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The higher you go in an organization, the more ambiguous things get. Leaders who are uncomfortable with ambiguity can encounter career blockers. Coaching can help leaders mitigate risky decisions and wade through ambiguity incrementally.
Moving from middle into senior management requires being proficient with command skills. Command skills include being strategic and innovative, delegating effectively, and taking appropriate risks. Experience alone may not provide a leader the opportunity to develop these skills appropriately, but coaching can augment the learning and close the gap to prepare someone for the next level.
The win/lose leaders are the people in the organization who treat all interactions as an opportunity to push their agenda, ensuring a win for themselves or their department but potentially a loss for the good of the organization. Coaching can illuminate for the leader the damage they are doing to themselves and the organization.
Complex organizations have many moving parts, which can naturally produce opposing agendas for different leaders. This can cause leaders to become defensive, ultimately stifling creativity, innovation, production, and collaboration. Coaching can highlight for the leader why “if you want something done right you have to do it yourself” becomes and ineffective strategy over time.
Complex organizations have many moving parts, which can naturally produce opposing agendas for different leaders. This can cause leaders to become defensive, ultimately stifling creativity, innovation, production, and collaboration. Coaching can highlight for the leader why “if you want something done right you have to do it yourself” becomes and ineffective strategy over time
In trying to strike a balance between individual and company success, leaders can become overly ambitious. This can manifest itself in under-developing direct reports, taking credit for the good but blaming for the bad, and managing for perception rather than for the good of the company. Coaching highlights how this behavior becomes more transparent and detrimental higher up in the organization.
Healthy Conflict versus People Pleasing
For some leaders, the need to be liked can supersede doing what is right. These leaders can shy away from conflict and difficult conversations. They can agree to unrealistic expectations and cause burn out to themselves and their teams. Coaching allows these leaders to explore what is holding them back from healthy conflict and to create a plan to incrementally remove those barriers.
Playing some amount of healthy politics is required at every organization. Becoming overly political can cause a leader to be viewed as manipulative, scheming, and untrustworthy. Coaching highlights for these leaders the damage they are doing to themselves and the organization and helps them create and execute a plan to be politically savvy rather than just excessively political.
There can be many underlying reasons why a leader might struggle to communicate effectively in group settings. It can cause the perception of the leader (and their teams) to lag far behind the reality in terms of positive impact to the organization. Coaching allows these leaders to explore why they struggle with public speaking and to create and execute a plan to ensure their perceptions match reality.
Some leaders want their work to speak for itself. This can cause them to keep management in the dark. Great results go unnoticed because the leader and their direct reports seem invisible. Talented people may go unpromoted and leave. Coaching helps illuminate for these leaders how this causes long-term damage to themselves and the organization and helps them execute a plan to be more politically savvy.