December 14, 2018

Leadership Coaching: How to Know When Your Client is Stuck and How to Get Them Unstuck

picture of woman who is stuck

Is Your Executive Coaching Client Stuck? Maybe It's Time for Some Radical and BOLD Coaching!

Over the past ten years, I have provided leadership coaching services for a large number of clients…I think over 1200 at this point.  I say this not to brag, but to give some credibility to this post.  Because of the number of clients I have coached, I can smell it a mile away when a client is stuck.  I can usually tell in the first interview when a client is truly stuck in an old pattern and not willing to work on, let achieve a big/audacious goal.

So, here are a few of the signs and approaches you can use to help “unstick” your leadership coaching clients:

Sign: The client comes in with a BIG goal that they have been trying to achieve for over three years with no movement.  This is often common if a client is in a corporate structure that dictates what they can and cannot do, so you have to do a bit of digging on the cultural side of things.  But…at the end of the day, if a client has been going through a revolving door for over three years and have not yet hit the mark…they are stuck.  I am being generous here…the stuck time frame is really more like one year, but I am giving some time knowing how the world works.

Coaching Strategy: Step up the goal/Play a bigger game.  The majority of the clients who seem stuck are just plain bored.  They don’t have a big enough game to play, so you have to bump up the game and make it meaningful.  It may be something as simple as challenging/directing the client to take on a brand new activity like improv or public speaking or coaching their teams using a new, fresh approach.  At the end of the day, if a client is stuck, and if they are bored, doing the same day in and day out routine will not result in action.  It just results in stagnation.  A brand new, challenging activity can often spill over into other life areas and build confidence around big game/big goal setting.

Sign: You and the client set a BIG goal, and you always seem to get off topic.  In the world of leadership coaching, we often describe this as the client pulling you down a rabbit hole or YOU are chasing the client down a rabbit hole, because you just really don’t know what to do.

Coaching Strategy: Reel the client back into the original goal.  Say something like this “You know, the initial goal was for you to bring in more networking partners for the company, and we are suddenly talking about your boss and his problems.   I can only coach you.   Let’s get back to the goal of bringing in more networking partners, and if your boss fits into this, we will address this sooner rather than later.  What is your next step, and how will I know you actually did it?”

Sign: The client starts dictating to you how the coaching sessions need to “go”.  I have seen this a FEW times.  The client comes in and says “Here is what I want to talk about today, and I really need to say a few things.”  I just don’t agree that the client always needs to dictate the coaching conversation.   To me, this is a big red flag that the client feels like he/she is being challenged, and they want to work on “something else that is more comfortable.”

Coaching Strategy: Shift!  If the client said in the initial interview that he/she wanted to build up a larger networking strategy, and then suddenly wants to switch to talking about their daughter’s overuse of text messaging or her husband’s financial problems, it is very appropriate to ask “How does this relate to the original goal of increasing networking partners in your company.”  If there is a legitimate reason, then go there.  If not, SHIFT the conversation or say “We are going to STOP this conversation…it has nothing to do with the original goal.”  If the client cannot demonstrate a clear connection to their personal challenges and the original goal, he/she is simply trying to get you off topic to avoid having to take on a big step.  This is the time to stop the conversation and go back to the original goal.

Sign: The client begins criticizing your coaching by saying things like “I don’t get that we are connecting or you don’t seem to get my issue.”

Coaching Strategy: Get bold…be upfront!   It may be true….that you and the client are not connecting and you are not getting it.  What I have found more often that not is that you are not “getting” that the client wants to take you way off into never-never land so that you can avoid the topic at hand.  If this is the case, you owe your client an obligation:  to be upfront.  You have to say something like this “I respect that you perceive we are not connecting.  May I offer up to you a few perceptions of my own?  You seem to switch subjects a great deal, I feel like I am being pulled into a rabbit hole and I am perceiving that you want to avoid taking on the big action steps I am asking of you.  So, here’s the deal…you hired me to help you expand your networking efforts, and we are now talking about your daughter’s excessive text messaging and your husband’s financial issues.  I still don’t clearly understand what this has to do with your original goal, so we have two options:  We can either end the coaching relationship or get back to the original goal you SAID you wanted to achieve.”

Sign: The client begins canceling coaching calls or is late for coaching calls.

Coaching Strategy: Ask the client this question “Where in your business or personal life are you canceling commitments or showing up late?”  This may be a sign to you that the client does not want to be confronted about not doing field work or not following through in other life areas.  Again…they are just stuck!

