March 2025 - McGinty Coaching

Coaching Helps Leaders Allocate Investment in People

Posted on March 27, 2025April 23, 2025 by Tina-Schuricht

Coaching helps leaders allocate investment in people. Leaders face myriad decisions daily, but few are as impactful as determining where to invest their time, energy, and resources. Knowing whom to invest in can be crucial to an organization’s success. Have you ever had a leader who invested in you? Or didn’t? Did you wonder if they knew that their investment in various team members was inequitable? Were they transparent where they were making their investment? If so, what impact did that have on you and the rest of the team? The reality is that leaders must strategically decide whom to invest in and whom not to, to ensure they create the optimal mix of resources for both the short and longer term.

Assessing Potential

Coaches can help leaders create or process their frameworks for deciding who to invest in. This framework should involve evaluating skills, performance history, and potential future capabilities. Leaders should invest in individuals who demonstrate a high level of competence, a strong work ethic, and a growth mindset. This assessment should be both qualitative and quantitative, incorporating feedback from peers, supervisors, and measurable performance metrics.

Key Indicators of Potential:

Skill Set: Does the individual possess the technical and soft skills required for their role and potential future roles?
Performance: Has the employee consistently met or exceeded expectations in their current position?
Growth Mindset: Is the individual open to learning and adapting to new challenges?

Alignment of Goals & Values

Leaders should prioritize investing in employees whose goals align with the organization’s objectives. This alignment ensures that the investment will not only benefit the individual but also contribute to the company’s success. Employees who are passionate about the company’s mission and values are more likely to be motivated and committed to their roles.

Key Indicators of Alignment:

Career Goals: Do the individual’s career goals align with the organization’s strategic objectives?
Alignment with Values: Does the employee demonstrate an alignment of their personal values to the company’s mission and values?

Cultural Fit

Cultural fit is another critical factor in deciding who to invest in. Employees who align with the company culture are more likely to thrive and contribute positively to the work environment. Leaders should invest in individuals who embody the company’s culture and work well with their colleagues.

Characteristics of Cultural Fit:

Collaboration: Is the employee a team player who contributes positively to group dynamics?
Engagement: Is the employee actively engaged and enthusiastic about their work?
Embodies the Culture: Does the employee add to (or take away from) the culture?

Impact and Influence

Leaders should also consider the potential impact and influence of their investment. Employees who have the ability to influence others and drive change are valuable assets to the organization. Investing in such individuals can amplify the benefits of the investment, leading to broader organizational improvements.

Questions to Assess Impact:

Influencing without Authority: Can the employee influence and inspire their peers?
Creating Impact: Does the individual have a track record of driving positive change within the organization?

Deciding Who Not to Invest In

While it’s essential to identify who to invest in, it’s equally important to recognize when not to invest in an employee. Leaders should consider not investing in individuals who consistently underperform, resist change, or exhibit behaviors that conflict with the company culture. These employees may require different forms of support, such as performance improvement plans or alternative roles, rather than investment in development.

Indicators for Minimal Investment:

Consistent Underperformance: Does the employee consistently fail to meet performance expectations despite support and feedback?
Resistance to Change: Is the individual resistant to new ideas and reluctant to adapt?
Cultural Misalignment: Does the employee’s behavior conflict with the company’s values and culture?

To Invest or Not to Invest

Deciding whom to invest in is a strategic process that requires careful consideration of potential, alignment with organizational goals, cultural fit, and impact. By making informed decisions about where to invest resources, leaders can foster a motivated and high-performing workforce that drives the organization’s success. Conversely, recognizing when not to invest allows leaders to allocate resources more effectively and support employees in ways that align with their capabilities and the company’s needs. Reach out if you want to learn more about how coaching helps leaders allocate investment in people.

Coaches Aid Leaders in Mastering the Art of Delegation

Posted on March 21, 2025April 23, 2025 by Tina-Schuricht

Coaches aid leaders in mastering the art of delegation. As a leader, have you ever decided to do work yourself when you knew you didn’t have time? Or withheld the opportunity to provide a team member with some much-needed growth, experience, or exposure? What kept you from delegating? Did you tell yourself it was more efficient for you to do it? Or worry that the team member would not do it how YOU wanted it done? What was the impact of not delegating to you, to your team member, to your family? Did you have to work longer hours? Miss the opportunity to do the strategic work that would stretch you? Did your team members disengage? Does your family miss you and wonder why you are always working? Sound familiar? If so, read on….

