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This Month's Topic: Developing Others

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Hello from the Coaching Team!   How To Create A High Performance Culture
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The 4 Vital Keys To Developing Others   Coach Introduction:
Astrid Kafurke
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View the upcoming coaching dates   Contact us!
Hello from the Coaching Team
Dear Students,

While studying at EBS, you have probably been asked at least once or twice in various courses, if you'd like to assume a leadership position one day. From experience, we know that pretty much every EBS student raises their hand. But why exactly do you want to lead?

Some people want to lead because they associate leadership with a higher social status. Others associate it with higher paychecks or just want to develop ventures, make their dreams come true. In reality, however, it's not the ventures one develops, it's the people that make up the venture. Thus, conveying in a job interview that you're aware of your responsibility to develop others as a leader, may actually be your best bet to get the job.

In our Video of the Month, Andrew Sillitoe shares his views on creating a high performance culture. In our Article of the Month, you will learn some important keys when it comes to developing others.

And as always, we have another great coach to present: Astrid Kafurke, an HR Recruitment Consultant with over 25 years of experience. Ever wondered what your hidden strengths are and how to get them across in your next job or internship interview? She'll be happy to help!

Interested in taking a look at all our coaches? Visit the coaching area on myEBS, register, select a coach and book an appointment, or contact us. We’ll be happy to hear from you!

Warm regards,
Your Coaching Team
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Video of the Month: How To Create A High Performance Culture
Business psychologist Andrew Sillitoe explores why some people rise to the top 20% in their field starting with research into why young people stay engaged with sport throughout their teens. Engaging others to operate at their full potential may be less of a mystery than we think – listen to Andrew’s story about what he learnt on the road playing street hockey and what it takes to create a high performance culture.   Picture could not be loaded
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The 4 Vital Keys To Developing Others
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Joseph Folkman, founder of the two leadership development firms Novations and Zenger Folkman, collected data from more than 400,000 employees and found out that individual development opportunities represent one of the three major drivers of employee engagement, with the other two being pay and benefits.

In order to understand what exactly leaders did in order to increase employee satisfaction with individual development, he looked deeper at 20,000 cases from two different organizations and deriver four keys:

1. Performance Management

Regularly reviewing performance, discussing development plans and challenging team members are activities that are most important. However, when leaders see this as a chore rather than the most important part of their jobs - which is developing their direct reports - it can come across the wrong way. “It’s easy for managers to get so focused on the critical tasks that need to be accomplished, internal problems and administrative details of their organization that they fail to focus on the performance management and development of their direct reports.” They then view performance management as busy work or uncomfortable discussions that only create bad feelings. This projects to their direct reports, who then perceive stretch assignments as punishment rather than developmental opportunities, training as days off work, while dreading and avoiding feedback.
  For any leadership position, developing one’s direct reports should come first.

2. Involvement of Team Members

Team member should be involved in decision-making processes as much as possible. “Managers who tell employees what to do, when to do it and where to develop think that they are developing others, but in reality they are throwing darts blind folded.” Ideally, involvement and assignments should fit the employee’s passion, so that they actually love what they do. Those who volunteer look at such tasks as developmental, while those who get them assigned rather see them as hard labor. A smart leader makes his reports feel like they choose their tasks rather than complying to the leader’s wishes.

3. Recognition

“Many people believe they don’t really need recognition, but every person appreciates being recognized for their hard work, initiative or effort. When leaders are more effective at recognition, their employees feel more positive about their development. Development without recognition is like home work that never gets graded or reviewed. It requires la great deal of effort, but nobody seems to care.”

4. Job Fits The Person

One of the reasons coaching has been increasingly gaining popularity, is that it’s harder to figure out one’s strengths and weaknesses than most people think. And great leaders do exactly that. They figure out what people are good at and adjust their tasks accordingly. Developing people’s strengths is often more important than getting rid of their weaknesses.

Always keep in mind that developing companies actually means developing people. This is what leadership is all about.
Original article: https://www.forbes.com/sites/joefolkman/2016/11/10/the-4-vital-keys-to-developing-others/
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Coach Introduction: Astrid Kafurke
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Astrid is a Human Resources Manager, catalyst for change, in a disruptive world coping with great chances of globalization and digitization. As someone with over 25 years of consulting experience in different HR roles and various industries, such as technology, life science, renewable energy, telecommunications, touristic, logistics and finance, her aim has always been to find high potentials, great personalities and match them to fitting roles and companies.

She acts as an advisor for some of the top global fortune 500 organizations, like Accenture, Leica Biosystems, Unitymedia, Telefonica O2 or Vodafone to enhance talent and employee engagement.
  She consults clients on employer branding, employee culture, candidate-targeted hiring strategies and trains recruitment managers on headhunting and active sourcing skills. She brings together people, talents, future colleagues of diverse cultures and backgrounds. And she loves to empower others to succeed by doing what they do best.

Additionally, she uses her insights as a career and business coach to help people on their career paths. In a coaching with you, she will focus on your strengths and help you discover how to align your potential with the opportunities of the professional world.

Explore your personality and sift through your authentic interests. Consider a variety of blocks and inhibitions which prevent you from pushing forward with your instincts and desires.

If you are looking to be coached by an HR Recruitment Consultant and career coach with over 25 years of experience, who loves helping people find their strengths and be clearer about career options, she's your choice! Astrid is offering coaching sessions in English and German. Contact us to book an appointment with her!
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  Marie-Luise Retzmann
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    Michael Hartmann
Coaching & Personal
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