. Be a coach.
In Part Two of our interview with Zack Lemelle, iPEC’s Managing Partner of Corporate Engagement Services, Zack discusses leadership in today’s economy, the difference between a good leader and a great leader, and the impact Coach Centric Leaders™ have on creating a truly great company.
Want to learn more about becoming a Coach Centric Leader™? Download a copy of “The 12 Talents of Coach Centric Leaders™” today and begin impacting your organization — and your world — every day, starting immediately.
The Core Energy Coaching™ process takes everything that makes you who you are – your purpose, beliefs, values, strengths, etc. – and engages that capacity on the specific goal you want to achieve, the role at which you want to succeed, or the task you are undertaking.
This is Core Energy Coaching – the process by which you connect your inner purpose and passion (who you are) to your outer goals and strategies (what you do and how you do it). This process means that you’re developing your own unique success formula – it helps you figure out how YOU do things.
Consider for yourself:
• How do you want your values to show up in your role as a leader, educator, or parent?
• How does your current job reflect the overall purpose you have in life?
• Which of your strengths do you most enjoy using, and how are you currently using them to achieve your goals?
What do you believe you could accomplish if you were able to completely engage your full capacity, take action with courageous authenticity, and focus it all on what you want most?
In Part One of this interview with Zack Lemelle, iPEC’s Managing Partner of Corporate Engagement Services, Zack discusses what it means to be a Coach Centric Leader™ and shares some examples of Coach Centric Leaders™ in his own life.
To begin, here are just a few defining characteristics of a Coach Centric Leader:
- Coach Centric Leaders are individuals who consciously choose to use their ability to influence and impact others to bring about results that are positive — for themselves, others, their organization, and its stakeholders.
- Coach Centric Leaders are leaders whose actions are consistent with their beliefs, values, and principles, and who make those beliefs, values, and principles well known to those they most typically lead. Because of this consistency and openness, their leadership often appears effortless, and their energy is downright contagious.
- Coach Centric Leaders know that every interaction presents the opportunity to lead and to have a positive impact on others.
How well does Coach Centric Leadership™ describe you? How ready are you to become a Coach Centric Leader?
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