In closing…I don’t give up on clients.  I will try every strategy possible to get them to shift:  Interrupting them, calling them on their stuff, making a bold statement that they “did not do what was asked” or putting the coaching “on hold” until the client is really ready to move forward.  There will be times with clients when you simply have to end the coaching agreement (firing the client).  The client is not going to move into action, they just are not ready or they have not bought into coaching as a tool for growth.  As I say this, I encourage you to be as bold as possible for the well being of your clients.  We are not here to say what clients “want to hear”.  As coaches, we are here to ask tough questions and say what our clients “need to hear” in order to be the best they can be in their leadership roles.

Would so welcome your comments below.

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Leadership Coaching Question of the Week: Are You Truly Leading or Just Trying to Look Busy?

In the world of leadership coaching (often known as executive coaching), it is quite interesting to watch top decision makers in today’s world.  Many of our “busy leaders”  have a tendency to go on and on  about all that they are doing…running here and there, putting out fires and living in reaction mode.  As an executive coach, when I dig deeper, I often find out that what they are really spinning around about are the tiny details which truly should be reserved for someone on his team.  During a coaching session, when I ask leaders how they spend their day, here are some of the most common “distractions” I hear about.

1.  Checking email 8-10 times per day.  The mother of all leadership sins!

Solution: Check email once in the morning at 9:00 a.m. (your time zone) and again at 4:30 p.m.  If you are concerned about missing someone, simply enter an auto-responder into your email program which says “Thank you for your email.  I usually check email at 9:00 a.m. and 4:30 p.m.  If this is an emergency, you may call me at 555-555-5555 (put your telephone number in the blank).

2.  Writing other people about typos on an email,  website, a document or about subjects that are really not urgent.

Is this really your job, and did someone ask you to proofread their materials?  Probably not.  This job is usually reserved for a proofreader or an assistant in the marketing department.  As someone who types really fast, I do my best to double check my typos and my mistakes, but I don’t invest hours each day on proofreading.  If I want something proofread, I send it to someone at Roundtable Companies.  I don’t comb every blog post, because it squelches my creativity, and I am someone who does send out typos (not on purpose) on occasion by email.  If I make a mistake, I do my best to apologize for the inconvenience and correct my mistake.  As a leader, if part of your job is to notify people about their typos, then go for it.  But, I have found more often than not that this is never the job of a CEO.  This is usually a job handled by the marketing or PR arm of the company.  As a CEO, it is not your job to be the “internet police” and invest the majority of your day telling people that they have a typo on a page on their website or in an email.

3. Watching Hulu.com, You Tube, spending hours on Facebook or getting distracted by an article that leads you to another article and then to another article.

This revolving door can honestly suck hours out of your day…sending jokes to your friends, watching videos online, reading blogs and articles that have nothing to do with your business or getting on video chat with friends.  Set aside 30 minutes in the morning and 30 minutes in the afternoon to peruse two websites which are relevant to your business or target market.  The week-ends can be reserved for looking at funny dog and cat pictures and videos on You Tube or .for video chat with friends and family.

Are Your Constant Meetings Sending Your Company To An Early Death?

4.  Calling meetings on a daily basis that last for 1-3 hours.

I don’t want to say much about this other than this:  Read the book Death by Meeting by Patrick Lencioni.

5. Fixing broken technology.

I am just amazed at how many business owners and CEOs (who know very little about technology) who try to fix old, worn out, broken computers, servers and back up systems.  Hey…here’s a novel thought…maybe it’s time to regroup and replace your technology with state of the art systems.  If your computer is sluggish or if your phone continues to rattle with static, it’s time for an upgrade.  If your technological devices are not working, you may be investing precious hours fixing broken equipment that is only going to break again.  And…by all means, add an IT person to your team or outsource this job to someone who can fix your tech problems in a snap!

As a business owner, your job is to not only work in the business but on the business (famous quote by Michael Gerber).  Working on the business does not include fixing your broken 1990 computer.  For a true business owner or leader, working on the business includes (but is not limited to) the following (these are not in order of importance.  These are in alphabetical order).  It is up to you to decide what is most important and to rank these according to importance for your company:

