I was recently asked by a potential coaching client to share my views on what makes a good leader. Now, this was a very interesting question for three reasons:
I don't have time to coach people... It's easier if I tell them what to do... It's quicker if I do it myself... You can't coach people who don't know what they don't know... If I don't provide the answers they will think I don't know... It's my job to solve problems...
Why is it that some teams consistently produce superior results while others struggle to make the cut?
Self-awareness is a hallmark of great leadership and the first step to any purposeful development... But simply having self-awareness is not enough!
What do I have to do to get promoted is one of the most common coaching conversations we have with young leaders, as many of them struggle with taking charge of their career.
Whether you like it or not, we have all been guilty of bias at some point in time. We have all behaved a certain way, made decisions or passed judgement that was influenced heavily by bias.
The war on talent still rages. Adapt and evolve is the name of the game in these volatile, uncertain, complex and ambiguous times, and it’s the depth of an organisation’s leadership pipeline that will determine whether they survive or thrive.
Do I need a coach? It’s a question that you may have asked yourself from time to time. Elite athletes have them. Successful business leaders have them. Famous personalities have them. So too can you!
How do we keep our top performers from leaving? We can't compete with the salaries being offered by some of the MNCs and startups!!! This is a problem that a couple of young leaders recently shared with me, and it's one that I've heard quite a few times before.
