Just completed Stephen McGhee’s 6 month Coaching Prosperity School. I have produced amazing results in my business and life as a result.

“Transformative!  Being in the coaching school with Stephen has been a huge game changer for my coaching practice and has altered completely the way we do our business. His coaching of me was beautifully orchestrated with a balance between learning and action. He also held me accountable to my biggest financial dreams and has clearly demonstrated that everything matters.”
~Kendall Colman
Colman Coaching
www.ColmanCoaching.com

See video of Miracle Leaders in Phoenix. (November 19, 2009)

Here is the link: http://www.miracleleader.com/coachingschool.html

Comments (0) Dec 01 2009

Press-Release For information, contact:
Scott Gossett
October 6, 2009 dovetail solutions™
720.889.0967 office
303.720.0629 mobile
sgossett@dovetailsolutions.com

Colman & Company Launches New Leadership Program with FirstBank

Denver, CO — Colman & Company, a leading provider of results-oriented leadership development and executive coaching services, announces its newest tailored leadership program: Leadership FirstBank, a program developed for and in partnership with Colorado’s FirstBank Holding Company.
“I’m very excited to be working with FirstBank to design and facilitate a leadership development program that not only builds on the bank’s exemplary culture, but also strengthens its leaders’ skills for managing through times of exponential change,” said Kendall Colman, founder and CEO of Colman & Company.
“Kendall Colman brings a refreshing energy to the executive coaching and leadership development field, plus a wealth of experience in the financial services industry,” said John Ikard, CEO of FirstBank. “She is a great resource for us as we look to build on our success as Colorado’s largest locally owned bank with almost $10 Billion in assets and over 130 locations in Colorado.”
Kendall Colman, founder and president of Colman & Company (www.colmancoaching.com), is known for bringing a refreshingly direct and innovative approach to her work as a speaker, facilitator and executive coach. Her firm is a leader in creating and delivering distinctive and custom-made solutions that maximize team and organizational performance. Colman & Company is the only vendor for leadership and organizational performance endorsed by the Colorado Bankers Association.

Comments (0) Oct 03 2009

April 23, 2009

Effective Steps in Developing a Diversity Commitment

In today’s environment, working with individuals is not enough.  Cultural diversity in organizations means including people of different cultures, races, genders, generations, nationalities, styles and other attributes. Age, sex, race, culture and orientation cannot be viewed in isolation but as elements of a diverse work force.   More importantly, a culturally diverse organization recognizes, supports, values and utilizes people’s differences and similarities in support of the organization’s objectives.

Are you providing a series of steps to initiate or modify a diversity program?  Diversity focuses on valuing all people equally.  Diversity answers the question- now that we have the people, how do we help them work together to be productive?  Diversity programs are neither new nor are they all the same.  There is more than one good approach.  Below is the general outline to addressing this important subject and of course should be tailored to fit your culture.

Secure commitment

Assignment of qualified staff

Define the desired results and outcomes

Define internal environment

Establish a steering committee

Develop partnerships

Develop program

Conduct diversity program

Encourage department activities on diversity

Establish a speaker’s bureau

Tell the story and keep everyone informed

Hear advice from those who have done it

Keep the vision and act on it

If you’d like to understand how to implement this, give us a call. We have the best consultants, specifically Carla J. Wolin to help navigate these murky waters.

Carla J. Wolin is a Senior Human Resource Consultant for Colman & Company, and  has over 25 years background in the fields of Human Resources, Training and Organizational Development.  Her career experience includes major Fortune 100 companies such as Time-Warner and United Technologies Corporation as well as successful start ups.  Ms. Wolin has been conducting programs addressing diversity and anti-harassment in the Denver area since 1993 both individually and jointly with employment attorneys.  Additionally, Ms. Wolin has served as an expert witness in the Human Resources field.

References for other projects for diversity consulting:

Susan M. Schaecher, Stettner Miller PC

Kim Ritter, Minor & Brown

Lorraine Parker, Leventhal Brown & Puga PC

Elizabeth Starrs.  Starrs, Mihm & Pulkrabek LLP

Enterprise Car Rental

Aimbridge Corporation

Felsburg, Holt & Ullevig

Kaiser-Hill, part of CH2M Hill: addressed both diversity and avoiding harassment in the workplace.

