Whether it’s giving tough feedback, addressing conflict, or making a hard decision, these moments can feel uncomfortable and stressful. 

But avoiding them? That’s even worse.

Why? Because they’ll come for you eventually. It’s kind of like energy. It never disappears, it just changes its form.

And you definitely don’t want a difficult conversation to take on an even worse form!

So, what do you do then? Well, if you want to be a leader, as complicated as it may sound, you learn to master them.

Whether it’s giving constructive feedback, addressing underperformance, or navigating conflict, tough conversations are a part of leadership. 

When handled well, these conversations don’t just solve problems; they build trust and drive real growth.

So, how do you approach them with confidence and clarity? Let’s dive in.

Why Difficult Conversations Matter

I still remember one of my first challenging conversations as a manager. A team member, who was usually great at their job, had been underperforming for weeks. I kept putting off the conversation, thinking maybe they’d figure it out on their own. “Maybe they’ve got something going on at home. It’ll change in no time. Tomorrow is a new day.” These were just some of my thoughts (or excuses) not to approach the situation. But the longer I waited, the worse things got – not just for them but for the whole team.

When I finally sat down with them, I realized something important: they weren’t even aware of the impact their work had on the team. But that talk, which I had put off for weeks, turned out to be a turning point, not just for them but for me as a leader.

Difficult conversations aren’t about confrontation; they’re about clarity. And the more you practice them, the easier they get.

Common Challenges Leaders Face

Why do so many leaders struggle with difficult conversations? Well, they’re just not easy…especially when emotions, relationships, and high stakes are involved. Here are some of the most common difficulties:

Fear of conflict 

Many leaders worry that addressing an issue directly will lead to resentment, defensiveness, or tension in the workplace. It’s easier to avoid the conversation than risk a negative reaction.

Balancing honesty with empathy 

Being direct is essential, but so is showing care and understanding. Finding the right balance between delivering tough messages and maintaining a supportive tone can be tricky.

Managing emotions 

Difficult conversations can bring up frustration, disappointment, or anxiety. We’re all human and we all have our triggers. Staying composed while addressing sensitive topics is a skill that takes practice.

Not knowing how to start 

The hardest part is often the beginning. Many leaders hesitate because they’re unsure of the right words to say or worry about saying the wrong thing. This hesitation can lead to procrastination, making the issue worse over time.

The good news? These challenges can be overcome with  the right approach. Recognizing these challenges is the first step to overcoming them. With the right mindset and strategies, difficult conversations can become opportunities for growth, trust, and stronger leadership.

They never get easy, but they get manageable and much more doable.

How to Handle Tough Conversations Like a Leader

Prepare, but Don’t Script

Know the key points you want to cover, but don’t memorize a speech. First of all, because you’re not giving a speech, you’re having a conversation. And second, even if you do memorize what you want to say, you never know how the other side is going to respond.

Conversations flow best when they feel natural.

Lead with Curiosity, Not Assumptions

I cannot stress this enough. It is soooo easy to assume things. We only know our own perspective so anything we assume is one-sided. It’s easy to do it, but haven’t we already establish that difficult conversations are not easy?

Instead of assuming you know the full story, ask questions.

• “Can you walk me through what’s been happening?”
• “How do you see this situation?”
• “What was the logic behind your thinking?”
• “Where do you think things went wrong (if you think they did at all)?”

All of the above (and many more along those lines) open up dialogue rather than shutting it down.

Balance Directness with Empathy

Being clear doesn’t mean being harsh or rude.

A simple structure like “I’ve noticed [issue], and I want to understand what’s going on so we can find a solution together” works wonders and leads to an open conversation and collaborative effort.

You’re there to give feedback, help them learn and grow, not make them feel miserable (as tempting as that may be).

Even if a difficult conversation ends with letting someone go, you still want to be respectful and professional. It is our job as leaders to show the way. So, make sure you practice what you preach.

Keep Emotions in Check

If you’ve ever attended any communication training, especially those around feedback and conflict management, you know that one of the essential aspects that gets taught is not to have conversations when emotions are high.

Why? Because if a situation is emotionally charged, it’s very hard to control the direction of the conversation. You’re not thinking straight, we’re communicating to respond and more often than not, we get defensive easily.

The best thing to do in such situation is to postpone it for a day or two, until the emotions wear off enough to have a calm conversation.

Remember, the purpose of difficult conversations is clarity and resolution and you sure can’t get that if your judgment is clouded.

Focus on Solutions, Not Just Problems

It’s so easy to keep our focus on the problem and start the blaming game. This doesn’t mean that we ignore the problem. No. We need to know what happened or what the issue is because we need to figure out how to fix it, not to find someone to blame.

Focusing on the problem is like bashing your head against a wall while understanding the problem and focusing on potential solutions ends up being more productive and forward-thinking.

A difficult conversation should end with a path forward. Work together to define next steps that feel achievable.

A Final Thought

If there’s one thing I’ve learned over time, it would be that avoiding hard conversations only makes them harder. But when you lean in with clarity and empathy, you gain respect – not just from others, but from yourself too.

So, what’s that one conversation you’ve been putting off? Maybe today’s the day to have it!

The post Mastering Difficult Conversations for Leadership Success appeared first on Snowation.

And guess what? It’s a big one.

Soft skills are the “human” side of leadership. They’re the abilities that allow you to connect, inspire, and guide your team toward success. Personally, I’d say that they’re the secret ingredient that separates good leaders from truly exceptional ones.

But let’s dig deeper. What are soft skills, why do they matter so much, and how can you, as a leader, develop them? Let’s dive in.

What Are Soft Skills in Leadership?

Soft skills are interpersonal and emotional abilities that shape how we interact with others. In leadership, they cover everything from communication and empathy to adaptability and conflict resolution.

Think about it: being a leader isn’t just about hitting numbers or executing a vision or a business plan. It’s about building trust, motivating people, and fostering a collaborative environment. None of that is possible without strong soft skills.

Why Do Soft Skills Matter for Leaders?

Here’s the thing: hard skills (your technical know-how or industry expertise) will get you through the door. But soft skills are what keep you in the room and get your team to follow you willingly.

I learned this the hard way. Early in my leadership journey, I met people who liked to focus on “results.” Deadlines, targets, KPIs – you name it. And there’s nothing wrong with that per se because, as leaders, we need to focus on metrics and outcomes. The problem starts when that’s the only thing we focus on.

What the abovementioned people missed was how much their team’s engagement, trust and, ultimately, performance depended on how they communicated and connected with them.

When a leader lacks soft skills, it can lead to:

• Miscommunication: Team members don’t feel heard or understood.
• Low morale: Employees feel undervalued or disconnected.
• Tension and unresolved conflicts: Problems aren’t addressed constructively, leading to resentment or a toxic work environment.
• High turnover rates: Without trust and connection, employees are more likely to leave.
• Lost opportunities for innovation: A lack of inclusivity stifles ideas and creativity from the team.

However, when leaders embrace and emphasize soft skills, results come in much quicker. People feel seen, heard, and motivated to bring their best to the table.

Key Soft Skills Every Leader Needs

1. Empathy

Empathy is more than saying, “I understand how you feel.” It’s about truly listening and putting yourself in someone else’s shoes.