Delegation is a fundamental aspect of effective leadership, playing a crucial role in empowering teams, enhancing efficiency, and fostering a collaborative work environment. It involves entrusting tasks, responsibilities, and decision-making authority to others, allowing leaders to focus on strategy and high-level decision-making. The importance of delegation in leadership cannot be overstated, as it brings numerous benefits to both leaders and their teams.

What Causes Leaders Not to Delegate Effectively?

Lack of Trust: Leaders might struggle to trust others with important tasks, fearing they won’t meet their high standards.
Perfectionism: Some leaders believe they can do the job better or faster themselves and hence won’t delegate.
Fear of Losing Control: Delegating tasks can feel like losing control over the outcomes and processes, which can be unsettling.
Fear of Being Replaceable: Leaders may worry that delegating too much could make them appear dispensable or less valuable to the organization.
Lack of Clarity: Unclear roles and responsibilities can make it difficult for leaders to delegate effectively.
Lack of Training or Experience: Some leaders may not have been trained on how to delegate effectively or may lack experience in delegation (especially new managers or leaders).
Short-term Focus: Leaders focused on immediate results will value speed over investing time to delegate and train others.

How Can Leaders Overcome Barriers to Delegation?

Extend Trust: Take the leap to trust your team until proven otherwise. Get to know your team members – understand their strengths, interests, and areas of opportunity for growth.
Start Small: Begin by delegating smaller, less critical tasks to build confidence in the delegation process. Gradually increase the complexity and importance of tasks as both the leader and team members become more comfortable.
Set Clear Expectations: Clearly define the tasks, responsibilities, and expected outcomes before delegating. Ensure that team members understand their roles and have the resources and support needed to complete the tasks.
Provide Training and Development: Invest in training and development programs to enhance team members’ skills and capabilities. Offer opportunities for continuous learning and growth to increase confidence and competence.
Empower and Support: Empower team members by giving them the autonomy and authority to make decisions within their delegated tasks. Provide support and guidance when needed, but avoid micromanaging.
Focus on Results, Not Processes: Allow team members to approach tasks in their own way while achieving the desired results. Encourage creativity and innovation by valuing diverse approaches and solutions.
Communicate Effectively: Maintain open lines of communication to address any concerns or questions that arise. Regularly check in with team members to support them, understand progress, and create a feedback loop.
Reflect and Learn: Reflect on what is working well and what could be improved. Use these insights to continuously refine and enhance delegation practices.

Coaches can help you understand your delegation barriers and in what situations they arise so that you can be more aware of times when you avoid an opportunity to delegate. Once you are aware of these moments, you can better understand the barrier and remove it. In short, coaching can assist leaders in becoming more aware of their barriers, removing them, and enabling them to make the behavior changes they desire.

Benefits of Delegation

So now that we are clear on why some leaders don’t delegate and have shared some strategies to overcome these barriers to delegation, what are the benefits of delegation?

Enhancing Efficiency

Delegation is crucial in leadership for enhancing efficiency. By distributing tasks among team members, leaders can complete work more quickly and effectively. This approach leverages the team’s diverse skills, ensuring tasks are managed by those best equipped for them, improving workflow speed and quality. Plus, it prevents leaders from getting bogged down in day-to-day operations, allowing them to focus on strategic priorities and make better decisions.

Empowering Team Members

Delegation empowers team members by demonstrating trust in their abilities, fostering ownership and responsibility. This trust boosts morale and motivation as team members feel valued. Empowered team members take initiative, solve problems independently, and contribute to the organization’s success. Delegation also provides opportunities for professional growth, helping team members build new skills.

Improving Decision-Making

Effective delegation improves decision-making by encouraging diverse perspectives. When leaders delegate authority, they foster inclusiveness, leading to innovative solutions. It also distributes decision-making power, reducing bottlenecks. Empowered team members can respond quickly to changes and challenges.

Fostering Collaboration

Delegation fosters a collaborative environment by encouraging teamwork and communication. When tasks are distributed, team members are more likely to work together, share information, and support one another. This collaboration strengthens relationships and promotes continuous improvement.

Balancing Workload

Delegation helps balance the workload, preventing burnout and maintaining a healthy work-life balance. A balanced workload leads to higher job satisfaction, increased productivity, and lower turnover rates. By overcoming delegation barriers, leaders can create a more collaborative and effective work environment.

