Leadership Coaching

If you want to see...

• people across your organisation focused on what truly drives business success in all areas
• employees taking initiative, reaching higher doing more
• your organisation performing at levels you now think impossible

...look to the leaders.

Many business leaders do a lot of telling. They list goals. Give pep talks. Provide training. Yet people do not always follow direction - even clear sensible direction. If they did everyone would always work safely, eat nutritious food, "put the customer first" and "focus on quality".

What people will do, as a matter of habit, is what brings them positive experience. For example, you might try a restaurant based on the suggestion of a friend, but positive experiences make certain restaurants your favourites. In the same way people largely decide for themselves where to focus their energies at work, and when to perform beyond stated expectations.

So if you want people to energetically to do more of the things that matter most, you need leaders that do more than tell. You need leaders who build safe profitable habits.

The SafetyWorks Group is an accredited provider of ADI Precision Leadership® training and coaching in the Asia Pacific region. Go to www.aubreydaniels.com for more details or contact Kerry Walker or Liz Nicol.

The Precision Leadership® Process

SWG's Precision Leadership® (PL) process is based on the science of Applied Behaviour Analysis and focuses on the positive approach to systematically change the way people work. PL, when implemented effectively, inevitably results in measurable and meaningful business achievements and an improved and more productive work environment.

Transferring PL skills and system management to an organization's internal performance managers - an essential for ongoing success-requires both training and follow-up coaching from an SWG professional. PL training and coaching includes:

The ABC Model: An analysis technique for connecting behaviour with consequences and using that knowledge to maximize and reinforce desired behaviour.

Pinpointing Results & Behaviours: The difficult art of identifying and specifically describing results and the behaviors required to attain those results.

Measurement: How to develop fair and accurate measures of desired behaviours and outcomes and how to make measurement an enjoyable, even reinforcing event.

Feedback: The specific and frequent sharing of performance data that leads and encourages employees to improve.

Reinforcement: Combining all of the tools of PL to determine when and how to recognize and reinforce improvement and achievement to attain and sustain discretionary effort.

Monitor/Evaluate: Continued monitoring of results and behaviours to evaluate progress, or lack thereof, to troubleshoot the process.