• 25% of surveyed workers plan to change jobs within the next two years.
• 41% are leaving their jobs to find a position with better pay and/or career advancement opportunities.
• 8% are changing careers; 7%say they want to find a company where they feel appreciated; 7% are retiring; and 5% plan to start their own business.

• Bigger paychecks (As cited by 80% of respondents.)
• Flexible work arrangements (60% of companies currently offer flextime as of January 2008.)
• Perks and benefits (nearly 1 in 5 or 20% of companies planned to offer more comprehensive or better health benefits to employees in 2008.)
• More promotions and career advance opportunities (50%.)  

Two things really jumped out at me from this data.  

I was really surprised to see salary and “bigger paychecks” ranked so high on the list.  And of course as someone who works in the talent management and performance consulting fields, I loved seeing that a little over 50% of respondents stated that a company’s ability to offer career advancement was more important than salary. 

We discussed both of these points on our Insight on Coaching show dedicated to coaching for personal reinvention.

Pamela Mitchell of The Reinvention Institute highlighted a nice contrast to the CareerBuilder data on salary.  Pamela emphasized in her experience, for many people looking to reinvent their careers, once they hit a certain point in their careers it’s no longer about getting a higher salary.  

If it’s not about salary, than what is it about?  

According to Pamela – it’s more about acquiring knowledge and increased job satisfaction.

Pamela added in a survey of 350 professionals (70% of whom had successfully reinvented their careers) led by The Reinvention Institute, her team found that people who put money as their top reason for wanting to make a change were actually less successful in making these types of career shifts and changes than those who were seeking other things like more satisfaction, knowledge and passion.

Another phrase she used that I liked?  

“Reinvention is the new form of job security – for example we now have industries that come and disappear within a 15-year span for example.”

What does this mean for you?

Well from my perspective as a management consultant, it means it’s important to:

• Have a thirst for knowledge, learning, and new information.
• Recognize the workforce is constantly changing, and adjust your individual approach, behavior, and work style accordingly.
• Demonstrate an openness to new ideas, procedures, technologies, and industries.
• Display resilience in response to career setbacks, layoffs and other stressful situations with energy and optimism
• Demonstrate flexibility in being able to transition between different job roles or even industries.
• Be able to proactively seek and acquire new contacts, networks, and relationships on your own.
• Find a mentor and demonstrate an openness to learn from other people in different fields.  

Coaching for Reinvention

In a feature for Diversified Recruitment Inc, career columnist Patrice Kelly writes “Corporations reinvent themselves internally everyday, but individuals also can make significant changes to improve their business and personal life.”

According to the U.S. Department of Labor, statistically speaking no one really knows what motivates many of us to want to change careers, or the number of times the typical person changes his or her career over a lifetime.  However one idea commonly attributed to the Department of Labor is that people change careers about seven times throughout their lives.

But what stops many of us from changing careers or pursuing our dreams?

Miami-based The Reinvention Institute says there are a variety of perceived barriers that stop many of us from reinventing our careers, including lack of knowledge, scarce financial resources, and a scarcity of contacts.

How can we overcome these challenges in finding the career of our dreams?  And what should we consider when debating whether or not to change careers?

Our panel of experts address these questions and more, focusing on how coaches who specialize in career reinvention can help reshape who we are, what we do, and how we choose to live our professional and personal lives.

Highlights of the show include:

• An overview of what personal reinvention is.
• Why reinvention requires a real commitment on a very personal level.
• The roles that planning and fear play in defining our careers.
• How reinvention experts are helping both business executives and celebrities like David Beckham achieve their goals.
• What to consider when making a career change.
• How career reinvention coaches can help people stick to their commitment of reinventing their careers.

• Michael Arthur, Professor of Management, Suffolk University, Boston
• Linda Clark Borre, Creativity Coach, From Inspiration to Implementation
• Pamela Mitchell, Founder and CEO, The Reinvention Institute
• Watt Nicoll, Personal Reinvention Expert, Watt Nicoll Associates

Specializing in Change Management, Workforce Performance, and Employee Development

Coaching for Reinvention

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The Impact of Cultural Values on Latino Employees

• Hispanics held just 3.1 percent of all Fortune 500 board seats in 2006.
• Hispanic women held just 0.8 percent of all Fortune 500 seats in 2006.
• Just two companies in the Fortune 500 had three or more Hispanic board members.
• Only 1 percent of executive officer positions were held by Hispanics.

