you've been struggling to overcome a challenge for months
you really want to accomplish and it's about time you do something
about it. It's very important.
You land on a website from clicking around the web and it's
a coach's website, and on it you see the following:
practice a solution-based method of coaching. Goal setting
and strategic implementation are vital components to attaining
results. Understanding behaviors, and setting key implementation
strategies enables leaders to manage growth in both personal
and professional aspects."
you be enticed? Or, would you be like, "What the heck
did I just read?"
if instead, you saw this:
work with professionals who have been struggling for
months to reach their goals and just can't seem to figure
out how to do it. We help them eliminate the energy-draining
stress and struggle, to implement an exciting plan for
success. You'll leave motivated, and feeling confident
things are progressing."
engagement means having someone standing by in good
times and in bad times.
Group® is a subsidiary of Ferris Consulting Group, Tallahassee,
Gregory has been a performance coach and
trainer consultant for individuals as well as large and
small organizations. His work experience is diverse with
a deep knowledge of performance and approaches to solution
generation. He is very passionate about helping others discover
solutions and finding success.
Along with his work in the United States, he has international
work experiences in the Netherlands, Great Britain, Scotland,
and India. He has worked at various levels- coaching from
the top-down, giving presentations and exercising high levels
of enthusiasm and energizing others with breakthrough sparks.
I Can Help You Discover Solutions
am a catalyst of personal and professional growth.
As a solution-based coach, I work closely
with executives and managers to help them achieve personal
and professional goals. The solution-based approach uses
focuses attention directly on building solutions for problems
instead of analyzing causes of problems and making a diagnosis.
Focusing on what is wrong uses people’s energy and
distracts them from focusing on their goals.
Being innovative is an important factor
of solution-based coaching. I help people discover solutions
in distinct ways that fits his or her unique circumstance.
This way of working leads to individualized solutions that
are owned by the individual.
Once the individual understands the solution-based approach,
they can then deal with other problems by approaching them
the same way.
As a trusted coach to business leaders,
I am known for helping leader’s collaborate their
purpose openly, master skills and successfully deliver impactful,
yet practical and measurable results.
Cited as an expert in my area of expertise.
I have published numerous articles on applying management
disciplines to drive business performance and growth. I
have spoken at numerous professional and organizational
events and quoted in numerous publications.
Step Up: Moving Forward as One
didn’t take the Secretary long to realize his
appointment as leader of the Florida Department of Transportation
(FDOT) was going to be one of the bigger challenges
he had faced in his professional career. State employees
in Florida had not seen a pay raise in six years; the
state legislature had decided to place a larger responsibility
on employee contribution to their health care; the retirement
system was being revamped and job reductions in the
workforce were ongoing. These actions and others had
reduced morale to an all-time low. In essence, the morale
of state employees had bottomed out. (Read
Engagement: Measuring What Matters
Kelleher, well-known employee engagement specialist,
commented, “You can’t always throw money
or offer perks to boost employee satisfaction levels.
The last thing any employer wants or needs is a satisfied
but underperforming employees or satisfied employees
working in a business that is underperforming."
Kelleher’s comment strikes home with employers
who think an annual employee satisfaction survey is
a sound approach in determining the extent to which
employees are happy or content with their jobs. (Read
Behind the Benefits: The Key Drivers of Employee Engagement
brutal truth - employees want a workplace in which
they can grow, thrive on challenges, be bold in their
thinking, and inspire others with the spark of innovation.
