As CEOs know, it is indeed lonely at the top. CEOs carry the the mental weight of their organizations through the inevitable ups and downs of business cycles and are ultimately held accountable for the success or failure of their companies. CEO peer advisory groups are one type of executive coaching that allows CEOs to receive advice from fellow CEOs on key business topics while acting as a forum to voice challenges they face in their roles. In our experience leading CEO groups, 5 reasons stand out above the rest for joining a CEO peer group.
Great leaders use communications as a tool to motivate and inspire, gain alignment behind a vision or strategy, persuade others to join them in a new cause, convey critical thoughts and ideas, and to maximize their own impact. Great leaders also tailor their communications style and message based on who they are speaking with and the format and medium of the conversations. Learning to adapt your communications style to the audience offers a number of benefits. Keep reading to learn more.
Leadership is a nebulous and often hard topic to define. Many people conflate leading and managing, which is ultimately about marshaling and directing human, physical, and intellectual property resources toward the achievement of a set of business objectives. Leadership on the other hand includes aspects of management, but also has an elevated set of responsibilities including creating vision, instilling purpose, and aligning a team behind a North Star as well as a focus on empowering, motivating, and inspiring individuals, teams, and groups to achieve a common goal. Leadership entails the many facets detailed above and more, but underneath it all are 3 foundational elements needed for success.
As an executive coach focused on developing leaders, I have observed a number of parallels between my professional work and coaching kids on the sports field. In particular, the values I introduce to our rec sports teams overlap with those adopted by some of the most successful leaders. While they look a bit different on a wide-eyed 6 year old versus a seasoned and sometimes cynical executive, they do hold up quite well. Below I have depicted how the values come to life within our youth sports teams as well as how I apply them in developing leaders.
After being exposed to the impact and benefits of taking a Strengths-based approach to leadership, leaders and executives will typically ask us, “What are some quick tips to help carry this forward?” Read on for some quick hitters to take the next step in using Strengths and integrate them into your day-to-day role.
We all face doubt, from the most elite athletes and performers to successful executives, entrepreneurs, community leaders, and even military special forces. It’s part of human nature that doubt will creep in from time to time (and more!) for even the most confident among us. Below are some useful tips that I have learned along the way that can be helpful in tackling doubt.
Darren Reinke, Managing Director of Group Sixty, is distilling leadership strategies and tactics from Group Sixty's leadership development practice into a book to be released in the first half of 2018. The book is titled The Savage Leader: How to Unlock Your Potential for Personal and Professional Success and will be available to friends of Group Sixty before it is released to the general public. Click the link to learn more and join the waiting list so that you will be notified when it's available.
As we look to 2018, goals are one of the first things that leaders set to ensure success in the coming year and beyond. As leaders, we set organizational goals as well as team goals and possibly individual goals focused on new hard skills to obtain and behaviors to adopt. However, our goals are often not ambitious enough and focus merely on incremental change.
During the holiday season, and Thanksgiving in particular, many of us take time to appreciate all of the wonderful gifts that we have. While it’s important to focus internally and be grateful for all that we have, during this holiday season I would encourage you to take it one step further, shift the focus externally, and acknowledge those members of your team and organization who are not just achieving, but who are making CHANGES to their mindsets and trying on new behaviors in support of greater career and life success.
I have long been a proponent of a strengths-based approach to developing people, both in work and in life. Though, it wasn’t until I endeavored into executive coaching years ago that I realized my approach to leadership development, coaching youth sports, and mentoring more junior staff was rooted in strengths. This article highlights 6 benefits of taking a strengths-based approach to developing leaders.
The most successful leaders tend to be decisive, strategic, innovative, and experts in key domains required of their industry.However, the best leaders also understand they cannot do it all alone. In particular, we often overlook the ability of a leader to act as a coach to their team members. In fact, developing your team may be the single most important thing a leader does.
The end of December marks the time when many of us make commitments for the next year in the form of New Year’s Resolutions. New resolutions sound simple and easy to stick to in concept, but seeing them through is a much different proposition. In fact, according to Statistic Brain, only 8% of people follow-through on the resolutions they make in January.
One of the common problems we see in our work with executive coaching and consulting clients is companies, teams, and individual leaders defaulting to a mindset of incremental thinking instead of training the eye towards step-wise or exponential growth. A focus on incremental growth is rooted in very rational thinking...
Goal setting is one of the most critical annual activities for business leaders and entrepreneurs, but also for professionals looking to grow their careers. While many people set annual goals and are well versed in the SMART Goal Framework, goal setting often fails to achieve the desired results due to a lack of alignment between long-term goals and day-to-day task lists as well as a lack of accountability to ensure we do the things we say we are going to do.
With that in mind, below are 5 tips to setting better and more audacious goals as well as ensuring you blow through them on a regular basis.
The end of Summer and early Fall can feel like an overwhelming time transitioning back into “work mode” after a long vacation, kids going back to school, and the looming pressure of year-end goals. One of the tactics I like to employ to “shock the system” during this time of year is to initiate a “Challenge of the Week.”
One of the critical components of coaching is to help clients define clear goals and set them on a path to achieve them. An exercise I use to facilitate this process is something I call “3 Sentences to Growth.” The exercise asks clients to write 3 sentences to frame their mission or goal in the past, present, as well as desired future state.
Every day of our lives presents each of us with a new opportunity to be bold and try new things, yet often we find ourselves defaulting to our to-do list or hanging by our Outlook calendars. Or worse yet, we jump immediately into the email “black hole” and spend hours crafting and sending responses to messages—ultimately responding to other people’s priorities.
To help break free from the day-to-day grind, I start each day by asking myself a provocative question.
As we head into the end of the year, one of the things I inevitably find myself doing (and also with my clients and those I coach and mentor) is re-assessing the goals set earlier in the year.
This is not always an easy process as it forces deep introspection as well as accepting that January’s unbridled optimism has given way to October’s reality. Doing so enables an honest assessment about what will and will not be accomplished during the rest of the year. More importantly, it allows greater focus on new goals or refinement of existing ones that better align with 2016 and beyond.