Reasons why you should have a business coach

Getting a business coach to help you out does not, in any way, constitute an admission of failure. In truth, it’s probably the smartest move you can make, reflecting your dedication to making your business thrive, explains business consultant Emile Haddad. Hereunder are some other key reasons to consider working with a business coach.

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One, you want to be driven and pushed. This is just like getting a personal fitness trainer. Not having a business coach may just leave you mired in daily tasks with no clear assessment strategies to know what your next business move should be. Sometimes you’re just stuck in the crossroads; you know you’re ready to progress to the next step, but you’re not sure how to do so. A business coach can present you with that clear path to growth.

A business coach will take you out of your comfort zone. A business coach is someone with whom you can bounce off your ideas, someone who challenges them, tells you if they are not feasible and realigns them in the right direction. It could be that what you need is this figure, this sounding board, who can provide you with needed constructive criticism.

You likewise can take advantage of a business coach’s experience in the industry. Your understanding of your business may be limited by what you know from previous jobs you’ve had or your personal entrepreneurship biases. Having someone with a more objective knowledge of your field may prove crucial in reaching the next level. This is because a business coach will hold you accountable, push you past the planning stage toward concrete, realized goals, Emile Haddad concludes.

Emile Haddad is a Seattle-based business coach. His bicultural background inspired him to study the effects of cultural differences on businesses’ efficiency. Visit this blogfor related posts.

Essential skills employees need to develop to become leaders

A thriving company has a stable of leaders who can direct, encourage, and influence others. Business coach Emile Haddad believes that those who have potential to become leaders need to expand their skill set continuously on their way to the top. But what are the essential skills they need to become true leaders in their workplace?

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Listening

There are many good speakers out there but what the workplace might need is a good listener. This kind of leader knows when and where to share ideas and opinions. They also give others the opportunity to share their knowledge. In times of conflict, understanding conflicting points of view can help in forming resolutions.




Networking

Leaders should have the ability to connect with others on a professional level. While some people have the charisma of natural networkers, others can develop this skill by socializing and learning more about the business. As a veteran business coach, Emile Haddad believes that knowing who to approach and what to discuss are also part of good networking skills.

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Time management

Those who will eventually assume leadership positions will have to handle a lot of responsibilities. Mastering one’s time means allocating enough time to accomplish tasks and even to check up on others. Knowing where and how to spend their time is the main factor in a leader’s efficiency.

Emile Haddad is a Seattle-based business coach who believes that a company’s success is dependent on the condition of its employees. With this in mind, he conducts seminars and lectures that unlock workers’ strengths and hidden potentials. Visit this blog for more on leadership and success.

Harnessing the power of work delegation

Delegation is a crucial aspect of maximizing productivity while remaining organized and grounded in times of huge workloads and tight deadlines. Any successful business understands the value of leveraging employee capability, explains business consultant Emile Haddad. Work can be downright overwhelming at times; harnessing the power of delegation aids immensely in doing away with stress and burnout.

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Even though delegation is almost a given in the workplace, many business leaders, managers, and those in positions of authority still struggle with it. Some managers even fail to realize that they are actually keeping work to themselves, guided by a perfectionist attitude or blindly thinking it’s the less risky way to go about work. But the good leader understands that delegation opportunities must be recognized and maximized.

It all begins with adjusting one’s behavior and trusting others. You should be able to self-reflect and identify your strengths while decentralizing work. Nothing beats an inclusive, team-centered approach. After which, you should take time to know which people on your team have the expertise and experience for sharing and distributing the workload.

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Of course, whatever the goal or objective may be must be articulated well. Communication is key; clarify how outputs will be reviewed and measured so that colleagues and employees understand their responsibilities. It would help much if you provide templates and direct examples, adds Emile Haddad. Finally, make sure there’s a clear chain of command in place, with team members knowing whom to report to, who reviews the submissions, and who presents the final product to clients.



Seattle-based business coach Emile Haddad firmly believes that success in the entrepreneurial field is built on strong values of professionalism and accountability. Visit this blog for related posts.

How to consciously change organizational culture

Changing an organisations culture is not a small feat even for the most seasoned leaders. Culture encompasses so many things that range from values and processes to attitudes and actions, and each element should fit together to reinforce the company’s mission and push forward toward its vision. But how can a leader consciously change this culture? Seattle-based business consultant Emile Haddad has these tips and advice.

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Understand your current culture: You don’t know what you’re changing if you don’t understand your current culture. Do this by becoming an impartial observer of this culture in action, seeing how people interact with each other, resolve conflicts, and work toward satisfying customers. Conduct interviews, surveys, and other forms of assessment that will reflect what this culture looks like.

