Categories
Coaching Leadership

Unshipped is worthless

Software can be changed quickly. High performing teams can ship a new release to end users multiple times per day.

When we realise this and make use of it, we can push against the problems of perfection, of doing nothing or endlessly refining plans. Instead, we can slice up changes to be small, to be good enough to take the next step and to be quick to revert if they weren’t actually what we wanted.

The thing that unlocks these behaviours most quickly is building in the deep understanding that something that is out in the world providing value is better than the most perfect system that’s still stuck on your private network.

It’s hard to do, as you need to get used to things not being the absolute best they can be, instead that they are good enough to solve a problem today and can be improved tomorrow.

The best way I’ve found to break the desire for perfection is to connect directly with your end users. Every layer between you and the person using your solution is an extra chance to focus on something other than shipping the change, so cut through them to go faster.

When you meet up with users and see their daily pains, shipping something now that solves some of them is always more appealing than shipping something in a couple of months that might solve all their pains.

You also get fast feedback on the things you’ve already given them. You find out what’s really important to them, and also which of the details you sweat over they really care about.

Fast feedback loops like this encourage you to go faster. Ship small incremental changes when they are ready rather than building up big blocks that will be ‘perfect’ from day 1 but never actually going anywhere.

Unshipped changes are worth nothing. Get them in front of users and iterate, and capture that value now!

Categories
Coaching

Knowing your worth

It’s very easy to undersell your particular skills, abilities and experience. It’s something that any of us can struggle with, as we lose perspective on our unique potential to contribute.

This is something that you can recognise, and combat with practice. Consider this really simple exercise. Think about something that you find easy to do. Ideally, find something that other people are impressed by, a skill that you gain recognition from. Maybe it’s something like baking, or something from the corporate world, like chairing a great meeting.

Now think about this easy thing. Reflect on how long you’ve been doing it. Times it’s gone well, experiences from the past that were less successful than you are now. Think back on your journey in this area.

How much effort has it taken to build this skill up so it’s easy to you? If you’ve been honest with yourself, then it’s likely to have taken a significant amount of learning to reach this point and probably some mis-steps along the way.

When you recognise all of this, then you’ll see why this easy skill is anything but easy. You’ll start to understand why people recognise you for your ability and you’ll be able to fairly value your experience.

If you want to explore your own unique skills and know your true worth, then book a conversation now to gain this understanding.

Categories
Coaching

Knowing The Impact of Coaching

It can be very hard to measure the impact of Coaching. We’re aiming to deliver positive change to a person, enabling them to learn and grow. It might not be easy to put a number on that impact.

Nevertheless, Coaching can be a significant investment in time and money, so how do you know you are getting the right outcome?

If you are paying directly, then it’s a pretty easy decision. Do you feel like you are getting great outcomes? Are you moving into learning space in each session? Does your Coach listen to your needs and focus their efforts in help you reach those goals?

Answer yes to these questions, then it’s great value!

If you are engaging a Coach for your organisation, then you’ll often want to measure the impact in a more structured way. You need to think about the outcomes you need to see from that organisational perspective. Do you want to improvement Employee Engagement metrics? Are you looking to grow your junior leaders or attempting to refine a senior leadership group?

Once you know what you want to measure, build it into the agreement with the Coach. They’ll be able to work with the Coachees to structure their goals around these areas, using initial sessions to set the expectations with the Coachee so they are aware of the focus of the engagement.

Good coaching can have significant material benefits to an organisation, but directly measuring ROI is hard. Prefer instead to look at the positive impact on Engagement, Team Happiness or overall feedback from the organisation, and if you are hitting those goals, you can be sure again that you are getting great value from your Coach.