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Blog Posts (6)

  • Coaching’s unique value proposition…listening

    “The most basic of all human needs is the need to be understood. The best way to understand people is to listen to them.” -Ralph Nichols Poor listening skills are creating many unnecessary problems such as misunderstandings, mistakes being made, distrust, and hurt feelings. Hearing is not listening. Hearing is a passive activity and is a natural process. Listening is a learned skill for which most people receive little training. Coaches are trained to listen. Listening is in part what their clients are paying for. Coaches listen to much more than their client’s spoken words. They listen for expressions, feelings, emotions, values, vision and the unique way the client perceives their world. Coaches use a variety of coaching skills, assessments and tools to help their clients move forward and achieve their goals. People hire coaches for a variety of reasons. They may be seeking more balance in their life, improved relationships, a more rewarding and fulfilling career, less financial pressure or have a desire to start a business. The perceived value of coaching is when the client’s goals are achieved through the coaching process. Coaching’s unrecognized unique value proposition is powerful listening. If you were to ask someone why they hired a coach, no one would tell you it was to be truly listened to. Yet, coaches are trained to listen at the highest level. This level of listening is so powerful the listener is unaware of anything around them. Very few people listen at this level. It’s as though nothing else exists beyond their connection to their speaker. At this level of listening, coaches take in all that they can observe with their senses: what they see, hear, smell and feel along with the emotional senses they are hearing. Through the impact of a coach’s masterful listening skills, clients can begin to sense the coach’s desire to really listen and understand their needs. Because people rarely experience listening at such a deep level, clients coming away from the conversation feeling as if somehow their life was enhanced and looking forward to their next conversation. “The experience of being understood, versus interpreted, is so compelling, you can charge admission.” -B. Joseph Pine II, The Experience Economy

  • The Value of a Family Run Business

    After spending most of my career working for family owned and operated businesses, I had the opportunity to be part of something bigger. The family run business that I grown with for more than 20 years merged with another business. Former owner operators filled seats on the board of directors and relinquished active daily management of the business. Suddenly, I had gone from working for a family run company to a very large privately held firm. Much had changed and it felt very different. The first year of operations had all the challenges you would expect when merging fairly large entities. The second year became what I will call the "new normal" and allowed me to reflect on what was new and what had been lost. New is a bigger, stronger and more efficient entity that will continue to grow through additional mergers and acquisitions, or be sold to anther larger competitor. Lost forever is the personal connections with the owners, their families, and other employees. Depending on your point of view, the new may be good and the lost bad. Mostly though, I believe it is just "what is". The value of the family run business is connection and opportunity. Connection to its employees and the community is where opportunities are created. If you personally know the owner and or the CEO, you feel more connected and will naturally want to contribute more. In smaller organizations, your contributions are more likely to be recognized which will lead to more opportunities. Reflecting back on the opportunities of the smaller organization, one of particular importance shows up for me. It is the opportunity to learn and grow in many different areas of management. For instance, a smaller organization may not have a fully developed human resources department. If you are a manager in this environment, you will undoubtably develop valuable and transferable skills in the HR area. The larger firm will likely have fully developed HR, IT, and customer service areas. A manager in this environment will rely on them to help solve problems and therefore his or her personal growth will be limited to the area they serve. If you are seeking a mid to upper level management position, consider the unique growth opportunities found a family run business.

  • Maximizing Shareholder Value

    The objective of management is to maximize shareholder value. To achieve that objective, most business leaders set strategies for and measure their results against areas like service quality, supplier satisfaction, current profitability, employee morale and overall operating costs. Managing these measures from a balanced perspective is critical to creating long-term shareholder value. An important, yet often overlooked measure is business culture. Setting strategy and measuring performance in this area will further enhance long-term shareholder value. Business culture is a living part of all businesses. It is your perception of what you are and your customer's perception of what you are. It is the values that businesses use to filter all their decision-making. The people in the business and the way they do things. Their attitudes, their beliefs and the way the communicate with one another. Succesful businesses possess a strong culture. One that encourages growth, innovation and has an overall positive environment. Strong business cultures do not develop themselves. Therefore, business leaders must build culture development into the company's strategy. Succesful businesses are a community asset. They provide a needed service to the community, employ its people, pay taxes, make capital investments and hopefully generate a reasonable and sustainable return on the shareholders investment. As part of their business culture, successful business leaders include community involvement in their company's strategy. They recognize that it is the community that is supporting their business. Business leaders that set a strategy for giving (time, talent, and treasure), help build a better community and therefore, a better business.

