About Doug Watsabaugh

Doug Watsabaugh, the other Senior Consultant at WCW Partners, values being a “regular person,” with his feet on the ground and his head in the realities of the daily challenges that his clients encounter. Doug operates very differently from the average sales performance and leadership development consultant because he doesn’t stand to the side to see what’s happening, rather, he directly approaches the difficult situations his client’s face. He wants to be in it with them, which has enabled him to measurably improve the lives of thousands of individuals and hundreds of organizations – in a variety of industries worldwide.

Who Are Your Coaching Clients?

Some coaches identify their coaching niche by topic – “I know the most about sales, so I’ll coach others on sales,” “I’m an expert at IT, so I’ll coach others on IT.” The reason this strategy doesn’t always sit well with me is because knowing something and coaching something are two different types of information intake and information output.

Coaching someone on something is similar to training or teaching – it’s about sharing information or techniques in user-friendly ways that the client can receive and you can regurgitate – clearly and comprehensively. In fact, I’d even bargain to say that you don’t need to be a subject expert to be an all-star coach. Coaching is about knowing the right information and knowing how to share the relevant information.

So instead of identifying your coaching niche by topic – I believe we ought to target the category of clientele we’re interested in coaching, and go from there.

Think of it this way – a master chef knows how to cook. That’s his area of expertise. But just because he […]

By |September 16th, 2012|Comments Off on Who Are Your Coaching Clients?

Taking the Reigns on Your Leadership Reign

Your time as a leader will be defined and remembered in certain ways, using certain words, recalling particular events and remembering specific actions. And every single person will likely have a slightly varied version of your leadership story. It’s clear you can’t control everything every single person remembers, and it’s really not worth your time to try – but it is within your control and worth your time to define the leader you’d like to be. Now, I’ve written other blogs about defining yourself as a leader – so I’d like to focus on something specific today: righting your wrongs.

How do you make right when you’ve done wrong? How do you act? How do you react? Who do you tell? How do you communicate? What steps do you take to correct your mistake? What mistakes do you make in the meantime? How quickly do you come to terms with the error of your ways? Are you quick to blame or do you resort to shame? How often do you make the same mistake more than […]

By |September 13th, 2012|Comments Off on Taking the Reigns on Your Leadership Reign

Managing Emotions

What place do emotions have in the workplace? What role do they serve? What benefits (if any) do they bring? I hear these questions often, and I can completely empathize with the efforts to put emotions in their appropriate place.

In personal settings, feelings can be a sensitive subject; for this reason, it is no surprise that in professional settings – feelings are an even touchier topic. Emotions are unpredictable, sometimes very distracting, enlightening, and everything in between. How emotions are expressed, when they are expressed and who expresses them – all make a world of difference.

As a leader or manager, regardless of your personal stance on emotions, it is professionally wise to determine how you plan to address your own emotions, how you plan to respond to others’ emotions, and how you plan to approach emotionally charged situations. Although you can’t plan for every emotion or experience, the reason I still recommend taking a proactive stance (as much as possible) is because when emotions get involved, sometimes our logic goes out the window.

So, here are […]

By |September 5th, 2012|Comments Off on Managing Emotions

Leading When You’re Not A Leader

Although the majority of our consulting and coaching involves leaders, there’s one important point to make: real leaders don’t depend on the “leader” label to launch their leadership legacy.

Here’s what I mean by that – a leader by definition is one who is in a position to lead a group, organization, business and/or country. Because of this, many everyday employees don’t consider it the right time to begin their own leadership efforts. They are waiting for the promotion, the position, the award or the outside recognition – to confirm that they are worthy of the status and authority that comes from being labeled a leader by others. The problem with this is that it seriously postpones their ability to actualize their potential.

Why wait for others to declare you a leader when you can decide to be one right now? What benefits does waiting bring you?

A real leader doesn’t depend on a title – a real leader leads through everyday actions, ordinary events and unusual circumstances. If you’re waiting for someone else to call you a […]

By |September 3rd, 2012|Comments Off on Leading When You’re Not A Leader

Training Is NOT Telling Employees What To Do

Training is a tool, a resource, and a way for organizations to engage, develop and involve their employees. Although offering regular training opportunities to employees has numerous benefits, many employers avoid training programs because they think the cost and time invested negates any positive benefits produced. In other words, if training costs $100K per year, and they are only able to tangibly identify $50K in results, they easily overlook the other more abstract benefits that can’t be measured and/or haven’t had the time to transpire.

And I am here to tell you – that way of measuring the benefits is simply not accurate.

Some of the benefits companies and managers can expect to experience when they offer regular, valuable training to their employees include:

Given this list, you can see why it’s unrealistic and impractical to simply compare the cost of training with the immediate rewards. Although not all of these benefits will be realized in the short term, some of them will start to materialize if employees have the time and opportunity to implement the lessons learned […]

By |August 30th, 2012|Comments Off on Training Is NOT Telling Employees What To Do

Making Mistakes As A Manager

Any leader is faced with navigating the expectations of others – as well as identifying and managing their own. Most leaders have teams to inspire, goals to accomplish and results to drive. For these reasons, it’s assumed that when a leader makes a mistake – others notice. It’s hard for leaders and managers to conceal their oversights and shortcomings – and not only that, but it may not be in their best interest to attempt a cover-up. Depending on how a leader addresses and approaches his/her mistakes, the experience can be humbling, humiliating or rewarding.

In any life circumstance, when a mistake is made, people have a decision to make: how to handle the erroneous action.

Although there are nuances to doing this well that may slightly depend on your personality, I still believe there are five key steps to minimizing the magnitude of your mistakes:

1. Identify what actually went wrong.
Before doing anything else, make sure you understand where you went wrong. If you prematurely accept responsibility and apologize, you’ll come across as ill prepared and […]

By |August 28th, 2012|Comments Off on Making Mistakes As A Manager

A Leader’s Fear

Great leadership is not everywhere you look – by any means! It’s hard to come by, it’s difficult to foster and it isn’t always easy to imitate. Anyone with a goal of becoming a great leader is guaranteed a few things, but one of the most prominent promises I can make is this: fear is fairly inevitable.

Anytime we dream, sacrifice and risk – we are facing and embracing the fears that follow us along the way. When I consult and coach others to become the quality of leader they long to be (and I believe they can be) – one of the most common statements I hear is…”but, what if I don’t ________.” In other words, they fill in the blank with some goal, result or achievement that they are afraid they’ll fail to accomplish. What a devastating place to begin, right? Right…and at the same time, I’m here to tell you that it’s normal to worry about this, and it demonstrates that you really do care about what you do while leading others – […]

By |August 24th, 2012|Comments Off on A Leader’s Fear

The Difference Difference Makes

An all-too common mistake managers make when hiring others is to look for someone who’s similar to them. It’s called the “Halo-Effect.” When halo-effect hiring decisions are made – personality, charisma, appearance and stature trump experience and skill set. This is a scary step to take in the wrong direction because it’s all too subjective, personal and dependent on the hiring manager.

Good, well-reasoned hiring decisions are professional, objective and based on assets of the individual that are relevant to the job, company and team. It’s an extra perk to love the people on your team, but it’s not essential to do good work together. So, what value does difference really make? How can it work to a team’s advantage rather than erode its effectiveness?

First things first, it does a team good to establish team expectations. At some point, the idea emerged that we all need to be the same to get along, enjoy one another and work well together – and well, this is a flawed line of thinking. If you’re the manager, make sure […]

By |August 21st, 2012|Comments Off on The Difference Difference Makes