For instance, imagine a team member missing a deadline. Instead of assuming they’re lazy or distracted, take time to understand the “why.” Maybe they’re overwhelmed or struggling with something outside of work. Showing empathy builds trust and opens the door for problem-solving.

Pro Tip: Ask open-ended questions like, “What’s been challenging for you lately?” and listen without jumping in to offer a solution right away.

2. Adaptability

Change is the only constant, including in leadership. The most effective leaders are those who stay calm and flexible when plans shift unexpectedly.

Adaptability isn’t just about solving problems. It’s about modeling resilience for your team.

Pro Tip: Instead of focusing on what went wrong, guide your team to focus on next steps. Say something like, “This is where we are, how can we move forward from here?” or “Let’s see what we can learn from that experience and how it’ll help us moving forward.”

3. Communication

If you’ve ever worked under a leader who wasn’t clear in their communication, you know how frustrating it can be. Great communication means being concise, transparent, and approachable.

Pro Tip: Practice “over communicating” when it comes to expectations. For example, instead of saying, “Let’s try to get this done by next week,” say, “Let’s aim to submit (you can also define what submitting means) this by Friday at 3 PM. Does that timeline work for everyone?”

4. Conflict Resolution

I think it’s fair to say that no one enjoys conflict. But as a leader, you can’t avoid it. The good news? Approaching conflicts with a curious and solution-focused mindset can actually strengthen relationships.

Pro Tip: Frame conflicts as opportunities. Say something like, “It seems like there’s a misunderstanding here. Let’s clarify things so we can move forward together.” And then go on to ask questions to get an understanding of what’s going on and have the parties involved come up with the next step to take.

5. Emotional Intelligence (EQ)

Emotional intelligence ties all the other soft skills together. It’s your ability to manage your emotions while understanding and influencing (not in a manipulative way) the emotions of others.

Pro Tip: After a meeting or conversation, take a moment to reflect: “Did I pick up on how everyone was feeling? How did I respond to those cues?”

How to Develop Soft Skills as a Leader

Start with Self-Awareness

You can’t lead others effectively if you don’t understand yourself. Take time to reflect on your communication style, emotional triggers, and areas where you struggle.

Try This: At the end of each day, write down one interaction that went well and one that could’ve gone better. Reflect on what you did and how you might improve next time.

Seek Feedback

No one sees themselves clearly 100% of the time. Ask your team for honest feedback on your leadership style.

Ask Questions Like: “How can I support you better?” or “What could I improve about how I communicate?”

Practice Active Listening

If you’ve ever caught yourself thinking about your next response instead of truly listening, you’re not alone. Active listening means focusing completely on what the other person is saying before jumping in.

Tip: Paraphrase what you’ve heard before responding. For example, “So what I’m hearing is that you’d like more clarity on your role in this project. Is that right?”

Invest in Training

Just like you’d train for a technical skill, soft skills can be improved through workshops, coaching, or even books.

All Said and Done…

Soft skills aren’t a “nice-to-have” in leadership; they’re essential. When leaders work on improving soft skills, the impact goes far beyond their immediate team. They don’t just achieve better results. They shape the company culture, improve motivation and productivity among their team members, and ultimately drive results. And the best part? 

Soft skills are like muscles: the more you practice, the stronger they get. 

So, if you’re wondering whether soft skills are worth the effort, let me tell you this: your team may remember your accomplishments, but they’ll never forget how you made them feel.

So, take a moment to reflect. Which soft skill do you want to focus on developing next? Start small, stay consistent, and watch the effect it creates in your leadership and your team.

You’ve got this!

The post Soft Skills for Leaders: The Secret Ingredient to Exceptional Leadership appeared first on Snowation.

As a leader or entrepreneur, have you ever felt like the biggest obstacle to your success wasn’t external challenges, but your own thoughts?

Perhaps you’ve hesitated to take a bold step, questioned your abilities, or let self-doubt hold you back.

I know I have.

Whether in leadership, personal growth, or daily decision-making, these beliefs can prevent progress and keep us from living the life we desire.

In this blog, we’ll explore what limiting beliefs are, how they impact leadership and growth, and strategies to overcome them so you can unlock your full potential.

So let’s dive in!

What Are Limiting Beliefs?

Limiting beliefs are those nagging thoughts that tell you, “You can’t,” “You’re not good enough,” or “It’s too risky.” They’re the silent barriers we construct in our minds, often without even realizing it.

Mind you, the thoughts above aren’t necessarily negative only. They’re also there to keep us safe. It’s just that sometimes, they tend to keep us too safe.

Knowing the cause of your limiting beliefs is a great way to understand the thought process behind them and begin to manage them.

So, let’s get into some practical tips for recognizing and breaking through those limiting beliefs.

How to Recognize Your Limiting Beliefs?

Recognizing limiting beliefs can be tricky because they often disguise themselves as rational thoughts.

• “I’m not good enough to manage this project.”
• “Do I have enough time?”
• “I’m not smart enough to lead this meeting.”
• “I don’t have enough experience for this big career move.”
• I’ll never be a great leader: “I’ll never be a great leader with my lack of confidence.” etc…

If you’re reading the list above and nodding your head to some or all of them, it is very likely that you’re holding onto limiting beliefs, without even realizing.

For example, a common limiting belief in leadership is the fear of failure. You may tell yourself, “If I make the wrong decision, my team will lose faith in me.” Or, perhaps imposter syndrome kicks in, making you feel unqualified, despite your achievements.

 Most of us have had these hesitations and inner doubts, some more some less throughout our career or our personal lives.

The first step to confront these fears and doubts is to ask yourself:

What fears or doubts keep showing up in my mind?

What excuses do I make for not pursuing certain goals?

When do I hold back instead of taking action?

Once you answer these questions and identify your limiting beliefs, the next step is to catch them in action. 

Listen for them when you speak and go about your days. Every time you catch them, ask yourself “What proof do I have that confirms this statement?”

That will help your brain switch to a logical mode, which may inspire you to take action instead of holding back.

How do Limiting Beliefs Impact Leadership and Growth?

Limiting beliefs can have a huge effect on how we lead, make decisions, and push for innovation. As a leader, if you’re constantly second-guessing yourself, people notice—your team picks up on that hesitation.

I’ve been there too. You start overthinking decisions, and suddenly, the bold moves you need to make seem too risky. That fear of failure creeps in, and before you know it, you’re holding back.

When you trust yourself as a leader, it directly impacts your team’s confidence. But if you’re stuck in self-doubt, it’s hard to empower others.

4 Strategies to Overcome Limiting Beliefs

So, how can you break free from these mental blocks? Here are four practical strategies to help you overcome limiting beliefs. There are many more, but this is a good starting point.

1. Confront the Belief

The first step to overcoming a limiting belief is acknowledging it. Instead of trying to push the thought away, embrace it and be curious about it.

Have you ever noticed that we tend to do the exact opposite of what we’re told? Like, when someone tells you not to do something, you tend to reeeeally want to do it.