While we discussed a variety of factors in terms of why more Latinos and Latinas aren’t showing up in the boardroom, one of the topics we discussed on Insight on Coaching was the impact of cultural values on a typical Latino’s job search, career development, and career advancement.

Is it important to understand the impact of cultural values to help ensure more Latinos are rising within corporate ranks?  

According to our guests – yes. 

Some of the cultural values discussed that can impact the way in which a Latino employee manages his or her career and performance include:

• An overall emphasis on collective and value-based culture rather than individualistic, mainstream culture.
• A sense of strong work ethic.
• A strong respect for authority figures.
• Significant importance placed on the nuclear family as well as extended family.
• Not feeling comfortable with self promotion or self marketing.
• A sense of responsibility and obligation to represent the entire Latino community in a positive manner.

The level of discomfort some Latinos can have in promoting or marketing themselves was a topic of particular interest on our show.

Rosemary Bombela-Tobias, author of The Complete Job Search Guide for Latinos, shared many Latinos are not really taught to talk about themselves, speak to their strengths, or certainly to boast.  As she put it, “my grandmother used to say ‘don’t look in the mirror too long or the devil will pop up behind you!’”

Deborah Deras added gender can play a role as well, highlighting that many Latinas in particular can sometimes feel they are not taken seriously due to age, how they look, etc. and as a result, may not feel comfortable in some networking settings where self-marketing is important.  

A suggestion from her experience?  

Facilitating a networking invent for Latinas only can really help attendees feel more comfortable expressing themselves.  The encouragement and experience from networking with other women can help empower Latinas, allowing them to share their strengths in a comfortable setting while demonstrating that it’s not rude or boastful to do that.

Want to hear more about the impact of cultural values on Latino Employees?

Tune into the podcast version of the Insight on Coaching show dedicated to Coaching for Hispanic/Latino Audiences and Teams.

Your Insight on Coaching Host,

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Coaching for Hispanic/Latino Teams and Audiences

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Recruiting Latino Employees

In an August 21st, 2006 article in The Arizona Republic, Yvonne Wingett writes: “Recruiters are hired by all kinds of big companies to find bilingual, bicultural executives to teach them how to grab a bigger portion of money spent by Hispanics, the country's largest minority. The prize: $700 billion a year and growing.”

However despite the demand, Yvonne states that recruiters are hard pressed to find, woo and land the talent. They are faced with a shortage of Latino graduate students, a corporate culture that has been slow to adapt to the country's diverse demographics and develop leaders, and a Hispanic culture that encourages staying close to family.

Recruiting was a big topic on our Insight on Coaching show dedicated to Hispanic/Latino audiences.  Many of our Insight on Coaching guests discussed that while the Hispanic/Latino community is far from being a “new” group to many companies and recruiters, many outreach and recruiting efforts need to take certain factors into consideration when recruiting Latino employees.  For example it’s important to:

• Understand the importance of building relationships and trust with Latino candidates.
• Be willing to target a variety of colleges and universities – not just top ranked schools – and be willing to target lesser known schools and community colleges.
• Be willing to reach out to different marketplaces.
• Demonstrate and show your organization cares about - and is invested in - the Latino community.
• Recognize that generational differences will factor into your recruiting strategy as well – the means 3rd or 4th generation Latinos use to search for jobs will be different than those used by 1st and 2nd generation Latinos.
• Discuss and emphasize opportunities for additional education as well as mentoring through your company.
• Understand that Hispanic is not a “race” – the Hispanic community is composed of people coming from at least 20 different countries – and group specific values and beliefs may need to be taken into consideration as well.

• While creating networking and mentoring programs such as La Red Familiar (the Family Net) for IBMs Latina professionals, the IBM Task Force is also recruiting actively at leading Hispanic universities.
• To increase Hispanic technology education and computer literacy, IBM also sponsors La Familia Technology Week each October.
• Around the country, IBM Corporate Community Relations partners with IBMers and nonprofits to sponsor activities ranging from e-mentoring programs to parent workshops on computer use.

Coaching for Hispanic Audiences and Teams

• How coaching Latinos can be distinctive from other groups.
• How cultural values like the importance of family impact Latino professionals in the workplace.
• The challenges Latino executives typically face in moving up the career ladder.
• Generational differences in younger Latinos versus those in the Baby Boomer and Traditionalist generations.
• How coaches are helping Latino professionals in areas including networking, recruiting, and discussing their strengths.
• The differences Latina women face in the workplace from Latino men.

