As a leadership consultant and executive coach living in Singapore and working across Asia, I am often asked; "is there is a difference between Western and Asian Leaders?" The answer is "yes" and "no". Leaders worldwide need to ask the same questions: Where are we going? What is our strategy? (how do we get there?) How do we execute? Is our team ready? (learning and development) Do we have enough bench strength for growth and sustainability (succession planning) In addition leaders must
I recently had a challenging situation in the office, with a colleague of mine. Because we had only been working together for a short time and our personalities were quite different, we ended up struggling in our communication: I preferred to be direct and to the point, she liked to also have a friendly chat and spend time getting to know each other. Obviously, because of our differences in communication styles we ended up having some very heated conversations. We both felt upset and not
Do you know your strengths? Do you operate from your strengths? Research has shown that only about one-third of people are aware of their strengths and the management guru, Peter Drucker said that we can only lead from strengths. A common approach in management and leadership development has been to measure the gap between a person's behaviour and the desired corporate competencies; whilst this approach is valid it can downplay the application of a person's strengths. My top strengths are;
I have just experienced three transformational days at the first Asia Pacific Coaching Conference held in Singapore, and before I share my learning's and take-aways I wanted to publicly acknowledge Foo See Luan and Nancy Hughes Verhoeven and their team of dedicated individuals for bringing together 300 coaches from across the region to talk, listen, learn and collaborate. The theme of the conference was 'Coaching for Sustainable Mulitcultural Communities' and the attendees were certainly
Have you ever watched a magician enthrall an audience with their art? As they perform sleight of hand and misdirection, did you wonder at the thousands of hours invested to achieve mastery? Mastery involves focus, concentration, passion, intention, commitment, and discipline. We can’t achieve mastery in everything in fact most people are unlikely to achieve mastery in anything as they dabble in this and hack about at that. I know I have gotten all excited about something
I recently engaged in an online dialogue on, sex, politics and religion. The person who started the post made the comment that we should NEVER talk about these topics. Now I understand where the writer was coming from;talking about sex, politics and religion can break rapport, create conflict and ruin the career of the unwary but I have a different perspective. As humans, sex, politics and religion play a significant part of our lives and the biases and meanings we bring to these topics will
How do you know when your employees are feeling disengaged or demotivated? The following behavioural markers should give you a clue: Following the letter of the instruction rather than the spirit as evidenced by, ‘But you didn’t tell me to do X” when X was implied by the instruction and necessary to the completion of the task. Going early and coming late, using up all sick days and even taking unpaid leave days. Days off are mostly on a Monday or Friday. Increase use of social media,
Managers and leaders are ultimately responsible for the results that they achieve through people, it is therefore essential that they understand the principles involved in raising the performance of their people and teams. The formula in the above diagram that brings the essential components into focus and causes us to realise that if; expectations, ability or attitude are at zero then results will be too.
Coaching, circ. 1984 As part of my study of leadership and business, I recently read a classic— Tom Peters’ 1985 book, A Passion for Excellence: The Leadership Difference. This book followed his best selling book on great companies, Search for Excellence (1982). By the time I read over 300 pages, I knew that I was going to use a number of quotes on “coaching.” Then I turned the page to Chapter 18. It has a one line title, Coaching.
2009 could be associated with many negative emotion; fear, anxiety, uncertainty, regret etc. This is not all bad because emotions have 'motivational consequences'. If we view our emotions as a feedback system, we can use the information to change our behaviours or make better choices.