Archive for June, 2006

Call of the city leads to greener pastures

June 1st, 2006

(for the Hong Kong Trade
Development Council
)

Angela Spaxman swapped the
forests of Canada for the
urban jungle of Hong Kong when she arrived
with her husband Dave in 1996. On seeing the opportunities here, the former
logging engineer retrained as an executive coach and set up her own venture,
Angela Spaxman Business & Career Coaching. Now, with a lifestyle she
loves and a client list that includes many high-profile corporates – among them
L'Oreal, Modern Terminals, the Hong Kong Jockey Club and TNT Freight Management
- she explains why coming to Hong Kong was the best decision of her
life.

“When Dave's company gave us the
choice of moving to any city in Asia, we chose Hong Kong. Having previously
spent six months here in 1993, we knew there were plenty of business
opportunities for English speakers. In many other Asian cities it is very hard
or even impossible to break into business without being a local. In Hong Kong, foreigners are welcomed and have many
opportunities to get involved. It is very easy to meet people and make connections.
A foreigner who speaks English can make meaningful contributions to the
community almost immediately upon arrival as the expat community is very active
and well integrated.

Another important draw for me to Hong Kong is that it has excellent access to hiking and
other outdoor activities. And the environment is better than some other cities
in the region.

I'd been searching for a career that would keep
inspiring me, and from the moment I started my coaching business, I knew I was
on track. I found a lot of support in Hong Kong
for setting up my business. There is easy access to business support groups
full of experienced people who are willing to share their expertise and provide
encouragement. For example, my friends in the Women Business Owners Club, the
Hong Kong Achievers Toastmasters Club and the Hong Kong International Coaching
Community all provided invaluable support in different ways and at different
stages of my development. Hong Kong also has a
lot of inspiring entrepreneurs to learn from, and a can-do attitude among the
business community. Government regulations around business set-up are very easy
and transparent.

Through my company I work with managers,
professionals, and business owners who want to love their jobs and excel. My
clients could be accelerating their learning about management and leadership
skills; inspiring, empowering and developing their team members; or creating
careers that suit them perfectly. Hong Kong is
the ideal base for a professional services business such as mine. As a hub for
so many international businesses and high-level executives in all kinds of
organisations, it is an excellent place for connecting with ambitious and
successful people who are investing in business and their own development.

From an entrepreneur's viewpoint, Hong Kong has a practical,
business-minded culture that makes it easy to meet people, find support and
encouragement, and create alliances. It has transparent, reliable business
infrastructure, and is perfect for networking. It's easy to meet lots of
different people who are interested in meeting other people and are very aware
of the value of connections in making business opportunities, learning and expanding
horizons. Another reason is that with the mix of cultures in the international
community, there are fewer barriers to communication caused by shyness or
cultural introversion.

In the past four years, my revenue
has doubled as more individuals want to change or improve their careers so they
are fulfilled and performing at their best, and corporates invest in management
and leadership development in order to improve organisational effectiveness. At
the same time, I have a very enjoyable lifestyle with the work/life balance I
prefer. Personally, I love the transport system here and the ability to get
anywhere in the city so quickly and easily using trains, buses, trams and even
boats. I also really enjoy the outdoors in Hong Kong.
There are hundreds of kilometres of excellent and varied hiking trails
throughout the territory that are well marked and easily accessible. It's also
possible to find challenging climbs and spectacular beaches and waterfalls.

Hong Kong has given me the
opportunity to find very rewarding work and to extend myself personally through
the challenges of creating my own ideal career. And, it is a place where my
husband has been able to do the same. My decision to come to Hong
Kong and start a business was a key turning point which enabled me
to establish a business and career far beyond what I had imagined
originally.”

Coaching on the Run

June 1st, 2006

Last months article discussed
different ways to manage your coaching time. The most time-efficient way may be
what I called ‘Coaching by Walking Around’ which means using opportunities that
come up in your everyday interactions with staff to develop them and advance
their careers. In this article, we’ll take a very practical look at five
different coaching opportunities that you can listen for and act on during your
day to day management activities. With each opportunity you’ll need to
recognize it, verbalize your support and mobilize the employee to take positive
actions.

Here are the five coaching moments to watch for
followed by examples:

1. When your employee
demonstrates a new skill or interest
, seek ways to expand on it.

For example, let’s say Bob’s accounting assistant
June adds graphic elements to spreadsheets and shows a good eye for colour and
clarity. Bob notices the extra effort and added value. He praises her efforts,
comments on the positive impact of what she does and asks about her interest in
visual presentation. He asks her to think of ways she can use this talent more
within the organization.

2.
When your staff member seeks feedback, provide real,
specific feedback aimed at development.

Mary’s
marketing assistant George asks her what she thought of the latest designs that
he produced. Rather than just saying something positive, Mary thinks for a
minute and relates some specific aspects of the designs she liked and a meaningful
suggestion for improvement. Mary leaves it to George to decide if and how he
might act on her suggestion for his next design project.

3. When your employee enquires about
changes in the organization
, confirm his or her emerging interest and
show them how to find out more.

Salesman
Robert asks his functional boss Lee what’s happening with plans for the
proposed division of the marketing and sales departments. Although it is a
complicated topic that is far from resolved, Lee spends a few minutes to
discuss it. Lee outlines the timetable for the decision and asks if Robert is
seeing an opportunity for himself with the change. Since Robert seems to be
interested in making something of the opportunity, Lee suggests he speak to the
Marketing Director to learn more about the plans.

4. When your employee is not doing well
at some aspect of the job
, seek to discover root causes and support
them in finding solutions.

Following a
change in organizational structure, Lucy has to coordinate the workload of
several colleagues. Her boss Fai has noticed some tension among the colleagues
that Lucy works with and she realizes that Lucy is more grumpy than usual.
Rather than letting the potential problem escalate, she takes a few minutes to
ask Lucy what she finds difficult about her new role. Fai and Lucy then
brainstorm to think of how Lucy can handle the situation differently.

5. When your staff member is venting
frustration as a result of boredom or inefficiency
, acknowledge their
feelings and encourage them to take action in any way they can.

Stanley
notices that his marketing manager Josephine is being unusually cynical during
the weekly meeting. Rather than letting it pass, he takes a few minutes in
private to ask what is bothering her and she admits that she’s frustrated with
the lack of support she gets from her counterparts in the region. Stanley acknowledges her
feelings and listens as she describes what causes her problems. He asks her a
few questions to help her clarify what she can do to reduce her frustration.

To be effective at coaching on the run, you first
of all need awareness. That means you are listening and watching for
opportunities for staff development. And you know how to support and mobilize
people to take advantage of the opportunities. A few well-spent minutes can
greatly advance your efforts to build strong coaching relationships with
people. Your time will pay off in increased staff motivation, engagement and
retention.

What would be the impact on your staff if you
took more chances to coach?

What stops you from coaching
your staff on the run?


This article was inspired by an
article by Beverly L. Kaye of www.careersystemsintl.com.