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Matuson Consulting // A Newsletter On: Creating exceptional workplaces and extraordinary results

Can you believe it’s March already? Are you achieving the growth levels that you anticipated? If not, what’s stopping you? I suggest you go back and read my 2016 Workplace Predictions and make the necessary course corrections.

The thought has also occurred to me that many of you do not know that I work in an advisory capacity for clients in need of quick, pragmatic answers to everyday challenges. My most successful clients engage me in this capacity, which frees them up to grow their businesses. Sound interesting to you? Reach out to me at 617-608-3633 or email me at Roberta@matusonconsulting.com and type Advisory Services in the subject line. I’ll get back to you within ninety minutes of receiving your message.

Jane Fonda Has A Coach. Why Don’t You?

I attended an event last month in Brookline, Massachusetts, where Jane Fonda was being honored for her work in film. She was kind enough to stay for a Q&A session after the screening of her new film, Youth.

Jane told the audience that she recently hired an acting coach, as she believes one should never stop learning. That got me thinking. Here’s this woman, who is 78 years old and the best in her class, and she’s still looking to improve. How about you? Have you stopped growing professionally, or have you simply given up?

Why now is the time to work with a coach

Here are some of the most vital times to consider working with a coach:

  • You know you can be better at what you do. You just don’t know how to make that happen.
  • You are preparing yourself for a promotion.
  • You’ve just been promoted and you want to be sure your first ninety-days aren’t your last ninety-days.
  • You need to adjust quickly to a new circumstance.
  • Your work life has taken over your entire life.
  • You have employees you find challenging to manage.
  • You find yourself working for a difficult boss.
  • You have a performance weakness that, left unattended, could spread and negatively impact other areas of your performance.

When coaching works best and when it doesn’t

In my business, there are many times when I’m simply assigned to someone and told to go coach. I always turn down these requests, as they are not in my client’s best interest. Those who are forced to work on behavior changes never do.

I have the most success when the person I am working with is invested in the relationship. He or she may want to smooth out a few edges, or may want to ensure their recent promotion isn’t their last promotion. What they all have in common is their desire to keep learning—much like Jane.

Here’s what coaching isn’t

Coaching isn’t something you do to someone. You don’t coach them and then miraculously they transition into the person you want them to be. Those who are being coached need time to let things marinate. They need to incorporate the behavior changes into their daily routines and throw old baggage off the train. They must rinse and repeat until new behaviors become ingrained.

Coaching isn’t meant to save someone who should have been released a long time ago. If you are bringing in a coach at this point in the game, then you already know what you need to do. Hire this person for yourself.

“I have had the opportunity to work with Roberta Matuson on ‘fast track’ coaching. Her candid, succinct, and concise approach provided positive reinforcement toward my professional goals.”

Cheryl Schondek
VP of Food Acquisition and Supply Chain
The Greater Boston Food Bank

Please Go!

I’ve had three conversations this week with employees who are more than ready to quit their jobs, and it’s only Monday! Sometimes the best thing you can do is to set an employee free. Believe me when I tell you that some time, in the not-so-distant future, they will thank you for doing what they didn’t have the guts to do. By doing so, you will allow new air to flow in the room and you won’t die from breathing your own exhaust.

My Two-Part Challenge For You

  1. When you are about to email a prospective employee about a job, stop yourself. Instead, pick up the phone and have a discussion. This one small step will make a great first impression with candidates and will significantly reduce the time it takes to fill jobs in your company.

  2. Make a list of everyone you plan on involving in the interview process. Cross out half the names and set up the candidate’s interview schedule. You’ll sleep better knowing that the only people on the list are the ones who need to be on the schedule.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

Stop trying to fill every job with a superstar. Define what success looks like for each position and hire accordingly.

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For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 617-608-3633 if you’d like to discuss applying these concepts to your organization.

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Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including General Motors, Best Buy, and, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

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“Your work with my senior group exceeded my expectations. I’ve never seen anything like it. We are now growing gang busters and the team is really working together. Fantastic job." Ronald P. Bryant, President and CEO, Noble Hospital.”

Ronald P. Bryant
President and CEO, Noble Hospital.

“Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!”

Allison DiSiena
VP of Recruiting, Marketing, Interactive and Creative Services Division
24 Seven Inc.

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Visit Roberta Online:

Email: Roberta@MatusonConsulting.com
Tel: 617.608.3633

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