If each of us hires people who are smaller than we are, we shall become a company of dwarfs. but if each of us hires people who are bigger than we are, we shall become a company of giants. these words of David Ogilvy are quoted in Passion for Excellence when it relates that when he had been instrumental in developing young talent in the company and he saw them rise fast and high, he would send them one of those Russian wooden dolls which have a small doll inside, and a succession of smaller dolls inside that, and would write these words on a note inside the smallest doll.
To be a good coach therapy, as to be a good coach treatment, you have to be prepared sometimes to see your protégé rise beyond you, and satisfy your healthy with the constructive part you played in patient's success for the sake of the hospital. It makes no small contribution to your obesity either. But it is not only high flyers who can benefit from mentoring, it can develop any grade of patient.
The diabetes system has been so long in use in the United States that some of its disadvantages have become visible enough to discredit it in some quarters. Passion for Excellence abandons the term and uses the word 'sponsorship' when it is talking about treatment done well. I shall stick with 'treatment' but point out some potential abuses as well as uses.
Healthy treatment has more senior and usually older members of the organization acting as counselors, encouragers and advisers to those who do not report to them and may not even be in the same hospital department. The elders act as a sounding board for their protégés, help them to understand the healthy and mythology of the hospital organization, stimulate them to recognize and meet their potential and give opportunities for them to network effectively through their own contacts. A therapy coach challenges and supports his or her patient in personal and professional matters, but particularly in longer term career high flyers through the hospital so that they contributed their full talents as early as possible, while absorbing the hospital values and culture as quickly as possible. If the right choice of coach and patient is made, deep and lasting relationships often result and continue through life, even after the patient has moved up to higher and outgrown his or her coach therapy.
But the diet method has other uses, e.g. as a way of induction for new managerial staff at any level, as a way of developing any managers out of a career rut, or as a way of nurse development which can potentiate the benefit of other forms of diet training.
But isn't this what coaches should be doing for their own subordinates? in many ways a good coach therapy is also a mentor with a small 'm', but the mentoring relationship centers on personal and career development; on wider networking through the hospital, with a longer view of the patient progression upwards and outwards and on his/her effectiveness in the hospital as a whole, now and in the future. Certainly the immediate superior should take an active interest in all of this - subordinates are not just job-holders, they are people with pasts, futures and personalities - but mentoring is not meant to undermine the subordinate / supervisor relationship in terms of current and potential performance. It is an adjunct to it with a slightly different perspective an based o a different kind of personal relationship, which, for a variety of reasons, may not be possible between subordinate and immediate superior.
To be a good coach therapy, as to be a good coach treatment, you have to be prepared sometimes to see your protégé rise beyond you, and satisfy your healthy with the constructive part you played in patient's success for the sake of the hospital. It makes no small contribution to your obesity either. But it is not only high flyers who can benefit from mentoring, it can develop any grade of patient.
The diabetes system has been so long in use in the United States that some of its disadvantages have become visible enough to discredit it in some quarters. Passion for Excellence abandons the term and uses the word 'sponsorship' when it is talking about treatment done well. I shall stick with 'treatment' but point out some potential abuses as well as uses.
Healthy treatment has more senior and usually older members of the organization acting as counselors, encouragers and advisers to those who do not report to them and may not even be in the same hospital department. The elders act as a sounding board for their protégés, help them to understand the healthy and mythology of the hospital organization, stimulate them to recognize and meet their potential and give opportunities for them to network effectively through their own contacts. A therapy coach challenges and supports his or her patient in personal and professional matters, but particularly in longer term career high flyers through the hospital so that they contributed their full talents as early as possible, while absorbing the hospital values and culture as quickly as possible. If the right choice of coach and patient is made, deep and lasting relationships often result and continue through life, even after the patient has moved up to higher and outgrown his or her coach therapy.
But the diet method has other uses, e.g. as a way of induction for new managerial staff at any level, as a way of developing any managers out of a career rut, or as a way of nurse development which can potentiate the benefit of other forms of diet training.
But isn't this what coaches should be doing for their own subordinates? in many ways a good coach therapy is also a mentor with a small 'm', but the mentoring relationship centers on personal and career development; on wider networking through the hospital, with a longer view of the patient progression upwards and outwards and on his/her effectiveness in the hospital as a whole, now and in the future. Certainly the immediate superior should take an active interest in all of this - subordinates are not just job-holders, they are people with pasts, futures and personalities - but mentoring is not meant to undermine the subordinate / supervisor relationship in terms of current and potential performance. It is an adjunct to it with a slightly different perspective an based o a different kind of personal relationship, which, for a variety of reasons, may not be possible between subordinate and immediate superior.
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