Same thing with our thoughts. It’s much harder to do something about a thought if you’re trying to ignore it. It just takes a lot more effort to change. If you acknowledge a belief, then you can do something about it with much less effort, too.

2. Reframe the Narrative

Once you’ve identified a limiting belief, it’s time to reframe it.

Instead of thinking, “I can’t handle conflict,” shift your mindset to, “I can learn conflict resolution skills.” or “I can’t handle conflict yet.”  The word YET is short but very powerful. You can read more about it in my newsletter post here.

Reframing our negative thoughts helps us transition our mind from emotional into logical perspective. That helps us see possibilities and we’re more likely to act on them.

3. Challenge and Test the Belief

Question the validity of your beliefs. Ask yourself, “How true is this belief?”

Often, our beliefs are based on assumptions rather than facts. What evidence do you have to support—or contradict—this belief?

Take small, actionable steps to test these beliefs. If you think you’re not creative enough to come up with new business ideas, start brainstorming every day for a week. Challenge your own limits.

4. Surround Yourself with Positive Influences

“You are the average of the five people you spend the most time with.” Find mentors, peers, or communities that inspire and uplift you.

For example, whenever I start doubting myself and can’t seem to reach anyone to talk to, I tend to watch a LinkedIn learning or a MasterClass course. I read personal and professional development books, even if it’s just a chapter. 

I tend to immerse myself in something practical that will help me get going. Once I start, I gain momentum and then it’s easy to keep going.

Surround yourself with positive, growth oriented people. Their confidence can fuel your own.

Embrace Your Potential

At the end of the day, the only thing standing between you and your goals is your mindset.

Yes, I know, easier said than done, but we have to start somewhere and starting with your mindset is a great start.

It’s a slow process, but you’ll learn so much along the way.

So, what is the smallest step you can take today to get started?

Some time ago, my accountability partner and a fellow coach, Christina Michaelidou and I did a Q&A on Limiting Beliefs in Business. You can find the recording below.

The post Overcoming Limiting Beliefs: 4 Tips for Your Growth as a Leader appeared first on Snowation.

Yet, these small successes, often referred to as “daily wins,” play an important role in shaping our overall well-being and success.

I had the pleasure of speaking with a fellow coach and a book author, Christina Michaelidou, about daily wins. Christina puts a lot of focus on daily wins in her work and I wanted her to share some tips and tools with us. This post has been inspired by our conversation, which you can listen to in the video below.

However, if you prefer to just read about it, stick around.

What are Daily Wins?

According to Christina, daily wins are small the small, incremental achievements that warm our hearts, make us smile and build our confidence on a daily basis. They can be anything from completing a task to keeping up with a good habit to being present and finding joy in little things. Unlike long-term goals, daily wins are immediate and tangible, providing a sense of accomplishment and motivation.

Why is it Important to be Aware of Our Daily Wins?

First and foremost, being aware of our daily wins promotes mindfulness and gratitude. By acknowledging and appreciating the small victories, we cultivate a positive mindset that can improve our overall mental well-being. Additionally, recognizing daily wins helps us stay motivated and focused on our larger goals. As Christina says, they make our long-term goals seem more tangible and achievable. Daily wins remind us that progress is being made, even if it’s incremental.

What Are the Benefits of Daily Wins?

Personally, daily wins help me stop and think about my progress. They remind me that I keep learning and growing, especially in the moments when it doesn’t feel like it.

In general, there are many benefits of daily wins, but here are some that I find important:

1. Boosts Motivation: Celebrating daily wins provides a psychological boost, motivating us to tackle more significant challenges and pursue our long-term goals with renewed energy.
2. Builds Confidence: Every win we score and become aware of contributes to a growing sense of self-confidence. Over time, this confidence becomes a powerful tool in overcoming obstacles and setbacks.
3. Improves Mental Well-Being: Focusing on daily wins encourages a positive outlook, reducing stress and promoting mental well-being. It shifts the focus from what’s lacking to what has been achieved.
4. Enhances Productivity: Regularly acknowledging daily wins creates a positive feedback loop, fostering a more productive mindset. It helps us build momentum so that once you get going, seeing your progress will inspire you to keep going and tackle more important tasks.

How Can We Celebrate Daily Wins?

According to Christina, the first step to celebrating our daily wins is to actually recognize them. Once you do that, here are some ideas on how you can celebrate your daily wins in practice:

1. Keep a Journal: Maintain a daily journal to record your achievements, no matter how small. This practice helps reinforce a positive mindset and allows you to reflect on your progress.
2. Share with Others: Celebrate your wins with friends, family, or colleagues. Sharing accomplishments not only spreads positivity but also strengthens social connections. Success generates more success, no matter how small.
3. Treat Yourself: This one is my favorite. Every time you have a win, you treat yourself somehow. The treat can be getting your favorite cup of coffee, buying your favorite snack, having a long bath or anything else along those lines. The point is that it doesn’t have to be anything extravagant. It should be a treat that says “you did well, today”.

What Are Your Daily Wins?

As wonderful as it is to celebrate big events and accomplishments, they are few and far apart. Most of our life is spent in details and incremental changes. That’s why being aware of your daily wins and celebrating them can help you lead a more fulfilling life every single day. Over time, your motivation and confidence will increase and you’ll develop a more positive attitude towards life.

So, what daily wins have you become aware of today?

Are you looking for a way to grow, but can’t seem to figure out how to do it? Want to take your business to the next level but can’t see clearly the way to get there? I can help! Click on the button below to schedule a free call. Make the change today!

The post Celebrating Daily Wins: The Key to a More Fulfilling Life appeared first on Snowation.

However, confidence is not something that always comes naturally; it can be nurtured and developed over time. One powerful tool for enhancing leadership confidence is coaching.

In this blog post, we will explore some benefits of coaching for leaders and provide ways in which working with a coach can help leaders boost their confidence. If you happen to be curious about this topic, sit back, relax and enjoy the read.

Benefits of Coaching for Leaders

Personalized Guidance and Support

Coaching offers leaders personalized guidance and support tailored to their unique needs and challenges. Coaches work closely with leaders to understand their strengths, weaknesses, and goals, creating a customized coaching plan. This individualized approach ensures that leaders receive the specific tools and strategies necessary to build their confidence effectively.

Enhanced Self-Awareness

Effective leadership begins with self-awareness. Coaches help leaders gain a deeper understanding of themselves, their values, and their leadership style. Through introspective exercises and feedback, leaders can identify areas where they may lack confidence and work on developing a stronger self-image. This heightened self-awareness not only boosts confidence but also fosters authenticity and emotional intelligence in leadership.

Without self-awareness, leaders can appear arrogant. If you cannot be personable, or know when you are crossing a line, how can you lead

Sean Peek

Accountability and Feedback

Coaching provides leaders with a built-in system of accountability and feedback. Coaches hold leaders responsible for their goals and actions, helping them stay on track and measure their progress. Additionally, coaches offer honest and constructive feedback, highlighting areas where leaders can improve their confidence and leadership abilities. This continuous feedback loop empowers leaders to make meaningful changes and grow their confidence over time.

Personally, I believe these three benefits are the most important ones when it comes to coaching for leaders. However, as you may assume, the list can get quite long and I’ll be happy to schedule a chat and share more about it.

