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Conscious commitment to a bigger vision and goal creates results that really matter and make a bigger difference.  Today, in my own weekly best practices mastermind  I was reminded of the power of commitment, values alignment, and the  increased results and success it brings to both individuals and groups. When one isn’t committed you find they are what I call slippery.  Slippery people, clients and organizations often have great conversations but do little to nothing with the lofty content and the outcome generates relatively low value, meek personal satisfaction and modest measurable results. This inspirational quote on the power of commitment perfectly states what in addition to results is gained – liberation.
If we took time up front to become clear and aligned with the bigger picture vision we would be able to be more decisive and ultimately committed to the goals and tactics that are necessary to undertake and reach your larger vision, plans and goals.  It would help you create a more sustainable path and results. I’ve found time and again, if you are not in alignment with your own core values there is greater  unconscious conflict and you more easily allow obstacles to stop your progress – as well as you are less invested in your organization and become what I call slippery.
When you’re slippery you are in essence telling yourself one thing, such as “this is very important” but you don’t believe it – often because it’s not in alignment with your core values and what you really believe.  And because you are not willing to face this reality you act “as if” this is a perfectly acceptable vision, plan and goal, but don’t have the personal drive and belief to make it happen no matter what stands in the way.
Clients and organizations that don’t understand the correlation between personal values alignment and personal level of commitment to a larger organizational vision often wonder why “the best laid plans” don’t come to fruition.  Once they begin on some level to take this into account they will soon notice an increased level of commitment and personal motivation that increase the bottom line results and overall satisfaction levels that make a stronger organization. How often do you notice you or others on your team are being “slippery” and what do you do to create a stronger sense of commitment? This entry was posted in Coaching Tips and tagged commitment, conscious, power of commitment, sustainable results, values, values alignment, vision on February 6, 2012 by michelecorey. This list comes from a recent article from Sherpa Coaching that referred to the International Coaching Federation annual consumer awareness study regarding. Part of our unique process at Colibri Facilitation includes both utilizing imagery from  graphic facilitation as well as add on coaching (for a specific period of time) with managers and leaders to integrate learning from the group work so that they may optimize performance for both themselves as a leader and their team as a whole.
We find it helpful for leaders and managers  to get clear on both the why and how of coaching -why it’s important (reviewing the top 5 reasons may help) and how they want to effectively leverage people, resources and time over a specified period so that they may keep their attention on the desired goals that are created during team business retreats. This entry was posted in Coaching Tips and tagged business retreat, coach, coaching, colibri, educational psychology, energy, facilitation, graphic facilitation, hire, hiring, international coach federation, life coaching, management, motivation, psychology, reason, reasons, seattle, social psychology, top 5, top five on November 28, 2011 by michelecorey.
One of the most underutilized leadership coaching tips is a simple one:  listen like your life depends upon it.
We live in a world where we all have a lot of balls in the air, change is constant and the ink is barely dry before we are on to the next task on hand. Learning to slow down and listen and I really mean deeply listen to what is being said is a skill.
Coming from a sales background I learned about Pareto Principle which when applied listening would look like this ask questions 20% of  the time and listen 80% of the time. Talk 20% of the time and deeply listen 80% of the time during a coaching session, a team member 1:1, a team meeting or even a strategic planning session.
This entry was posted in Coaching Tips and tagged educational psychology, leadership coach, leadership coaching, life coaching, listen, pareto principle, skill, tips, your life on November 8, 2011 by michelecorey. The capacity to focus in the moment on what is really important with an eye to the future allows one a better ability to engage fully and disengage authentically.  This way you are not continually being dragged back to the past.
Having an eye towards the future allows you to best frame and give context to your actions today.
Imagine what it would be like to be fully grounded in your actions today and how that would create more synergy and energy towards your bigger goals and initiatives when you focus in the moment. This entry was posted in Coaching Tips and tagged authentic, bigger goals, coaching tips, create more synergy, future, grounded, initiatives, now on September 29, 2011 by michelecorey. A few coaching experiences like this, and you will have CMEs actually asking you to coach them. Great information for everyone to know to help themselves in ways that coaches could help us as well…this is great information for all CMES!! Cricket positions, and check out Cricket positions on Wikipedia, Youtube, Google News, Google Books, and Twitter on Digplanet.
