Skip to Content

Kerstin Höghielm's Blog

The reasons for conflicts at work
2011-02-28 11:12
Have you ever thought about what the reasons are when conflicts arise at work? It is on major reason: LACK OF COMMUNICATION AND COLLABORATION. Who is responsible for no collaboration? Well only one answer: THE LEADER OF THE GROUP. 1.Never take an attack from somebody personal 2.Ask a question back to the attacker - so that you are sure you got it right and have understod the problem 3.Ask for a permision, in a polite way, if the person could just wait for you when you think it over Keep calm!
To turn a bad experience at work into a good
2011-02-26 09:46
So many of us have been involved against our will, in fights at work, a dominering leader running over people and colleagues who are frustrated over their situation. I call them attackers and offenders. If you practice a bit you can avoid conflicts and fights. Or at least not to take it personally. I will give you some advice : 1.Get yourself out of the conflict as soon as possible. Never answer a critic! Just say calm, It is interesting. Let me get back to you 2. Ask questions - when you are beeing offended. "What are you thinking of when you say ,,,,etc" Could we speak in a more civilised tone? Would it be better if.......? What do you suggest ? Are you suggesting that.....? 3. Forgive. Forgive the person who has been rude to you, and try to put the issue "What if I have not been put in this situation"? Is it true what I am accused for? What do I really think about this person? Do I have the same issues about this person? What if it is not true? 4. Turn it around. What should happened if it was not the truth? 5. Forget. Forget the whole story , turn it into the way you would prefer it.
What if your key postitioned staff resign?
2011-02-25 16:36
Could you really afford that your key positioned staff resign? Wouldn´t you regret not to have taken necessary steps earlier to prevent it? The Reasons for that the staff quit and go to another employer,could be for example, that they have not been seen sufficiently. You have given no appreciation. Probably your stress about your own obligations has taken over and your staff members been forgotten. Easier to correct than you think. It is all about priority. Make each day a priority lists and always with head lines like: Staff issues 1.Staff issues Reward? Who in that case? For what? Talk to...... about....? Update staff get back to............with an answer Team? how are they? Competencies? 2.Organisation issues results managers´meeting travels and meetings 3. Private issues The list can be long. When you have made your list, restructure it. What is really important for you to do? Motivate your staff members. If your staff member is not motivated enough I would guess you know what will happens. Therefore the highest priority is to give appreciation to your staff. The slightest will do! To offer coaching is one example of appreciation. What sort of coaching you offer is up to you. Here are some examples: Executive Coaching Analyse the current situation and the needs to improve your work and yourself Skill Coaching Training of staff. For example; conflict management, communication, new as a boss etc.
Has the way of coaching changed?
2011-01-26 15:50
Has the way of coaching changed? Us Coaching experts have had to change over the last 5 years. Since late thirties, we have not seen such a severe recession world wide. Many countries are recovering, such as Sweden,but many countries have great difficulties when they are heavily indebted. The banks have received government support when they lent money on frivolous grounds. The consequence is that companies have difficulties getting new loans and some  become repayable. The companies will be forced to cut back on staff to keep costs down. The car industry has suffered from big losses. due to lack of sales and income.   So what can a coaching expert do to help in order to get the company going and to see to that the leaders have to see competition from a different angle? All businesses are vulnerable to competition. We know this for a long time. But today, compared to a few years ago, a company must be the absolute best in their industry segment.Being good is not good enough anymore if the company wants to take more market shares. The coaching expert has to be extremely knowledgeable and responsiv, to be able to put the right questions to executive committee or one to one so that the right answers are coming out of the leaders themselves. Perhaps the coach can switch from beeing a coach to become a mentor instead? If the coach is talented enough - coaching can serve its purpose much quicker,to delievering  the result.
Nothing but the sales figures are history
2011-01-04 16:25
"All  is history", one would prefer to say when ending up a year and a new one is about to start. For me, the sales figures from last year are history but the rest must be build on and devloped on the bases of history. Make a swot of last year and see your opportunities, what you could do, wether it is about the company goals or your own personal goals as an employee. Questions to ask yourself for example: How can we maximise and extend our stenghts? How van we minimise or overcome our weaknesses? How can we grab and make best use of the opportunities? How can we avoid the threats or counter their effects?   To start up a new year with this type of questions, would give you a push forward!  
Coaching in sports Coaching in corporate.
2010-11-01 10:44
In order to get the very best outcomes, and results within the sports world, coaching is used as the tool. If you look at it , us within the corporate has exactly the same goal settings as a sportsman.To be the best and to win. A company has a hughe competition out there and if you are not the best......   We need to be fit, updated and act intelligent to avoid that the competitors will run up to us and win.It is only one person who is the very best. The rest are good, but only one is best.And the best wins. The sportsmen have the environment to count on, to help them to win. Take a country skier for instance. He or she wins seconds if the persons along the way handing out  drinks in mugs, to them when they pass. If they are trained to do it a little bit more efficient,the athlet wins seconds and can just because of that win.It is up to the athlets to find out what can threat the competitors and with what tool.   In the corporate world, same things are going on. Goal settings. And then find out ways to achieve them. How.?Well it is the employees who will be asked to implement the goals set by the company. Agree? And if the leader, is not able to see what the employee does need in order to help the company aachieving the goals -- well how do we expect the company to be the very best, the winner?  
Agreements between coach and coachee
2010-10-10 16:25
  One of livecoacher`s values is dignity. We are coaching other persons , asking them about what values stands for and what they mean to them. It is therefore , important before starting up with your coachee to sign an agreement, between the two parties.  The content of the agreement could among others, include that you agree on how to relate to each other.
Confidentiality not forget. The agreement should include an explanation of what the coaching mean, how to proceed and how to process the sessions in order to get the result required from the coachee.The coachee must have the right to complain if not satisfied. How do you as a coach handle a complaint? Do you have any routines for it? Put in the agreement  how you deal with complaints and above all what you accept as a complaint.