Yet, for the sake of staying on the topic of the article, let’s look at some ways that coaching can help leaders boost their confidence.

Five Ways Coaching Can Help Leaders Boost Their Confidence

1. Setting Clear Goals

Coaches work with leaders to set clear, achievable goals for personal and professional development. By defining specific objectives, leaders gain a sense of purpose and direction. Achieving these goals reinforces their competence and, subsequently, their confidence.

It is important to note here that accountability plays a large part in this process. Once the goal is set and an action plan is created, coaches hold leaders accountable to follow through with their commitment. In turn, that enhances discipline that leaders can later on transfer to their team members or employees.

2. Developing Effective Communication Skills

Confidence in leadership often hinges on effective communication. Coaches help leaders refine their communication skills, teaching them how to articulate ideas, provide constructive feedback, and engage in difficult conversations. As leaders become more adept communicators, their self-assurance grows.

3. Overcoming Imposter Syndrome

Up to 82% of people face feelings of impostor phenomenon, struggling with the sense they haven’t earned what they’ve achieved and are a fraud.

Bravata, D. M., et al., Journal of General Internal Medicine, Vol. 35, No. 4, 2020

So, if you ever felt this way, know that you’re definitely not alone. It’s natural to wonder how you’re doing compared to others and a bit of self-doubt can be a good reminder to reflect and adjust.

However, the constant feeling of inadequacy can lead people to push themselves beyond their limits, eventually causing a burnout or something worse. Coaches help leaders recognize and manage imposter syndrome by providing strategies to reframe negative thoughts, acknowledge achievements, and cultivate a positive self-image.

4. Embracing Resilience

Coaching encourages leaders to develop resilience in the face of adversity. Leaders learn to bounce back from setbacks, view failures as learning opportunities, and maintain a positive attitude. This resilience bolsters their confidence and ability to lead through challenging situations.

5. Building a Support Network

We become who we spend most of our time with.

Coaches can help leaders establish and nurture a support network. Having trusted mentors, peers, and advisors can provide invaluable encouragement and perspective. Knowing that they have a reliable support system can boost a leader’s confidence in their decision-making and leadership capabilities.

In a Nutshell

Confidence is an important aspect of leadership that can be developed and improved over time. One way to work on your confidence as a leader is to work with a coach. Through coaching, leaders learn essential skills such as goal setting, resilience, and effective communication (to name just a few) that help them boost their confidence and trust their ability to lead even more.

Investing in coaching can be the key that unlocks your true potential as a leader, enabling you to not only thrive personally but also inspire and empower your teams to reach new heights of success.

If you’re ready to start working with a coach on your leadership skills, get in touch and let’s talk about it.

The post How Coaching Helps Leaders Boost Their Confidence appeared first on Snowation.

I know. Many of you will say that it doesn’t work, that it’s just popular psychology mumbo-jumbo, that there is no success without work. And let me tell you: you’re right. You won’t get anywhere just by creating a vision board. That’s not how it works. Creating a vision board is just the first step on your journey to success. However, it is a valuable step because it helps you gain clarity and present your goals visually. It is a great reminder of why you do what you do.

In this article, we’ll dive into the concept of a vision board, its purpose, benefits, and how to create one to help you make your dreams come true.

What is a Vision Board?

A vision board, also known as a dream board or goal board, is a tangible representation of your goals, dreams, and desires. It’s a collage of images, quotes, and affirmations that resonate with your aspirations and create a visual reminder of the life you want to live. The idea behind a vision board is to harness the power of visualization, where you use imagery to stimulate your mind and emotions, thereby influencing your actions and decisions.

Remember, if you can see it, you can do it.

The Purpose of a Vision Board

The main purpose of a vision board is to serve as a powerful tool for visualization and goal-setting. By regularly exposing yourself to images and words that represent your goals, you’re sending a clear message to your subconscious mind about your intentions. This process helps shift your mindset and behaviors in ways that align with your values and the goals you want to achieve.

A vision board acts as a constant source of inspiration, reminding you of what you’re working towards, even when challenges arise.

Benefits of a Vision Board

Clarity and Focus

Creating a vision board helps you clarify your goals and aspirations. By selecting and arranging images that depict your desires, you bring clarity to what you truly want to achieve in different areas of your life, such as career, relationships, health, and personal growth.

Additionally, a vision board serves as a reminder of your goals and helps you set specific intentions for your future. By regularly viewing your vision board, you keep your goals in focus and are more likely to take actions aligned with those goals.

Increased Motivation

Visualizing your goals in a positive and exciting way can boost your motivation. A vision board keeps your spirits high, even when faced with setbacks.

What is more, looking at your vision board regularly can inspire and motivate you to take consistent steps toward your goals. The visual reminders can boost your determination and remind you why you’re working towards those aspirations.

Enhanced Confidence and Positivity

A vision board fosters a positive mindset by focusing on what you want to achieve rather than dwelling on what you lack or fear. It shifts your focus from potential obstacles to potential opportunities.

As you witness your goals becoming a reality over time, your self-confidence and belief in your capabilities grow.

Accountability

Sharing your vision board with others or placing it in a visible location can create a sense of accountability. It encourages you to stay committed to your goals and track your progress.

A study done in the US showed that people are 65% more likely to reach their goals if they’ve committed to someone that they will do it and 95% more likely to accomplish their goals if they have a specific accountability appointment with the person they’ve committed to. Not sure about you, but I think those are pretty high numbers to just pass the opportunity.

Your accountability buddy can be your partner, friend or even an accountability coach. Regardless of who you choose, make sure it’s someone you won’t be able to ignore.

Law of Attraction

Some people believe in the “law of attraction,” which suggests that focusing on positive thoughts and intentions can attract positive outcomes. A vision board is a tangible representation of your positive intentions and can help you align your thoughts and actions with your desired outcomes.

Here’s another way to explain that.

The brain believes anything you say. So, if you keep reminding yourself of all your failures and mistakes, the message you send to your brain is how limited you are. On the other hand, if your thoughts are geared towards learning from mistakes and trying in different ways, your brain will see that as a challenge to find solutions to potential problems and obstacles.

Whichever perspective you choose, you’ll be right. But only one of the two will help you move forward and grow. You get to decide which path you want to take.

Overall, a vision board is a tool that helps you define your goals, visualize your desired outcomes, and work toward making your dreams come true. It’s a personal and meaningful representation of your future aspirations that can have a positive impact on your mindset and actions.

How to Create a Vision Board

Creating a vision board is a creative process so let your imagination and creativity run wild. You can create it physically on a piece of paper/poster board or digitally in an online tool like Canva. I like to create my vision boards in Canva and then print them off as a poster.

Regardless of where you create your vision board, make sure you have some fun while creating it. And in case you’re not sure how to go about it, below are the steps you can take to create your vision board.

• Set Your Intentions: Clarify your goals across different areas of your life, such as career, relationships, health, and personal development.
• Gather Supplies: Collect magazines, newspapers, printed images, quotes, scissors, glue, a poster board, or any other materials you’d like to use.
• Collect Visuals: Look for images, words, and quotes that resonate with your goals and aspirations. They can be anything that sparks excitement and motivation.