Featured Guests:

• Donna Maria Blancero, VP, Research Division, National Society of Hispanic MBAs
• Rose Mary Bombela-Tobias, Coach and Principal, Global Diversity Solutions Group
• Deborah Deras, Coach and Co-Founder, Synergy Unlimited
• Lea Ybarra, Executive Director, Center for Talented Youth, Johns Hopkins University

Tune into the podcast version of the Insight on Coaching show dedicated to Hispanic/Latino teams and audiences as our guests discuss the growth of Hispanic/Latino audiences and look at how coaching helps to address a population that largely represents our country today.


Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Coaching for Hispanic/Latino Teams and Audiences

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• Improved individual performance
• Bottom line results including profit
• Client service and competitiveness
• Development of people for the next level: confidence raising, skills and self empowerment
• Goal achievement
• Relationship improvements
• And retention.

I certainly agree with all of these benefits, but from my experience with my own executive coaches in addition to the work we’ve done on Insight on Coaching, I’d like to point out an important benefit that’s missing:  self realization.

While a difficult concept to quantify, self realization is an important aspect of ourselves that is gained over time through knowledge and experience.  Some of us are lucky enough to find ourselves along the way in both our professional and personal journeys.  Others of us aren’t as lucky.  

As an executive myself, coaching definitely inspired me to become more self aware.

From several guests on Insight on Coaching, I learned about a tool called the enneagram, and I plunged head first into an enneagram program through Helen Palmer’s narrative tradition.  

To say it rocked my world would be an underestimate.  

While it was thrilling to recognize the strengths I brought to the table both professionally and personally, it was sobering, if not downright disheartening, to learn about my weaknesses as they bubbled to the surface throughout the program as well.  

I used the knowledge of my strengths and weaknesses to recall situations I had experienced professionally, and recognized how these attributes of myself came into play.  I also realized how I was my own worst enemy sometimes.  

With the knowledge that came with this self realization, I was determined to lead both myself and my company in an even greater direction.

Then I started 1:1 coaching with a coach from the Strozzi Institute. When I began my initial work with my coach Mark, I thought I knew myself pretty well at that point.  

I was wrong.  You see, there’s always more to learn about ourselves.

Mark made me aware of additional behaviors that impacted my leadership.  Some were big picture observations.  Others were small – but just as important.

For example, Mark noticed my eyes got bigger when I was excited.  While this expression could be helpful when energizing a team around a new vision or concept, it could also be intimidating during a 1:1 conversation with an employee.

I was floored.  I had no idea I did that.  And I certainly had no idea of the impact, both positive and negative, such an innocent behavior could have on how I appeared and interacted with clients, partners, and employees.  

Through on-going coaching, I’ve learned how to harness this behavior more appropriately, while still being able to stay authentic to those things that make me, well – “me.”

As many executives become more self aware throughout their careers – I believe it’s the same.

Ultimately I believe if you know who you are, and you’re aware of both your strengths and weaknesses, you’re going to be more successful in all aspects of your life.

Is executive coaching the panacea to self realization and discovering ourselves?  No.  

But it is an accelerator, and when used appropriately it can have a substantial impact on both individual and organizational performance.

Others agree.

Manchester Inc. released the results of a study that quantified the business impact of external executive coaching. The study included 100 executives, mostly from Fortune 1000 companies, and concluded that “companies were more likely to retain executives who had been coached.”  Also, companies that provided coaching to their executives realized improvements in productivity, quality, organizational strength, customer service, and shareholder value. They received fewer customer complaints of executives who were coached.

Want to hear more?

Tune into the podcast version of Insight on Coaching to listen to our guests discuss the benefits of executive coaching.  

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Executive Coaching

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Executive Coaching isn’t a “Fix It” Solution

Across all of the Insight on Coaching shows we’ve done on executive coaching, one thing that’s been abundantly clear to me – executive coaching isn’t a “fix it” solution.

Some people can fall into the trap of viewing executive coaching as a performance intervention, used to “fix” or correct areas of improvement for problem employees.  In this scenario, it’s too easy for people to think “if the coach can’t fix you – you’re outta here.” 

An executive coaching program should never be positioned as a “fix it” solution, targeted at those needing corrective action or improvement. 

As you’re building the business case for executive coaching in your company, a significant emphasis will need to be placed on the program as a growth and development tool, targeted at helping high performers hone their skills as they grow and assume greater responsibilities within your organization.

To minimize the “fix it” solution type of thinking, as you’re discussing the value of executive coaching with executives and other stakeholders, it’s critical to have conversations about what executive coaching is and isn’t.

