Often, there is a large disconnect between leaders and ‘on the ground’ levels of organizations. As people start to move up in the organization, they start to prioritize their focus on the higher levels and they lose sight of something very crucial: the true pulse of the organization.
How often do you evaluate your leadership effectiveness? Daily? Weekly? Quarterly? Annually (at performance review time)? Never?
One of the biggest ways I see companies and leaders struggle is due to operating reactively. Why do companies tend to operate reactively? In my experience as an Executive Coach, the reason most organizations operate reactively is because they lack a strong, cohesive, highly-effective senior leadership team.
Baby Boomers are retiring at a rapid rate (much faster than anticipated – some say the pandemic is the impetus). Millennials, the largest generation in the workforce, are now getting promoted into leadership (people management) positions and they are largely inexperienced, unprepared, and feeling very insecure.
Saying “yes” to every request will: (1) cause burnout; (2) set a precedent; (3) set unrealistic expectations; (4) means you are saying “no” to potentially some other important items.
Read to learn more about the differences in women’s mindset and gender norms and how we can better support women in the workplace.
“Sorry” has become an overused word and when it is overused, it loses meaning and sincerity. Often, it is being used for things that don’t require an apology. Additionally, when you apologize for things that do require an apology but do so without genuine remorse or an attempt at changing your behavior – is worthless and erodes trust.
Developing leaders should be a default, non-negotiable in every organization. Over 60% of companies offer NO leadership training (LinkedIn Learning report). Additionally, most organizations don’t seem to track, evaluate, or analyze their turnover/hiring costs (eek!). Choosing not to develop leaders is choosing to remain stagnant.
Curious if your organization could benefit from an Executive Coach? Read on.
Have you identified a dysfunctional, ineffective, inept, poor performing leader in your organization? Not sure what to do about it? Here are 4 ways you can deal with the situation.
Here are 10 things I learned after working 14+ years full-time in the corporate world.
This may seem very simplistic, but it is not always the most comfortable task. The key is to approach the subject as soon as the expectation isn’t met. Here are 5 steps.
I’ve been coaching leaders for nearly 15 years, and I have a passion for helping organizations and individuals succeed. Thanks for checking out my blog!
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