  • Addressing tough conversations (and not avoiding them)
  • Addressing your own self development (it does not matter how high up you are in your organization or how powerful you think you might be…we all need to grow if we want to stay competitive in today’s world)
  • Being a masterful coach
  • Being a positive role model and ambassador for your company
  • Being the first to bridge the gap across generations in your company
  • Decision making when the decision moves to the top
  • Delegating to others
  • Developing boss/team/employee relationships
  • Developing command and public speaking skills
  • Driving innovation
  • Improving efficiency and time management
  • Inspiring teams and people
  • Listening without interrupting
  • Managing resources wisely
  • Meeting with Centers of Influence
  • Stepping up and standing for the use of state of the art technology and then delegating the use of technology to your Director of Information Technology
  • Strategic planning
  • Strengthening your communication skills so that everyone in your company is “on board” and know exactly what to do
  • Thinking time to clear out the junk and the cobwebs
  • Upholding the values and ethics of the company
  • Visioning
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Leadership Coaching: Be a More Effective Coach By Letting Your Voice Be Heard on 5 Hot Topics on Twitter

"twitter bird"

Let Your Voice Be Heard By Speaking Up On Twitter

I have always been somewhat cause driven, and in the leadership coaching industry, we are often encouraged to keep our opinions about public events at bay. I feel this is a serious mistake.

We have a large number of issues going on in our world as I write this post, and I know from talking privately to leadership coaches, they are quite concerned about these topics. And, from talking with my executive clients, they are also losing sleep on some very large issues that, if not addressed, are going to seriously affect our country and world.

Many people shy away from using Twitter. They say the really don’t want to hear what Mary is eating for breakfast or that Bill is walking his dog on a sunny Saturday morning…they say the just “don’t get it”. But if you look more closely and listen more deeply, you will find that Twitter is now being used to discuss some very big local, national and global issues. I have found that by getting involved in these conversations in a bold but professional way, my leadership coaching can become more bold…more effective. I also believe it is important when coaching a client, if a personal bias of yours about a current issue comes into the conversation, it is critical to let your client know that you have a bias in a certain direction so that you are being clean and upfront.

When I go out to http://search.twitter.com to find the big trending topics for the day, it is not uncommon for me to see names like Lindsay Loahah, Paris Hilton or another “celebrity gone bad” trending topic (gives me insight into our pop culture world and where our minds are, which might be a big blog post for me). But, I have nothing to say about these two women who are being focused on in the media for their woes. I wish them the best and hope that they get their lives on track.

It is 10:45, and I just did a search, and here are the trending topics for today.

Trending topics for October 1 at 10:45 a.m. : Awareness Month , #octoberwish , #usmile , #marina43 , Bin Laden , Paranormal Activity , Google Street , Ryder Cup , Pioneer , Nigeria

In scanning this list, I don’t see any that I feel a burning desire to tweet about, but I might go out and just tickle people’s minds as a reminder that this is Breast Cancer Awareness month and to encourage women to make sure to gete an annual check up and mammogram. I love golf, but I don’t want to weigh in on how nasty the weather is, etc.

So, if these topics are not good ones to get involved in, here are 5 hot topics swirling around in the USA this week that can also apply to international leadership coaching.

5 Hot Topics to Inspire Your Leadership Coaching

Education: With the opening of the documentary Waiting for Sumperman and the announcement last Friday that Facebook Founder, Mark Zuckerberg is donating over $100,000,000.00 to the education reform program in Newark, NJ, the media and the public have done a great job of bringing the topic of education to the forefront. This is a topic where we can all contribute. This initiative will die if we don’t talk about it, and our future as a nation WILL be determined by how strong our education system is. To get involved and learn more, visit http://twitter.com/educationnation. Every time you tweet about education, donate $1.00 or volunteer to get involved, it helps!

The Election: We have a BIG election season this fall. I am just really amazed at both the great candidates and the questionable candidates who will be on ballots around the country. But, at the end of the day, we have a big privelege and I believe an obligation…to vote! By getting involved in a few conversations on Twitter about senatorial candidates or gubernatorial candidates, you can learn more about who to vote for. A great place to start is by going to http://twitter.com/RockTheVote to see what the big conversations are all about.

Bullying and Cyberbullying: I won’t go into the numerous cases during the past year around bullying and cyberbullying which have led to horrible endings, but I will say this: Bullying and cyberbullying are not harassment acts which occur in the K-12 environments. It is also occurring at the corporate and community level with adults slammingeach other online or spreading rumors that are simply not true. The internet is a wonderful convenience, and it is now being used as a weapon….a weapon that is leading to a rise in teen suicide and an increase in employee resignations. To get involved and follow the discusssion, go to http://twitter.com/StopBullyingNow.