Executive coaching:

• Is a personal development and growth tool targeted at high performers and executives.
• Should be tied to your company’s overall talent management and career development framework.
• Should be focused on enhancing specific competencies or skills tied to an individual’s job role.
• Is a confidential, collaborative relationship between a coach and his/her client.
• Can be one of many components within another leadership development or training program.

Executive coaching:

Establishing a program utilizing executive coaches can produce better alignment between an employee’s personal development and your company goals, the results often including personal growth, improved job satisfaction, and increased retention.

Curious to learn more?

Tune into the podcast version of the Insight on Coaching show dedicated to executive coaching to listen to our guests discuss what executive coaching is, why it’s important, and why it’s valuable.

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Executive Coaching



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What is Executive Coaching?

According to a 1999 International Coach Federation survey on Coaching in Corporate America, “there is no consensus of what coaching is, but there is a strong interest in learning more about it.”

While I’ve personally come to understand what coaching is over the past two years that I’ve done the Insight on Coaching show, it’s still an intangible topic for many people to get their arms around.  Yet more and more frequently, from top executives to celebrities, we’re hearing people mention and thank their coaches.

Does that mean all business leaders and executives should have a coach?

In the Business Finance column of the June 27th 2005 issue of New York Magazine, the author says – yes.  "With CEO tenure at an all time low and CEO dismissals at an all time high, retaining the services of a top CEO coach is no longer an option for chief executives who desire to increase their performance and longevity.”

So more CEOs and executives are using them – but what is executive coaching? 

In a nutshell, it’s a series of on-going, regular one-on-one, confidential sessions between an executive and a certified coach who specializes in working with leaders including CEOs, Vice Presidents, Chief Operating Officers, and others at the executive level. 

• Attract, develop and retain executive talent.
• Enhance personal transformation and growth within leaders.
• Develop a succession planning process that ensures a constant pool of qualified candidates to fill experienced roles at the executive level.
• Provide leaders with a means to hold themselves accountable to developmental goals discussed between them and their coach.
• Groom executives to continue to take on increasing responsibilities.

Want to hear more?

Tune into the podcast version of the Insight on Coaching show dedicated to executive coaching to listen to our guests discuss what executive coaching is, why it’s important, and why it’s valuable.

Featured guests on our Executive Coaching show include:

• Lyne Desormeaux, Clinical Psychologist and certified Co-Active Coach
• Alyssa Freas, Founder and CEO of Executive Coaching Network, Inc
• Anna Marie Valerio PhD, President of Executive Leadership Strategies, LLC

Your Insight on Coaching Host,

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Executive Coaching




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Encouraging Employees to Vote

According to Fischer and Phillips LLP, in a list of top eight election years dos and don’ts for employers based on the professional experience of nationally recognized labor and employment law experts:

• Do evaluate motives.
• Do remain neutral and comply with state laws.
• Do ensure policies are objectively developed and enforced.
• Do monitor political discussion.
• Don't push for the goal agendas.
• Don't criticize, joke or jab.
• Don't solicit funds.
• And last but not least, don't gloat.

Insight on Coaching guest Tiffany Adams from the National Association of Manufacturers (NAM) was quick to point out an important point missing from this list – don’t endorse a candidate when you are working in conjunction with a voter registration drive.

The majority of our guests emphasized the main role employers can play is helping to enable the voting process among employees by:

Essentially, as an employer you should serve as an advocate and enabler of the voting process.

In terms of the most important point to keep in mind, Tiffany also stressed the importance of remaining completely nonpartisan.  For example if you’re an employer who is participating in a voter registration drive, you should not provide any information about candidates.

Dana Walsh, a Republican candidate running for the 8th California District congressional seat, added a great point as well.  For many of us, the best way to get motivated is to get more involved in the local community first.

I found myself nodding at this – it’s exactly what encouraged me to get more and more involved in politics.  For me, what started out as volunteering at a small event in San Francisco gradually led into a position on the Human Rights Campaign National Board of Governors.

How can employers help? 

Provide information to employees on what’s going on in their own backyards, and encourage them to get involved in their local communities.

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Getting Workers Out to Vote 2008



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Motivating Millenials to Vote

According to a March 7, 2004 article in USA Today, since 1972, when the voting age was dropped to 18, young people have been increasingly disinterested in casting a ballot for president.  Turnout hit an all-time low in 2000 when an estimated 42% of voters 18 to 24-years-old went to the polls.  That compares with 70% of adults 25 and older who voted that year, according to the Center for Information and Research on Civic Learning and Engagement, based at the University of Maryland. 