Comments (0) Apr 23 2009

Surveys reveal that 80% of Americans don’t trust corporate executives and — worse — that roughly half of all managers don’t trust their own leaders. Mergers, downsizing, and globalization have accelerated the pace of change in organizations…

Blah, Blah, Blah.

While this is useful, why do we still think that our success in business doesn’t come from good old fashion relationship building followed by doing what you say you are going to do. Those of us who think we are above all this “unethical greedy” behavior we are seeing unfold in the dailies and communities can also take an honest appraisal in the mirror. 

What personal habits get in the way of you building trust with each person you meet? Answering your cell phone while in the grocery check out line, making it a longer wait for those behind you? Followed up by rationalizing your behavior because it is “important”?

How about looking beyond the person you are talking with at a networking function for the person you want to meet?  Checking email constantly through meetings? These little behaviors are the cues to others that you can be trusted only so far. We will rebuild our great companies when we all take an honest appraisal of how well we build rapport and credibility with our clients, one at a time. Let’s not wait for more crisis to change.

Comments (2) Apr 20 2009

Both of us have young daughters. As a way of imparting financial wisdom on them at an early age, we asked both of them after they lost their first tooth which they would rather receive from the tooth fairy: $1 per tooth or a penny for their first and then double the amount for each successive tooth. After we informed that all children have 20 baby teeth, they both readily opted for the $20 option.  

It was a costly mistake because their twentieth tooth would have been worth $5,242.88! Such is the power of exponential growth.

The lesson, which is a familiar to man,  is more relevant than ever because society is poised to enter the “exponential economy.” There are a number of technological forces, including computer semiconductors, Internet bandwidth, data storage capacity, which are doubling anywhere from every 6 to 12 months, and they are expected to continue doubling for at least the next decade. For more, call me and we’ll send you a copy of the book Jump the Curve.

Comments (0) Apr 20 2009

http://www.elephantrockride.com/

Come do this with me!

Comments (0) Apr 14 2009

Comments (0) Apr 14 2009

The Limits to Growth

Abstract established by Eduard Pestel. A Report to The Club of Rome (1972),

by Donella H. Meadows, Dennis l. Meadows, Jorgen Randers, William W. Behrens III

Short Version of the Limits to Growth

Our world model was built specifically to investigate five major trends of global concern – accelerating industrialization, rapid population growth, widespread malnutrition, depletion of nonrenewable resources, and a deteriorating environment.

The model we have constructed is, like every model, imperfect, oversimplified, and unfinished.

In spite of the preliminary state of our work, we believe it is important to publish the model and our findings now. (…) We feel that the model described here is already sufficiently developed to be of some use to decision-makers. Furthermore, the basic behavior modes we have already observed in this model appear to be so fundamental and general that we do not expect our broad conclusions to be substantially altered by further revisions.

Our conclusions are :

1. If the present growth trends in world population, industrialization, pollution, food production, and resource depletion continue unchanged, the limits to growth on this planet will be reached sometime within the next one hundred years. The most probable result will be a rather sudden and uncontrollable decline in both population and industrial capacity.

2. It is possible to alter these growth trends and to establish a condition of ecological and economic stability

that is sustainable far into the future. The state of global equilibrium could be designed so that the basic

material needs of each person on earth are satisfied and each person has an equal opportunity to realize his

individual human potential. Read More

Comments (0) Apr 08 2009

You provide the workforce, and we’ll provide the solutions you need to make it the best it can be.

Comments (0) Apr 05 2009

From my colleague David Mead on strategy for 2009

WHAT KEEPS YOU AWAKE AT NIGHT?

1.  Is my company too passive?  Are we missing opportunities? Am I spending too much time being internally focused? Is it time to take control and chart a new strategic direction for the business? If so, what is it?

2. How do I grow? Where do I find new growth…new profitable growth?

3.  How do we prepare for the next downturn? What should we be doing NOW? Read More

Comments (0) Feb 18 2009