For years, coaching has been regarded as a useful strategy for individual and organizational development. Unfortunately, most organizations struggle with getting their managers to adopt and use coaching behaviors. In order to further understand the impact of leader coaching behaviors, the researchers at The Ken Blanchard Companies® embarked on a study to identify the correlations between leader coaching behaviors and the resulting correlation between trust, affect or emotion, and work intentions of their followers. This paper finds that coaching is a powerful managerial tool.
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As we all adjust to a changing landscape and a new normal in our personal and professional lives, it is imperative that we each develop an increased capacity to thrive in the face of adversity.
Ken Blanchard shares how the principles of The One Minute Manager apply in today's remote work environment.
Learn how poor managerial behaviors negatively impact engagement, alignment, productivity, and retention.
Dear Madeleine, I am a manager at a fairly new and fast growing software-as-a-service company. I have been managing people forever and nothing like this has ever happened to me. I recently gave...
With SLII, managers and direct reports learn how to speak a common language that builds trust and a sense of partnership.
Most companies want their employees to continue to grow and develop because they know employee growth benefits not only the individual but also the organization. For example, how would...
Dear Madeleine, I am a senior leader in a large state government agency. I’ve been here a long time. I came to the job as a high-ranking, decorated veteran and have earned an excellent reputation....
“Building a servant leadership curriculum begins by identifying the attitudes, skills, and behaviors of a servant leader,” says Vicki Halsey, vice president of applied learning for The Ken
1:22When people don’t get the coaching they need--They flounder, they disengage, they get frustrated, they lose momentum, they miss out on valuable development.
Achieve a deeper understanding of the concept of development level and its components.
Effective leader behaviors are context-specific, depending on the development level of the follower on a particular goal or task.