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Casual Articles - Transform Your Organization With Facilitative Leadership
Strategies for Creating a Winning Work Environment
1. Look for employees who can accept positive feedback and compliments. Individuals who accept positive feedback and are able to say “thank you” after receiving a compliment are more likely to perform when it counts. If employees cannot accept accolades, then ultimately they will do things to receive negative feedback. If you have employees who thrive on negativity or harsh behavior, they will let you down in the end. People who thrive on negativity will not perform when it counts, and they will make choices that create more problems. Teach your employees to accept accolades.2. Communicate with employees as individuals - Get to know your employees. Everyone’s brain does not process information in the same manner. Do not assume that you are being totally understood all of the time. Get to know each of your employees and what makes them “tick”. By tak
t how to improve the operation; by genuinely asking for input from all levels. That is what facilitative leadership is1. Look for employees who can accept positive feedback and compliments. Individuals who accept positive feedback and are able to say “thank you” after receiving a compliment are more likely to perform when it counts. If employees cannot accept accolades, then ultimately they will do things to receive negative feedback. If you have employees who thrive on negativity or harsh behavior, they will let you down in the end. People who thrive on negativity will not perform when it counts, and they will make choices that create more problems. Teach your employees to accept accolades.2. Communicate with employees as individuals - Get to know your employees. Everyone’s brain does not process information in the same manner. Do not assume that you are being totally understood all of the time. Get to know each of your employees and what makes them “tick”. By tak
Resilient Mindset
Developing a resilient mindset of a millionaire by re-wiring your subconscious for wealth creation we will need to answer a few simple questions about financial pressure. When I refer to financial pressure I’m not necessarily talking about being broke and struggling. You can be wealthy and still have financial pressure. There is no right or wrong answers, only answers applicable to you.1. When was the last time you felt financial pressure?2. Do you currently feel financial pressure in your life?3. Does having more money really create less financial pressure?4. When have you felt completely free from financial pressure?For some people being completely free from financial pressure might have been as far back as when they were at school. It could have been when they would get pocket money and had to deter
So, facilitative leadership: is leading by committee ... not!Developing a resilient mindset of a millionaire by re-wiring your subconscious for wealth creation we will need to answer a few simple questions about financial pressure. When I refer to financial pressure I’m not necessarily talking about being broke and struggling. You can be wealthy and still have financial pressure. There is no right or wrong answers, only answers applicable to you.1. When was the last time you felt financial pressure?2. Do you currently feel financial pressure in your life?3. Does having more money really create less financial pressure?4. When have you felt completely free from financial pressure?For some people being completely free from financial pressure might have been as far back as when they were at school. It could have been when they would get pocket money and had to deter
It is not about getting everyone together and asking, "what do you and you think?" Everything cannot be decided via committee! Especially if your work involves things like law enforcement or the military. The front lines are not the place to take a 'straw poll'. Even as I say this, and even in those aforementioned operations, there are times when a leader can, and should get people together to talk about how to improve the operation; by genuinely asking for input from all levels. That is what facilitative leadership is
Organisational Culture - Careers Coach
Company culture, everyone is talking about it, managers are fostering and developing it, hiring managers and recruitment companies/consultants are assessing it in applicants and customers are using it to discriminate when choosing which company to buy from.What is company culture?In simple terms company culture is the personality and values of the company. For example one company (Company B) may view its company culture as being dynamics, results oriented and cutting edge. Another company (Company C) may view its company culture as being professional, stable and quality focussed. Both of these companies could be in the same industry and offer the same type of services but company culture is one way that they can differentiate both internally and externally.Impact on hiring decisionWhen I conduct interview coaching I always stres
ng, "what do you and you think?" Everything cannot be decided via committee! Especially if your work involves things like law enforcement or the military. The front lines are not the place to take a 'straw poll'. Even as I say this, and even in those aforementioned operations, there are times when a leader can, and should get people together to talk about how to improve the operation; by genuinely asking for input from all levels. That is what facilitative leadership isCompany culture, everyone is talking about it, managers are fostering and developing it, hiring managers and recruitment companies/consultants are assessing it in applicants and customers are using it to discriminate when choosing which company to buy from.What is company culture?In simple terms company culture is the personality and values of the company. For example one company (Company B) may view its company culture as being dynamics, results oriented and cutting edge. Another company (Company C) may view its company culture as being professional, stable and quality focussed. Both of these companies could be in the same industry and offer the same type of services but company culture is one way that they can differentiate both internally and externally.Impact on hiring decisionWhen I conduct interview coaching I always stres
