{"id":14,"date":"2011-01-18T06:44:41","date_gmt":"2011-01-18T06:44:41","guid":{"rendered":"http:\/\/test.appreciativecoaching.com\/?page_id=14"},"modified":"2021-11-06T18:07:31","modified_gmt":"2021-11-06T18:07:31","slug":"inspire-peak-performance","status":"publish","type":"page","link":"https:\/\/appreciativecoaching.com\/index.php\/benefits\/inspire-peak-performance\/","title":{"rendered":"Inspire Peak Performance"},"content":{"rendered":"<p>A frequent concern for companies is how to support strong  contributors who are failing in one or two leadership areas. Their  missteps ultimately cost the company time and money, and their struggles  adversely impact the people around them. These strong contributors  frustrate themselves and others with their leadership shortcomings. A  study by the <em>Center for Creative Leadership<\/em> spotlights ten &#8220;fatal flaws&#8221; that can derail strong performers.<\/p>\n<ul>\n<li>Specific performance problems with the business<\/li>\n<li>Insensitivity to others<\/li>\n<li>Coldness, aloofness, arrogance<\/li>\n<li>Betrayal of trust<\/li>\n<li>Over-managing: failing to delegate or build a team<\/li>\n<li>Excessive ambition<\/li>\n<li>Failing to staff effectively<\/li>\n<li>Inability to think strategically<\/li>\n<li>Inability to adapt to a boss with a different style<\/li>\n<li>Overdependence on a mentor or advocate<\/li>\n<\/ul>\n<p>When such individuals make a misstep they tend to fault themselves  (or others), doubt, second-guess, avoid risk or look to the past. The  typical approach is to then focus on their weaknesses and assess how  they might be improved. However, a <em>Corporate Leadership Council<\/em> survey of 20,000 employees found that an emphasis on performance strengths resulted in a 36 percent <em>improvement<\/em> in performance while an emphasis on performance weaknesses was linked to a 27 percent <em>decline<\/em> in performance.<\/p>\n<p>According to Google CEO Eric Schmidt, &#8220;everyone needs a coach&#8221; in  business. Having personally benefited from coaching, he likes to point  out that &#8220;people are never good at seeing themselves as others see  them.&#8221;  The Appreciative Coaching<sup>&reg;<\/sup> solution helps strong contributors  expand beyond a problem or deficit view of themselves and their  situation to see and rediscover inner strengths, successes and  resources. We help them &#8220;pivot&#8221; their thinking to consciously view their  situation with new eyes and to experience positive emotions of relief,  hope and excitement.<\/p>\n<div>\n<h2>Julia&#8217;s Story<\/h2>\n<p><em>Julia&#8217;s company engaged an Appreciative Coach because of complaints  about her behavior from both subordinates and peers. She showed some  negative &#8220;alpha&#8221; tendencies, such as being brusque, overly critical and  demeaning which demoralized others and created a stressed, fear-filled  work environment. Julia was frustrated with this criticism because she  consistently achieved company targets (her primary measure of success).  The coaching helped Julia realize that while her abilities for keen  analysis, lasered attention and drive for perfection created great  results for her department, they intimated her staff and peers. Her  strengths were her unique gifts but she needed to balance those  technical strengths with greater interpersonal awareness and skills so  she could engage others to participate out of willingness and not fear.  The coaching helped her to see a more complete view of the impact of her  actions on others.<\/em><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>A frequent concern for companies is how to support strong contributors who are failing in one or two leadership areas. Their missteps ultimately cost the company time and money, and their struggles adversely impact the people around them. These strong contributors frustrate themselves and others with their leadership shortcomings. A study by the Center for [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":125,"menu_order":3,"comment_status":"closed","ping_status":"closed","template":"page-templates\/full-width.php","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"class_list":["post-14","page","type-page","status-publish","hentry"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/appreciativecoaching.com\/index.php\/wp-json\/wp\/v2\/pages\/14","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/appreciativecoaching.com\/index.php\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/appreciativecoaching.com\/index.php\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/appreciativecoaching.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/appreciativecoaching.com\/index.php\/wp-json\/wp\/v2\/comments?post=14"}],"version-history":[{"count":1,"href":"https:\/\/appreciativecoaching.com\/index.php\/wp-json\/wp\/v2\/pages\/14\/revisions"}],"predecessor-version":[{"id":304,"href":"https:\/\/appreciativecoaching.com\/index.php\/wp-json\/wp\/v2\/pages\/14\/revisions\/304"}],"up":[{"embeddable":true,"href":"https:\/\/appreciativecoaching.com\/index.php\/wp-json\/wp\/v2\/pages\/125"}],"wp:attachment":[{"href":"https:\/\/appreciativecoaching.com\/index.php\/wp-json\/wp\/v2\/media?parent=14"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}