They want to enter work each day knowing their purpose
and how it connects with the business strategy. The
brutal truth is powerful and even more directly, employees
want work to be enjoyable intertwined with moments
of fun, laughter and constant burst of energy. However,
creating a culture of engagement is not something
that happens before the sun sets. It is a deliberate
practice of engaging employees to Think (head) Feel
(heart) Act (hands) in positive ways toward their
job, their work, and their company. (Read
End of Communicating in Presence?
this hurried world, face-to-face or phone conversation
is a premium reward. The physical or emotional representation
of the person surfaces as does the opportunity to have
presence with each other. The social brain engages in
each of us – picking up information in each moment
of need, hearing a voice, grasping the emotion and nonverbal
messages. The social brain then tells us what to do
next in keeping the interaction moving. Unfortunately,
having presence with another is becoming a secondary
approach to communication. (Read
Someone's Management Style
I was paging through the morning paper, my eyes caught
an expression used by a character in DILBERT: "I'm
someone's management style." An initial chuckle
and nod of the head in agreement were followed by a
reflection on those who influenced my own thinking and
work practices. (Read
Making of a Transformational Leader
six years as a secondary school administrator, I had
enough. The final straw was taking a gun off a student
and being reprimanded for not calling the police first.
A couple weeks later, after a long fifteen hour work
day, I dragged myself home thinking how I would rest
my weary body in a well-worn recliner. As I sat in the
recliner my mind began to catch up with the rest of
me. A clear thought ran through my mind; I had become
the highest paid custodian in town. (Read
Just a Fist in a Bucket of Water
recent metaphoric expression caught my attention while
reading a blog in Identity Theft.
According to the blog, the expression surfaced during
an exit interview. When the interviewer told the employee
that employees are like a fist in the bucket; when
they leave it’s like a fist being pulled out
of a bucket – they are replaced as fast as the
space in a bucket when the fist is pulled out.
have all had our share of good reads in leadership and
a taste of the best, as well as many "could have
been better" approaches to leadership development.
However, I am not convinced that in those mentioned resources
and developmental actions was there much to say about
the thinking habits of employees.
Closer Look at Employee Engagement
frightening possibilities follow! According to research,
it is estimated that American businesses may only be
operating at one-third of their capacity because of
the lack of a true connection with their people. What
if banks only opened one-third of their branches each
Building a Culture of Employee Engagement in Your Funeral
if your funeral home staff gave 100% effort at all times?
What if your business increased by 15-20% through those
efforts? What if your staff came to work ready to really
crank things out every day? And what if you didn’t
have to feel totally and irrevocably responsible for
everything in the funeral home?
Riveting is Your Workplace?
a recent conversation with a colleague, I was told that
he is neither hearing business owner’s talk about
employee engagement or receiving requests for consulting
services to help owner’s design engagement approaches.
My initial thought was maybe we are not doing the job
of creating awareness and understanding of employee
engagement with our client base through speaking engagements,
publications and one-on-ones. (Read
a Workplace: A Case Study
happened so suddenly. No one expected it or even had
a clue it was going to happen! Although many of the
employees had seen the housing market dip, few understood
how it would impact the company and their work life.
Why should they? They worked hard and went the extra
mile to make sure the Division was successful. The Division
Executive Vice President was vivacious in interactions,
encouraged employee autonomy, deliberately recognized
and rewarded employees frequently. He was well-liked
and amicable to all. To be sure, employee hierarchical
needs were being met. (Read
Ferris first helped me establish a plan for an organizational
culture change that was successful. He helped me conceive,
plan, implement and integrate the necessary change steps.
He worked for me as an advisor and professional mentor.
He was also tasked to help me provide institutional help
to managers on an as needed basis to accelerate the change.
He acted as a trusted advisor when needed. Gregory worked
very well for me in a one on one role. I would recommend
him to perform this type of work for me again."
Ferris is a professional you can count on. His experience
leads to results that are lasting. The forthrightness of
his delivery is exactly what is needed when working with
executives and middle managers. My experience with Greg
taught me how to better deal with group dynamics while focusing
on individual issues. He has deep knowledge in the behaviors
and attitudes that sabotague personal careers. Working for
institutions on the brink of change, Greg has amassed a
good body of knowledge on organizational change, as well.
I would highly recommend him to any firm looking to get
to the root cause of personnel problems or organizations
seeking change management, in a quick and efficient manner."
input, feedback and coaching were instrumental in developing
a strategic plan for my team. His unique style and open
attitude were a vital part of the process and have created
a road map for my team’s future success."