I LOVE doing this work, knowing that I absolutely, positively, will add value every time. It will be intensive, fast-paced, and I will tell you the truth, even if it hurts. From the moment we engage in conversation, I will offer my best thinking and candor. So, be ready!
Leadership in the 21st century is all about building an organization culture that is capable of rapid transformation. It is very difficult to do this on your own.
I experienced this in running a global business for the first time. It was a publicly-owned company that required restructuring, including downsizing. We had software and hardware development occurring in six countries, and eight administrative offices. Our products were distributed in over 100 countries. I was game for the challenge, but painfully aware of my limitations. Fear became a constant companion.
I didn’t realize it at the time, but I needed a trusted, third-party sounding board more than ever. Without a place to go where I knew I could be candid, vulnerable and safe, it would have been easy to have been overwhelmed.
There are two significant linkages between leadership and coaching. First, each leader needs a trusted listener, truth-teller, and guide, outside the organization they lead. Second, each leader must also master coaching skills rather than simply leveraging their leadership position. The best of leadership isn’t based in power. It is based in thoughtful, clear, compassionate communication, including deep listening.
Leaders who succeed at transforming the culture in their organizations also know that the process must be a collaborative creation among the leader and the individual team members. The cultural imperative today is developing a continuously improving, resilient organization, ready and capable of rapid adaptation when required.
Leadership coaches who succeed in developing enlightened leaders learn that the process is one of collaborative creation. Their common interest and mutual objective are the development of leadership skills required to create a resilient and adaptable culture in the leader’s organization. There is a common interest and intention.
What I have found in the process is that we work together to create, not solve. The questions we address are framed in, “What could we create to address this challenge? Where is the opportunity in it? Who would you need to “be” (present yourself as) in order to do what is required?” If you are game for shifting the status quo starting right now, I can help.
We All Need Help to Realize What We Want Most.
One-on-one / CEO Coaching
Workshops & Seminars
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