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Over the last 48 hours or so I’ve been hearing a lot about the importance of communication between coaches and players. At the same time, that same boss is constantly talking to and complimenting a co-worker performing similar work at a similar quality level. So with the season cranking up, be sure to take a look at your coaching style and communication skills, and make adjustments where needed.
To initiate the play, the power forward will step up, and set a ball screen for the point guard. As this is happening, the 2 guard is going to set up his man, and use the flex screen being set by the center on the other block.
The center should turn and seal as soon as they set the pick, and look to get into the high low game with the power forward off the entry, who will be spotted up around the free throw line in the high post. With the overload of offensive players in that small area, the defense is going to have to leave someone open, and everytime you make another quick pass in that area they have to shift over to the ball. And if your big men are having trouble making concise decisions out of the high post, try these post offense drills that will do a great job of teaching them their all their options. I believe it is extremely important when coaching basketball to teach and to install continual fakes into your game.  You are able to gain an edge every time you use the fake! The wing makes a jump stop, then makes a pass fake low followed by a high entry pass to the post.
I’m starting to see our kids use these fakes and it opens up the court for them and they get excited.

If you enjoyed this post, you’ll really like this basketball coaching article I just wrote. Some rugby players have team captain potential from early in their playing days, others grow into these skills.
Although we find our clients utilize our services for diverse reasons the underlying needs often point back to this top five list. Because we all know that at 7 am the next morning all of the other team and business needs will also be demanding your attention. It often takes multiple levels of questions or even the same question repeated before what’s really important surfaces.
As a long time business and leadership coach and facilitator I’ve noticed patterns of behavior that I now more intently listen for without any expectations or judgment of how to respond because each person and team has its own unique path.
When you approach a Conversational Marketing™ Expert (CME) and ask them to make themselves unavailable for calls so you can coach them and you see their posture sink, you know you are dealing with a CME that has had some bad coaching experiences! The complaint from a few of the parents I know is that the head coach only talks regularly to three girls on the team. But a few encouraging words from the assistant and it looks like her season will end on a high note.
The complaint here is that there is little to no communication from the coaches to the players or parents. They’re not sure what they should be doing, so in the absence of instruction they pretty much do nothing. The reason for this is that even if your team doesn’t do a great job of shooting the 3 ball, there are plenty of opportunities to make basket cuts or spot up for 15 footers.
The 4-man will roll, but chances are that pass won’t be available, and the point guard will swing the ball to the wing and space out up top. To give him some more room to operate, the small forward is going to bring the ball up a little bit higher. With a couple well-placed passes, you’ll get an easy shot every possession down the floor.
Balancing the need for repetition to learn with kids’ desires for it not to be boring is where the art of good coaching comes into play. So what sets apart a good captain from a great motivational captain and how can you coach these skills?
To avoid this, on the pitch, the captain should translate targets into small segments of effort. I often notice that after every one thinks you’re done and ready to move on to the next question or event that the conversation gets juicy and some of the best ideas have an opportunity to come to fruition.
The good news, though, is that you have the chance to deliver a coaching experience to the CME that has the power to help them improve their performance, as well as their morale, by making it developmental and fun at the same time. Decide if you will be helping them set more appointments per hour, sound more conversational and natural, improve their conversational quality scores, etc. Start with positives and compliments, move into coaching opportunities, and then wrap up with a couple more positives.
Once the questions are answered, let them know that you are going to make a copy of the coaching form for them so they have something to refer to and that you will do a follow-up coaching in 5 days. Give this approach a try, and you will see that you not only get better results but improved morale from your CMEs too. Just by setting the goals and adjusting I no longer feel being stuck,(not bragging) But I made it on the board 4 wks in a row. He went out of his way to talk to one of the girls who was feeling left out, and just that act alone helped turn her season around.
Parents rarely know when practice is going to be held until a few days before, which makes it tough to plan the rest of their lives.
For those with players who can’t drive themselves to practice or games, communication with the parents is essential. As a coach, you need to know what drives each of your players and work with that to the best of your ability.
How coaches teach those fundamentals, and reinforce them, go a long way to establishing player development and team effectiveness.
Without wearing your team out, you can still cover a lot of topics in some pre-game warm-ups.