Now the study, which was based on surveys, included a profile of what researchers called “Generation dot net” which was respondents ages 15 to 25.  They found that the younger generation was indeed politically disengaged. 

• Only 24% of dot net said that they followed government and public affairs very often, compared with 60% of elderly voters, 50% of baby boomers and 37% of Gen Xers. 
• Researchers also found the youngest group were the most distrustful with 70% agreeing with the statement that most people will take advantage of you. 

On this week’s Insight on Coaching show, I asked if some generations were more inclined to vote than others.  While our guests pointed out that voting numbers tended to be higher within the Baby Boomer generation, our panel’s point of view differed from the USA Today article.

In addition to discussing the role Baby Boomers can play in engaging younger workers in the workplace, Donna Karlin pointed out that many Millenials are drawn to causes and are inclined to take an active role in championing them. As Millenials aka “Generation Y” are moving into leadership positions, many naturally speak their minds and express their concerns on issues.

What does this mean for you as an employer? 

When trying to motivate younger works to get involved in the voting process, encourage them to champion the issues they’re passionate about, and remind them of their role in making a difference for both themselves and the global environment in which we all live.

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Getting Workers Out to Vote 2008



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Getting Workers Out to Vote 2008

According to the U.S. Census Bureau in the 2004 Presidential election, there were 32 million people who reported they were not registered to vote. The top two reasons for not registering were being uninterested in politics or missing the registration deadline. 

• Of the 142 million people who reported that they were registered to vote, 16 million did not vote in the 2004 presidential election.
• Of these registered nonvoters, reasons ranged from too busy or conflicting work or school schedules (20%); illness, disability or family emergency (15%); not interested or felt their vote would not make a difference (11%); and 10% did not like the candidates or the issues.

This year’s election is a critical time for our country, and many companies are encouraging their staff to get involved in the political process and vote. 

What are the benefits for promoting social responsibility within the workforce, such as getting employees to become more socially aware and informed?

How are companies and coaches incorporating the value of political awareness and social responsibility into their practices?

Our panel of experts address these questions and more. 

Highlights of the show include:

• Campaign strategies for mobilizing people to vote.
• Why some generations may be more motivated to vote than others.
• Best practices and guidelines employers can use to motivate employees to vote.
• The impact taking a stance on a political issue can have on motivating employees to vote.
• A discussion about the right to free political speech in the workplace.
• How coaches can play a role in helping companies encourage their employees to vote.

Featured Guests:

• Tiffany Adams, Vice-President of Public Affairs of the National Association of Manufacturers
• Barry Hermanson, Green party candidate running for the 12th California District Congressional seat
• Donna Karlin, President of A Better Perspective and Author of Fast Company’s weekly column “Jumping into the Deep End of Leadership”
• Michelle Randall, President of The Juncture Company and Author
• Dana Walsh, Republican candidate running for the 8th California District Congressional seat

Your Insight on Coaching Host,

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Getting Workers Out to Vote 2008


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The Importance of Change Management in Driving Green Initiatives

According to a November 2006 Agility and Resilience Survey commissioned by the American Management Association and the Human Resource Institute, 7 out of 10 executives indicated they had experienced disruptive change in the past year.  Additionally, when asked how resilient their organizations were to change:

• 6% of respondents said “completely”
• 37% of respondents said “very much”
• 42% of respondents said “somewhat.”

Accepting and adopting a new change isn’t easy for many of us, professionally or personally.  On our show dedicated to Going Green: Coaching for Social Responsibility, it was no surprise to hear that getting an organization to drive and adopt change related to going green and other initiatives is no different. 

Being a change management consultant myself, I loved hearing our guests discuss the importance of:

• Facilitating conversations with senior leaders about environmental efforts.
• Creating and driving an overall impulse to change throughout the organization.
• Developing powerful stories about the company’s green initiatives.
• Supporting middle management in implementing initiatives and driving communications to their teams.
• Working with employees to understand the impact of change on their day-to-day jobs.

When talking about change management, a common question that consistently comes up is – where do I start?

The answer?  With your stakeholders. 

The overall goal of any change management effort is to increase awareness, understanding, and adoption of a new initiative, program, or other type of change.  But what often gets in the way is resistance.

In my company, Insight Educational Consulting, we recommend our clients start with a stakeholder analysis, a service focused on identifying resistance across multiple groups within your organization and developing strategies (by audience) to overcome it. 

