Leadership and Coaching Resources

I have brought forward much of the material and many of the resources published in past years regarding, leadership, developing strong organization, coaching, and consulting. These items have been posted as my earliest postings on this iteration of a weblog. Check the archives. You may find some hints for greater success in the days and years to come! You may even find some way I can help you be more successful. Contact me for more information or if you have questions.

Life After Promotion: Using Science-Trained Coaches to Boost Your Career and Develop Your Staff

Life After Promotion: Using Science-Trained Coaches to Boost Your Career and Develop Your Staff

by Jerry Fletcher and Jerry Straks

ABSTRACT: Statistics show that most scientists and engineers take on responsibilities for supervising staff at some point in their career, often within the first ten years. Coaching can help prepare those that do or those that want to make such a move expand their career horizons. Unfortunately, not all coaches have what it takes to provide the kinds of objective observation and feedback science staff need because they do not know enough about science and engineering to know what they are seeing. They do not recognize that the challenges they perceive with science staff are aspects of the very strengths that make them good at science. They then mistakenly try to blunt those strengths rather than build upon them. Choosing the right coach for science staff–including for yourself–can be daunting, unless you know what you are looking for.

Coaching for Science Staff: Getting More Value Out of Your Science Talent Through Coaching

Coaching for Science Staff: Getting More Value Out of Your Science Talent Through Coaching

by Jerry Fletcher and Jerry Straks

ABSTRACT: Have you found that your science staff (scientists, engineers, and other technical staff, including R&D managers and executives) could benefit from coaching but are much more resistant to it than other parts of your organization? There are solid reasons for this. Knowing them will make it possible for you to use coaching to improve your competitive advantage and harvest more value from the science side of your business. 

Time Management and Value Conflicts

Today as I pondered how I might improve my time management, I realized that I need to make a subtle attitude shift. I need to re-order my values to improve. What I realized is that when I block out time for certain tasks, I unconsciously have no intention of fitting the work into the time allocated. I value completion. I go until the job is done, regardless of what my calendar and plan say. To improve I will need to evaluate the task to be done at the time I start it, compare it to the time allocated, and overtly calibrate my activity to give me at least an adequate result when time expires, or perhaps a plan for how I will take the temporary result to the next level of completion another time.

As I thought about it, it seemed this principle could apply in many other ways. I may be sabotaging my own success because of unconscious value conflicts. That is why we hire coaches, isn’t it? A coach can help us see things we do not immediately see ourselves.

Is there any particularly resistant problem in your life? How will you determine if a value conflict is preventing the solution you want and need?