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  • Home | Clear Purpose Coaching | Portland

    Empowering leaders and teams to achieve a positive, measurable, long-term change in leadership behaviors. Guaranteed! What We Do We provide leadership and team coaching utilizing well-researched, credible, validated processes, empowering leaders to achieve long-term, measurable growth in leadership effectiveness. Guaranteed! ​ Organizations bring us in to partner with them when they are... ​ Under pressure to quickly develop leaders to ensure the organizations long-term success. Disappointed with a leader who exhibits one of twenty ineffective (unrecognized) habits of successful leaders. Frustrated by a leader who understands the importance of leadership development, however, does not understand the practice of leadership. Constrained by a leader who needs help to influence more people. Troubled by a team that is not reaching its full potential relative to other teams it competes or works with. EXECUTIVE COACHING We work with individual leaders, from front-line supervisors to senior executives, to lead/behave more effectively through positive behavior change that is sustained, recognized and acknowledged by others. ​ ​ Learn More TEAM COACHING We work with teams to improve their effectiveness by identifying one or two key team behavior changes needed to help close the gap between where they are now and where they want to be. Learn More HOW WE WORK We utilize Stakeholder Centered Coaching, the work of Dr. Marshall Goldsmith. Dr. Goldsmith is recognized as the World’s #1 Executive Coach, Top Ten Business Thinker and best-selling author of numerous books including What Got You Here Won’t Get You There, Triggers, and How Women Rise. Learn More

  • Blog | ClearPurposeCoaching

    Coaching’s unique value proposition…listening “The most basic of all human needs is the need to be understood. The best way to understand people is to listen to them.” -Ralph Nichols... Lessons of the sand trap Golf is a risk reward sport which parallels life in many ways. Like life, a journey around a golf course presents many challenges,... With a new purpose Cantor Fitzgerald, a financial services firm, occupied the 101st and 105th floors of the north tower at the World Trade Center on... How to avoid the "reactive safety management loop" The role of management is to maximize long-term shareholder value by allocating limited resources to satisfy the primary stakeholders. To... The Value of a Family Run Business After spending most of my career working for family owned and operated businesses, I had the opportunity to be part of something bigger.... Maximizing Shareholder Value The objective of management is to maximize shareholder value. To achieve that objective, most business leaders set strategies for and... Featured Posts Coaching’s unique value proposition…listening Lessons of the sand trap With a new purpose Recent Posts Coaching’s unique value proposition…listening Lessons of the sand trap With a new purpose How to avoid the "reactive safety management loop" The Value of a Family Run Business Maximizing Shareholder Value Search By Tags acquisitions business business culture challenge choices community family fear goals golf innovation knowledge leadership learning management mergers mission obstacles operating costs opportunities performance photo purpose quality safety shareholder skills strategy value values vision Follow Us

  • About | Clear Purpose Coaching

    About Dan Certified Executive Coach and Business Leader with 30+ years' experience in leadership roles and a long-term track record of success in business. BIO Dan Sitner Founder & Executive Coach Dan developed a passion for coaching during a long and successful career in wholesale distribution while leading many different and diverse teams. His leadership roles included General Manager, Regional Operations Manager, Sales Manager and Director of Delivery Operations. The teams he led varied in size from twenty-five to several hundred. ​ Dan utilizes a relatively unique, well-researched, credible and validated coaching process to empower leaders and teams to achieve positive, long-term and measurable change in leadership effectiveness. His mission is to help individual leaders, from front-line supervisors to senior executives, and teams encourage leadership development in their organizations by openly developing themselves. Dan works with his clients under the guidance of Sue Matson, a highly experienced Master Coach and one of a handful of Marshall Goldsmith’s selected global coaches. ​ Dan is the Founder and Certified Executive Coach at Clear Purpose Coaching, graduate of the International Coach Academy, member of the International Coach Federation, Certified Marshall Goldsmith Stakeholder Centered Coach, Hogan Certified for the use and interpretation of the Hogan personality-based assessment inventories, Rapport Leadership International Master Graduate, and a graduate of the Covey Leadership Centers Seven Habits of Highly Effective People.

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