___________________________________________________________________________________________________________
We are dedicated to bringing out the best in you and your
employees
___________________________________________________________________________________________________________
Volume 3, Number 23 November 15, 2002
http://www.psychologyforbusiness.com/
___________________________________________________________________________________________________________
Psychology for Business is a free e-mail newsletter written by
Dr. John Weaver,
Dr. Lynda Dahlke, and Dr. Paul Glass,
business psychologists and independent consultants. It is published bi-weekly.
You’ve received this newsletter because you’ve subscribed to it or it was
forwarded to you by a friend or colleague. To subscribe sign up at our website,
http://www.psychologyforbusiness.com/.
If you wish to cancel your subscription, please see the end of this e-mail for easy
instructions
Privacy Statement: We will not distribute the address of any subscriber to
anyone.
We invite you to forward this newsletter, in its entirety, to your colleagues.
___________________________________________________________________________________________________________
EFFECTIVE
EXECUTIVE LEADERSHIP
by Dr. John Weaver, Business Psychologist and Executive Coach
The value of executive leadership has been difficult to measure. However, the recent studies examining the effectiveness of coaching suggest that leadership can be a prime factor in the success on an organization and that the one-on-one guidance and accountability provided by a coach can substantially increase effectiveness.
There have been few studies looking at the outcomes for executive coaching, but those that have been done have consistently shown dramatic results. Most of the studies have measured the return on investment in excess of 500 percent! Several of the studies have pushed those numbers even higher.
Initially these results were very exciting for me. It was verification of the benefits to the executive coaching I offered for my clients on the bottom line of their organizations. I told everyone who would listen.
What happened next was disconcerting for me. When I shared the results of the executive coaching studies, I received little response. I could see the disbelief in the eyes of my audience.
Too Good to be True?
These results are too good to be true.
We are used to hearing about the most recent scientific breakthrough, only to find that the studies were flawed or that some other researcher obtained contradictory results. It is all very confusing, so after a while, we stop listening.
How could the ROI be that good? We are delighted if a stock offering yields a 20% return at the end of a year. (Right now we might be grateful if we could at least break even.) A return of 500% seems impossible. And we assume that later studies will offer a necessary corrective to these numbers. If there is a positive ROI, it must be more modest.
After my excitement wore off, I wondered about the same questions.
Statistical results often become more modest as more and more samples are gathered. The technical term is “regression to the mean,” which describes the tendency for results to become “average” as the number of samples is increased. There were several studies that all pointed in the same direction, but coaching is still a new profession that has received very little research.
How robust were the measures in the studies that were done? Some studies obtain dramatic results in one area, but those effects are mitigated by other factors that might be negatively affected. Organizations are systems, and changes in one area might have unintended consequences in another. I knew of no studies, so far, that suggested there might be mitigating factors, but those factors could occur.
Of course, coaching services are a relatively small investment for an executive. Let’s assume that your organization pays $800 per month for four hours of coaching. In order to obtain a 500% return, the executive would need to generate only $4,000 per month more for the bottom line. Over a year’s time the investment ($800 X 12 months) would be $9600. The expected increase in the bottom line would be $48,000. These are modest numbers for a medium to large sized company. (The impact, of course, grows exponentially as more members of the leadership team are involved.)
And then it struck me. This number is only too good to be true if we really do not believe that leadership has an impact on results.
Too Important to be Missed!
The studies on coaching were demonstrating that leadership matters. The effective coach is working, one-on-one, to improve the leadership of the organization by listening, advising and holding the executives accountable. The ROI is not about coaches, it is demonstrating that good leadership makes a positive impact on the bottom line.
Many organizations have under-invested in the leadership resources they have. Individuals are promoted through the company because they have excellent performance in the technical skills of their profession. That does not make them good leaders. In other companies, the executives are drawn from those with business acumen or solid financial training, but without much background that prepares them to deal with the “people problems” of the organization.
Seminars and training sessions are helpful and also show good (if more modest) return on investment for leadership training. In the best of these seminars, training focuses on the skills necessary to lead people, not simply to manage events or control inventory.
But the most effective leadership training takes place in the one-on-one relationship that characterizes executive coaching. It is here that all of the knowledge and skill that an executive brings can be applied to the real life, day-to-day situations that this company faces. It is here that the theories become reality. It is here that good habits are formed. It is here that "leadership potential" becomes leadership.
I actually hope for the day that the ROI for executive coaching may become more modest because it will mean that executives are leading more effectively. But it will never become optional in an organization that believes that leaders are important.
The ROI for executive coaching is not too good to be true, it is too important to be missed.
============================================================================================================
On Executive Coaching:
"I absolutely believe that
people, unless coached, never reach their maximum capabilities."
Bob Nardelli, CEO, Home Depot
Did you know that
executive coaching is
not geographically limited? Coaching by telephone is effective.
