Excellent

Saturday, April 24, 2010

managing or coaching what is the Solution?

Given the current state of business today, almost all leaders are concerned with a few predictable and problematic areas:
* Doing more with fewer resources
* Employee engagement and commitment
* Succession planning

Most clients I have worked with in the past believe coaching is the key to unlock the doors to some of the answers inspiring employees in challenging times, growing employee skill sets, delegating more tasks, empowering employees to take on larger responsibility.

However, most managers do not know how to successfully coach employees.
What does coaching mean to you? When we ask leaders this question, they often reply, “Telling people what you want them to do.” Yet most people tend to resist being told what to do. Change is hard to accept and it will always be resisted no matter how good it maybe: There are various reason that people resist change:

    * Lack of respect or trust for the person offering the solution

    * The person may not completely understand your situation

    * The advice doesn’t support or confirm to your own ideas

    * You’d already tried what the person suggested and it didn’t work
Why do leaders continue to give advice and direct solutions (“telling people what you want them to do”) why are there many reasons that advice doesn’t work? One reason is that most leaders have never seen a different (and more effective) model for really growing and coaching employees. When leaders provide advice and bark orders, they do not engender employee engagement; they do not grow the capability of their employees; they do not inspire employees to take on more complex assignments.

So what is effective coaching and how does it work? To answer this, Graceland tk will offer the solution as to what makes: what makes the best leaders-as-coaches most effective. We have researched the key competencies that differentiate the most effective coaches. We have studied other helping professions and related fields. While the sum of this research cannot be presented in a single blog entry, we are excited to share some very useful and practical techniques.

If you are interested in improving your ability to inspire others to their best performance, consider contacting Graceland tk consultants

Monday, April 19, 2010

Emergency management

Emergency management (or disaster management) is the discipline of dealing with and avoiding risks. It is a discipline that involves preparing for disaster before it occurs, disaster response (e.g., emergency evacuation, quarantine, mass decontamination, etc.), and supporting, and rebuilding society after natural or human-made disasters have occurred. In general, any Emergency management is the continuous process by which all individuals, groups, and communities manage hazards in an effort to avoid or ameliorate the impact of disasters resulting from the hazards. Actions taken depend in part on perceptions of risk of those exposed. Effective emergency management relies on thorough integration of emergency plans at all levels of government and non-government involvement. Activities at each level
Emergency Management is one of a number of terms which, since the end of the Cold War, have largely replaced Civil defense, whose original focus was protecting civilians from military attack. The thinking today focuses on a more general intent to protect the civilian population in times of peace as well as in times of calamity.
What do think are we well prepared for the disasters to come now or in future and what we do? should we be faced by a situation like what happened in Haiti or in Chile? When they were struck by the earth-quakes? Are our governments prepared with the trained personnel and resources should such a disaster occur? And how stable are our new building that are mushroom everywhere everyday?