Pro tip: Instead of using random images, find your own photos that reflect the goals on your vision board. This may not be possible for every goal, but give it a try for the ones where it is doable. For example, if one of your goals is to eat healthier, find a picture of yourself drinking a smoothie or eating a salad and add it to your vision board. It’ll be way more motivating to go after your goals once you see yourself achieving them rather than some random person.

• Arrange and Create: Arrange your chosen visuals on the poster board in a way that’s visually appealing to you. Get creative with the layout and design. Remember, this can be both on paper or digitally.
• Affirmations: Include positive affirmations that reinforce your beliefs and intentions. These can be handwritten or printed out.
• Place it Strategically: Put your vision board in a place where you’ll see it daily, such as your bedroom, office, or any other area you frequent.
• Regular Review: Take a few moments each day to gaze at your vision board. Imagine yourself living your dreams as you look at the images.
• Update and Evolve: As you achieve your goals or as your aspirations change, don’t hesitate to update your vision board to reflect your evolving desires.

To Sum Up

In a world filled with distractions, a vision board offers a potent way to keep your goals and dreams in focus. By creating a visual representation of your aspirations and regularly immersing yourself in it, you harness the power of visualization to manifest the life you desire. The journey of creating and nurturing a vision board is not only fulfilling but also empowers you to take charge of your future, one inspiring image at a time. Start creating your ultimate vision board today and watch your dreams come to life.

The post Visualize Your Success: Creating Your Ultimate Vision Board appeared first on Snowation.

Coined by psychologist Carol Dweck, the concept of growth mindset has revolutionized the way we perceive our abilities and limitations.

There’s another mindset in which these traits [intelligence, certain personality, and certain moral character] are not simply a hand you’re dealt and have to live with, always trying to convince yourself and others that you have a royal flush when you’re secretly worried it’s a pair of tens. In this mindset, the hand you’re dealt is just the starting point for development. This growth mindset is based on the belief that your basic qualities are things you can cultivate through your efforts.

Carol Dweck, Mindset: The New Psychology of Success

In this blog post, I will explore the differences between growth mindset and fixed mindset, and list some benefits that a growth mindset offers for entrepreneurs. Moreover, I will provide practical tips on how to develop a growth mindset to accelerate the growth of your business.

Growth Mindset vs. Fixed Mindset: Understanding the Dichotomy

At the heart of the growth mindset lies the belief that abilities and intelligence can be developed through dedication, hard work, and perseverance. Individuals with a growth mindset embrace challenges, view failures as opportunities to learn, and continuously seek to improve themselves and their skills. They see setbacks as temporary obstacles that can be overcome with effort and determination.

On the other hand, a fixed mindset is characterized by the belief that abilities are innate and unchangeable. Those with a fixed mindset tend to avoid challenges, fear failure, and perceive effort as fruitless. They may give up easily when faced with difficulties and find themselves stuck in a comfort zone.

The Benefits of Growth Mindset for Entrepreneurs

Entrepreneurs who embrace the principles of a growth mindset are better equipped to innovate, persevere through setbacks, and ultimately achieve their goals. One of the biggest benefits of a growth mindset is that by adopting it, entrepreneurs are more likely to be able to navigate uncertainties with confidence.

Nevertheless, there’s so much more that growth mindset offers to entrepreneurs. Some of those benefits are listed below, though the exhaustive list is yet to be created.

Resilience in the Face of Challenges

Entrepreneurial journeys are rife with uncertainty and obstacles. A growth mindset equips entrepreneurs with the mental resilience to navigate through tough times and setbacks. It encourages them to persist, learn from failures, and adapt their strategies.

Continuous Learning and Improvement

Entrepreneurs with a growth mindset actively seek knowledge and feedback. They are open to new ideas, readily embrace change, and are not afraid to experiment. This attitude fosters a culture of innovation and improvement within their ventures.

Embracing Creativity and Innovation

A growth mindset enables entrepreneurs to think outside the box and pursue unconventional ideas. They see the potential in taking calculated risks and are not limited by the fear of failure.

Building Stronger Teams

Leaders with a growth mindset are more likely to nurture and support their team members’ growth. This, in turn, fosters a positive work environment where individuals feel valued and motivated to contribute their best.

Opportunities for Adaptation and Expansion

In the fast-paced business world, adaptability is crucial. A growth mindset allows entrepreneurs to stay agile and seize emerging opportunities, ensuring the long-term success of their ventures.

Developing a Growth Mindset to Grow Your Business

By understanding the principles of a growth mindset and learning how to apply them to your business, you will not only enhance your chances of overcoming obstacles but also discover untapped potential and achieve sustainable growth.

Below are six tips you can try to develop and cultivate a growth mindset.

Self-Awareness

Start at the very beginning: with yourself. Recognize your current mindset and be honest about your strengths and weaknesses. Once you’re clear on what your areas for improvement are, acknowledge that improvement is always possible, and start working on it.

If you’re having a hard time exploring this on your own, consider working with a professional who will help you on your growth journey.

Embrace Learning

Be open to continuous learning and see challenges as opportunities to grow. Seek feedback from mentors, colleagues, and customers to gain valuable insights into your strengths and areas for improvement. Remember, every experience is a chance to learn and refine your entrepreneurial skills.

View Failure as Feedback

Failure is an inevitable part of the entrepreneurial journey, but it’s how we respond to it that defines us. Rather than seeing failure as a dead-end, view it as feedback. Analyze what went wrong, identify lessons learned, and use that knowledge to adapt and improve your approach.

Set Stretch Goals

Aim high and set ambitious, yet achievable, goals. Pushing yourself beyond your comfort zone fosters resilience and helps you discover your untapped potential. Break down these big goals into smaller milestones, celebrating each achievement along the way.

Surround Yourself with Positivity

Surround yourself with like-minded individuals who support and uplift you. Seek out a strong network of mentors, peers, and industry experts who inspire you and share their experiences. Positive reinforcement can significantly impact your mindset and drive.

Practice Resilience

Building a successful business is not a smooth path. Challenges and setbacks will arise, but it’s essential to develop resilience to persevere. Stay focused on your vision, maintain a positive outlook, and believe in your ability to overcome obstacles.

Remember, a growth mindset is not something that develops overnight. It’s a continuous journey of self-discovery and improvement, which also applies to your business.

The ability to embrace challenges, learn from failures, and continuously improve oneself and one’s business are the hallmarks of successful entrepreneurs. By adopting a growth mindset and fostering a culture of growth within their ventures, entrepreneurs can overcome obstacles, seize opportunities, and pave the way for long-term success and innovation.

So, as you embark on your entrepreneurial journey, remember that it all begins with the right mindset – the growth mindset.

The post How to Develop Growth Mindset as an Entrepreneur and Why It Matters appeared first on Snowation.

Unfortunately, productivity is often misunderstood as being busy. In other words, if I am busy, then I am being productive. Hmmm, not really. 

In an attempt to clear this misunderstanding, I decided to write this article and explain what productivity is and how coaching can help improve it in the workplace. Also, at the very end of the article, I share some signs that are a good indication that your employees might struggle with productivity. It is up to you then to decide whether you’d like to work with a coach or just find someone to help improve certain skills that could ultimately lead to improved productivity.

