A Leadership Coaching Process works when there is a combination of organizational support from management and peers, ensuring that you can learn and apply changes in an environment that welcome learning and change; competency and knowledge of the work you are accountable to complete; the value you place on the work, our coaching work together, … Continued
In 2016 I had the joy of supporting Leadership Niagara as their Leadership Development Facilitator. Their CEO, at that time, Molly Anderson, asked me to respond to a series of questions about leadership and executive coaching. Below are my responses and thoughts on how I offer Leadership through Difference. What three things please you … Continued
Our leaders need communication training She needs listening training The management team needs sensitivity training My staff have the wrong attitude We’ve got to teach them to… Motivation is lacking, and they need to learn how to stay motivated I told him many, many times, and he still doesn’t … We just are not measuring … Continued
“Don’t ever criticize a manager for not being a leader if no one has ever told them their role. Rather criticize the inept organization that appointed them.” – John Adair Does leadership development need boundaries, or does it just happen organically within the organization? This question made me flounder for a bit due to my … Continued
image When we sell ourselves as business or executive consultants, remember that our advice will impact people’s lives and livelihoods. A knowable deception is acceptable when selling me a more expensive shirt, shampoo, or a consumer product that only affects my life. I know that drinking a particular kind of beer or spirit will not … Continued
Goal Setting and achieving goals is impossible in an environment where the goal changes, moves as you make progress, you have little to no control over other people, who are required, to achieve the goal external forces (government regulations, laws) that change their focus are an intricate partner in controlling the goals or in completing … Continued
Supporting an organization through an interesting experiment. The company has a ~28% turnover rate, which is not too bad, and they want to reduce that to about 20% in 2-years. We decided to hold a series of ‘Stay Interviews’ to create a continuum of stories about employee satisfaction and dissatisfaction with people who have remained … Continued
When consulting a team of managers in the Understanding organizational complexity and change process, one of them asked me what types of questions I may ask a team or person to understand better how to support their progress in change and complexity. I smiled, and we worked out a series of questions. Many of them … Continued
Asking why will reinforce your power as a manager. However, it will not make your work any easier. Slowing down to ask a series of ‘where’ questions will enhance the team’s output, and add value to the team’s decision-making and problem-solving. All of which makes you a better leader and the team a learning team.
You do not need a recipe or magical thinking. What will support your organization to make progress is the same things that you value as a person. Being trusted to use your judgment and discretion to add value to the work and others.