Internet Privacy: There is freedom of speech and press in America, and now we have the freedom to share anything we want about ourselves or others on the internet. The majority of people now have the ability to snap a pic with a phone or open a phone video camera to catch the action…the next thing you know, it’s on the internet. Big Brother has arrived! We are now past the age of being able to do anything we want, thinking no one is looking. So, as my grandmother always said…do the right thing…even when no one is looking. Start weighing in on the conversation by going to http://twitter.com/EPICprivacy.

The Economy: It seems to me that everyone is mouthing off about the economy and the lack of jobs but that does not seem to be stopping a large population of people from spending beyond their means, applying for more credit cards and using those cards because they are depressed or bored. I believe that we can all do something to help with our economic crisis by beginning in our own homes and local communities. I have friends and family members who don’t really care for the advice dished out by people like Clark Howard or Suze Orman, but in my opinion, they give great tips and direction on how to start taking small (and big) steps to help our financial information. So, to get started on Twitter, check out http://twitter.com/CLARKHOWARDSHOW and http://twitter.com/suzeormanshow. These two are probably not going to “follow you back” but you can certainly follow their tweets to see what topics you may want to blog or tweet about.

By getting involved in conversations on Twitter, you will find that in the leadership coaching you offer your clients, you will:

  • Ask more provocative questions
  • Listen more closely to feedback
  • Engage more in open dialogue
  • Be able to spot repeating patterns more quickly
  • Challenge your clients more
  • Be bolder in stating your perspective

So, if you want your leadership coaching to get bolder and more challenging for your clients, try speaking up and speaking out on Twitter! You never know who is listening.

The Executive Coaching Process: What Does It Involve?

"Picture of a leader being coached"

Executive Coaching is a Process of Assessment, Goal Setting, Implementation and Accountability

Many people contact me daily to inquire about executive coaching, and the first question they ask is “How does this work”? This post will help to answer that pressing question:

Phase 1: Assessment

During the initial phase of executive coaching, I will be gathering extensive data on your portfolio of skills and strengths while gaining insight into your history to thoroughly assess your current situation. During this time, I will be performing a 360 Degree Feedback Review to determine what leadership competency your colleagues, followers, team and family members would most like to see you improve or enhance so that you are as effective as possible as a leader.

Phase 2: Establishing a Plan of Action

The second phase of our Executive Leaders Coaching Program will focus on setting specific goals and designing an action plan to support you in meeting your personal and professional objectives.

Phase 3: Implementation

During the third phase, I will be using a variety of coaching tools and resources with you so that your action plan is implemented and goals are achieved. During the implementation phase, as your coach, I will be looking for blind spots, derailment factors, breakdown in communication, and multiple aspects of leadership development which can expedite or impede your progress. We will be focusing on the intangible assets of leadership, knowledge, talent, process, organization, decision making, execution, integrity and culture, which are vital skills for leaders to hone in this new millennium.

Phase 4: Evaluation

During phase four, together we will be assessing your progress and formulating a system for evaluating what is working/what is not so that your success is constant.

Coaching Sessions

Leadership coaching is offered by telephone for national and international clients and face to face for clients in the Moore County, North Carolina region. Coaching calls are typically held two or four times per month, usually over a period of 6-12 months and is combined with customized training to meet the needs of both leaders and teams. Customer service is important to me, and I am easily accessible by phone and e-mail between sessions for my clients. All coaching conversations are kept strictly confidential, I consider my clients my partners, and my sole interest is your success.

If the Bea Fields Companies Inc. Coaching Program sounds like it would be a good fit for you or your organization, please contact me today at (910) 692-6118 for a 30-minute complimentary consultation.

Leadership Coaching Lesson for the Week: How to Be a Great Boss

Are you a great boss? It's tougher than you think!

Okay, so I got this article today about all of these academic lessons on how to be a great boss.  They included terms like strategic agility, cultural transformation and quantity of output. It was a great article, because I got a 45 minute nap after reading 3 paragraphs.

I am so TIRED of these articles, and I bet you are too!

At the end of the day, this is really simple.

Over the last ten years in the world of leadership coaching, here is what I have found to be true over and over again.  To be a great boss, you have to be able to give people what they want from their boss.  Here is what about 97% of the people I have interviewed have said they want from their boss:

1.  A boss who truly cares about the employees of the company. If you don’t care, your employees won’t either.  So model that you care.

2.  A boss who cares less about money and more about relationships. If you are all about the $$$ and the bottom line, people can smell it 50 miles away. In this day and age, people can smell it 30,000 miles away.  (If you haven’t heard yet…the internet has made the world a very, very small place for us to dwell).  If you care about money more than relationships, you will not only alienate your employees, you will lose customers.

