Enrollment and Accountability – The Class
This class is directed at managers and business owners like yourself. In this class, you will learn strong communication skills, trust-building skills and time management skills, among other things. It will be hands-on; each week we will practice the tools in and out of class. You will set goals each week and will be held accountable for doing what you promise every week. The style of the class will be partly teaching and partly coaching, facilitated by your Certified Performance Coach, Cami McLaren. The purpose of this class is to learn tools and be coached to attain the goals you have set for yourself in your business. Only come to this class if you are 100% committed to improving the way you operate in your business and willing to be accountable to do whatever it takes.
In this class, we approach management in the framework of business ownership. The only way to be your most effective as a manager is to see the business as your business and to take 100% ownership for the business, your role in the business and the results that are generated.
“I began working with McLaren Coaching for my personal business needs. I found I was learning valuable skills I wanted to share with my entire management staff. After completing the “Enrollment and Accountability” course, our internal team communication and productivity skyrocket. The tools we learned enabled us to work cohesively and offer relationship building services to our employees and clients. Having the guidance to define our goals and a plan of action, allowed us to redefine our priorities and business. It’s been a win- win for me, my management team, and our clients.“
– Shannon Davis, The Californian Assisted Living; TCC Properties
Do you want to bring more accountability and better communication to your management?
McLaren Coaching has a variety of trainings to bring accountability, communication, trust-building, time management skills and more to your organization. You have the option of choosing a program from those outlined below, or conducting a needs assessment with Cami and then developing with her a program that fits your particular organization.
Step One: The needs assessment begins with a conversation between HR, the COO, or the training manager, and Cami. In the conversation, we will discuss where the challenges exist in the organization; and what outcomes you want to attain. We will look at what tools and training would serve to meet those challenges and create the desired outcomes.
Step Two: Cami will design a proposal for follow-up discussion and planning. The organization and Cami meet again to discuss options in the proposal and decide which training is the best fit for the company.
Step Three: Begin training.
Steps One and Two are free of charge.
The purpose of team training is to have all members of the management team (or any team in the organization) “on the same page” regarding a particular desired outcome and how to get there; and to offer coaching and support to assist the individual members of the firm in changing their practices and behaviors in order to achieve the team’s stated goals.
The outcomes of the training will include: common understanding of particular tools the whole team can use to achieve team goals; ability to apply particular tools to the specific organizational dynamics and/or the particular individual’s situations; all participants have identified some action steps to take in order to improve those practices that do not work; common language about use of tools and practices for maximum forward movement; and a plan for moving forward together as a team after conclusion of team training.
The program structure is as follows:
First, we will deliver a 2-hour workshop to the entire team on use of the particular relevant tools.
Second, Ms. McLaren engages in individual coaching on the implementation and internalization of the particular techniques into the specific practices of the individual participants. One hour of individual coaching is included at a reduced rate; and individuals may sign up for ongoing coaching as well at prices listed below.
Finally, after 6 – 8 weeks, another 2-hour workshop is conducted with the entire team, to review learning from the original training and individual coaching; to ensure the entire team is indeed on the same page; and to create a specific plan for forward movement of this team together in a new and more effective fashion.
Examples of Tools and Outcomes:
- Communication tools increase collaboration and clarity between management and staff/employees resulting in fewer mistakes, greater productivity, and greater job satisfaction;
- Trust-building tools engender stronger relationships between management and employees, resulting in higher employee engagement and dedication to the work, and less turnover;
- Time management tools create a more productive and efficient environment and collaborative problem-solving on organization-wide time management issues resulting also in a lower overall level of stress and overwhelm;
- Accountability tools enable management to take full responsibility and ownership for their work; and to model, demonstrate and teach accountability tools to employees, leading to firm-wide accountability which creates a more empowered and productive environment.
- Another option besides the tools listed above is to engage with Cami in a needs assessment and choose the tools and outcomes most appropriate to your organization.
Cost is as follows:
- Each 2-hour workshop at the organization is $500; plus travel costs if the company is more than 40 miles outside Sacramento
- One 1-hour time management strategy session for each participant at a reduced rate of $100/session
- Option to engage in ongoing individual coaching with Cami at a rate of $175/session
- There is a reduced rate of $150/session if 2 participants sign up for ongoing individual coaching
- There is a further reduced rate of $125/session if 3 or more participants sign up for ongoing individual coaching
You will either develop a group from within your organization, or join a group that consists of management from various organizations. A group has a common broad purpose. A group from within the company might want coaching on a higher level of collaboration and communication. A group that includes different managers from different organizations might have as its purpose, for example, “learning to be more effective managers.” The group is coached to their specific individual outcomes. The group process is useful because you have the benefit of a coach facilitator, and also have the group’s experiences and wisdom to draw on. Group coaching is very collaborative and is less expensive per person than individual coaching. Group coaching starts with a commitment of 3 or 4 months and its purpose is to work on particular specific outcomes desired by the group. As a result of the high level of support and the outcomes achieved, many groups continue far beyond the initial 3 or 4 month period.