It is also an efficient use of time and resources. You never need to leave
your office to travel, nor do you need to pay travel expenses for your coach. We
offer coaching either onsite or by telephone. To find out if
coaching is right for you, contact us to schedule a FREE 1/2 hour consultation.
Or request a price sheet to determine the best value for your organization.
Call us at:
(262) 789-2728 or email us at
mailto:jweaver@psychologyforbusiness.com. ============================================================================================================
About the Author
John Weaver, Psy.D. is a
licensed psychologist with 22 years’ professional experience working with
organizations, groups, and individuals. He has experience leading groups and
creating teamwork in
organizations. His areas of expertise include executive
coaching, conflict resolution, coaching teams and individuals
to
improve performance under stress, assessing employees and potential employees
to
ensure the right person for the right job, and training in
stress management and "The Vitamin
C’s for an Emotionally Healthy Workplace." He is an experienced
professional speaker and
published author.
Based in Waukesha, WI, Dr. John Weaver is
available for consultation or executive coaching by phone, e-mail or in person. He may be
reached at (262) 789-2728 (office) or (414) 491-8719 (cell), by e-mail:
mailto:jweaver@psychologyforbusiness.com or:
John Weaver, Psy.D.
Psychology for Business
2717 North Grandview Boulevard, Suite 303
Waukesha, Wisconsin, 53188
============================================================================================================
Archives:
All our previous newsletters are archived
at
http://www.psychologyforbusiness.com/eNewsletter.htm. Check out the series on The Vitamin C’s of an
Emotionally Healthy Workplace, the
series on Dealing with Difficult Employees, links to our Published Articles
and our newest series, Triple "A" Leadership.
============================================================================================================
10 Questions to Ask Before Hiring a Coach
is now available AT NO CHARGE for download only
to readers of PSYCHOLOGY FOR BUSINESS by clicking on the title or visiting
http://www.psychologyforbusiness.com/questions.htm.
Also receive your copy of 9 Ways to Motivate Your Workforce, also AT NO CHARGE by clicking on the title or visiting http://www.psychologyforbusiness.com/motivate.htm.
If you are interested in having Dr. Weaver
speak for your organization, contact him at
mailto:jweaver@psychologyforbusiness.com?subject=SPEAK .
============================================================================================================
To order your copy of the book, MANAGING DIFFICULT
PERSONALITIES IN THE WORKPLACE: A Manager’s Practical Guide, by
Dr. Paul Kenneth Glass, send your name, address, number of
copies desired and a check made out to Dr. Paul Kenneth Glass for $12 per
book (plus $2 shipping per book). Or order 10 or more copies for
$10 per book and $6.95 for shipping (up to 50 copies). No fluff, this book gets right to
the point. Send orders to:
Dr. Paul Kenneth
Glass
Psychology for Business
2717 N. Grandview Blvd. #303
Waukesha, WI 53188
Email:
mailto:pglass@psychologyforbusiness.com
To order the booklet: 41 WAYS TO IMPROVE THE EMOTIONAL HEALTH OF YOUR WORKPLACE, by Dr. John Weaver send a check for $6 and a self-addressed, double stamped business size envelope to:
Dr. John Weaver
Psychology for Business
2717 N. Grandview Blvd. #303
Waukesha, WI 53188
============================================================================================================
To subscribe visit us at our website:
http://www.psychologyforbusiness.com/.
============================================================================================================
If you would like to learn more about
Dr. John Weaver (mailto:jweaver@psychologyforbusiness.com), Dr. Lynda Dahlke
(mailto:ldahlke@psychologyforbusiness.com), and
Dr. Paul Glass
(mailto:pglass@psychologyforbusiness.com) please visit us at our website:
http://www.psychologyforbusiness.com/.
============================================================================================================
© Copyright 2002. All rights reserved. John Weaver. Distribution rights: The
above material is copyrighted, but you may retransmit or distribute it to
whomever you wish as long as not a single word is
changed, added or deleted, including the contact information. If you would like
to reprint part of this newsletter please contact me at
mailto:jweaver@psychologyforbusiness.com to make arrangements.
============================================================================================================
Sharing this newsletter with colleagues and friends, under these conditions, is
encouraged.
============================================================================================================
If you have a question or topic you would like to see covered, send your request to
mailto:jweaver@psychologyforbusiness.com.
============================================================================================================
Dr. John Weaver publishes another newsletter, co-authored by
Darlene Weaver, THE
CENTERED PENDULUM. It is our firm belief that lifelong
patterns of “being” (personality, attitudes, emotions) and “doing” (lifestyle,
adaptability, coping skills) interact with our genes and environment to create
conditions of a healthy or a diseased brain. If you would like to read
previous issues of the Centered Pendulum newsletter or to subscribe, please
visit the archives at
http://www.centeredpendulum.org/newsletters.htm.
============================================================================================================