A great boss can make your career and change your life. But how do you handle that sudden meeting when your team gets called together and your great boss announces they are leaving? We often think about leadership in a very individual way. But once you are in a middle to senior level leadership role
Have you ever caught yourself doing waffly corporate speak? Maybe something like this.. “As we strategically pivot to generate greater integration there may be, in the fulness of time, important adaptions that will need to be made to ensure future viability going forward.” Why do leaders talk like this? Is it some kind of brain
It’s essential for leaders to be committed to the leadership roll they are in now. But what happens when the motivation dies. It can be difficult for positive leaders to face this transition.
Power of labels A regular topic in my coaching work with leaders is ‘difficult conversations’. Seems straight-forward, right? Get a model and guide the person through the techniques for having a ‘difficult conversation’. A few good questions, active listening and off you go. These techniques are very useful. But often there is still this nagging
Often, leaders come to coaching sessions with conflicted energy. I can see it in their faces. There is the energy of creativity, imagination and future focus. An eye to the horizon of how things can be better. There is also a feeling of wrestling, of struggle against immovable forces, even of being trapped or stuck.
After 15 years as a lawyer, Matt is now the manager of a small team of specialist lawyers. Annie has been an engineer in high-tech electronics for ten years and now finds herself leading the program office covering multiple projects with multi-disciplinary teams. Many lawyers, engineers, economists, doctors, physiotherapists, IT systems analysts and actuaries find
Influencing upwards is a major theme in my coaching with leaders. This includes influencing their immediate boss and others that are thought of as ‘senior people’. Usually, they want engagement or support from more ‘senior people’ to make progress with an a project or initiative. The phrase ‘senior people’ or ‘senior leader’ is an example
“It’s really important to keep the staff happy!” Said a senior manager in a large organisation who I was coaching. Sounds people orientated right? In this era of focus on employee engagement this is what we want to hear from leaders. I have come across this idea from many leaders in different organisations. It’s a