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Working on the Press Gang..?

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The work of the enterprise coach is, for me, about providing a relationship that people can use to explore how they might transform their lives and whether or not this is a journey they want to undertake.   It is a relationship characterised by trust, confidentiality, skill and often the long-term. It is not directive; the coach has no ulterior goal that they are steering the person towards.   The only goal of the coach is to help their client to become the kind of person that they really want to be.

The relationship provides a chance for them to really transform their life. Of course this doesn’t always happen – but there is a chance. The transformation may come about through starting a business. Or through getting better housing, becoming a better parent, tackling an addiction or pursuing an ambition. The job of the enterprise coach is to enable people to take more control of their futures. To find their power in shaping their own lives. It is a truly valuable, challenging and privileged role.

It seems to me that much of the Enterprise Coaching world sees things a little differently. For them the enterprise coach is part of a smiling press-gang, working ‘in the community’, promoting the benefits of enterprise (narrowly defined around self employment, employment, business start-up or expansion) and encouraging people to grow their ‘dream business’. Clients are usually recruited to workshops after a limited amount of 121 work, given a crash course in business literacy and referred to the mainstream – where they take their chances. It is a directive process where the only positive outcome is a referral into the business support industry. It is about skimming talent and potential rather than a longer term engagement to change attitudes, habits, beliefs and decisions.  The whole process is lubricated with the judicious use of free lunches, celebrity speakers, community transport and the potential of getting some cash.   This is traditional pre-start up business support.  We have been doing it for a long time in various communities.  It feels safe, and it does produce start ups.  But I have yet to see it transform communities.

Sometimes  it even damages the very communities that it is intended to help.  I would suggest three mechanisms by which this unfortunate and unintended consequence sometimes occurs.

  • Firstly the service helps to skim off the most able and talented in the community: those that already have the confidence and self belief to start a business and helps them up and sometimes out of the community.  Those that succeed do so, not because of the support of their community, but often in spite of it.  Enterprise is seen primarily as a process for personal progress rather than community building.
  • Secondly we engage large numbers of people on the enterprise journey that we are unable to work with in sufficient depth or for sufficient time before they are referred into a mainstream that is not resourced to work with them.  Failure, disappointment and frustration are commonplace.  Word spreads and the reputation of the service provider drops.  Numbers engaging with the project fall away and the community becomes even more suspicious of the enterprise agenda.
  • Thirdly is the mechanism of reactance.  The more we persuade people to look at enterprise as something that is potentially good for them the more likely they are to resist our persuasion.   Flood a community with pro-enterprise messages and perversely you may decrease enthusiasm for it.

But back to the two visions of Enterprise Coaching that I opened with.  At the moment we are losing the chance of realising the first because of the funding that is being pumped into the second.  I meet and often work with great coaches who are trying to deliver the first vision for enterprise coaching, while being performance managed by a system that is demanding the second.  The consequences are inevitable.  As I have written before, enterprise coaching is being broken.

The question is – what are we going to do about it?  Join our LinkedIn group to find out…

Junior Apprentice and Gekko Breeding

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So Lord Sugar (is he still our enterprise czar?) is working with junior apprentices because it is up to them and their generation to ‘rescue and revitalise’ our country.  Surely it is a simple equation – more entrepreneurs, making more money, leads to a growing economy, more tax take and a better society.  Hmm.  Don’t expect much here about social justice, sustainable economics and steady state economies.  This is a stack ’em and sell ’em business model with no need to worry about the long term.

If we can just breed a generation of Gordon Gekko’s; back-stabbing, blame-shifting, glory grabbing and profiteering then perhaps we can develop a  tax base that will allow us to chip away at the national debt.

  • Is this how to ‘revitalise and rescue’ our country?
  • Is this how to encourage more people, young and old, (wouldn’t an intergenerational version of the apprentice be much more interesting?) to explore and develop their enterprising souls?

Methinks not.

Surely most decent folk would not choose willingly to enter such an environment?

