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	<title>Frontline Leadership &#187; Coaching</title>
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	<description>The Leadership Blog of James Brava</description>
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		<title>How to get the change in behaviour you need</title>
		<link>http://www.frontlineleadership.com/2010/02/how-to-get-the-change-in-behaviour-you-need/</link>
		<comments>http://www.frontlineleadership.com/2010/02/how-to-get-the-change-in-behaviour-you-need/#comments</comments>
		<pubDate>Mon, 08 Feb 2010 19:00:53 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Asking Questions]]></category>
		<category><![CDATA[Corrective Feedback]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=315</guid>
		<description><![CDATA[In order to get the change in behaviour you need from your team members (or child, spouse, partner or friend) you need to guide their thinking.

The key tool you have to guiding their thinking are the words you choose to use, the questions you choose to ask and the conversations you choose to have. Today we’re going to focus on the questions that you choose to ask.]]></description>
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		<title>How to Kick Butt by Asking Questions</title>
		<link>http://www.frontlineleadership.com/2010/01/how-to-kick-butt-by-asking-questions/</link>
		<comments>http://www.frontlineleadership.com/2010/01/how-to-kick-butt-by-asking-questions/#comments</comments>
		<pubDate>Fri, 29 Jan 2010 06:50:06 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Giving Feedback]]></category>
		<category><![CDATA[Asking Questions]]></category>
		<category><![CDATA[Corrective Feedback]]></category>
		<category><![CDATA[Frontline Management]]></category>

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		<description><![CDATA[Last week we checked out why you would ask questions to kick butt. This week we’ll examine how you might go about this.]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Is your coaching approach failing both you and your people?</title>
		<link>http://www.frontlineleadership.com/2009/12/is-your-coaching-approach-failing-both-you-and-your-people/</link>
		<comments>http://www.frontlineleadership.com/2009/12/is-your-coaching-approach-failing-both-you-and-your-people/#comments</comments>
		<pubDate>Sun, 13 Dec 2009 22:05:38 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Core Performers]]></category>
		<category><![CDATA[Corrective Feedback]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Positive Reinforcement]]></category>
		<category><![CDATA[Skills Coaching]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=132</guid>
		<description><![CDATA[Why is coaching so important? Well, the Sales Executive Council’s research has revealed a strong, positive correlation between coaching effectiveness and (a) the performance of average (or core) performers (as much as 17% improvement), (b) high-performer retention, and (c) high and average performers’ willingness to work harder. Pretty impressive stuff!]]></description>
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		<title>Why your coaching may not be working</title>
		<link>http://www.frontlineleadership.com/2009/12/why-your-coaching-may-not-be-working/</link>
		<comments>http://www.frontlineleadership.com/2009/12/why-your-coaching-may-not-be-working/#comments</comments>
		<pubDate>Sun, 06 Dec 2009 22:17:13 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Core Performers]]></category>
		<category><![CDATA[Frontline Leadership]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=118</guid>
		<description><![CDATA[It seems like everyone is talking about coaching in business these days, and perhaps with good reason. In their 2005 Strategic Research Findings, the Sales Executive Council identified that teams not receiving coaching under perform by a significant margin. On the other hand, teams that report receiving more than three hours of coaching per month exceed their goals by 7% on average.]]></description>
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		<title>5 steps to better Frontline Leadership</title>
		<link>http://www.frontlineleadership.com/2009/11/5-steps-to-better-frontline-leadership/</link>
		<comments>http://www.frontlineleadership.com/2009/11/5-steps-to-better-frontline-leadership/#comments</comments>
		<pubDate>Sun, 29 Nov 2009 02:15:13 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Leadership Skills]]></category>
		<category><![CDATA[Balanced Feedback]]></category>
		<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Critical Behaviours]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Frontline Leadership]]></category>
		<category><![CDATA[Frontline Management]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=94</guid>
		<description><![CDATA[Like the old saying goes, practice makes perfect. Get your basic frontline leadership skills right and then practice, practice, practice.]]></description>
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		<slash:comments>1</slash:comments>
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		<title>How does leadership apply to frontline managers?</title>
		<link>http://www.frontlineleadership.com/2009/11/how-does-leadership-apply-to-frontline-managers/</link>
		<comments>http://www.frontlineleadership.com/2009/11/how-does-leadership-apply-to-frontline-managers/#comments</comments>
		<pubDate>Tue, 10 Nov 2009 05:10:08 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Leadership Skills]]></category>
		<category><![CDATA[Balanced Feedback]]></category>
		<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Frontline Management]]></category>

		<guid isPermaLink="false">http://www.frontlineleadership.com/?p=78</guid>
		<description><![CDATA[When leadership concepts are applied specifically to frontline managers’ positions it is important to focus on and develop specific skills in conjunction with role’s traditional responsibilities.    ]]></description>
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		<title>Learning to give effective feedback</title>
		<link>http://www.frontlineleadership.com/2009/10/learning-to-give-effective-feedback/</link>
		<comments>http://www.frontlineleadership.com/2009/10/learning-to-give-effective-feedback/#comments</comments>
		<pubDate>Mon, 26 Oct 2009 22:12:15 +0000</pubDate>
		<dc:creator>James Brava</dc:creator>
				<category><![CDATA[Giving Feedback]]></category>
		<category><![CDATA[Balanced Feedback]]></category>
		<category><![CDATA[Coaching]]></category>
		<category><![CDATA[Critical Behaviours]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Frontline Leadership]]></category>

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		<description><![CDATA[There is a distinct art in giving praise or feedback.  As a frontline leader or manager, if you can master this concept you open the door to develop engaged and motivated employees. ]]></description>
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