If you've ever been camping, you've probably heard the occasional annoying buzz of a mosquito. Once when I was camping, though, I was swarmed by more mosquitoes than I had ever seen in my life and that cluster of tiny, biting bugs made me run in the other direction! That idea of clustering is something I want to talk about today. 

No matter what kind of coaching you do, part of your job is to equip and empower your clients to make changes in their lives. In fact, there's a good chance that many of your clients have hired you to help guide them into and through changes. If you've found that some changes are particularly challenging for a client, one reason may be that the components of the change aren't enough. So you will need to introduce the concept of clustering.

Let's say that you have a client who needs your help with managing their time and eliminating procrastination. A typical response might be to start them with a time log and then to analyze that time log. That might be enough for some clients. But that's just one component of the change. Some clients need more. Some clients need to have a cluster of components occurring at once in order to help them make the change. For example, the time management client might need that time log, PLUS a timer that dings on the hour, PLUS a software tracking tool, PLUS an encouraging call every day, PLUS the guidance of a mentor, PLUS a daily review of why they are fighting procrastination. 

This cluster of change components can work together more effectively in a way that just one change component cannot. How can you use the idea of clustering with your clients?

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Recently, a friend of mine had to have "the talk" with his son. You know what talk I'm talking about. The Talk. Like many kids, the realization of "the birds and the bees" was alarming and apparently he walked around in a state of shock for a while afterwards.

If you're a business coach, you have a similar awkward job with your clients as you help them understand their business and how it is changing. Things may be really cooking for them as a successful start-up with two or three employees full of hubris… and all of a sudden they realize that they can't handle things the way they are and they need to make changes. They contact you to help them. You talk them through the process of adding staff, creating systems, and all that kind of stuff. It's just like a business version of The Talk: You need to explain how things are really done now that they are growing up.

One of the primary ways that your client's business is going to change is in its culture. Once, a couple of people – probably co-owners – sat around a table 24/7 brainstorming and selling. It was crazy and messy and fueled by coffee and convenience store snacks. Those may have been fun times and the owners will look back on those as fondly as we all reflect on our carefree childhoods. But as the business grows, things change: They can't simply add another half dozen employees and expect business to still take place in that one room 24/7. Non-owners, for example, will have different motivations. They'll want to go home in the evenings. They'll care when they get paid. They won't feel the same sense of ownership.

That is exactly what happened to Method, a cleaning products company that grew. In their early days, they were that fresh-faced aggressive business that was able to combine fun and work in a way that only entrepreneurs can. But then things evolve and they soon found themselves with a group of employees that couldn't be sustained by that culture.

I read about them in an article at BNET called "Taming the Type-A Culture Gone Wild". In the article, author Melanie Warner describes how free spirited and collaborative things were and how they changed as the business grew. Suddenly, the entrepreneurs found themselves needing to formalize a culture where once they let the culture be defined by the few people who worked there. 

The article reports that they successfully created five rules – "Collaborate", "Care", "Innovate", "Keep Method weird", and the odd-yet-humorous "What would MacGyver do?" – to help define the corporate culture.

The article in BNET was just about culture but if you're a business consultant, there's a good chance that your clients will need guidance in far more than cultural shifts. They'll need to be coached in successful hiring (and eventually, successfully firing), administration, vision-casting, and more. They may do these well now but these skills need to be formalized and that is where you come in. You need to walk them through what they need to do and you need to help them formalize and systematize various aspects that were once carefree. But it often starts with culture.

Are you ready to have "The Talk" with your clients?

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I’ve heard of this approach before but I recently read the manuscript of a book soon to be published that discussed this ‘thought’ and it reminded me of how powerful it is.

It’s the focus of energy. Negative vs. positive. It’s the theory that if we ask questions that evoke negative thoughts, we stir negative emotions and bring a person’s energy down. But, if we ask questions that evoke positive thoughts, we stir positive emotions and, therefore, positive energy.

Instead of asking “what’s wrong”, ask “what’s right” and work from there. This allows a person to think of good things which enhances their positive energy. Positive energy lends a hand to motivation.

Figure out how to fix a problem by focusing on what’s right, what’s working and how to build on the “what’s working” factor rather than wallow in a sea of how to fix “what’s wrong”.

“What’s wrong” can oftentimes feel way too overwhelming and it causes a person to look at all of the negatives rather than the positives. Think about it…negatives can be DOWNright draining!

Personally, if I think of “what’s wrong” I begin to develop a dreary list and feel like sinking right into my couch cushions as far as I can sink.

But when I think of “what’s right”, I feel a tinge of positive energy that reminds me of the blessings I do have and motivates me to chase “what’s right”.

So, the next time you or a client are working on a problem, tackle it by focusing on positive energy and “what’s right” rather than giving yourself reason to feel like crawling under a rock.

Instead of thinking “how can I fix what’s wrong”, think of “how can I expand on what’s right and what works”.

This book is ABSOLUTELY a MUST READ for everyone. Coaches, individuals, everyone. Individuals will find it enlightening and coaches may find several great approaches to helping clients tackle any aspect of their life.

It will expand greatly on the topic of “asking the right questions”…as a matter of fact, there’s a section dedicated to just that and it lays out “the 5 right questions”.