Of course we know that the real world of enterprise is, by and large, nothing like this at all.  It is full of decent people trying to create real value and provide goods and services to the long term mutual benefit of buyer and seller alike, without further shafting the planet and the prospects of future generations on the way.

If ‘The Apprentice’ were a ‘one off’ perhaps it would not be big deal – but nearly all enterprise portrayed in the  media fits the backstabbing/profiteering stereotype.  With PR like this it is no wonder that so many good people choose not to make their living and make their lives in enterprise.

And it is no wonder that many educators continue to maintain stiff resistance to the introduction of enterprise into the curriculum.

The Entrepreneur’s Workshop – A Seminar for Entrepreneurs and Their Advisers

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Workshops are fascinating and dangerous places. In the right hands they can produce things of great beauty and real lasting value.  In the wrong hands they can do great damage and wreck lives.

The Entrepreneur’s Workshop is no different.

True enough; the tools have no sharp edges, burning furnaces or high-speed drills.  They are a set of ideas, principles, practices and habits that, applied with care and passion, can produce a wonderful lifestyle.  Learn to use these tools properly and they will serve you well.  Misuse them and the consequences are likely to include debt, damaged relationships and misery.

This 2 hour session introduces 10 of the most powerful tools that the entrepreneur can use to build a business with real lasting value:

  1. The Truth Detector – How to decide what might work for you
  2. ‘Want to’ or ‘Have to…’?
  3. The Double Edged Sword
  4. Getting Organised – doing what has to be done, and doing it well
  5. Entrepreneur or Artisan?
  6. Have, Do, Become…
  7. Build a Team OR Do it All – the choice is yours
  8. Writing the ‘investment ready’ Business Plan
  9. Situational Enterprise – technique and motivation
  10. Towards the Total Quality Enterprise – a tool to decide ‘What’s next?’

The Entrepreneur’s Workshop is fast paced, honest and highly practical.  Participants will understand each of the tools and be able to use them to build a better business – or to put their entrepreneurial dreams on hold – at least for now.

Who Would Benefit from a Visit to the Entrepreneur’s Workshop?

I have run The Entrepreneur’s Workshop is fast paced, honest and highly practical introduction to 10 of the most powerful tools for entrepreneurs. in many different settings, from a University post-graduate course on Creative Enterprise to pre-start entrepreneurs on a Local Enterprise Growth Initiative (LEGI) programme. The workshop is relevant and accessible to a wide range of entrepreneurs from pre-start through to experienced business owners.  It has also been well received by a wide range of advisor’s and coaches.

Costs:

If you would like me to run the workshop for a group of entrepreneurs and you provide the venue, refreshments and manage the administration then the cost of the workshop is £750 plus travel and subsistence and VAT.

For more information contact Mike on 07788 747954 or just leave a comment and I will get back to you.

You can see some recommendations of my work here

Getting to the Nub of Things

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Many coaches consistently fail to get to the point where their client is really going to tell them anything worth listening too.   They rarely get to the nub of things.

The conversation is often a pretence where both parties say the things they need to say in order to satisfy their respective bureaucracies with little or no real intention of any transformation taking place.   They play the game and keep the scores.

Many ‘enterprise coaches’ are little more than glorified sales people for the enterprise fairytale and act as modern day pressgangs to fill workshops and provide a ‘continual source of referrals to the mainstream’ which is neither resourced nor trained to deal with them properly.

So much talent and potential is lost because we rush its development and plug it into systems designed to provide management with outputs rather than provide people with a real chance of transforming their lives.  We put people into systems instead of into potentially transformational relationships.

Getting to the point where we can have really powerful, transformational conversations takes time, real skill and a lot of trust.  This is the work of the enterprise coach.

So what is at the nub of things?  What are the kinds of conversations that transform lives?  In my opinion they are conversations about identity, about being someone that you can face in the mirror every morning.  About developing passi0n, commitment, resilience and perseverance

Helping that Helps…

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I have been thinking some more about ‘helping styles that help’.  Many services that purport to ‘help’ appear to be helpful on the surface, but often leave clients more dependent on experts to help them with decision-making in the future, rather than less. We achieve a net loss in ‘enterprise’ rather than a net gain. Or we deliver the bureaucratic requirements of our service while leaving things substantially unchanged.

