|
|
Executive Coaching
Executive Coaching
for Your Organization
On-Site,
Private, Non-Public, Confidential
Providing
Business, Association and Government
Leadership
Mentoring & Executive Coaching
-
Those
who seek mentoring, will rule the great expanse under heaven.
-
Those
who boast that they are greater than others, will fall short.
-
Those
who are willing to learn from others, become greater.
-
Those
who are ego-involved, will be humbled and made small.
Shu
Ching
Chugliang
Al Huang and Jerry Lynch
 Sustained
success in the third millennium - to be On The Cutting-Edge
Without Being Cut (sm) requires an "updated" success
development paradigm - we suggest:
(1) a
change from "integrating" to "unifying"
(2) a
move from "maximizing" to "optimizing"
(3) a
values shift from "peaking" to "sustaining"
(4) a
new learning orientation from
a limited "either/or - linear perspective to beyond
nonlinear openness into a unified model of the of multidimensional
world views, paradoxical possibilities, and grounded probabilities
aimed at optimum-win/win performance for both the individual
and the organization.
(5) a
new system view from "management
development" to "Unified - Management - Development" (sm)
with
Optimum
Fitness in the third millennium extends
beyond the domain of "physical fitness" to
embrace all of the domains contingent upon survival,
health and well-being. Fitness becomes a dynamic "state
of readiness" that includes both personal and organizational
perspectives. Notions of management and leadership
play a mission essential role in the actualization of
this "fitness=readiness" paradigm.
|
|
- Being on
the cutting-edge (having the "best" product
- service - professionals)
does not guarantee survivability, e.g., the Ford
Edsel, Apple Newton and SyQuest SyJet.
|
Suggestion:
To be on the cutting-edge without being cut requires
careful attention to all eight fitness domains not
just one.
Unified Executive Coaching & Mentoring
Executive coaching and mentoring offers one-on-one
individual coaching and mentoring services to business,
military, government, not for profit and sports,
entertainment and most professional categories to
supplement their custom training programs and additionally
other organization effectiveness products and services
including: Management development courses, trainers,
speakers, leadership courses, as well as consultants,
middle management courses seminars, workshops, government
Leadership Seminars courses, death and dying seminars,
grief counseling courses, custom training courses,
trainers, speakers, training products & supplies,
Leadership Seminars, leadership training, leadership development
training, Internet, training, optimum performance
training, military leadership, military management
development, organizational effectiveness training,
customer service training, strategic management courses,
human development courses, optimum performance courses,
business management courses, courses, presentations,
personal fitness training, supervision courses, team
building courses, coaching courses, stress management
courses, leadership development courses, healthcare management
training, human resource courses, books, marketing
courses, career development, organizational development,
performance leadership training, videos, quality
performance training, outcome assessment training,
adult education, personal development, keynote speakers,
CD-ROM, and personal organizers, business supplies
and equipment and software.
We
propose three initial
questions in the
development of any custom training program: first,
management and leadership of what, second, who determines
the meaning of "effective," and finally, how are
the desired management and leadership practices developed?
Whatever the content of the training, we believe
that it must be sound, scholarly and responsibly
developed.
Responsible
knowledge generation aims
at answering questions about the nature of human
beings and human systems (Bentz and Shapiro 1998),
questions not only concerning pragmatic issues
such as "best practices" but also fundamental philosophical
questions concerning, for example, issues of axiology,
epistemology, ontology and teleology (Polkinghorne
1983; Slife 1995; Tashakkori and Teddlie 1998).
Knowledge for "effective" practice presupposes
serious attention to both the different journeys
that scholars take and the philosophical justifications
of different modes of conducting inquiry. Sound
practice, therefore, follows sound inquiry based
upon sound assumptions.
What
is the nature of business and management coaching
outcome research? Have
the ground rules of business changed
with the advent of electronic commerce, including
global and wireless computing? Is the main concern
from a business perspective that "there is no central
control of the medium?" Thus, speed, collaboration,
and agility are the  hallmarks
of the business environment as we enter the new
millennium. Opportunities abound by companies of
all sizes and locations being able to market directly
to consumers virtually worldwide. With the business "playing
field" changing, what does this mean from a research
perspective? A central question concerns me about "sound
inquiry" and conducting research in the field of
business and management especially from an
perspective: Is business management and leadership
research different from research in other areas
of inquiry? A tentative answer to this question
appears to have three parts. The first part concerns
the context of business, which (Remenyi 1998) suggests
involves four important issues: 1. Business stakeholders
having a direct interest in business management
and leadership research appear different from those
in areas such as anthropology, education, sociology,
psychology and other social sciences. The range
of stakeholders includes management, unions, employees,
shareholders, management consultants, and academics
including students, supervisors, examiners and
professors. Each stakeholder has a different agenda
and will potentially influence not only what is
researched, but also how the research is conducted,
funded and eventually used. 2. Business strongly
emphasizes the application of knowledge rather
than the creation of knowledge for its own sake
no matter what stakeholder group is studied. The
issue is that such studies do not usually lend
themselves to inquiry in basic research. It appears
that the most valued business and management research
leads to knowledge which will allow management
to change the way things get done in order to be
more efficient and/or more effective. An example
of the nature of business and management research
is the contrasting management research into teams
conducted by (Belbin 1981) and the sociological
research on teams by (Gersick 1992). These two
studies of working teams have very different goals,
approaches and outcomes. Belbin's goal, for example,
was to understand better the team process in order
to enable managers to operate more effectively
when disparate groups of people must work together.
