Here’s a classic, common situation for line and new supervisors: for whatever reason, an employee has begun having trouble managing his or her feelings, it’s tending to spill out, and
Latitudes of Acceptance | Edge.org. It’s probably not a surprise when I acknowledge that I can usually tell fairly quickly whether my work with a client will bear fruit or not. Certainly
In many ways my job, being “helpful,” has gotten slightly easier. That’s not because the problems themselves have become less difficult or complex. It’s that people can go much longer
‘All Joy and No Fun,’ by Jennifer Senior – NYTimes.com. This is a New York Times review of a book about modern parenting that’s getting a lot of buzz. I
Mine isn’t a high-traffic blog, but I’ve gotten some interesting exchanges anyway. I put this post and comments about coaching highly intelligent people on two of my blogs – I felt there was a
One of my favorite examples illustrating the many benefits of “coaching” a line supervisor happened also because of the flexibility provided by a good Employee Assistance Program (EAP.) A supervisor
The thing I like best about coaching is how straightforward it is: either our sessions are useful in a tangible way, or they’re not. If they’re not, the sessions should
I can see how managers can come to resent, or at least view negatively, an employee’s need to be reassured, reinforced, praised, validated, or "checked-in" with and communicated with, so constantly. Since managers are usually squeezed for time themselves, their ideal employee is a self-starter who takes initiative, works...