More Leadership Secrets From a Life Coach

Life Coach Joyce Weiss shares leadership secrets to help you promote your star employees.  

• Do you want to coach your star employees so they can move forward to the next level?
• Do you have employees who need to uncover blind spots yet are resistant to constructive feedback?

If so, this article will be extremely helpful to leaders who want to communicate deeper with their employees.  This article is not for the timid or sensitive team members who are afraid of honest communication.  The ideas are perfect for your employees who want to grow professionally and who want to know what behaviors could be blocking them from advancement.

Life Coach Secret #1:  Create a 360 Interview with Leaders, Colleagues, and Direct Reports

Here are the basics if you want to do this on your own.  Ask the employee if he or she wants to hear feedback from all of these levels.  You will not share the names of what each person answered and will only share patterns.  Make a list of questions that will be helpful to your employee such as: 
1.  What does ____ need to do to make a promotion?
2.  What is something that you would like to say to ____? 
3.  What are ____’s strengths?

Life Coach Secret #2:  Create a Report from all of the Interviews

This Life Coach secret will take some time.  Include the comments that you feel will help your employee grow. Don’t reveal who made the specific comments and include patterns.  It is mandatory to keep this report as generic as possible in order to create trust with everyone involved.

Life Coach Secret #3:  Take Time to Share the Report with your Employee

I need to repeat that this Life Coach process takes time and advanced coaching skills.  Make sure that the person who is communicating the report is a solid coach.  There will be sensitive areas to reveal.  Ask the employee if he or she agrees with each statement.  If they don’t agree, remind them that these areas could be blind spots. The process will be productive when your employee is open to the feedback. You may need to stop the 360 if the employee becomes defensive about the comments.  This could be an indication that the person who is conducting the 360 needs to coach better or the employee is not open to direct feedback and continuous improvement. 

So, Joyce What Are Your Thoughts? 

Many of my clients have successfully conducted the 360 exercise, especially when their leaders are strong coaches. Other clients ask me to create and conduct the exercise since they want a communication strategist and coach who they know will handle sensitive issues carefully and receive outstanding results.  Feel free to call me to discover how your organization can benefit from this powerful exercise at 800.713.1926 or send me an email.  

More Personalized Coaching Opportunities for YOU

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I want to hear from you!

CLICK HERE to send me your questions about creating your own 360.  What is your experience with 360s at your workplace?  Please share what worked and what challenges you experienced.

Until next time,

This is Joyce Weiss, Communication Strategist and Coach

You can start tackling tough conversations with employees who need to hear your straight talk.  Believe me, it’s worth every minute of uncomfortable moments…especially when your employees discover blind spots and resolve their communication issues to grow professionally and add value to your organization. I will do whatever it takes to help you improve your culture!

Learn how you can work with Joyce Weiss, your own personal life coach https://www.joyceweiss.com/services/personal-life-coach/

Feel free to call me (800.713.1926) concerning your own team/executive retreats, workshops, and on line professional growth coaching.

Remember…You Get What YOU Tolerate!

See YOU Next Week.

PS Read more articles and listen to podcasts at our Life Coaching Strategies Knowledge Base https://www.joyceweiss.com/resources/knowledge-base/life-coaching-strategies/