In contrast, Gersick's research was not focused
on solving an immediate management problem; her
goal was to document what was being observed and
then to theorize in a general way about the underlying
process. Effective business and management studies
seek to find solutions to practical problems; however,
this does not in anyway make this type of research
any less rigorous. If anything, competent business
and management research is extremely demanding
because of the large number of complex interrelated
issues and variables, which are inevitably involved
in the context of real life business situations.
3. The third issue concerns the very broad nature
of the field study. Studies ranging from inquiries
into stock markets to debates on to how to effectively
display merchandise on the shelves of supermarkets.
Topics, to name a few, might include how to increase
employee and customer satisfaction or how to limit
political power struggles among a board of directors.
The wide range of possible research topics suggests
a multiplicity of research tactics and tools. 4.
The fourth important issue concerns the context
in which the research takes place. The fast pace
of change in both the theory and practice of management
presents a very challenging context in which to
conduct research. For example, in strategic management,
a move away from the "design school approach" to
the "resource-based view" of the firm took place
in just a few years. The changes in thinking which
included total quality management (TQM) and then
business process re-engineering (BPR) all occurred,
in what for other social sciences would be considered
a very short period. Although these ideas do not
always represent fundamental revolutions in thought,
the changes in thinking clearly have a significant
impact on organizations, as well as research agendas.
|
CONTACT
FORM: Request for Information
— Confidential —
Welcome from Our Team to
Yours!
CAREER - TEAMS - SUPERVISORS
- MANAGERS - EXECUTIVES - ALLIANCES
PEOPLE — PERFORMANCE —
PRODUCTIVITY — PROFITABILITY
Thank You for Considering
MASTERPRENEURSHIP®
Brochure & Price List
via E-Mail or Fax usually within 24 hours
Thank
You!
We look
forward to serving you & your team in the future.
MASTERPRENEURSHIP®
Requirements Branch — North America
Additional Managerial
Leadership Resources
Personal
Leadership Skill Building Training
Self-Management
and Business Leadership Seminars |
Personal
Time and Productivity Leadership Seminars | Problem
Solving and Creativity Training
Interpersonal
Leadership
Skills
Training
Conflict
Leadership Seminars | Motivating
and Performance Training | Supportive
Communication: Coaching - Counseling - Mentoring Training | Essential
People Skills Training | Using
Power and Influence Effectively
Communication
Leadership
Skills
Training
Effective
Oral and Written Presentations | Conducting
Interviews Effectively |
Conducting
Meetings Effectively
Group
Leadership
Skills
Training
Team
Time-Priority-Accountability Leadership Seminars | Building
Effective Teams and Teamwork Training |
Delegating
and Empowering Effectively |
Change
Leadership Seminars | Creative
Thinking Training for Teams | Systems
Integration Training
Managerial
Leadership Skills Training
New
Supervisor Training |
New
Manager Training |
New
Management Training |
New
TMT-Top Management Team Training |
Supervisor
Executive Time Management |
Time
Leadership Seminars for Managers |
Executive Time Management |
TMT-Top
Management Team Executive Time Management |
Supervisor
Stress Leadership Seminars |
Stress
Leadership Seminars-Managers |
Executive
Stress Leadership Seminars |
TMT-Top
Management Team Stress Leadership Seminars |
Business Leadership Seminars for Supervisors |
Business Leadership Seminars for Managers |
Business Leadership Seminars for Executives |
Business Leadership Seminars for TMT-Top Management Teams |
Management
Training for Supervisors |
Management
Training for Managers |
Management
Training for Executives |
Management
Training for TMT - Top Management Teams |
Strategic
Planning Training |
Organizational
Decision-Making Training |
Project
Leadership Seminars for Managers | Work
Design Training for Supervisors | Organization
Design Training for Executives
Operational
Design Training for Managers | Intrapreneurial
Creative Thinking in Organizations | Systems
Integration Training | Entrepreneurial
Creative Thinking Training | Masterpreneurship® Training for Supervisors |
Masterpreneurship® Training for Managers |
Masterpreneurship® Training for Executives |
Masterpreneurship® Training for TMT - Top Management Teams
Organization
Time & Productivity Management
Major Service Areas: Time Management
Seminars
Atlanta ,
Executive Time Management Boise
,
Time Management Skills Boston
,
Time Management Training Cincinnati
,
Time Management Courses Chicago
,
Time Management Productivity Training Dallas
,
Time Management Productivity Training Denver
,
Time Management Productivity Seminars Houston
,
Time Management Productivity Skills Training; Las
Vegas , Time Management Productivity Courses Lincoln
,
Time managerial leadership Training London
,
Time managerial leadership Workshops Los
Angeles , Time Management Melbourne
,
Time Management Minneapolis-St.
Paul , Time Management New
York City , Time Management Philadelphia
,
Time Management Phoenix
,
Time Management Portland
,
Time Management San
Francisco , Time Management Salt
Lake City , Time Management St.
Louis , Time Management St.
Paul , Time Management Miami
,
Time Management San
Diego , Time Management Seattle
,
Time Management Sydney
,
Time Management Vancouver
BC , Time Management
Washington
DC
States & Provinces:
Time
Management Alabama , Time
Management Alaska ,
Time
Management Alberta ,
Time
Management Arizona ,
Time
Management Arkansas ,
Time
Management British Columbia ,
Time
Management California ,
Time
Management Colorado ,
Time
Management Connecticut ,
Time
Management Delaware ,
Time
Management Washington DC,
Time
Management Florida,
Time
Management Georgia ,
Time
Management Hawaii,
Time
Management Idaho ,
Time
Management Illinois ,
Time
Management Indiana,
Time
Management Iowa,
Time
Management Kansas ,
Time
Management Kentucky,
Time
Management Louisiana, | |
|