Now, let’s dig into productivity and everything it brings along.

What Is Productivity?

Productivity can be defined differently depending on our reference point (economic, workforce, personal, etc.). Since the focus of this article is to show how coaching can improve productivity in the workplace, we’ll be talking about personal productivity.

In a nutshell, personal productivity describes how much an individual can accomplish in a day, be it in their personal life or at work. However, productivity does not refer to quantity alone; it also takes quality of the work done into consideration. Why so? Well, you can mark 20 tasks done, but if most of them have to be edited or redone, then you’re not really being productive, are you?

One way to ensure employees are productive rather than just busy is to hire a professional coach who can work with both employees and the management. In case this is not possible for a company at the moment, there are many aspects of coaching that can be done by managers or other employees who are not coaches that can help increase productivity in the workplace.

Before we get into the benefits of productivity coaching, let’s briefly define a few additional concepts.

What Is Productivity Coaching?

Productivity coaching is the process of helping you manage your time efficiently so you can increase productivity on the activities that achieve the biggest results.

Mark Pettit

In addition, productivity coaching helps you gain clarity on your goals. It also helps you learn to prioritize better while getting continuous support from your productivity coach. Finally, if done correctly, productivity coaching will help you feel less stressed and overwhelmed, thus enabling you to work more effectively.

What does a Productivity Coach Do?

First of all, productivity coaches, just like any other coach, provide support on various levels: emotional, mental, and sometimes physical (some coaches incorporate fitness training or workouts as part of their service). Your productivity coach will be there to hear you out and approach whatever is bugging you with an open mind. 

Additionally, a productivity coach will help you identify areas of improvement and bottlenecks that are steering you away from your goals. What is more, the coach will help you set clear goals and create an activity plan to tackle the obstacles and improve your performance and therefore, your productivity as well.

How does Productivity Increase?

If we define productivity as how much an individual can get done in a day, then we can freely say that productivity is strongly tied to focus. Therefore, in order to be more productive, you need to be able to focus better. 

There are many activities you can do to improve your focus, but they all revolve around eliminating obstacles and organizing your time so that you can do the most important things during the periods of your highest focus. In other words, you need to determine when you’re least likely to get distracted, then eliminate all potential distractions and get down to work – this is when you’ll be most productive.

Of course, this is easier said than done, especially when we talk about a workplace. Despite many changes in the workplace, many of us still have working hours that don’t always overlap with our personal focus period. So, what can you do then?

Simple: adjust and experiment. Once you know your patterns, work with your coach or manager to help you adjust your habits to your work environment. Then, give it a try and observe. As you go along, change anything that doesn’t work and find better alternatives.

In addition to focus, your productivity levels will depend on your emotional, physical and mental state. For example, if you feel tired or are not in a good mood, it is very likely that your productivity levels will be lower. Of course, there are ways to deal with all these, but a general rule of thumb is to be aware of what’s going on with your mind and body and act accordingly. If you insist on working hard even when you’re tired or your mind wanders often, you’re just being busy, not very productive.

How Coaching Can Improve Employee Productivity

There are many ways coaching can be used to improve productivity in the workplace. I have chosen the 6 steps listed below because they can be done not only by a professional coach, but a team leader or a manager as well. As I’ve mentioned already, working with a professional coach will be more effective and efficient, but if your company is not in a situation to do that just yet, the management team can easily use the steps below to help employees increase their productivity.

Ask Questions to Find Solutions

Yes, I know, we all have limited time and can’t always wait for employees to come up with their own solutions to problems. Sometimes, it’s just easier to tell them what the solution is. Agreed. BUT… in the long run, it is always better to help employees find their own solutions and alternatives while teaching them how to do it in the most efficient way possible.

If you’re helping a person solve a problem, ask a lot of questions that will guide them to come up with their own alternatives. For example, instead of giving your own solution, start by asking something along the lines of “How do you think we could approach this problem?”, “What do you think might be a good way to tackle this problem?”. 

And then, if you get an idea, probe for more. For example, “That’s great! What else comes to mind?” or “OK, anything else you’d like to try?”. The more alternatives you get, the more enthusiastic the employee will be to get started and start testing. 

Finally, work with the person on outlining the pros and cons of the proposed solution and help the person choose a solution to start with. Remember, you shouldn’t be the one to propose and/or choose the solution. You’re there to guide and offer support.

Also, make sure to praise the employee on the work well done. Praise is a strong motivator for productivity and you’d be surprised how much output a few nice words can generate.

Give Regular Feedback

If you’ve read any of my other articles, you’ll know by now that I talk about feedback a lot. And with a good reason.

Positive feedback strengthens performance. People will naturally go the extra mile when they feel recognized and appreciated.

Daniel Nilsson

Long story short: when feedback is given in the right way and consistently, the employees will be more likely to be more productive. In case you’d like to learn more about constructive feedback, feel free to read my article on 4 rules to make your feedback count. 

Keep Employees Accountable

Once you create an activity plan or set goals with your employees, make sure to keep them accountable for the work they’ve signed up for. Schedule regular check-ins with your employees to track progress and talk about potential obstacles or issues that need to be addressed. Also, remember to set up a one-on-one to talk about these goals/tasks and their progress. 

Please, note that all accountability check-ins and meetings should be scheduled separately from your regular one-on-ones because they’re designed to follow up on a particular plan or an agreement you had with the person.

Keeping people accountable will motivate them to be more productive and get more done. Most people don’t enjoy letting others down, so if they’ve committed to completing a task and/or reaching a goal, with regular check-ins and accountability, they’ll be more likely to follow through, thus increasing their productivity the right way.

Help Employees Prioritize

People are more likely to get things done if they know exactly what they’re doing and why they’re doing it in the first place. So, when assigning tasks to your employees, make sure to set clear expectations and give clear instructions. Clarity is very important in order for employees to be able to complete their tasks. 

Once that’s out of the way, work with the employees on the importance of each task or a goal. Not everything needs or can be done right here and right now. This is where coaching comes in. The coach can work with the management team on setting goals if needed so that enough clarity is provided from the very beginning. Then the coach will work with employees on how to organize their time in the best way possible to complete the most important tasks at their peak productivity time. 

Often, just by asking questions about a certain task, the coach helps an employee get organized. These questions cover the scope of the task, how it relates to other tasks, obstacles that need to be tackled and who might need to help in order to complete the given task.

Sometimes, just by seeing the whole scope outlined, the employee is able to organize better, prioritize and focus on the right things at the right time.

Reduce Stress and Overwhelm

When you adopt less stressful ways of thinking about work, you can be more productive and efficient with your time.

Mark Pettit

As mentioned earlier, one of the benefits of working with a productivity coach is gaining clarity and improving employees’ organizational skills. This alone helps reduce stress and the feeling of being overwhelmed. The more stressed and/or overwhelmed an employee is, the less productive he or she will be. 

Ideally, the coach will help eliminate stress from the employee’s daily routine. However, even if they manage to just reduce it to the amount that’s not impeding their productivity, it’s a step in the right direction.

