THRIVE: Using critical illness as an opportunity

THRIVE: Using critical illness as an opportunity

When our contract as a full-time patient comes to a close, we are often left in a surreal circle of “what’s next”? For some of us, returning to previous employment is not an option. Some of us consciously make a choice to disengage from a past role that does not support our on-going healing.

However we land and no matter how difficult it is to piece life and work back together in ways that fit into changed realities, there are meaningful possibilities waiting for exploration.

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Lopsided leadership - When leaders overplay strengths

Lopsided leadership - When leaders overplay strengths

When leaders overplay their strengths, they risk being typecast leading to compromised performance and bland careers. Most likely you are well-known for and acknowledged for your strengths. Acknowledgement and accolades can be seductive - and very limiting. Think about actors who have been typecast by overplaying their strengths. Typecasting severely limits actors from expressing their full-range of talent. 

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Lopsided leadership - Too much of a good thing

Lopsided leadership - Too much of a good thing

Who hasn’t worked for a star-performing leader who was exceptionally brilliant at operational details and has been micromanaged to death? Or for a supportive boss who asked for everyone’s input but delayed making timely decisions?

Leadership strengths when overemphasized are often overused. This is the downside of strengths-based leadership development. We need to take into account how the very strengths that leaders depend on can be detrimental to careers and to the people they manage. 

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Letting go of what got you here

Letting go of what got you here

By guest blogger, Susan Edwards, PCC, CHRP, Development By Design.

Sooner or later after a significant promotion, this challenge seems to hit all leaders between the eyes. Letting go of previously successful approaches is one of the most frequent coaching topics for Sue Edwards executive coaching clients. It’s especially a challenge when the approaches that are no longer appropriate to rely on are the very behaviours that led to the promotion. Why this sudden about face? Why would certain behaviours be considered strengths one day and weaknesses a week later? Are organizations this erratic? 

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Lopsided leadership - When leaders' strengths fail

Lopsided leadership - When leaders' strengths fail

In the last decade, leadership development experts have enthusiastically pushed to improve leadership strengths instead of addressing leaders’ weaknesses. This approach may have some success in growing individuals’ effectiveness, but it’s fundamentally flawed. When overemphasized, strengths become overused. This post is the first in the series on Lopsided Leadership.

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Heroic and Post-Heroic Stages

Heroic and Post-Heroic Stages

The theory of developmental stages for leadership indicates that if we try to grow leaders' inner game, rather than outer competencies, leaders increase their capacity to handle more complexity and thus lead more effectively. When working with leaders, we relate the inner game to a strong personal foundation that further underpins competencies. A strong personal foundation includes well-developed emotional intelligence.

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5 Levels of Leadership

5 Levels of Leadership

Different theories of leadership development are based on the fact that leaders, like all adults, progress through stages as they grow and mature. The different descriptive words used by development stage theorists for these stages can be confusing. All have characteristics in common, however.

Using a broad brush, this post summarizes the various stages of leadership development including percentages of leaders in each stage.

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Do you pass the Partnership Test?

Do you pass the Partnership Test?

When facilitating the Crucial Conversations workshop, we spend some time discussing the difference between a "partnership" perspective and a "win-win" perspective. When you think of the word "winner" what words come to mind? Participants often say the following: champion, leader, and...loser. When we approach a situation thinking the word "winner" the word "loser" isn't far behind. As soon as we think "loser" the brain readies itself for the fight. Fight! Now you are going into a conversation readying yourself for a fight. 

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Development Stages and Effective Leader-Managers

Development Stages and Effective Leader-Managers

Developmental theories have been around for decades based on 50 years of psychological research into how adults mature. How are developmental stages applied to leader-managers? How do leader-managers grow into more effective levels of maturity, wisdom and agility? Organizational psychologists have since applied the basic tenets to leadership development. Read further to learn about their conclusions and the affect on leader-manager effectiveness and peak performance.

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Agility and Resilience: The Urgent Need to Grow Better Leaders

Agility and Resilience: The Urgent Need to Grow Better Leaders

Currently, few leadership-development initiatives are addressing the inner game: how leaders perceive, find meaning, make decisions, and handle complexities. However, accredited executive coaches have been preparing for this shift over the evolution of executive and leadership coaching. The shift is from transactional and situational coaching toward coaching the essence of leaders and appreciating developmental-stages theory.

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