When creating change, whether personally or within an organization, you will encounter resistance. People will tell you they are on board with the new vision but then engage in behaviors that sabotage objectives.
The first key to creating change is to acknowledge that every behavior has a ‘frame of mind’, constructed of values, beliefs, identity, and intentions. This frame of mind can be conscious or unconscious but will act like a gyroscope, always bringing your behaviors back towards a programmed destination.
Let’s take an example of creating change that most of us are familiar with – dieting to lose weight. We have a vision of ourselves fitter or thinner, and we set a goal to lose X number of kilos by Y date; but what do we do? We cheat, we make exceptions and before long we are eating as we have always done.
Why do we default? Because our eating behavior, like all our behaviors, is controlled by a frame of mind. What are some common frames...
Choosing an Executive Coach for yourself can be a little confusing, to say the least. Your Executive Coach is going to be your confidant and you will need to open up to get the best from the relationship. So whether you are spending your own money or your organization is providing you with a coach, it’s helpful to have more than just a ‘gut-feel’ to go on.
Most coaches will give you a no-obligation, 30 to 60-minute ‘chemistry’ meeting to assess if there is a fit for both parties. That’s right, an experienced coach may spot you are not committed to the process, or the organization has misaligned expectations and so excuse themselves from the assignment.
I recommend that you meet with at least two coaches but no more than four. Meetings can be face-to-face, by video conference, or by phone. Try and ask each coach the same questions, and take note of the questions they ask you. A good coach is going to get you to step back and think. You will find...
Nigel is sitting in his manager’s office for his annual performance review. It had been a tough year, the effects of the Covid-19 pandemic had decimated his plans for Q1 and Q2, but Nigel had put in a superhuman effort and hit targets in Q3. Nigel was expecting nothing but praise for his efforts, so imagine his surprise when he heard the following,
“You have met your Q3 quota, Nigel, but I have some concerns about how you got there”.
All Nigel heard was, “But we have some concerns.”
The word, ‘but’ has the effect of negating everything that proceeds it.
Imagine you and I met, and I said, “I really like you but…”
You would be on the defensive for criticism, even though I prefaced with, “I really like you.”
‘But’; is judgmental and is generally perceived as negative. For example, “I want to do this, but I can’t.”
‘But’ often creates the frame of limited choice. For...
Your annual review or performance conversation can either be an opportunity to advance your career or, feel like a failed parole hearing, condemning you to another year of being stuck in-situ.
This week, I was coaching a Senior Director in charge of Enterprise Strategic Planning. He has an upcoming quarterly performance review and asked me how to prepare. In my experience, coaching hundreds of executives to senior leadership and C-Suite roles, I have noticed that the ‘difference that makes the difference’ is proactivity.
Proactive Prior Planning Prevents Poor Performance (PPPPP). Here is the 3-phase strategy I shared with my client so that you too can ace your next review or performance conversation.
Your boss is likely to start the conversation by asking,
“How do you think you have done?”
This opening invites you to show your self-awareness of your achievements, but so many people trip over themselves with this first question....
Conventional wisdom suggests that for career success, you need to show your value by working above and beyond. But is this the full story?
In the opening scene of The Godfather (1972 Francis Ford Coppola. You can watch the clip above), Don Corleone is receiving requests for favors, on the day of his daughter’s wedding. The undertaker asks for revenge against two boys who beat his daughter when she refused their advances. Don Corleone grants the favor, but not before saying,
“Someday, and that day may never come, I’ll call upon you to do a service for me. But until that day accept this justice as a gift on my daughter’s wedding.”
The Godfather movie is a case study of the power of reciprocity for influence. If you are going to give value, know your value, and seek value in return.
I am currently coaching a Senior Vice President, who has her eyes on a C-level promotion. She has made her aspirations known to her organization and is...
What is your leadership style? Does it stay constant, or vary depending on the context and motivation of your employees /team?
Leadership books and leadership blogs are fond of listing leadership traits, but to be an effective leader you need awareness of your default leadership style and behavioral flexibility depending on the context and level of employee motivation. That is going to take some practice.
Before we explore your leadership style, we must address the fact that there are about as many definitions of leadership as there are authors on the topic. This leadership blog is more focused on practice than theory, so a practical definition, from The Social Psychology of Leadership, is:
"Leadership is the process of influencing others in a manner that enhances their contribution to the realization of group goals."
I like this leadership definition because it speaks to a ‘process’ that requires ‘influence’....
Times of Crisis can bring out the best and the worst in people. Charles Dickens begins his Tale of Two Cities with:
“It was the best of times, it was the worst of times…”
With the current Covid-19 Virus Outbreak it certainly feels like worst of times, but how do we avoid it becoming, “the winter of despair”?
Before I share some Self-leadership strategies to survive the impact of the Covid-19 outbreak on health, business and travel, let’s look at some of the altered behaviors that crisis can trigger.
People respond to the stress of crisis in different ways, typical behaviors that let you know that you, or someone you know, is not coping include:
As a professional speaker and as an executive coach, change and growth are the things that I have been focused on for my entire professional career. Today, as I was on a call with a prospective client, three metaphors came to me. I then shared these examples of using metaphors to create change on a LinkedIn Live, and you can see the video recording above.
In this post, I thought I would go deeper into the definition and power of metaphor for creating change, as well as show you how to use these three metaphor examples and create your own.
A 'metaphor' is a word or phrase that is symbolic of something else. The word comes from the Greek, ‘metapherein’ which means ‘to transfer’. In communication we use metaphor to transfer meaning from one thing to create awareness or understanding in another context.
Not only does a metaphor transfer meaning, it can ‘re-frame’ the meaning that the listener currently holds. This is...
Children and Leadership Development; at first glance there's not much to connect the two topics, but when speaking at a conference or coaching a leadership team, I often find myself using my children as examples. This is, of course, motivated by the fact I am a proud father - but also because children so quickly reflect our values.
As leaders, our values drive our behaviors, and our followers very quickly pick up on what's important to us. In this post I wanted to share 3 such Leadership Development Principles, that children bring into focus.
Every parent knows that children are great mimics, they watch you like a hawk and duplicate your behavior. This can be amusing, as when my daughter first started painting her nails after watching her mother, or my son picking up my tennis racket and saying, "like daddy." The dark side of this modeling is when children mimic the aggressive behavior of adults. This dark side of mimicking was...
Whether I’m working with graduate trainees or managing directors, there is always a realization of the need to improve presentation skills. Why are presentation skills such an important skill to accelerate your career or secure your position as a leader?
Well, I’m sure you have sat through many mind-numbing, ‘death by PowerPoint’ presentations, but have you also experienced listening to an engaging story-teller, who has you on the edge of your seat and inspires you with new insights?
Being the engaging storyteller gives you visibility, credibility and influence. These 3-factors are essential to your career Success.
The ability to present or speak well is within everyone’s grasp. With 20-years’ experience as Motivational Speaker, I have coached the most boring of CEO’s and the most timid individual contributor to speak and present with impact.
Regardless of your current position or skill level, to become effective...