Drive for perfection, yet strive toward excellence?

patdolen1 — Fri, 07 Aug 2009 16:01:15 +0000

A guy who viewed himself as one of the most laid-back “happy go-lucky” executives in the world asked himself this question upon recuperating in the hospital from an unexpected bypass heart operation. How could the ticker lose its tock now, when it he had survived the early pressures of the infancy days of FEDEX losing $1million a month and when Colonel Sanders of Kentucky Fried Chicken threatened to go on the Johnny Carson show and blow the new CEO out of the water because he planned to change the formula of the gravy!

Frank shares his reflections in:

PERFECTION VS. EXCELLENCE

Perfection is being right.

Excellence is willing to be wrong.

Perfection is fear.

Excellence is taking a risk.

Perfection is anger and frustration.

Excellence is powerful.

Perfection is control.

Excellence is spontaneous.

Perfection is judgement.

Excellence is accepting.

Perfection is taking.

Excellence is giving.

Perfection is doubt.

Excellence is confidence.

Perfection is pressure.

Excellence is natural.

Perfection is the destination.

Excellence is the journey.

Written by Frank Maguire

The original Senior Vice President of Industrial Relations for Federal Express, Frank Maguire is credited by
CEO, Fred Smith, as creating the corporate culture that resulted in FEDEX being named “The Top Corporation of the Decade” by Fortune Magazine.

Leaders must coach to win!

patdolen1 — Thu, 09 Apr 2009 18:18:19 +0000

“We’ve done lots of research over the past three years, and we’ve found that leaders who have the best coaching skills have better business results.”

V.P. of Global Executive & Organizational Development, IBM -The Dallas Morning News, August 2005

We often hear about setting the example in leadership. Sometimes it is just taking the “high road” and reacting to a situation with integrity and as much dignity as you can muster.

If you haven’t taken a look at yourself recently, take this simple self-check of 15 coaching behaviors. Use this scale: 5 = always, 4=usually, 3=sometimes, 2=seldom and 1=never. If you are brave enough, let your trainee rate you. It may be just the wake-up call you need to regenerate positive momentum in that relationship.

_____Set high expectations
_____Offer challenging ideas
_____Help build self-confidence
_____Encourage professional behavior
_____Offer friendship
_____Confront negative behaviors
_____Confront negative attitudes
_____Listen to what is said
_____Recognize what is not being said
_____Add specific activities that you believe would help
_____Offer wise counsel
_____Provide timely feedback
_____Provide positive recognition
_____Share personal experiences when appropriate
_____Demonstrate care

If you scored 60 – 75, write a book! You are doing it right and people seek you out for advice and counsel.

If you scored 45-59, share this rating scale with someone you coach and ask where you can improve. Ask how you can demonstrate the coaching behavior they need from you and what they can do if you forget to do it again.

30-44, get yourself a coach who can help you develop these behaviors. It will contribute greatly to the success of the group you lead and your own personal contentment.

15-29, what’s your employee turnover rate? Unless, your employees have enlisted, they are not going to stick around very long!

Pat Dolen » executive coaching

Drive for perfection, yet strive toward excellence?

Leaders must coach to win!