Personal Efficiency

We live in a fast, changing world; we are constantly introduced to innovations that have a great influence on our self-management, time management, language, style of clothing, and our relationships. Change is the most constant part of today's reality. Our life style changes, our standard of living changes, our values change and WE CHANGE.What does the program on increase of personal efficiency, key persons' productivity (top managers) include?
The program for increasing personal efficiency, key employee productivity works on two top subjects:

Knowing thyself, a process of self discovery where the top manager will learn about what works or doesn't work for him/her. The top manager will learn how his/her personal system works, how to manage it and how to benefit the most from their personality. By studying himself/herself, he/she will be more aware and know to study the surrounding employees. The top manager will know how a personal operating system can be stretched, developed, changed, managed to maximize personal and managerial/ leadership performance.
After acquiring self-knowledge, the manager will acquire a soft skill/ people oriented tool box. He/she will learn to listen effectively, ask powerful questions and inspire employees to work harder, perform better, deliver more and exceed their bottom lines. The subordinates will do it with enthusiasm and joy, because they will feel acknowledged, empowered, recognized contributors that are well respected. There will be an open creative dialogue between the top manager and the employee, a sense of partnership. There will be recognition that the human side of the business produces business, and the collective genius produces the competitive edge. They will be coached to develop themselves to their full potential, professionally and personally. They will therefore be able to translate that diversity, into an effective tool of management; which will transform potential into achievements, overcome personal limitations, increase effective time management, planning, prioritizing, and effective communications, and leverage the business to profitable results.

Why do each executives wish to work with personal coach? And what is coaching for development of Leader potential and why do they hire a coach?
The executives I work with are realizing that they need my expertise as their partner in the process of managing in today's' reality, when not only change is a constant reality, but the personalities of the new workforce need a non-conventional reference. For example the gaps between generations Y and X that respond differently to traditional management styles. The Y generation grew up questioning everything as well as their parents, and now their bosses; they are inquisitive, challenging and non- conformist, which can be great for research and development, but aggravating to an X generation manager who says: " Do it this way, and do it now". Working with a personal coach enables to narrow the gap and to work with that diversity effectively. Executives usually feel very lonely at the top, especially when there is a board of directors over their heads. A trusted, devoted coach helps. A Coach will be always the sounding board as well as an authentic echo to his/her client. As a Coach I employ an open dialogue and leadership strategies with my executive clients. Among the issues we practice, some of them are:
Authentic communication; acknowledging mistakes; diversity of peoples' styles and opinions; transparency and clarity; strategic risk-taking; making others great – people development; conflict resolutions; delegating; developing leadership style management, strategic thinking and acting; moving from micro-management to macro-management or vice versa; career development; self branding in an organization as well as Work Life Balance,

Why the interest to coaching is growing up?
As I stated above, today organizations must respond quickly, be innovative, have a competitive edge, and keep up with constant change. All this requires increased awareness of flexibility and adaptability. All this increases the recognition and interest of the value coaches can bring to an organization and to the individual in it. Coaching is a results-oriented practice, and works very well for people that like to be challenged into self and career development; for people that want to see immediate results on their investment and yet have someone to remind them that they have a life outside of their careers. A good coach can create exceptional personal and business transformations. We need to remember that nothing is achieved alone, a coach with the interest of his/her client in mind, creates incredible power and strength for the client.

Factors on which efficiency of coaching depends?
The efficiency of coaching depends very much on the client as well as the coach. The client must want it, wish it, and be open to listen and accept innovative ideas; be brave enough to listen to the truth, or to the mirroring of his/her image back to him/her. The client must recognize the need for change and development. The coach needs to understand the organizational environment (DNA) in which the client operates, and be sensitive in recognizing his/her client's personal operating system. The coach needs to be brave to state the truth and mirror authentically to the client.

A professional coach will do it effectively and productively as well as create a safe environment for the client to grow in and develop. The process should be creative, joyful and fun.

Who are the Clients?
The above usually describes the profile of the coaching client as well. High achievers; curious; ambitious; brave and hungry for change – growth and development. These are clients that have a great career vision for themselves, and they know that in order to reach their goals, they need a partner to challenge them as well as cheer for them along the way.

What practical exercises do you offer to your clients?
Most of the exercises are around real live case studies that they bring to the session, so that they can immediately apply new tools and experiment with them. The fast results and proof of efficiency encourage them to be more consistent. One of the practical exercises is moving them to an 80% listening and 20% talking exercise; with this exercise they discover the power of effective listening and the power of being present within silence. It is an extremely difficult exercise for those who wish to move from MIcromanagement to MAcromanagment.

What can you advise to those who wish to raise personal efficiency daily?
One of the exercises for those who wish to raise their personal efficiency on daily basis I would advise to create a "To Do List" that is divided into 3 sections.
1. Must Do.
2. Need Do.
3. Want Do.

Prioritize the list according to these three divisions, start with the Must such as: pay bills, reply emails/ phone calls, buy printing paper etc.
Need section satisfies personal and career needs such as : corresponding with a potential client, getting a price quotation from a new supplier, going for lunch, exercising, setting an agenda for the next meeting, getting a medical checkup ,etc. The Want list will include tasks like: buying flowers, sending a birthday card, checking financial performance, expanding knowledge, getting a coach.

What is the most simple way of effective work, whether it is possible to have time to make some affairs simultaneously and well?
It is not always possible to carry out some affairs simultaneously, it very much depends on our personal operating system. Multi-tasking is a capability that usually is well demonstrated by women. Lately we have discovered that many managers and executives suffer from ADD – Attention Deficit Disorder, which means that organically they cannot do multi-tasking. They are very skillful and creative executives and their personal operating system works task by task; they do their work fantastically well, but in their personal fashion and not simultaneously; usually they delegate their tasks to their employees, which enables them to express their business and entrepreneurial skills, in which they excel.

Coaching for women: is there such a program? How quality of woman's emotional life influences all aspects of her activity?
I believe that the coaching program for women, very much depends on where these women are in their careers and their life achievements, as well as the cultural environment of the organization they work for.
Women as well as men need fellowship, camaraderie and understanding in the workplace. I believe that connective purpose motivates men and women in a goal-orientated organization. The diversity of genders is beneficial to the connective purpose and collective know-how. In order to create these conditions, women need to feel psychologically safe in the organizational environment. The stereotypical masculinity, such as: I am brave, I am tough, I am strong etc., gives way to: enabling, caring, listening and thoughtfulness.

How to build relations with hard subordinates, both with men, and with women?
Building relationships with subordinates is an art, and it demands seeing each individual, recognizing him/her for their personal value to the organization, listening to them and validating their self -image. As I have pointed out in this article, all of these traits, if adopted and learned, will create the relationship with both male and female employees and even the hard ones that might be more resistant to change.

In summery, I would like to conclude that efficiency is the indirect result of the organizational culture; fundamental trust and respect; seeing employee development as an investment not as an expense.
Remember, you will always get that to which you give more attention and rewards. If you develop a trustful "Feedback Mechanism", you will be on top of efficiency performance and fully involved.

I live in Israel and coach globally, as a pioneer in coaching, with students and clients from all five continents, I witness the spreading of coaching in Israel just as in other parts of the world; penetrating global and local organizations. As organizations are run by people, the main issues don't differ all over the globe: people, are people, are people and, at the end of the day they all have common needs and wants, and that is the beauty of the human resource in the whole world, we all are ONE.

Sara Arbel, Master Certified Coach,