Who are stakeholders?  They are the people impacted by the change you’re trying to drive.  Not just executives, stakeholders include directors, managers, and individual employees within various groups, as well as partners, vendors, and customers.

When trying to assess your company’s willingness to go green, first identify the stakeholders who can help you drive the change within all levels of the organization.  Regardless of whether it’s energy conservation, recycling, or reducing waste, sit down and talk with a representative sampling of those groups and individuals who will be impacted by the overall green initiative. 

Once you’ve discussed their concerns and listened to their feedback, you’ll have the information you need to develop an overall change management strategy that will help get you “greener” from there.

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Going Green: Coaching for Social Responsibility



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How to Start a Green Initiative in Your Organization

According to a September 2008 article in Sustained Efforts magazine, author Ann Pace notes that, “GE, HSBC Bank, Intel, Johnson & Johnson, Marks & Spencer, Nike, Patagonia, Starbucks, Timberland, Unilever, and Wal-Mart are companies ranked by employees as leaders in sustainability. They exemplify the concept that sustainability must be a core strategy toward which all employees and business processes work.” 

• Wal-Mart creates "sustainable value networks"-processes outlining how to achieve sustainability in areas such as greenhouse gas, alternative fuels, and waste to help integrate sustainable practices into all parts of the business.
• Hewlett-Packard announced it had surpassed its goals for recycling e-waste: Globally, it recycled nearly 250 million pounds of hardware and print cartridges in 2007—a 50% increase over the previous year. And it announced a new goal: to reuse 2 billion pounds of products by the end of 2010.
• Regarding its core values, Unilever states, "The long-term growth and success of our business goes hand in hand with ensuring a sustainable future for the planet and its people."
• Computer component manufacturer Intel provides a forum to be a part of the sustainability discussion on its corporate responsibility blog.

But if your organization is just beginning to look at best practices from other companies and ways to incorporate sustainable practices, where’s the best place to start?

When I asked this question on our Insight on Coaching show, Burton Hamner said – “with the money.”

According to Burton most companies vastly underestimate how much money it's costing them to not be green.  An interesting statistic he mentioned that really blew my mind, is for every $1 you can account for in waste, there's $3 to $4 of unaccounted for costs that are hiding in the overhead.

His recommendation?  Start with the accounting folks in the Finance department.

Often times when working with Finance to do an inventory of costs, people begin to realize that the garbage bill is not what it says on the bill - it's five times what it says on the bill.

Not only does this help get the attention of the management team, it becomes a foundation for building an overall business case and strategy because these costs can be related to the income statement and balance sheet of the company.

In Burton’s own words “If you can show executives how being green translates into sustainable financial performance line by line through the company’s financial statements, you have a very powerful tool.  If you don't begin with that process, you have a very difficult time generating the performance measures and quantitative information the organization needs to improve its sustainability efforts.”

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Going Green: Coaching for Social Responsibility

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The Impact of Employee Motivation on Going Green Initiatives

In an August 16th, 2008 article from Environmental Leader.com titled “Half of U.S. Companies Going Green”, the outlet reports that: “Half (50.8%) of U.S. workers say their company has a significant initiative such as carpooling and recycling, but most report being cynical about their employer’s motivation for going green, citing the American Workplace Poll, conducted by Zogby International and released by The Marlin Company.

What are some of the reasons for this cynicism? 

Many employees worry their employer’s green initiatives are targeted more at cost reduction and positive PR then they are at making a difference in the environment.

The realist in me liked that Brian Back called a spade a spade.  He shared it’s interesting to see almost every company proclaiming some sort of green strategy.  But when it comes down to it, not many of them are doing a whole lot.  

Why is this important?  Well many of us want to see our employers’ “talk the talk, and walk the walk.”

How can companies overcome this cynicism? 

Burton Hamner shared it’s really about involving employees in the conversation, and finding out what they would like to see as a result of company sponsored green initiatives.

Additionally, Burton suggested looking at what motivates various groups within the workplace, and addressing those motivations within company green programs.  

For example for many managers, one of the things that motivates them is less and less overtime. 

When speaking to managers about a specific initiative, talk to them about how it will save them time.  When managers start to understand that reducing waste through better efficiency means less hassle for them and less hours staying late – they’ll naturally respond well to that. 

Your Insight on Coaching Host,

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Going Green: Coaching for Social Responsibility



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What Does Going Green Mean?