Some of the content of the agreement is for example how long the agreement will apply,goal ssettings, performance. Howmany times you are going to meet up etc.
How I run a coaching session
2010-10-07 10:11
There is nothing more challenging and exciting for a coach,than starting up a coaching session with a person.
Often it is a person with a key position within in a company who either is stuck in a problem or have been promoted. In either case, it is about a change process. A change process for the coachee and change management for the coach.     First, as a coach you have to find out if the customer is ready for a change. Is the person willing to change?
And at what price? What does the coming changes mean to this person? Second, the challange for the coach is to be able to establish a collaboration an interaction , so that strong trust between the party´s  occurs.  At this point a professional coach in the session,have already identified the person´s fears. Third, before the session is finished, coach and coachee have established a joint planning- The coach must be sure of that the coachee has understood the meaning of the agreement.   In my next blog I will write about THE AGREEMENT BETWEEN COACH AND COACHEE.
I am proud of myself!
2010-09-06 10:01
When did you say I am proud of myself? For what I have done and achieved up til now. Children?Work? Yourself? Have you made a list of what you are proud of? If not it´s about time to do it. Far too many times we are neglecting ourselves rather than to affirm ourselves. Take 10 minutes to affirm yourself and see what happens!
Identification of a professional coach.
2010-08-26 10:05
You are offered to get a coach by your boss.  Some have not came across a coach before and do not know what it means and what they deliver.Some companies do not know either!  What is in it for me? Your boss has already discussed with your coach about what goals the company have set up for you, and the price of course.  First question to ask. Do the goals set up for me by my boss correspond to my own goals? Have you identified your own problems, hinders? Do you know if the coach is proffessional enought to lead you through them  in order to achieve the goals? Questions to ask to get an idea if the coach is a real professional. 1.What has the coach delievered before and in what business areas and organizations? 2, References ,company HR, and telephone number. 3. What kind of problems is the coach best at to solve? 4.How many do the coach work with at the same time as yourself? (make sure the coach has enought time for you) 5.What kind of coaching is this coach offering? ( executive coaching, business coaching etc) 6.Ask for the coache´s values (They need to correspond with yours) 7. Availability. How available is your coach going to be? 8.Flexibility, is the coach where you are? 9.Ask for a success story 10.Ask for one session to test if you get a long.