by Doug Gray | Aug 3, 2015 | change, Coaching, Success
Thankfully, as a species and as individuals, we know that humans adapt to environmental stimuli.
Behavior changes when we (1) modify the cues (e.g. positive or negative triggers), then
(2) we change the routine (e.g. gestalt, patterns) and
(3) we include regular rewards (e.g. self-care, executive coaching and consulting)
As an example, when you (1) place a white placement at a table, and sit down to eat no more than three times a day (cue), and (2) use a 5” diameter plate that has a smaller serving size than most American restaurants, and refuse to snack (routine), then (3) your reward will be weight loss or weight management.
Same with any behavior change.
Imagine that you are stuck in an undesirable habit, and that you “know you need” some behavior change. For instance, imagine that you desire to build resilience.
Resilience can be defined as “the capacity to adapt successfully in the presence of risk and adversity.”
As a second example, when you pause for 5 seconds before saying or doing your response (cue), using a physical trigger or new activity to anchor the new routine, such as using one hand to pull on each finger of your other hand (routine), then your reward may be guidance from your prefrontal cortex that informs you to reply in some career-enhancing manner. You adapt successfully and build more resilience. Get the idea?
Individual behavior changes faster when others reward us. Find a coach or an accountability partner. You do not need to hire an executive coach or consultant to practice behavior change.
Call Doug Gray, PCC, today at 615.905.1892.
What are you waiting for?
by Doug Gray | Aug 1, 2015 | change, Coaching, healthcare, Leadership, Managers, talent
Physicians with resilience have:
- Increased career satisfaction
- Higher personal life satisfaction
- Enhanced performance and efficacy
- Engagement with lifelong learning
- Skills that may be modeled and directly transferable to patients (e.g., CBT)
Thankfully, resilience can be taught and developed.
Resiliency can be defined as “the capacity to adapt successfully in the presence of risk and adversity.”
Take this quick self diagnosis for burnout and resiliency:
Take a moment to write down where you think you are on a scale of 1 (low) to 10 (high) on these two measures. Note that burnout and resiliency are directly related and inversely related. Like any coin with two sides…
A self-diagnostic question is “How do you know if you are avoiding burnout behaviors?”
An organizational-diagnostic question is to ask your team if they have noticed you being less compassionate, hopeful and caring lately?
Or if you are daring, ask your team if they have noticed you being more abrupt, judgmental, or impatient lately?
(We are often hired to assess the degree of burnout or resiliency in a practice group.)
My experience is that these bullets are 5 reasons for you to do some work. “Physician heal thyself” is axiomatic. As a species, we need to make more anabolic choices than catabolic choices.
CBT is cognitive behavioral therapy, a psychological process that recognizes choice, personal strengths, and includes reqular behavioral feedback.
I hire a dentist when I need dental work; why wouldn’t you hire a psychologist when you need to develop resilience for your self or your team?
by Doug Gray | Jun 22, 2015 | change, Coaching, Leadership, Managers, strengths, talent
Hello friends,
I thought you may want to see some recent trend data for external coaching and internal coaching, by industry and size of company.
Highlights:
- After the recession, companies are investing more than ever in leadership development and key talent, with both external and internal coaching
- 39% of these 140 companies use internal coaches for leaders who are lower in the organization, and over 75% use external coaches for their senior leaders (directors and above)
- The top 3 types of coaching remain 1) development-focused coaching, 2) performance-focused coaching, and 3) 360 debriefs
- Fees invoiced at a standard or fixed rate per engagement, rather than an hourly or variable rate, have increased from 26% in 2012 to 38% in 2014
- Hourly rates for executive coaching range from $600+/hour for CEOs and direct reports to $300/hour for directors and above; naturally, those rates vary by size of the company, industry, and level of the leaders
- The top 3 topics covered in coaching engagements have not changed for many years; they include: 1) executive presence/ influencing skills, 2) relationship management, and 3) leading teams and people development
If you should have any questions, please let me know.
Doug Gray, PCC, CEO/Founder www.action-learning.com
2014_TCB_Executive_Coaching_Survey
by Doug Gray | May 5, 2014 | change, Coaching, digital, Employment, Leadership, Managers, money, Sales
After 7.15.14 our new address is:
3482 Stagecoach Dr, Franklin, TN 37067
704.995.6647 cell
Special Offer: Please call for a free consultation in your Nashville area office to discuss your leaders or your business.
Why did we relocate?
1. Personally: to support my wife’s career, and her recent promotion.
2. Professionally: to develop new relationships in a new geography, while continuing to provide value to clients in any geography.
Life requires adaptation to new environments. A coaching question is: How are you moving?
Here are 7 examples of new affiliations and movement in the last 13 months:
- The Brentwood, TN Rotary Club (a long time Paul Harris fellow) committed to “service above self.”
- Member of the Williamson, Inc Chamber of Commerce, in Franklin, TN
- The Association of Talent Development (ATD) board member in professional development (2015-15) and membership (2015-16); created a Special Interest Group (SIG) for Consultants and hosted monthly meetings on countless topics since January, 2015
- Member of the National Federation of Independent Business (NFIB)
- Member of the Nashville Technology Center (NTC); accepted by Launch TN grant funding program to apply for federal grant to the NIH or USDA, using consultants Mark and Catherine Henry, with mentoring from Jim Stefansic PhD, to assess the impact of telemedicine programs in rural disparities
- Promoted the TN-HIMSS conference in October, 2015 for healthcare leaders, Chief Technology Officers, Chief Information Officers
- Created and hosted monthly meetings on “Talent Analytic Trends” at local businesses, including Rustici Software, the “best technology company in Nashville” and a global leader in SCORM and Watershed, their Learning Record System; those meetings featured leaders and new technologies that are redesigning how we measure talent, careers, and human achievement.
Quite a list for 13 months in a new town.
Back to that coaching question: How are you moving?
Call any time to discuss what is next for you, your leaders, or your business.
by Doug Gray | Jul 29, 2013 | action learning process, Business, change, Coaching, Leadership, Managers, Meetings, money, organizational leadership, Personal Development, Sales, talent
Action Learning is a behavioral change process model that works 1) for groups and 2) for individuals.
For groups, Action Learning occurs when stakeholders use real problems to acquire learning and implement system-wide solutions.
For individuals, Action Learning is a behavioral coaching methodology that applies the same 4 steps.
The Action Learning change process model includes four steps:
1) decide what breakthrough requires you to invest resources,
2) act with a talented, cross-functional team and executive endorsement,
3) reflect on steps achieved, and
4) connect or expand the results across business or functional lines, to new markets or clients.
We have facilitated organizational Action Learning change using both virtual and direct processes:
1. Technology processes: SharePoint, Action Item task lists, virtual teams, e-coaching and e-consulting, digital consulting and short implementation teams.
2: Direct meeting processes: assessments, facilitation in a series of workshops, coaching and consulting, project initiatives, leadership off-site retreats, strategic reorganization
For a summary of consulting fees and investment levels for organizations click here, and for individuals click here.
Our Services typically include:
Assessments (e.g. individual, group, organizational, strategic)
Qualitative or Quantitative 360 assessments
Organizational Culture Assessments
Leadership competency assessments
Leadership consulting and behavioral coaching (e.g. individual, team or group levels)
Strategic planning and organizational redesign
Videography
Shadow Coaching
Facilitation, training, retreats or workshops
The result is that the Action Learning process helps individuals and groups become true learning organizations.
What are you waiting for?
Download this list of services and investment levels now:
Please contact us or call immediately at 704.995.6647 or schedule your initial consultation here.
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