Align culture with strategy and processes: Ensure that your mission, vision, and values are all consistent with practices and processes in human resources and people management, including hiring, compensation, rewards and recognition, and talent promotion.

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Make the culture consistent with your brand: Culture must also be aligned with both employees and the marketplace, meaning HR should work hand in hand with marketing in communicating uniform messages.

Define roles and responsibilities: Know what company executives and managers should be doing to drive the culture change, serve as enablers of self-organizers teams, and maximize the capabilities of the existing staff. Review the organizational structure, too, to align with the desired change.

Keep everyone informed: Effectively communicate all employees about the organizational culture change process, telling them what is expected of them and soliciting feedback on these expectations, reminds Emile Haddad. This way, you ensure commitment and success despite the intimidating nature of cultural changes.

Seattle-based Emile Haddad is the principal consultant at Catalyst Business Coaching and Consulting, LLC. Through the years, he has helped clients come up with business management models that promote top-notch professionalism and excellence. Read more on this page.

Why companies should implement employee goal setting

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In most companies, the employees are as important as any resource, which is why they should be engaged in organizational activities. One of the many ways to do so is to involve them in goal setting. A 2017 research by McKinsey shows that employee goal setting can elevate employee performance and benefit the organization as a whole.


Some of the advantages of its implementation are the following:

Linked personal goals to overall business objectives: It is normal for employees to set for themselves goals and dreams. But if they see that their personal goals and expectations are aligned to the business priorities, they can be motivated to improve their performance. According to McKinsey, 91 percent of companies that have successful performance management systems employ workers whose personal objectives are correlated with those of the business.

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Increased accountability: Because employees are involved in the establishment of collective and individual organizational goals, it could give them a sense of ownership and purpose in their work. This can encourage better performance and motivate them to give their best.

Professional development: Through employee goal setting, not only can organizational goals be formulated, the business leaders can come up with a list of employee goals and milestones that are geared toward developing their skills and building their experiences.

Seattle, WA-based business consultant Emile Haddad has helped organizations build a culture of excellence within their workplaces. He has also taught many employees about the different skills they need to attain professional success. Visit this blog to read similar articles.

For employees who’ve written but haven’t sent that resignation letter

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At one point or another, almost every adult has entertained the idea of leaving their company. Many of them actually push through. For the plethora of reasons to resign, there are corresponding considerations. And many of those who resign ignore the latter and pay dearly.


First of all, many exiting employees forgo consultations with their immediate superiors before handing in the resignation letter. Oftentimes, they find out after they’ve left that they would have been given incentives to stay. They discover later on that had they voiced their concerns, management would’ve listened and made changes.

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Then there are employees who quit their job without fallbacks. They believe the money they saved will tide them over the next few weeks or months without a job. What they fail to consider is that finding a job isn’t as easy as it sounds. Many employees who’ve resigned went through their savings like a scorching knife through heated butter and ended up relying on the good graces of people such as their parents for the basic necessities.


Having backup plans (yes, not just one) is probably the best course of action if one really had to resign. However, before handing in that resignation letter, ask management first if there’s anything that can be done to alleviate your situation at work.


Emile Haddad is a Seattle-based business coach who believes that a company’s success is dependent on the condition of its employees. With this in mind, he devises seminars and lectures that unlock workers’ strengths and hidden potentials. For more articles like this, visit this blog.

Take care of the family business through succession planning

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Most of the time, when entrepreneurs start a business, they never think about the day when they would have to leave it. The experience might be the same for executives who have been key players in the same company for decades. Developing a well-founded succession plan ensures that one’s legacy will remain long after they are gone.

Through succession planning, a business owner or executive can identify potential leaders in the organization by assessing their skills and qualities that would be helpful for the continuous growth of the company. A well-developed succession plan can help the board to handpick the most qualified leaders in the organization and provide them with training and coaching if necessary.

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Developing a succession plan makes the future of the family business and the intentions of the owner clear to every person involved. Critical business processes must be written clearly in the plan. High-performing employees must be maintained through training and development. High-potential performers must by kept engaged through focusing on their opportunity to grow within the organization.


An executive of the business or business owners themselves must create an exit strategy wherein the company would still run smoothly without them. Succession planning promises leadership continuity, but not the company’s long-term success. Consider a family business’s succession plan as a kind of insurance that would help the business succeed both during and after developing a plan set for the future. A long-term map for the future secures the company’s efforts and the business owner’s legacy.


Emile Haddad, a Seattle, Washington-based business coach, has taught many employees about the different skills they need to achieve professional success. For similar reads , head over to this page.