Every interaction offers us possibilities to help or hinder the development of clients (and ourselves). For some years now I have trained a person centred approach based on 4 styles of intervention intended to help advisers/coaches to think about how they can use every interaction to both strengthen their relationship with the client and to move the change process along:

  1. acceptant (getting them the client talk and to acknowledge feelings and emotions as well as facts)
  2. catalytic (introducing models, theories and concepts that help the client to see the wood for the trees, to recognise patterns and ‘make their own sense’ of the information they have available to them
  3. confrontational (challenging the client when words and actions seem to lack coherence – when they appear to be acting against their own self interest)
  4. prescriptive (telling clients what they should or should not do – a very common subset of this is called ‘veiled prescription’ for example ‘Have you thought about calling Business Link?’ which is really a prescription disguised as a question.

These four styles are then used in conjunction with what I call the enterprise coaching cycle. This starts with initial contact/gaining entry (winning the permission of the client to help; crossing the threshold at which the client ‘invites’ us to work with them on exploring options and plans). It then goes through contracting, data collection and option generation phases (all led by the client with the coach in the role of facilitator in nearly all occasions), option selection, planning, implementation and then either exiting or re-contracting for a further cycle of support.

In practice many of the people I train recognise that their ability to help is limited by the extent to which they can effectively ‘gain entry’. They are often not trusted as being ‘on the side of the client’. Gaining entry is a challenge because as it cannot be done on the basis of expertise and power (the usual starting point?) but on the basis of trustworthiness and intent.  Without gaining entry we can go through the motions of a helping relationship and tick most of the right boxes but nothing substantially shifts.

When working with coaches and advisers I have had to do quite a lot of work to decrease the amount of prescription that goes on and to increase the amount of acceptant work. This is usually resisted until advisers experience the style helping them with one of their own real life challenges. Even then they will habitually revert back to advising each other – even when they know from personal experience that ‘prescription’ is often almost useless as a helping style! There is a challenge of learning new techniques and skills, but the main challenge is unlearning old habits!

There is also often a resistance in case what the client really wants to work on reflects neither the coaches’ expertise nor the remit of their project.

I have also done quite a lot of work with advisers and coaches on ‘self directed learning’ which draws heavily on reflective practice techniques and helps them to build personalised learning support mechanisms. One of the unintended consequences of the standards based approach to professional development has been emphasis on the collection and collation of evidence that criteria are met rather than genuine reflection and the creative development of professional practice.

Another challenge has been to get advisers/coaches to be genuinely client centred, rather than centred on either the solutions that they have up their sleeves (workshops that have been commissioned and need filling, managed workspaces that need the same, existing services provided by ‘partners’) or the outcomes that draw down their funding (steering people towards business start ups, VAT registrations or training places – because they count as ‘success’ in the terms of the funder).

Working on the front-line of service delivery leads to challenges further up the supply chain. This includes helping service managers/designers to balance the tensions between client centredness and outcomes that funders demand. In my experience this balance is nearly ALWAYS struck on the side of the funder rather than the client which often dilutes the potential of the service as we cannot gain entry if we are more concerned in gaining outcomes for the funder than helping the client on their agenda. There is also the challenge of helping funders to recognise that they are much more likely to achieve their outcomes if they fund person centred support rather than policy centred ‘advice and guidance’. Work is required in all these areas if we are to make a real shift in the system and its efficacy.

I am not sure if this stream of consciousness will add anything to the analysis of the challenges in developing enterprise coaching as an impactful and cost-effective practice, but I hope it shows that I have perhaps some of the pieces of the puzzle that may help to shift things a little at both theoretical and practical levels, both at the front-line of service delivery and the design and management of services.

If any of this may be relevant to your work then please do give me a shout.