Many managers engage in individual coaching in order to move toward specific management goals through weekly one-on-one phone calls or meetings with Cami. For example, following are examples of outcomes Cami’s management clients have engaged her to work on:
- Hiring the right employees
- Strong communication with staff
- Communication that leads to ownership and accountability
- Implementation of time management skills
The process: We will start with a three-month commitment. Cami and the manager work together to co-create a Coaching Plan that contains 4 – 6 outcomes that the client wants to generate within the three month period. Many clients continue beyond the first three months. Every three months you have the chance to create a new Coaching Plan that represents the next step in your development. The design of coaching is to work with clients on an ongoing basis for a specific period of time so they can learn and internalize tools and new practices to use as they go forward after coaching is complete.
Often the company sponsors the manager in individual coaching and skill-building as part of its ongoing growth and development. Click here for a study on return on investment of coaching in organizations.
First U.S. Community Credit Union hired Cami McLaren to work with its branch and other managers within the company.
In our first class in July 2013 Cami went over Accountability and Enrollment. This was a very good session since we as human beings often do not hold ourselves as accountable as we should. We tend to make excuses. Through this class we learned how to look at things with neutrality instead of blaming ourselves or others so that we can learn and improve the process going forward. We also learned that if we do not have the proper buy in or “enrollment” from ourselves or our staff, we’re unlikely to get the results we desire. Understanding this process and how the two work together helped us as a management team. It has taught us how to better communicate with our staff and how to help enroll them in the process.
Class two was about more Accountability and Enrollment. It was getting the managers to see themselves as the “CEO of their branch” or department. We were able to hear terms for “victim language” and realize those were terms and words we hear a lot and sometimes even hear ourselves say. We learned the terms for “accountable language”, which we are now practicing instead of the self-sabotaging victim language. When Cami went over “Enrollment” and the “REALITY” Model it really gave us a sense as to what we may have been missing. We all would love to think that when we ask our staff to do something they understand why and are enrolled. Through this series, we were really able to see that this is not necessarily the case, and why at times we weren’t getting the results or outcome we wanted or were asking of our staff.
Class three was about things that get in our way. What barriers stand in our way, or are we going down stream because we are caught in a “Drift”. We all tend to make excuses as to why something did not get done. Maybe there was something else that we felt was more important at the time. I believe as an organization, by this class we started noticing if we or our co-workers were falling into one of these stages of the first two classes. It changed the way we did things or what we said, because we started to become more aware and were being held more accountable.
Class four was a big one for us: Time Management! Many people have a difficult time managing time. It seems as though we want to do everything right away for someone else, when in fact there are often other more time-sensitive things that need to get done. Cami went over The New Paradigm with us, teaching us how to put things in quadrants and how to prioritize. She also went over different ways of managing one’s time depending on the type of person. Since this session, I’ve noticed many managers are able to accomplish a lot more within a day.
Week five was a Review and Raising the Bar. At this point in the class it was a great time to review because we started using a lot of these activities with our staff. Holding them accountable or getting them enrolled. At this point some of us had run into situations with our staff and needed to brainstorm on how to get past the hurdle or get some ideas on how to get different employees enrolled. For the management team, it was time to raise the bar even further. Time to get outside your comfort zone! I must say, this was not easy for many of us. Nobody ever wants to get outside that comfort zone, because when they do, there is no telling what the outcome may be. Doing this took us to the next level. It gave some of the managers more confidence, a sigh of relief, etc. One of my own personal goals was to better understand my managers’ personality types. Week five is when I really started understanding and seeing why they were the way they were.
Class six and seven were about Communication – Effective Listening! Cami used the three-legged stool approach with one leg being trust, the second being commitment and the third leg being communication. In this session we began to understand how these three things really work together, as well as how we should be listening more than talking. Some of us are much better at listening than others. We practiced repeating what we heard, to ensure we were listening to each other. After this class and still to this day, I have noticed better communication within our management team.
Class eight was about Establishing and Maintaining Trust with Others. This was a great class on how to build trust and the steps you have to take. It is very easy to get trust, but once it is broken it is very hard to gain back the trust. This was a very important tool and class. In our profession our members trust us. We are their trusted financial partner and if we lose their trust, then we lose their business. I have also witnessed trust being rebuilt within our organization, and I believe this is largely due to this class because the right managers were in the class to hear what was being said, understand it, and make improvements as a result.
In Class nine we went over Business Relationship Skills. What is a Commitment and Intentional Relationships? This was an interesting class! At times we think we are committed to something, but are we really. Having Cami walk us through this process really made us as an organization look at if we were really committed to certain things. If we weren’t committed, why may that be? What else were we more committed to? After this class it made me question some people’s level of commitment and allowed me the opportunity to reach out to them to see if they truly were committed to what I was asking them to accomplish. Taking this class allowed me to use all the tools I learned from class one to communicate in the right way.
As an overall organization our goal was to increase our sales and improve communication within the organization. I believe our goal was met! Our managers are regularly meeting their goals, and have improved communication with their peers as well as their staff. I hear them say when they come to me, “I don’t want to sound like a victim but need help with a situation”. I would recommend this coaching program to any company; it can only benefit your organization.
– Julie Ainsworth, VP/Operations
PJ Shepard, Operations Manager