THRIVE: Make it count: Self-exploration of purpose and fulfillment after critical illness

THRIVE: Make it count: Self-exploration of purpose and fulfillment after critical illness

Critical illness impacts every aspect of our lives and our work-selves are not excluded. Experiencing critical illness can certainly drive the importance of living well and connecting to what feels true. On top of everything we are managing, this process can be daunting. When feeling overwhelmed, most of us tend to shut down and understandably so when we have gone through the trauma of managing life-threatening illness. To live as wholly and completely as we are able, thinking about what will bring real fulfillment is worthwhile. The comforting news is that you have the answers!

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Lopsided leadership - Goldilocks leadership

Lopsided leadership - Goldilocks leadership

Too much strategic thinking leads to not enough attention to operational details. Too much dominance and hard-driving encouragement leads to not enough listening and empathy to individuals.

How can leaders manage people by using their strengths “just right” without overextending them to the point where they become liabilities? How do leaders take full advantage of their natural talents, without going too far? The first step is to acknowledge where you overuse your strengths. 

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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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Your Strengths are the Key to Peak Performance

Your Strengths are the Key to Peak Performance

Peak performance cannot be achieved without getting intimate with your strengths, nurturing those strengths, and using your strengths wisely and strategically aligned with your goals.

Self-knowledge is essential. Do you know your strengths? Do you spend time considering how to best use your strengths? No one will manage your career if you don’t. If you truly want to develop personal passion for your work or re-ignite your passion during mid-career malaise or as you return to work after cancer or other critical illness, ask yourself four critical questions:

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Set a New Direction: Re-evaluate Your Values and Update Your Identify to Re-ignite Your Mojo

Set a New Direction: Re-evaluate Your Values and Update Your Identify to Re-ignite Your Mojo

If your drive is going nowhere, you feel like you are at a crossroads, or worse you feel like you are at a dead-end, now is the time to set a new direction and re-ignite your mojo by re-evaluating your values and updating your identity. As you continue to read, consider the analogy of using current GPS technology. I use GPS to set my direction, monitor my progress, and arrive on time with less stress. When there is a detour or if I get lost, I rely on my GPS to course-correct or set a new direction.

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When Your Drive is Going Nowhere, Engage Your Values

When Your Drive is Going Nowhere, Engage Your Values

Do you feel like you have come to a crossroad or worse, hit a dead end in your business or career? Have you lost your MOJO? Perhaps you have lost direction and drive because of setbacks. Perhaps you are returning to work after personal crisis or critical illness. Here is a suggestion to help rekindle your drive: 

Reconnect with your values. Every time you walk into your office, whenever you chat with a client or a colleague, and even when completing routine tasks like paperwork. Remind yourself: “This is why I am here.” This is no time for auto-pilot or cruise control.

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