Provide Learning Opportunities

Working with a productivity coach enables employees to detect their weaknesses and areas that need improvement. This is a great starting point for the company to be able to create appropriate learning plans for employees to improve and grow. If the company knows exactly what to focus on, it saves time and money on learning plans. Also, it provides the most tailored opportunities for its employees to develop and improve their skills. 

Knowing that the company cares for them and their professional development increases employee engagement, loyalty and productivity. Remember, when people feel genuinely appreciated, they tend to give back more than expected.

3 Signs That Your Employees May Need a Productivity Coach

As you go through these, please keep in mind that these signs need to be somewhat consistent over a period of time. If any of these happen once in a while, it might just mean that your employee is struggling with something else that is affecting his or her performance. So, the first thing you should do is talk to the person. Now, if this is something consistent or both of you agree that a coach might help, then you know what to do next.

They Keep Missing Deadlines

Missing deadlines is usually connected to poor time management skills. Employees underestimate the time needed to complete a task or their time available to do the task required. A productivity coach can help identify the cause of this misplaced sense of time and help the employee improve in this area.

They Are Constantly Tired

This is typically a sign that the employee has too much on his or her plate. The reason for that can be poor organizational skills or not enough time off. A productivity coach can help employees learn to take breaks, not pile things up and start approaching work without stress and anxiety.

Lack of Focus

If an employee is finding it difficult to focus on one task at a time or stay focused enough to complete a task at hand, they may be in need of a productivity coach. The coach will help them get back the focus needed to complete their daily workload without creating additional stress and frustration.

Remember to Follow Up

Coaching is not a quick fix. It is important to constantly continue to coach and be engaged in the employee. The work never stops

Daniel Nilsson

Try to create routines that will help your employees improve continuously. Ultimately, you’ll want them to continue working in these routines even without your help. However, that does not mean that once employees are good on their own, you should just forget about them. As Mr. Nilsson would say, the work never stops. 

A simple way to do it is to have a quarterly meeting with your team members and check in on them once you’re not doing it on a more regular basis. This will tell them that you still care. And remember, when people feel looked after, they will want to return the favor and keep the relationship balanced.

If you need help getting your team to the next level, schedule a free consultation with me and let’s talk about it.

The post How Can Coaching Improve Productivity in the Workplace? appeared first on Snowation.

Just like sport teams, business teams need coaches to help them grow and succeed as well. It seems like nowadays, more and more companies are opening up to coaching practices. They started realizing the potential of coaching and its importance when it comes to performance, growth and development. In this article, I’ll be exploring the connection between coaching and employee performance. We’ll look at what performance coaching is and why it should be done. Also, I’ll list several benefits of coaching for performance which help create stronger individuals and teams and ultimately help you drive your business forward.

What Is Coaching for Performance?

Coaching for performance is a coaching method used to identify areas of improvement when it comes to employee performance. However, not only does it identify gaps, but it also creates a learning and growth plan in order to close those gaps in employee performance.

This process involves open communication, encouraging and acknowledging good behavior and getting employees back on track. It also involves challenging team members to encourage growth and learning and holding them accountable for setting and achieving their goals.

Who Can Coach for Performance?

Some companies have internal coaches who have been trained to do this job. Nevertheless, a company can hire an external coach to improve employee performance as well. Finally, if you’re not in a position to work with a professional coach, any team leader can do this as well. All that’s needed is a bit of training in order for the leader to understand how effective coaching works and how to do it properly. 

For example, one of the most important things in coaching is creating a safe environment and building trust. So, if team members don’t trust a leader, the first step would be to change that situation. Otherwise, having such a person coach others could be detrimental to the business.

What Is the Purpose of Coaching in the Workplace?

One of the reasons you may want to introduce coaching in the workplace is to improve employee performance. As we’ll see further in the text, there are many aspects that coaches cover when they’re coaching for performance as many factors influence the results an employee presents during his or her working hours. 

In addition to performance, coaching is used in the workplace to create stronger bonds between teams, help team members resolve issues when it comes to communication, teamwork, personal and professional growth, etc. Finally, it gives employees a better understanding of how their growth fits into the company growth. In return, that clarity enables them to become more effective and efficient contributors in the workplace.

How Can Coaching Improve Performance?

As mentioned above, coaching for performance incorporates many aspects of one’s professional life. The areas listed below are just a few, but there are many others that can be included in the list. 

Personally, I believe that the greatest advantage of coaching for performance is the clarity it gives employees when it comes to their place in the organization. That alone enables employees to better define their goals, motivates them to contribute more and be more effective, thus turning workers into leaders and advocates of change. According to Forbes:

68% of workers say training and development is the most important workplace policy.

Ed Ross

With that in mind, let’s take a look at how coaching helps improve employee performance.

Creates Self-Awareness

A performance coach drives self-awareness among team members by providing feedback on behaviors, practices, and the results they produce. The insights and opportunities for improvement can help employees understand how to better achieve their goals.

CMOE

With time, employees will learn how to check on their practices and results on their own. They will be able to assess whether their processes are contributing to the company goals or not (and if not, how to change them). Additionally, through their experience with the coach, they will learn how to provide feedback for their team members as well, thus developing a skill they will benefit from in the long run (more on feedback later in the text). 

What’s important here is that the coach demonstrates self-awareness as well. By sharing examples from experience (either personal or from working with others), the coach is demonstrating the process itself, which can later be mirrored by team members. Finally, by asking for feedback on his or her own coaching practice, the coach shows the team what self-awareness looks like in practice.

Develops Problem-Solving Skills

Working with a coach means answering a lot of questions. Coaches share their experiences and offer feedback, but usually, coaches are there to observe, listen and ask questions whereas the coachee is the one coming up with answers. This leans back onto the self-awareness part mentioned above: we will remember things we’re told, but we’ll definitely stop and think about things we figured out on our own. 

As employees work with a coach, they learn how to detect and define problems. Yet, more importantly, they learn how to approach the problem in order to solve it. Developing problem-solving skills and critical thinking will benefit not only the employee but the company as well because the culture of problem solving (and not problem searching) is the one that goes above and beyond.

Improves Feedback and Open Communication

86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures.

Todd Kunsman

I have met so many people who claim to know how to give and receive feedback, but in practice it turned out to be the complete opposite. Even though it is not rocket science, knowing how to give and receive feedback is a form of art: there are patterns to be followed and it requires practice. Of course, as with any other skill, the more you do it, the easier it becomes.

When leaders and managers take the time to sit down with employees and talk openly with them, it builds trust. Building trust with employees makes them feel more comfortable to share their honest thoughts or opinions.

Unboxed

Working with a coach gives employees ample opportunities to give and receive feedback. In order to set the right goals, employees will have to be forthcoming with their interests, which direction they’d like to take when it comes to professional development, etc. 

Furthermore, being comfortable to speak up enables employees to share their pain points, ideas and suggestions and makes them more involved and interested in the company’s growth. Developing such a culture takes time, but you can always start with one person at a time.

Helps Reach More Goals

Coaches love setting goals, at least I do. It is such a powerful motivation for people because it gives them a direction, something to look forward to. In addition, the point of improving employee performance is to be able to produce better results (among other things). Now, how can a coach help?