Medical Billing - GX1 Record
If you thought it was safe to come out of your bunker now that our review of the GX0 record is over, you may want to crawl back in. We're not quite done with our oxygen billing review in regard to medical billing in general. In this installment we begin our review of the narrative record, which is the GX1 record.The GX1 record has only 7 fields in it. You would therefore think that there is just no way to screw this record up. And yet, there are more problems with the GX1 record and denials than the GX0 record. The reason for this is because the majority of the fields are not simple one or two character replies. Most of the responses are narrative ones and lengthy at that. When you combine that with the fact that, unfortunately, many billers do not have English as their first language, this causes a number of problems. Proper training in nar
ke law enforcement or the military. The front lines are not the place to take a 'straw poll'. Even as I say this, and even in those aforementioned operations, there are times when a leader can, and should get people together to talk about how to improve the operation; by genuinely asking for input from all levels. That is what facilitative leadership isIf you thought it was safe to come out of your bunker now that our review of the GX0 record is over, you may want to crawl back in. We're not quite done with our oxygen billing review in regard to medical billing in general. In this installment we begin our review of the narrative record, which is the GX1 record.The GX1 record has only 7 fields in it. You would therefore think that there is just no way to screw this record up. And yet, there are more problems with the GX1 record and denials than the GX0 record. The reason for this is because the majority of the fields are not simple one or two character replies. Most of the responses are narrative ones and lengthy at that. When you combine that with the fact that, unfortunately, many billers do not have English as their first language, this causes a number of problems. Proper training in nar
6 Causes of Turf Wars
As the landscape in this industry gets more and more competitive, turf wars crop up, oftentimes within organizations, and the disruption adds to the downward spiral of sales and profits. If you are experiencing turf wars in your company, identify which combination of the following six causes are the ones you need to immediately address.1. InsecurityWhen a person feels uncertain about his position, skill level or job security, his insecurity will have him create a turf war. The insecure manager or salesperson will be quick to blame others on his team for errors. This person will appear to have a “victim” mentality and always is the brunt of something that “just happened”! He will constantly be defensive about his decisions and be very protective of his turf not wanting any assistance or invasion (as he sees it) into his area of responsibility.
even in those aforementioned operations, there are times when a leader can, and should get people together to talk about how to improve the operation; by genuinely asking for input from all levels. That is what facilitative leadership isAs the landscape in this industry gets more and more competitive, turf wars crop up, oftentimes within organizations, and the disruption adds to the downward spiral of sales and profits. If you are experiencing turf wars in your company, identify which combination of the following six causes are the ones you need to immediately address.1. InsecurityWhen a person feels uncertain about his position, skill level or job security, his insecurity will have him create a turf war. The insecure manager or salesperson will be quick to blame others on his team for errors. This person will appear to have a “victim” mentality and always is the brunt of something that “just happened”! He will constantly be defensive about his decisions and be very protective of his turf not wanting any assistance or invasion (as he sees it) into his area of responsibility.
Solopreneur or Small Business Owner? Understand This: You Have No Competition!
No competition?! Is this na?ve? Wishful thinking? A load of bunk?Not at all.As a coach who has consistently defied conventional wisdom as to what makes a successful coaching practice (NOT built on coaching other coaches!), let me share with you what I have learned along the way and what saves me EVERY SINGLE TIME I start to get overwhelmed or lose my business focus. It is so basic but SO critical to the success of solopreneurs and small business owners and it all boils down to that old saying, “KNOW THYSELF”. Simple, yes, but surprisingly difficult for many and a lot richer journey than you might expect.What follows is a simple model that will help you see exactly where you can focus your business building efforts most effectively.First, you do need to know a few things about your industry and those who specialize within it
t how to improve the operation; by genuinely asking for input from all levels. That is what facilitative leadership is about.No competition?! Is this na?ve? Wishful thinking? A load of bunk?Not at all.As a coach who has consistently defied conventional wisdom as to what makes a successful coaching practice (NOT built on coaching other coaches!), let me share with you what I have learned along the way and what saves me EVERY SINGLE TIME I start to get overwhelmed or lose my business focus. It is so basic but SO critical to the success of solopreneurs and small business owners and it all boils down to that old saying, “KNOW THYSELF”. Simple, yes, but surprisingly difficult for many and a lot richer journey than you might expect.What follows is a simple model that will help you see exactly where you can focus your business building efforts most effectively.First, you do need to know a few things about your industry and those who specialize within it
For this process to work, the leader must be successful at creating an atmosphere where people not only feel comfortable contributing ideas and suggestions, but where the leader actually acts on that input.
Acting on input does not mean doing everything the group tells you to do. It does mean making it clear to the group that their input is valued by defining how that input will be used. Many times a leader will give the impression that if the team me
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