Coaches Can Help

Coaches aid leaders in mastering the art of delegation. By helping to identify and overcome delegation barriers, leaders will enhance efficiency, empower team members, improve decision-making, foster collaboration, and balance the workload. Leaders who master the art of delegation can lead their teams to greater success. Reach out if you want to learn more about how coaches can help leaders identify and overcome delegation barriers and achieve greater overall satisfaction for themselves and their team. Reach out if you want to learn more about how coaches aid leaders in mastering the art of delegation.

Coaches Help Leaders Unlock the Power of Curiosity

Posted on March 14, 2025April 23, 2025 by Tina-Schuricht

Coaches help leaders unlock the power of curiosity. When you think of essential leadership qualities what comes to mind? It’s probably traits like decisiveness, confidence, and vision. Those are amazing leadership qualities – and there is one additional quality that, though less often celebrated, is just as crucial. That is CURIOSITY. The ability to ask questions, seek new knowledge, be open, and explore different perspectives is what distinguishes extraordinary leaders from ordinary ones.

The Impact of a Curious Leader

Some leaders are naturally curious, but many are not. Why might that be? Because leaders are paid to know. It’s the main reason why most leaders have risen to their positions. While they likely have both hard and soft skills, over time, they may lose their curiosity because they have been recognized because of their “knowing” and the knowing is where they focus.

What happens to team members when they don’t have a curious leader? When they are not challenged, invested in, supported, or empowered? They are not learning or growing. They probably feel disillusioned. Undervalued. Unengaged. Unmotivated. Shall I go on?

The good news is that coaches can help leaders find their curiosity. In fact, coaching is inherently based on curiosity – curiosity is also what makes a great coach. They listen with purpose and with their whole mind and body. They are deeply engaged with their coachee. Coaching is an amazing skill that transcends into strong leadership – and once mastered can help leaders get the most from their teams. Still not convinced? Here are a few benefits of being a curious leader….

Drive Innovation and Growth

Curious leaders are constantly seeking for new ideas, methodologies, and opportunities. This open-minded approach is vital in today’s fast-paced world, where most industries are rapidly evolving. Leaders who foster a culture of curiosity, encourage their teams to challenge the status quo, think creatively, and experiment. This culture drives innovation and can propel the organization toward growth and success.

Enhance Problem-Solving Abilities

Curious leaders are adept problem-solvers who view challenges as opportunities for learning and improvement. Their inquisitive nature leads them to dig deeper, ask insightful questions, and consider diverse perspectives. This thorough approach allows them to identify root causes and develop effective, long-lasting solutions.

Build Stronger Connections

Curious leaders are genuinely interested in the people around them. They ask questions, listen actively, and seek to understand the motivations, strengths, and challenges of their team members. This creates a sense of trust and respect, fostering stronger relationships and a more cohesive team. When employees feel heard and valued, they are more likely to be engaged, motivated, and committed to the organization’s goals.

Promote Lifelong Learning

Leaders must adapt to stay relevant. Curious leaders embrace lifelong learning and continuously seek new knowledge and skills. By modeling this behavior, they inspire their teams to do the same. This commitment to learning ensures that the organization remains agile, adaptable, and prepared to navigate future challenges.

Support Inclusivity and Diversity

Curiosity leads leaders to explore different perspectives and experiences, which promotes a more inclusive and diverse workplace. When leaders are open to new ideas and viewpoints, they create an environment where everyone feels valued and empowered to contribute. This diversity of thought fosters creativity, innovation, and better decision-making.

Enhanced Emotional Intelligence

Curious leaders are more likely to possess high emotional intelligence. Their genuine interest in others’ thoughts and feelings allows them to empathize and connect on a deeper level. This emotional attunement enables them to navigate complex interpersonal dynamics, manage conflicts effectively, and create a positive, supportive work environment.

Drive Personal and Organizational Resilience

Resilience is a crucial quality for both leaders and organizations. Curious leaders are better equipped to adapt to new situations and recover from setbacks. Their willingness to explore, experiment, and learn from failure fosters a culture of resilience that permeates the entire organization.