Easy. The first step in the coaching process is to set goals. In case an employee doesn’t know how to set goals or doesn’t set goals in the right way, the coach is there to help. Through the coaching process, an employee can learn how to ask the right questions and what to consider to set more meaningful goals that align with the company’s goals and direction.

Then, the coach is there to hold employees accountable for their actions in order to achieve those goals. This helps employees stay on point and on the right track. What is more, it helps reduce procrastination, thus leading to achieving goals more effectively and efficiently.

Increases Employee Engagement

Employees who know that they’re taken care of are more likely to invest themselves into work. Regular one-on-ones encourage employees to take action and participate in building the company. Employees tend to take a more active role in the workplace if they know that their efforts are being acknowledged and appreciated. And what better way to show employees that you care about them than to help them work on their personal and professional development.

Enhances Ability to Coach Others

Through challenges and learning experiences that the coaching process offers, employees tend to change their perspective. As they work on their own improvement, many realize the benefits of coaching and are more willing to share that knowledge. Furthermore, they’re more willing to use the newly gained skills to help others grow. Having a positive experience with coaching can go a long way and have incredible positive effects on the overall growth of both employees and the employer.

Only when you can teach, do you really understand something. Being willing to set time aside to teach is such a blessing and a step in the right direction for any company planning to scale and grow.

What’s Next?

If you haven’t already, I’d highly recommend setting up a coaching practice in your company. As I already mentioned, you don’t have to have a professional coach to do it, but for maximum effect, I’d encourage you to give a chance to someone who’s got the knowledge and experience to help you and your team move in the right direction.

If you’re not sure whether this would be the right approach for you and/or your company, you can start small: get a personal coach and test it for yourself. This will help you gain insight in the process and experience it on your own before deciding whether it is a good fit for your company.

Either way, give it a go. With a good coach, an impartial person you feel comfortable with and can trust, you can do incredible things. Still not sure? Well, you won’t know until you try.

The post How Can Coaching Improve Performance in the Workplace? appeared first on Snowation.

A study done in the US showed that people are 65% more likely to reach their goals if they’ve committed to someone that they will do it and 95% more likely to accomplish their goals if they have a specific accountability appointment with the person they’ve committed to. Not sure about you, but I think those are pretty high numbers to just pass the opportunity.

What Is Business Accountability Coaching?

As the CEO, the only person to hold you accountable is you. And whether you are struggling with your new-found freedom, using ineffective productivity habits, or expecting too much from yourself, business accountability coaching can provide a layer of responsibility with a side of actionable strategy to get you unstuck.

Windy Lawson

I feel like this quote sums it up quite nicely. Having an accountability coach means that you have someone you’ve committed to when it comes to your goals, plans, etc. You’re the one who dictates the content, but the coach is the one who helps you get where you want to go by checking in, encouraging, and motivating you to follow through. The coach holds you accountable to your actions so that you and your business keep moving forward.

What are the Benefits of Accountability Coaching for Business Owners?

Having worked with several business owners so far, I can freely say that the biggest benefit really is having an additional pair of eyes and ears for your business ideas and plans. Of course, you can talk to your coworkers, family or friends about your business growth, but not all of them can be objective and they definitely don’t have the tools an accountability coach does to help you move forward.

Here are some benefits of accountability coaching for startup founders and small business owners that I find most useful. However, there are many more that we could add to the list.

Identify Problem Areas

An accountability coach helps you identify problem areas in your business. When you start working with an accountability coach, they look at your business with you: strengths, weaknesses, areas for improvement and opportunities for growth. The coach helps you analyze your business and identify which areas need immediate attention and where change would be most beneficial. In addition, they know when and what questions to ask to get the most out of you and the situation at hand.

Set and Achieve Goals

One of the first things you’ll do with your accountability coach is to set goals. They can help you set clear and measurable goals and then nudge you in the right direction to reach those goals. The benefit of working with a coach on your goals is that they’ve done it so many times already with different clients so they can provide a unique perspective which may turn out to be very beneficial.

Avoid Procrastination

Running a business is not a piece of cake. It takes a lot of time, energy and effort to keep things going. More often than not, business owners are juggling much more than what they truly can do. This can be overwhelming and lead you to postpone some activities because you just don’t know what to start with. An accountability coach will help you avoid procrastination or reduce it to a minimum. That means that you’ll be able to check items off your list and add new tasks to your schedule without feeling overwhelmed and stressed out.

Delegate Appropriately

This benefit is connected to procrastination as is the one to come. Many business owners started out as solopreneurs so you got used to doing it all by yourself. Yet, the more your business grows and the more people get on board, the more you’ll be able to assign tasks related to their job descriptions and focus on the tasks that are most important for you. 

Sadly, many founders and CEOs don’t learn to delegate soon enough and they end up micromanaging their teams, thus adding more tasks to their to-do lists and preventing the team members from learning and growing. If you want to get better at delegating tasks, check out the article I’ve written on how to delegate tasks effectively.

So, how can an accountability coach help with delegating tasks? It’s very easy, really. As you set goals and make action plans with your coach for both yourself and your business, you’ll talk about prioritizing tasks. During this process, the coach will ask questions and guide you to assign the tasks to yourself that you’d provide most value to; everything else will have to be delegated. The longer you work with the coach, the easier it will be and you’ll start doing this on your own soon enough.

Manage Your Time Well

As I’ve already mentioned, time management is closely related to procrastination and delegation. Managing your time well means that you’re establishing a good balance between various activities and don’t feel overwhelmed or stressed out. An accountability coach tracks your progress continuously and that alone requires you to complete your tasks on time. Since you’re accountable to someone for something, you’re more likely to get things done, thus learning to manage your time better to do it all in due time.

Get Clarity and Direction

An accountability coach works with you on all aspects of your business. S/he looks at the bigger picture and helps you stay focused on goals and tasks that matter the most and provide the most value to your business.

An accountability coach helps identify the most important short, medium, and long term goals; where and how much energy and focus to apply to get you in the important space of traction and momentum.

Jatinder Palaha

Develop Your Skills

Finally, an accountability coach not only helps you grow and scale your business but also grow and improve your own skills. We have already mentioned some of them in this article when talking about the benefits of coaching but there are many more skills that you will develop as you work with your coach.

Last but not least, just having a familiar face, someone to talk to that’s not family or friends, a soundboard to your ideas is of great importance and helps you as a business owner. You get all this and more from an accountability coach.

Ready to Try It Out?

Now that you know that you don’t have to do it all alone, take some time and think about how beneficial working with an accountability coach would be for you. Please, keep in mind that you can always start with an accountability partner, but if you want someone with tools, techniques and experience in working with CEOs, founders and business owners, I’d highly recommend hiring an accountability coach. 

If you have any questions about how to find an accountability coach and what to look for in a coach, you can check my article on all you need to know about accountability coaching. Or, you can always schedule a chat with me and I’ll be happy to provide more information. 

Good luck and have fun scaling your business and improving your own skills along the way.

The post 7 Benefits of Accountability Coaching for Startup Founders and Small Business Owners appeared first on Snowation.