Our Insight on Coaching show on social responsibility definitely started off with a bang.  Kicking off our conversation, Brian Back brought up great points about the phrase “going green” itself.

His point: the phrase “going green” is not well defined, and can mean different things to different companies.

When I asked him to share what going green means to him, he said most companies view it as a strategy focused on energy efficiency and energy conservation.  Because both are issues every division within a company can relate to, it’s easy for many organizations to hone in only on the aspects of efficiency and conversation.  

Examples can include:

• Electrical power from clean renewable sources
• Green buildings
• Reusable water
• Waste reduction

However Brian and several other guests also highlighted the phrase is used by some companies for branding purposes, thrown around like a mantra and touted as an ivory tower vision – but lacking a tangible strategy backed by quantifiable goals and plans tied to the company’s core business strategy.

In terms of how to take the green concept from fluffy idea to core business strategy, Karlin Sloan had fantastic insight as well.  When thinking about what going green means for an organization, it’s important for many companies to think holistically.  She stressed it shouldn’t just be viewed as one program, like recycling. 

Upon doing some of my own research, many articles and other sources say the same. 

For example according to the May 22nd, 2008 edition of USA Today, in an article titled “Companies Discover Going Green Pays Off”, writer Ed Iwata says “A growing wave of companies in all sectors — technology, financial services, energy, retail, manufacturing — are embracing environmentally safe practices and saving hundreds of millions of dollars, according to corporate leaders and an environmental group's report Tuesday.  SunPower, Sierra Nevada Brewing, Patagonia, Ikea, Nike, Hewlett-Packard, UPS, Yahoo, and others are using green practices in their work sites, in product development and packaging, in energy-saving data centers and other technology, according to a report by the non-profit Environmental Defense Fund.”

In summary – it’s important for companies to view going green as an end-to-end initiative, encompassing every element of the business from the overall supply chain to how the office runs to sourcing sustainable resources.

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Going Green: Coaching for Social Responsibility

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Going Green: Coaching for Social Responsibility

According to a June 7th, 2007 Time Magazine article titled “Going Green at the Office” “several recent surveys show that workers, especially from the generation that grew up separating paper from plastic, don't want to work for big fat polluters.” 

In fact, one-third of workers would be more inclined to work for a green company, says staffing firm Adecco USA, and more than half wish their employers would be more environmentally friendly. 

From cost savings to an overall desire to “do the right thing,” more corporations are seeing the advantages of going green – and employees are happy about it. 

But why do many studies conclude the majority of companies still haven’t incorporated corporate social responsibility performance into business metrics?  How can this challenge be overcome? 

And how are coaches helping move the green effort along and helping businesses employ corporate sustainability?

Our panel of experts address these questions and more.

Highlights of the show include:

Featured Guests:

• Brian Back, Founding Editor & Publisher, Sustainable Industries Magazine
• Heather Gadonniex, Founder, Green It Group
• Burton Hamner, Principal Consultant/Owner, Cleaner Production International LLC
• Steve Salee, Executive Coach and Founder, SJS Consulting Group
• Karlin Sloan, Executive Coach and CEO, Karlin Sloan & Company

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Going Green: Coaching for Social Responsibility


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How Can a Financial Coach Help?

According to a September 11th, 2008 article titled “Coaches to Get Consumers Finances into Shape” from Financial Advisor, writer Joan Dubar notes “Financial coaches can help get people motivated for financial planning - and keep them committed.”

With each of our Insight on Coaching shows, my goal is to highlight the important role coaches can play in so many different facets of our lives.  With the credit and mortgage crises, a recession that just keeps getting worse, a risky $70 billion bailout plan, and the worst economic crisis we’ve seen since the Great Depression, now more than ever coaches who specialize in financial planning and management can be critical in helping us. 

Kathy Jo Pollack and Gabe Graumann reinforced several of the same points the article in the Financial Advisor highlighted, and I especially liked how Kathy Jo referred to herself as an accountability partner when she works with clients.

What are some of the benefits a financial coach can provide? 

Until next time!

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Change Management, Workforce Performance, and Employee Development

Coaching for Financial Success in a Recession



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Should You Buy a Home During A Recession?

According to an article from U.S. News & World Report, now is the right time to watch closely for good buys because of historically strong gains at the tail end of a recession. The article featured an interview with John Canally, an investment strategist. 

According to John, “On average, you miss a 25 percent uptick by waiting for the end of a recession," he says. "There's definitely a penalty for looking in the rearview mirror. You can't wait until home prices bottom, the recession ends, and the Fed chairman sounds the all clear." 