Curious Leaders Deliver Results

Coaches help leaders unlock the power of curiosity. Curiosity is a powerful, yet often underestimated, quality in leadership. It drives innovation, enhances problem-solving abilities, builds stronger connections, encourages lifelong learning, promotes inclusivity and diversity, enhances emotional intelligence, and drives resilience. By embracing curiosity, leaders can unlock their full potential and inspire their teams to achieve greater heights. Curiosity is not just a nice-to-have trait; it is an essential ingredient for successful and effective leadership. Reach out if you want to learn more about how coaches can help you unlock the power of your curiosity and become a more curious leader.

Achieve Your Career Aspirations with Coaching

Posted on March 7, 2025April 23, 2025 by Tina-Schuricht

If you’ve been around a little while you know that merely having talent and ambition isn’t always enough to achieve your goals. The good news is that you can achieve your career aspirations with coaching. Coaching is a personalized approach to professional development that can help you unlock your potential and help you make significant strides in your career. Whether you’re aiming for a leadership role, seeking a career change, or simply wanting to excel in your current position, targeted coaching can provide the guidance and support you need to make your next bold move.

Understanding Targeted Coaching

Targeted coaching is a tailored approach to career development that focuses on your specific goals, strengths, and areas for improvement. Unlike general career advice, targeted coaching is highly personalized, taking into account your values, unique experiences, aspirations, and growth areas. It involves working with a professional coach who provides one-on-one guidance, feedback, and actionable strategies to help you reach your goals. What benefits does a coach provide?

Clarity and Focus

One of the primary benefits of targeted coaching is gaining clarity about your career aspirations. A coach helps you identify your long-term goals, assess your current situation, and develop a clear action plan. This clarity and focus enable you to make informed decisions and take purposeful steps toward achieving your aspirations.

Enhanced Skills and Competencies

Targeted coaching helps you identify the skills and competencies needed to achieve your career goals. Whether it is improving your communication skills, developing leadership qualities, or mastering new capabilities, a coach provides support to help you enhance these skills. This targeted approach ensures that you are well-equipped to meet the demands of your desired role.

Overcoming Challenges and Obstacles

Every career journey has its challenges and obstacles. Targeted coaching helps you navigate these hurdles by providing practical strategies and solutions. A coach can help you develop resilience, manage stress, and build confidence, enabling you to overcome setbacks and stay on track.

Networking and Opportunities

Coaches often have extensive networks and industry connections that can be valuable for your career advancement. They can introduce you to potential mentors, collaborators, and employers, opening up new opportunities for growth and development. Networking is a crucial aspect of career success, and targeted coaching can help you build and leverage your professional network effectively.

Accountability and Motivation

One of the most significant advantages of targeted coaching is the accountability it provides. A coach keeps you accountable for your actions and progress, ensuring that you stay committed to your goals. Regular check-ins and feedback sessions help maintain motivation and momentum, preventing you from losing sight of your aspirations.

How to Get Started

So, what’s the next bold move in your career? Here are some steps to get started with targeted coaching:

Identify Your Goals and Values

Start by clearly defining your goals and career aspirations. What do you want to achieve in the short-term and long-term? What do you value most? Be specific about both your values and goals and consider what success looks like to you. And if you’re not sure, don’t worry! Coaches can help you process your thoughts and help define these crucial elements with you.

Find the Right Coach

Look for a coach who has experience and expertise in your industry or field of interest. A good coach should be someone who understands your goals, provides constructive feedback, and offers practical guidance. They should be an empathetic listener, create an environment of motivation, encouragement and accountability, and put your needs first. In short, there needs to be trust and vulnerability in coaching or it won’t work.

Create a Plan

Work with your coach to develop a personalized action plan. This plan should outline the steps you need to take to achieve your goals, including skill development, networking opportunities, and potential challenges.

Take Action

Implement the strategies and actions outlined in your plan. Stay committed and consistent, and don’t be afraid to seek support and feedback from your coach or other trusted individuals along the way.

Reflect and Adjust

Regularly reflect on your progress and make adjustments as needed. Celebrate your achievements and learn from any setbacks. Remember, the journey to achieving your career aspirations is ongoing, and flexibility is key.

Coaching can be a powerful tool for achieving your career aspirations. By providing clarity, enhancing skills, overcoming challenges, and maintaining accountability, coaching empowers you to make bold moves and reach new heights in your career. So, what’s the next bold move in your career? The future is yours to shape. Reach out if you want to learn more about how to achieve your career aspirations with coaching.