Performance, Transformed
“...The content you are pushing out is really impressive. This is really admirable. There are people like me, years behind you, that you are inspiring whether you know it or not.”
More and more articles and publications are referencing Mindsets and how they impact business performance. Carol Dweck, Stanford University Professor, is credited with the research on mindsets. In her book, Mindsets: The New Psychology of Success, she shares her findings about how are mindsets can have a strong impact on our business results.
Read MoreRecently I was hired to do a video interview on Creativity and Innovation for Teams with MindEdge, a Boston-based online corporate learning company. As I prepared for the interview, I reflected on where I have achieved success with my clients and past employers when it comes to creativity and innovation.
Read MoreI recently led a workshop on Neuro Coaching and Behavior Change within your Organization for the Central Massachusetts Association for Talent Development (ATD) at Clark University. Participation was strong, with great discussion and questions about using compassion and compliance coaching approaches in their organizations.
Read MoreI read a lot about Coaching and Behavior Change books as an ICF Certified Executive Coach to keep my skills and approach sharp. Whether you are a long-time practicing Coach or simply want to develop coaching skills as a leader of people or HR professional, I highly recommend the follow books.
Read MoreTen years ago I read the book Smart Women Finish Rich, by David Bach. He has a revised version coming out on September 18, 2018. Ideas presented in the book are appropriate for both men and women. Initially I picked up this book to learn about finances and money in my 20’s; however, I used concepts from the book to design a spreadsheet template for setting goals and planning how I want to live my life, professionally and personally.
Read MoreThe start of the New Year is a great time to look at your own development plan and goals! As a lifelong learner, professional in the Learning and coaching fields, and an entrepreneur, I have found it to be critical to invest both time and money into my continued development and learning. When it comes to keeping engaged and your skills sharp, finding ways to think about what and how you want to learn next is important. Each New Year's Day I write myself a personal development plan.
Read MoreWhen I moved back to New England from the Midwest in 2011, I quickly noticed that one resource missing was a professional association to build connections and learn from those in my field of Organization Development and Learning. Having spent almost a decade in Wisconsin, I was a member of a few professional associations. Learning and connections with these groups were pivotal in helping me to find new positions, learn new approaches, and really feel like I had a community!
Read MoreWhen clients request career coaching, I often start by asking them about their connections. Some people have a well-developed network through their company, friends, professional associations, community service, Boards of Directors, sports, or hobbies. Other people have not spent much time developing these networks. A lot of people hate networking, so instead I position it as connecting: a way to build real relationships and friendships, that in time will grow stronger. Currently, most jobs in the U.S. are gained by referrals - who you know. Referrals for jobs are one of the most common ways companies find potential candidates to fill positions.
Read MoreCareer coaching is a resource that people can use throughout the chapters of their professional life. Whether you are looking for your very first job or are a CEO looking to retire and start that next chapter in your life, my clients have received a lot of value from career and transition coaching.
Read MoreSince re-branding my company, Sarah Scala Consulting, a few months ago, I realized that I am using a lot of technology and systems to support the business! I began to feel overwhelmed with managing the day-to-day operations and all the marketing systems. Through conversations with my SCORE mentors, a spreadsheet was created showing the current-state and future-state of the systems. This analysis also included the frequency of use.
Read MoreCan you give me some tips on starting a small business? I am asked this question weekly from people who are curious about entrepreneurship. Some have a defined business strategy, and are simply looking for tips.
Read MoreWith clients in 9 US States and 4 countries, I travel some of the time. Striving for continuous learning, I often listen to podcasts and audio books, and watch vlogs that provide solutions, strategies, and motivation for running my small business, Sarah Scala Consulting. Here are 5 business Podcasts and Vlogs that I am currently listening to and recommend for entrepreneurs and business leaders.
Read MoreMentor Programs with some formality can provide great benefits to the organization and its people. I have designed mentor programs to reduce turnover, strengthen cultural immersion for new hires, develop high potential leaders and talent, as well as a development tool in succession planning.
Read MoreMentor programs are typically designed through formal or informal means. Informal mentoring can happen throughout various levels within an organization. The benefits of a less formal program are that they are often organic and happen throughout the organization without needed staff resources. They are flexible and can be started or ended easily. If the mentor and mentee are not the right fit, it is simple to stop the guidance. These programs are very simple, and add huge value to the business!
Read MoreMentoring is defined as a strategic approach to developing a person by partnering them with a more experienced person to teach, coach, council, sponsor, and encourage. Peer mentor programs are unique in that they often lack structure, defined length, or formal training. I currently have four peer mentors that I rely on to give me feedback and to help me move through challenges, learn, and grow.
Read MoreFIRO-B stands for Fundamental Interpersonal Relations Orientation - Behavior. The FIRO-B assessment was created in the 1950’s by Will Schulz to predict how members of the military would interact. Learning about needs has been important for intact or cross-function teams because it helps members to understand what each member of the team personally needs. The assessment measures Wanted and Expressed Inclusion, Control, and Affection. It is helpful to be aware of your own needs and the needs of your team members in order to successfully collaborate.
Succession development is a key part of the succession process. Designing a 2-5 year development plan for those who have been identified as high performers with high potential (High potentials (Hi-Po)) has been very helpful for my clients and their organizations.
Read MoreI look at succession in two stages; succession planning and succession development. This blog will focus on the planning part. Succession planning is a process of identifying current and future leaders of your organization. This is sometimes done using a 9-Box Grid or performance and talent management software. The purpose of succession planning is to ensure that organizations have identified potential future leaders and take a look at what gaps or skills need to be developed to prepare these future leaders to step into a higher or a different level role.
Read More