Our panelists agreed.  Insight on Coaching guest William Patterson shared that when it comes to the real estate market, there are a number of great opportunities out there for those who have saved sufficient assets.

It made me realize for those of us who wonder how some of our family, friends, colleagues, and others can afford to own multiple properties and make money off of them – the answer is a little clearer.  Many of them save, save, and save some more, and then snatch up good deals from a full inventory of homes, office buildings, and other property that become available during uncertain times.

William added for people who are able to build teams and syndicates to go after properties, they're able to get these properties at anywhere from twenty to forty percent below market value.

For our financial coaches and experts out there:

• Is our current economy a perfect time to build wealth?
• How can potential buyers overcome challenges and hurdles resulting from the credit crisis to get loans to acquire new properties?
• As a coach, how would you guide someone through a decision to buy a new home or property during this recession?

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Management Consulting, Change Management, Workforce Performance, and Employee Development

Coaching for Financial Success in a Recession




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Saving Versus Spending

Earlier in the year, a survey by Nielsen Research asked American consumers how they would spend this past spring’s economic tax rebate checks.  While government officials were hopeful the checks would stimulate the economy, 69% of respondents to the survey said the next 12 months would be either a bad or “not-so-good” time to buy the things they want or need.

On our show Erica Sandberg made an interesting observation.  While our society tends to promote a material culture of “spending, spending, and more spending,” both society and the media don’t discuss the importance of saving. 

With the average consumer receiving little or no education about the importance of saving and how to save, American culture has set many people up to fail during a recession.

This led me to a question – during a recession, is it more important to save or spend?  

Is it important to save to continue to build up that 6 to 12 month supply of resources for tough times, or is it better to invest in some of the financial opportunities (decreased prices of homes anyone?) that can arise during a recession?

According to Gabe Graumann, creator of the blog MoneyTalkWithGabe – the answer is both. 

As Gabe explained it, the ideal goal is to be saving and spending in parallel.  However if you have a large amount of debt – you shouldn’t be spending.  Pay off your debt first. 

That said, if you’ve done a good job positioning yourself financially and have some liquidity you can direct toward an investment – do it. 

According to Gabe, you're going to get the best deals on things like real estate and underperforming mutual funds.  This allows you to buy low and reap some profit over the next four or five years.

What are your thoughts?

• Do you think more people should be spending to help the economy right now?
• Are any of you nervous about your savings, given the current instability within the banking industry?
• For our financial coaches, what are your typical recommendations when it comes to spending or saving during a recession?

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Management Consulting, Change Management, Workforce Performance, and Employee Development

Coaching for Financial Success in a Recession

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Living Beyond Our Means

Well our show on Coaching for Financial Success in a Recession was certainly timely, given the news about Lehman Brothers and Merrill Lynch last Sunday September 14th.  I asked KRON-TV 4 San Francisco financial expert Erica Sandberg how the announcements would impact consumers, for example would it increase the sense of stress and panic that many are already feeling?

Her answer was “no”, because unfortunately the average person won’t be able to articulate what either firm does, let alone how the fall of both of these companies can impact their personal financial situations. 

According to Erica, most of us just want to know if our banks are secure.  And in general, we want to understand how and why the economy is in the state that it is. 

Even worse, many of us are terrified and paralyzed, because we don’t understand how the economy overall is going to impact our jobs, our livelihoods, and our finances in the months to come. 

We also discussed the fact that many Americans have been living well beyond their means.  According to Erica, most of us on average are carrying around $9,000 in credit card debt, and if we’re going to make it through the recession, we need to wake up and change some key behaviors.

Her recommendations?

• Get a copy of your credit report and see where you stand.
• Take a look at your budget and determine your cash flow.
• Stop using your credit cards.
• Don’t become obsessed with your credit scores, instead focus on paying off debt.
• Work with financial coaches or organizations like the Consumer Credit Counseling Service to construct a budget you can live within.

We took a much deeper dive into many of these recommendations throughout our show, but I’d like to hear some initial thoughts from all of you:

• In general, did last week’s announcements and “Black Wednesday” impact how you’ll be spending and saving money in the months to come?
• What are your biggest concerns and fears within our current recession?
• If you’re a financial coach or expert, what are your recommendations to those people out there who may be living beyond their means?  Anything you’d add to Erica’s list above?

Your Insight on Coaching Host,

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Management Consulting, Change Management, Workforce Performance, and Employee Development

Coaching for Financial Success in a Recession



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