For many teams, especially at younger ages, some of the best open looks players will get at the basket will come as a result of defense.
Most coaches teach plays for inbounding the ball underneath their offensive basket, and have structured plays for inbounding against a press after a made basket against their team.
The biggest difference between average coaches and great coaches is that great coaches come ready with well thought-out practice plans. Standing up while your CME is sitting creates a subliminal position of authority versus a subservient environment.
Set a specific date for the follow up so that the CME is aware that there are expectations.
When Jeremiah stepped up to the plate of being supervisor for that department, I started doing so much better.
There may not even be anything wrong, but in the absence of good communication the players start to fill in the blanks on their own.

The more personal connection your players feel toward you the more willing they’ll be to run through a wall if you ask them. Great coaches seem to be able to put together the right formula for getting their players ready for games.
If the other team’s front line is taller at every position than your team, but your guards are taller, consider posting up your guards on offense. Don’t be afraid to review key concepts, inbound plays, zone offense, etc., during this time. You may want to slow down a scoring run of the opposing team, rest your players after a tiring stretch, switch your offense or defense approach, or prepare your team for a critical possession. Teach your players how to steal off the dribble, including which angle to take and how to tip the ball without fouling. For passes over 15 feet long, have your players ask themselves 2 questions: 1.) Will the completed pass give our team a distinct advantage?
A fear of failure will inhibit players – they need encouragement when they are afraid.
Should an error of judgment occur, then the captain shoulders this.Click here for more tips to help you become a confident and successful rugby coach by subscribing to International Rugby Technical Journal. The old looming-over-the-CME position creates a feeling of condescending communication or a one-sided conversation, and that is not the feeling you are going for.
It builds the CME’s confidence and allows them to relax when they realize you did not pull up a chair simply to tell them everything they do wrong or need to do better. In summary, if you want consistent performance improvements, let your coaching style Talk Results with this positive four-step process! And the better you get to know them, the better you’ll be able to weather the inevitable storms that crop up with every team. If your center has a speed advantage over the person guarding her, pull her out, feed her the ball and let her drive around the slower opponent. If you add up all your pre-game, warm-up time over the course of the season; it’s a significant chunk of time. Don’t lose sight of the opportunity to call a timeout to simply save possession of the ball. When the opponent’s best ball handler is taking a break might be the time to apply a full court press. It can be embarrassing for a player, parents, team and community if some players don’t handle this component of the game well.
Click here for rugby coaching tips and advice to get a captain leading a team more effectively.
The positives and compliments encourage them and tell them specific things they are doing great and equips them to duplicate them again for more positive reinforcement in the future. As a head coach, you might assign an assistant coach to highlight where the advantages are in match-ups so that you can focus on overall team management during the game.
Some examples: if you’re team has nearly exhausted the 10 seconds it takes to get the ball over the half-court line when the other team is pressing, or a player is double-teamed in a corner with no good passing options, or your player gains possession of the ball but is laid out on the court without his feet on the ground. A safe relaxed CME is more open to feedback and naturally will have more of a feeling that you are there to help as opposed to criticize. Now that they are open-minded and listening to you, transition into coaching opportunities. Let them know you look forward to listening to their calls again and can’t wait to hear the great changes you discussed. Jeremiah definitely deserves a gold star, he’s an amazing supervisor and I wouldn’t ask for anyone else! Using timeouts to save a possession here and there might be the difference in winning or losing a tight game. This is a positive coaching style and typically gets very good results and great responses. Avoid patterns by sometimes passing to the post, sometimes to the wing, sometimes have the point keep it off a pick, or just replace positions with the wing. The minute you create that feeling, your CME will shut down on you, and your great advice will likely fall on deaf ears. Instead, build off of the positives that you started with, and let the CME know that you heard some things in the calls that you think are great opportunities for the two of you to work together to make the CME even more awesome!
Be clear and specific about why they are opportunities for improvement, tell them how they can make improvements, and then tell them the benefit of making the suggested improvements. Point out a couple more things that you think the CME does really well or that you really liked, and use them as a springboard to really strengthen the coaching opportunities and give them the confidence to work on the suggestions you gave them. It lets the CME know that you are there to help and that your intentions are to work with them and help them make the necessary adjustments.

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