It’s not only a very motivational book but a great read. I don’t like boring books and this is certainly not one. There’s a great storyline to keep you interested while you learn many valuable life lessons and how to succeed in any aspect of your life.

You can get on the notification list at The Servant Soul and proceeds will go to a foundation that donates to those in need and performs “random acts of kindness”. It’s not only a fantastic book but a worthy cause.

I guarantee you will thoroughly enjoy this book and take much away from it. You must, must, must add this to your collection.

The author is amazing. I’ve known him a short time and I really can’t put into proper words how amazing he is.

Burke Hedges is one of those people who just brightens your day by speaking to you, even if it’s of nothing in particular. He generates such positive energy and I can see why he’s such a successful author and motivational speaker. If you want to check out some of his other stuff you can do so at Burke Hedges.

I believe that once you read it, you’ll find yourself recommending it to clients, family, friends and even perfect strangers! You’ll find this post in every category because it truly relates to everyone and every situation.

Coaches could create some positive plans for assisting clients based on the contents of the book.

Once the book is released and you’ve read it, please let me know what you think. I’m excited about its release and I think its timing couldn’t be more perfect considering the shape the world is in today.

Karen J. for Professional-Coaches.comSimilar Posts:

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While executive coaches are great for saving careers when they’re in a downslide, executive coaches are also for thriving businesses/careers – they help keep those businesses and careers thriving and growing.

Executive coaches can be, and are widely, used for leadership and development skills as well as goal-setting and accomplishment.

It can be hard to do everything you’re already doing and figure out how to sharpen and expand your skills on your own.  Not to mention, having additional accountability in reaching your goals.

An executive coach can help you find and reach your full potential.  They help you find your strengths and weaknesses and help you attack both ends of the spectrum.

Coaches don’t just “listen” per se, they actually vigorously participate in your growth.

Many successful businesses have an Executive Coach on their team.  Entrepreneurs and start-ups also team up with Executive Coaches.  They’re not just there for those in trouble; and, they might just be the reason some AREN’T in trouble!

What do they cost?  Costs vary and can range from $150/hr. to $350/hr.  Sound pricey?  Not really, when you look at the bottom line in the long run.  You get back what you put into your business and the return on investment can be huge.

We would love to hear from other Executive Coaches on this topic.  Who are your primary clients and what do they gain from your partnership?

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According to the ICF, the following are the core competencies of professional coaches:

• Setting the Foundation

• Co-Creating the Relationship

• Communicating Effectively

• Facilitating Learning and Results

Regardless of what type of coach you are, these core competencies ring true.  Without them, it would not be possible to support or guide clients toward an appropriate goal. But, do these competencies look the same in all types of coaching?  Are they applied the same by life coaches and executive coaches?  Or is it more about the individual coach rather than the type of coaching?  Every coach implements these competencies in one way or another, but depending on the coach, more focus may be given to one competency over another.

Members of the ICF are also listed in a directory on the website.  A potential client can enter in several pieces of qualifying information including geographic location and type of coaching desired, and then a list of ICF member coaches is displayed.

This added marketing benefit may be reason enough to join, the additional credentials notwithstanding.  For many potential clients, additional credentials can be a relief.  There has been some buzz over recent years regarding the regulation of the coaching industry.   As such, having additional credentials may put potential clients at ease.

They are in the process of updating and redesigning their website so we’ve found that a few of the links aren’t working but we’re sure they’ll be fixed once they get the kinks ironed out.

Lisa on behalf of Contemporary VA

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If the topic really interests you, I suggest you check out the article. It is not available to read on the magazine’s website, but subscriptions are inexpensive. For a one year subscription to the hard copy of the magazine, the cost is $39.95. If you wish to receive an electronic version, the cost is $19.95 for a one year subscription.  Of course, the longer you subscribe, the less you cost per year will be. The magazine releases issues quarterly.

Of course, whether to use individual, group, or team coaching is dependent entirely upon the type of coaching you do and the context. Each of the three types will be successful in any arena, if done properly.

There are coaches who prefer individual coaching regardless of the situation, and there are coaches who prefer the opposite.  It is best to take into consideration what may be best for the client, rather than what we personally prefer.

Either way, Choice Magazine is a good resource for coaches and worth taking a peek at.

Lisa on behalf of Contemporary VA

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No matter what the specialty, all coaches have clients with organizational or time management issues. This can be especially trying if you’re a new coach or if you are not particularly used to dealing with the issues. We can research methods, share our personal experiences with clients, and do any number of other things, but sometimes it takes something concrete, on paper, for a client to find it useful.

Someone recently shared with me an amazing resource, and I hope you’ll check it out. The site is a goldmine of resources, with articles, blog posts, and printable documents as well. The author is David Seah, who writes about “productivity and other methods of empowering ourselves.”

There are some amazing resources in Seah’s Printable CEO Series. The resources in this series would be perfect to give to clients with issues or concerns over time management and organization.

Take a look at the series and decide for yourself if it’s worth passing on to clients. As with many resources, it may not be perfect for every client, but it will likely be just right for others.

Lisa on behalf of Contemporary VA

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