3.  A boss who lives the belief that “the rules that apply to the company employees apply to me as well!”.  Simply because you are the CEO does not entitle you to privileges (sorry to be the bearer of bad news).

4.  To show up on time. In the last ten years, about 50% of the staff meetings I have attended have been delayed because the CEO is late.  They rush in…15 minutes late…huffing and puffing,  papers flying out of briefcases and folders and making all sorts of excuses about why they are late.  I am always entertained by the eyes rolling around the room.  If you are late to meetings, you are sending the message that your time is more important than the people who are in the room.  Not good!

5.  A beginner’s mind. If you are the top dog, it is important to show both credibility AND to show that you are open to the most simple concepts.  If you are a “know it all”, you will alienate people both right and left.

6.  Acknowledgment. I met a CEO one time who said “I don’t like him…he needs too much praise!”  While this CEO may have had a point, here is my point…everyone needs acknowledgment…as a matter of fact, we are craving it.  So why not give it?  It only takes 15 seconds to say “You know John…you really helped out yesterday on the project for the Smith account.  Your “take charge” attitude is just what we needed to get the job done and on time, and it helped us all go home earlier to our families.” It’s one thing to say “Hey…buddy…good job!”  It’s another to acknowledge someone for what they did and how they impacted the rest of the team.  Give it a try…it may just be your magic wand!

Is it Unprofessional to Gossip at Work? Weigh In!

It’s Not “Unprofessional” to Gossip at work

gossip at work picture

Do You Gossip At Work? I Think We All Do!

Or Is It?

This is the eye grabbing title of a recent article in Harvard Business Review.

The article immediately grabbed my eye, because I have always felt that gossip at work is something that should never be tolerated, yet this article has opened me up a bit on the subject.

In life and in the world of leadership coaching, I have never  been a fan of a great deal of gossip at work (or in social circles), because I believe that:

  1. About 99% of the time, gossip is delivered by a third party.  I don’t really want to believe much that does not come straight out of the horse’s mouth.
  2. By the time I hear gossip, I wonder how much the story has been changed, watered down or embellished
  3. I always wonder about the source…gossip always seems to come to me from the same people, so it makes me wonder about their motives.
  4. I have seen gossip at work destroy families and businesses.

The recent HBR article suggests that managers and leaders often try to squelch gossip at work without addressing the deep rooted problem that is generating it…that gossip is a symptom of a much larger issue and by listening closely, a leader can work to resolve the big problem at the root.

I  know that everyone gossips…we all do in one way or another.  And…managers and leaders DO gossip.  My question today, is this:  Do you agree that workplace gossip can be professional if addressed head on?

Leave your comments below about the HBR Article about Gossip at Work below.

3 Tools to Help You Master the Art of Conflict Resolution

"Picture of two people going in conflict resolution going in different directions"

Are you going in different directions and avoiding the elephant in the room?

In the last 11 years of working with conflict resolution and leadership coaching for executives and their teams, I have never met a group of people that did not have some type of conflict going on inside their company.

Conflict Resolution is Tough.

Conflict  is inevitable and to conflict resolution is not an easy task.  As a matter of fact, I believe conflict resolution is getting tougher, but resolving conflict is what can actually help us get to the truth of a situation, can be a stimulus for creativity and can make teams stronger…but only if handled correctly.

Today, I want to leave you with 3 very quick tools which can help you with conflict resolution (believe me…the fear of conflict rests with most people…no one likes conflict and most people don’t want to address it).

Conflict Resolution Tips:

1.  Understand why the conflict exists in the first place.  The reasons may include:

  • A person  feels misunderstood
  • Something was said that was hurtful, and a person is harboring a grudge
  • Two or more people have different values and/or beliefs about an issue
  • A person is just unhappy and always wants to “stir the pot”
  • Needs are not being met
  • Differing communication styles (there are four basic communication styles:  Dominance, Inspirational, Conscientious and Supportive) and these styles can butt heads constantly if not recognized
  • Different career and life goals
  • Low company morale
  • People are simply going in very opposite directions in life
  • Skewed perceptions
  • A “don’t ask, don’t complain, don’t open your mouth” policy
  • Confusion about an issue
  • Your company has a “pecking order” and everyone knows it
  • Playing favorites

Once you understand the root of the conflict, you can then begin to address it on an individual basis.

