As a leader, one-on-one meetings are one of the best tools you have to engage, coach, and develop your people. Executive Coach Todd Mosetter shares 4 tips to help you make the most of the time you have in your one-on-ones.

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Learning to walk in someone else’s shoes or seeing things from their perspective can go a long way in generating harmony between people. However, like many things worth doing, it’s often easier said than done.

Executive Coach Todd Mosetter shares one simple way to help change what you think and feel about those around you.

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Get to know one of our newest coaches, Genena Armstrong! Genena joined our team as an Executive Coach earlier this year. Her warm, energetic personality, along with her decades of experience have made her a valuable addition to the Building Champions family.

Learn more about her background and her coaching style in our Coach Interview Series.

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A common question our coaches get is—“How do I move from ‘I want to get this done’ to ‘I got this done?’”

Coach Bill Hart walks you through an easy strategy to help you tackle and complete items on your list. It’s so simple and effective that you can start today!

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“How are you doing?” It’s a common question—one that you probably ask at the start of every meeting. And regardless of what’s going on, the answers range from “fine” to “okay” and maybe even “busy.”

However, as Executive Coach Todd Mosetter explains, if you want to be a leader who brings out the best in those around you, it’s time to ask a slightly different question.

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Dan Foster, Vice President and Principal Coach at Building Champions, shares three mistakes he made on his journey to becoming a coaching leader.

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Dan Foster, Vice President and Principal Coach at Building Champions, shares his journey from being a manager to becoming a coaching leader.

Video Transcript

You know from the moment I became a manager, I knew I wanted to do things different from how I had been managed in the past. Not that I had terrible managers in my career. In fact, I’m still friends with a number of people who managed me early on.

But 15 years ago when I became a manager of people for the first time, there was something within me that said do it different. And I didn’t really understand what different looked like but I had worked with enough people who quit their job not because they didn’t like the company they worked, but rather because their manager didn’t know them and inspire them and develop them.

And I came to understand a key principle of leadership, which is people don’t leave companies, they leave managers.
And as I stepped into my first role as a manager, I knew I didn’t want to be a manager that people fled from. I wanted to be a manager that people were drawn to.

I wanted people to be drawn to my leadership style because they truly did feel known and inspired and they were becoming better versions of themselves working with me. Tall order, right? So I’m going to be honest with you, I had no idea how I was going to do it. So I just started diving into leadership development books and blogs and articles – you name it.

I was in search of how to be a different type of manager. And as I was on this journey, I stumbled across an executive
coaching company that helps leaders become what they call coaching leaders, and this really intrigued me and so I checked them out. I talked to their CEO, I talked to a few of their coaches and sure enough within a month I was being coached by them.

My coach and I worked on a lot of things to get me in the right place to where I could become a coaching leader.
Together we laid out a plan to help me transform from manager to coaching leader and our plan focused on three things, it focused on my purpose of becoming a coaching leader, a vision for where I saw my people, department and organization going as a result of me becoming a coaching leader, in creating a coaching culture for my team and third we focused on my strategy for engaging my direct reports in one-on-one coaching sessions.

So I just got to work and I doubled down on this whole idea of transforming myself from a manager to a coaching leader. I learned how to actively listen, ask powerful questions, build trust with empathy, and to help people see what was possible for their lives and for their career. And my coach helped me put in place the systems and the tools to make it all possible.

It was an amazing journey that delivered fun results, hitting record-breaking revenue, taking market share, opening new markets, achieving operational excellence awards. I had the opportunity to lead people who became future leaders themselves, that have achieved bigger and better things for their organization, for their careers, families and their community.

Now, I share my journey of becoming a coaching leader with you because I think a number of you out there see the problem with the same old way of doing people management and you want something different too. You want to be a better leader. You want to help people be more engaged at work and you want to make a difference in the world through your leadership, you know intuitively that better humans make better leaders.

So I invite you to start your own coaching journey. Your journey of becoming a coaching leader. It takes a lot of work, but it’s so rewarding to truly know your people, inspire them to step into their leadership calling. And to celebrate high levels of success together.

Now I want to share a ton of resources to help you along your journey. So just go to the link below and you’ll be able to download resources to help you be on your way.

And if you can, I want you to try and find a guide to help you along the way, it made all the difference for me, and I’m forever grateful to my coach and my friend, Barry Engelman for how he helped me become a coaching leader.

Thanks.

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Humans are relational beings and social at heart – and, recent circumstances have challenged this more than any time in memory. Throughout much of the World, we have been forced to change how we live and work. Not everybody has been affected in the same way, but everyone is affected in some way. 

How we work as teams is perhaps most impacted. One of the primary responsibilities of the leader is to ensure their teams are working collaboratively and cohesively, to complete projects successfully together and to accomplish stated goals. In these difficult times, many of the best practices that involve natural, personal interactions have been tested, and leaders are having to adapt and learn new ways to manage their teams and keep them healthy and effective. 

All indications are that this is not a short-term challenge. In the coming months, as restrictions begin to loosen up, there will not only be the physical necessities to keep people safely separated, but we will be dealing with a wide spectrum of feelings and attitudes toward how we work together depending on individuals’ comfort levels to get back to ‘normal’. Right now, it’s hard to imagine even within the next couple of years we will be fully interacting as we did in the pre-Covid world. 

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Managing and leading are similar, but don’t be confused – they’re different. It’s helpful to look at the definitions for each and the synonyms to offer more insight. A manager administers, controls and supervises while a leader provides guidance, direction and leads. Still a little murky?

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3 Ways to Deal with Change

While the past year may have amplified it, the amount of change and uncertainty surrounding us has been steadily increasing for quite some time now. In fact, as soon as we get comfortable with something, it seems to inevitably change again. One thing we can count on not changing anytime soon is this amount and… Read More

Getting Along With Others [Video]

Learning to walk in someone else’s shoes or seeing things from their perspective can go a long way in generating harmony between people. However, like many things worth doing, it’s often easier said than done. Executive Coach Todd Mosetter shares one simple way to help change what you think and feel about those around you.

Top Five Productivity Myths

With the amount of information, distractions, and change surrounding us today, staying productive and focused is harder than it’s ever been. But for the people and organizations that have been able to figure it out, it has quickly become a competitive advantage. For the rest of us, it seems like a never-ending cycle of success… Read More

How to get things done [Video]

A common question our coaches get is—“How do I move from ‘I want to get this done’ to ‘I got this done?’” Coach Bill Hart walks you through an easy strategy to help you tackle and complete items on your list. It’s so simple and effective that you can start today!

Lessons from a Push-Up Challenge

A couple of years ago, Ken Perry shared a challenge he was undertaking. One push-up a day—add a push-up per day. As a bit of a competitive person at heart, it didn’t take long for me to accept the challenge myself. Sounded simple enough, especially in January. To be honest, it almost felt weird doing just one… Read More

Time to Reflect

Growing up as a TV fan in the ‘80s, I was forced to get comfortable with waiting. When my favorite show ended on Tuesday at 9 p.m. (like this one or this one), we were forced to wait 7 long days to see what happened next to the characters we loved. In that forced hiatus,… Read More