2.  Let your team know that you are going to be meeting with everyone individually for a discussion on how to make your team stronger. Sit down one on one with each team member and say something like this:

“John…you know, I have noticed that our team seems to keep butting heads on a lot of issues and we seem to get nowhere.  We leave meetings angry and without any clear direction, and I am here to take responsibility for this constant state of conflict we are living with.  While I encourage conflict and debate, it seems that we are ending up with a lot of hurt feelings and people are starting to shut down.  I want to talk to you about how you view conflict resolution and see where you stand or how you are feeling about all.  Tell me a bit about your needs, goals and desires.  I would like to know what you feel is working for you and about anything you feel you need that you are not getting on the team.”  (You are digging here to find out what may be the hot spot for this person).

As you talk with each team member, make a few notes.  Your goal here is to look for a repeating pattern of a need not being met, skewed perceptions, differing personality styles or values which are not aligned.

3.  Once you have completed each one on one private conversation, meet with your team to discuss your view of the most common thread which came out of your individual conversations.  WITH YOUR TEAM, come up with a solution on how to go about the conflict resolution process using just one issue which will have the biggest impact on improving the team conflict.  This may be a plan to address the emotional intelligence of the team or communication styles.   I do want to repeat…you don’t want to stop conflict and debate altogether…they will help your team be more creative and growth oriented.   You do, however, want to improve any type of conflict which may be stopping your team from moving forward.

After the above three steps, where do you go with conflict resolution?

After step 3, it may be important for your team to engage in some type of team leadership coaching to work on moving the action forward.  If  conflict resolution something your team is interested in pursuing, please feel free to contact me for more information.

Leadership Coaching Video of the Week: Dan Pink on the Surprising Science of Motivation

In this great video, career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don’t: Traditional rewards aren’t always as effective as we think.

One point I want to make…I don’t believe motivation works period…it is a pushing mechanism. I believe that inspiration DOES work, and this video is pretty much aligned with this thinking.

There are 3 intangibles that DO work…watch and find out what they are!

Bea Fields Companies, Inc. Leadership Coaching Services

Our leadership coaching programs and services can provide you and your team with the support you need to fully implement the strategies and skills necessary to increase revenues, improve overall effectiveness and save valuable time and resources. Coaching engagements are fully customized and are offered by a 6, 9 or 12 month contract by telephone.

Read About Our Leadership Coaching Process

For more information, contact Bea Fields at bea@beafields.com or 910-692-6118

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Team Coaching

Seamlessly, our team coaching process delves into the inner workings of your company resulting in a 360 degree panoramic view of both your team and your culture. Your corporate goals, perfectly aligned with your vision, emerge so that you and your team can achieve the results you want to achieve.  Team coaching engagements are fully customized and are offered by a 6, 9 or 12 month contract.

For more information, contact Bea Fields at bea@beafields.com or 910-692-6118

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Assessments

Our full suite of assessments can equip you, your team and your company with valuable insight into the strengths which support success and the barriers which may be contributing to failure.  Our coaching process starts with a thorough assessment process, including use of the 360 Degree Feedback Review, DiSC (R), the Team Dimensions Assessment and the Time Mastery Profile.

For more information, contact Bea Fields at bea@beafields.com or 910-692-6118

Read more about our full assessment suite

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Public Speaking, Full, Half Day and Mini Trainings

With our full day, half day and mini training programs, results that might have taken months for your team to accomplish are seen within hours in the boardroom. Choose from a variety of topics or let us customize a program specifically for your company.  Our most popular topics include:

  • The DiSC: Learning to Understand Each Other to Improve Communication
  • T.E.A.M.: The Power of Teams Coaching Program
  • Leading at the Speed of Y: Managing and Motivating The Net Generation
  • Marketing to Generation Y: What You Can’t Afford Not to Know
  • Stop the Brain Drain: How to Keep Top Talent From Walking Out the Door
  • Living in the Hot Zone: Cutting Edge Strategies for the Modern Day Leader
  • High Impact Leadership: Transforming Behavior to Drive Performance

For more information, contact Bea Fields at bea@beafields.com or 910-692-6118

Download Bea Fields Speaker One Sheet Here

What are you doing at 4:00 in the morning?

This morning, I was up a 4:00 in the morning, letting my dog, Rosie out to do her morning business…just long enough so that I could go back to sleep.  But, is there something magical about 4 in the morning?  Poet John Rives thinks so as he cleverly unfolds a series of coincidences surrounding that most surreal of hours, 4 o’clock in the morning.  From TED.  Very funn!