3 Ideas to Help You Succeed

It is important to ask the right questions as we write our success story. As a coach, it is my responsibility to help individuals gain a different perspective on these questions, and a common strategy I use to do this is by reframing them. For instance, instead of asking, "As an HR Vice President, what does leadership development look like?" a more impactful question could be, "What actions can I take to advance to my next role in the company?"

Similarly, a sales leader may be concerned with balancing work and family. Reframing the question to, "How can I ensure that the financial benefits of working overtime will justify the time spent away from my family?" provides a clearer understanding of the underlying issue.

It is important to understand that while knowledge of one's approach, goal setting, problem solving, resource prioritization, and risk assessment are all valuable, the answers to these questions should ultimately drive individuals towards self-reflection and, ultimately, actionable change and growth.

Self-efficacy refers to the belief in one's own capabilities and skills. Research suggests that having confidence in oneself has a positive impact on one's performance, satisfaction, happiness, and overall well-being. In other words, self-efficacy is linked to success.

A study published in the December 2016 issue of the Consulting Psychology Journal highlights three key strategies that can help individuals increase their self-efficacy through coaching.

1. Invest Time: The longer the coaching relationship lasts, the greater the increase in confidence seen in the individual. As a coach, it is important to observe and acknowledge the increase in confidence in the person being coached towards the coaching objective.

2. Verbalize Confidence: The more individuals verbalize their confidence, the higher the likelihood of them achieving their goal. Statements such as "I am going to do this" show confidence in their ability, and the more they make these commitments aloud, the greater the belief in themselves.

3. Ask the Right Questions: Coaches can ask questions that fall into three categories: open-ended, proposing solutions, or providing support. According to the study, proposing solutions is the most effective method in triggering self-efficacy statements in the first coaching session. The other two methods are also valid, but they merely enhance the confidence of the individual over the course of the coaching engagement.

As you work with and coach others on your team, focus on asking open-ended questions and providing support for the ideas they bring. Resist the temptation to offer advice or provide solutions. This approach will help individuals believe in themselves and achieve their goals, leading to greater success and satisfaction in their personal and professional lives.

3 Reasons People Make Change

As a coach, I'm often asked, "Why do people change?" This question reveals a lot about how we perceive human potential & our role as leaders in nurturing growth. Let's explore three key reasons people change & how leaders can support this process.

The Capacity for Change

Before we dive into the reasons people change, let's briefly touch on our capacity for transformation. Our brains are incredibly adaptable, constantly forming new connections in response to our experiences & choices. This neuroplasticity is the foundation of personal growth. As leaders, understanding our capacity for change can profoundly impact how we approach development in our teams & ourselves.

3 Reasons People Make Change

1. Increased Self-Understanding

When individuals gain a deeper understanding of themselves - their strengths, weaknesses, & impact on others - they often identify aspects they want to improve.

In practice, this might manifest as an executive recognizing that their direct leadership style, while efficient in crisis situations, actually suppresses creativity & team involvement in day-to-day operations. By understanding this gap between their default approach & the needs of their organization, they can make intentional changes. 

Leadership Insight: How are you helping your team members gain self-understanding? Are you providing regular, constructive feedback that helps them recognize their impact?

2. Heightened Awareness of Others 

As people become more attuned to how their actions affect those around them, they often feel motivated to change. This increased awareness can lead to significant personal growth and improved relationships.

Picture a leader who's always chasing the next deadline. One day, they notice their team seems stressed & uninspired. And suddenly it clicks: Always rushing for quick wins is hurting the big picture. So they try something new. They start planning further ahead, invest time in their team's growth, & really champion taking breaks & logging off. Soon enough, they see the payoff - a more stable team, more creative solutions, & stronger results across the board.

Leadership Insight: How are you modeling awareness of others in your leadership? Are you creating opportunities for your team to develop & practice this skill?

3. Internal Drive

People with a strong sense of internal motivation are often driven by personal satisfaction and a desire for growth rather than external rewards. This internal drive can be a powerful force for change.

Imagine an executive with a grand vision for their organization's future. They might recognize that to turn that vision into reality, they need to transform their own leadership approach. They begin challenging themselves to be more bold, to inspire more innovative thinking in their team, & to make gutsier decisions. It's their internal drive to create something truly significant that pushes them to grow & change as a leader.

Leadership Insight: How are you tapping into your team members' internal motivations? Are you providing opportunities for growth that align with their personal goals?

Why Do People Change? The Leader's Role in Facilitating Transformation

Understanding why people change is only half the battle. Our job as leaders isn't just to see the potential for transformation - it's to create an environment where change can thrive. Here are a few tricks to help you get started: 

1. Encourage regular self-reflection: Create opportunities for your team to pause & evaluate their progress, challenges, & goals. This could be through guided exercises or dedicated time for introspection.

2. Provide constructive feedback: Offer specific, actionable insights that highlight both strengths & areas for improvement. Make this a two-way street by also soliciting feedback on your leadership.

3. Offer opportunities for skill development: Invest in your team's growth by providing access to training, workshops, or stretch assignments that align with their career aspirations & your organizational needs.

4. Recognize & celebrate growth: Acknowledge the efforts & progress your team members make, not just the end results. This reinforces the value of the change process itself.

5. Model the change you want to see: Demonstrate your own commitment to growth by openly sharing your learning experiences & how you're applying new insights.

As you implement these strategies, you'll find yourself naturally shifting from simply understanding why people change to actively supporting & nurturing that change. This journey will challenge you to examine your own assumptions & see your team members not just as they are, but as they're becoming. It's this perspective - viewing people through the lens of their potential - that truly elevates leadership & drives meaningful transformation.

Moving Forward: Leveraging the 3 Reasons People Change

Leadership & personal growth go hand in hand, & understanding why people change is the thread that ties it all together. By recognizing these three drivers of change & nurturing an environment that champions growth, you're paving the way for both your team & yourself to thrive.

But understanding why people change is just the first step in your leadership journey. The real power comes from applying this knowledge to transform your leadership style & your organization. Navigating this transformation can be challenging – that's where expert guidance can make all the difference.

I’ve invested more than 3 decades helping leaders like you not just understand change, but leverage it to drive personal & organizational growth. Through coaching, you'll learn to:

1. Identify & nurture the catalysts for positive change in yourself & your team

2. Create an environment that supports & accelerates personal & professional growth

3. Develop strategies to overcome resistance to change, both internal & external

4. Transform your leadership style to inspire & guide your team through periods of change

To learn how Dr. Livingston’s expertise in change management & leadership development can help you turn the insights from this blog into actionable strategies for your organization, click here. 

Why Every Leader Should Journal: Insights and Benefits

One summer, I was researching for an article and came across a thesis that used journaling as a research tool for self-discovery among youth football coaches:

A leadership discovery: enhancing Finnish youth football coaches' Effectiveness through the Transformer Research Project

In this study, journaling was used as a tool rather than the primary outcome. As I read through the article, the benefits of journaling became abundantly clear.

THE BENEFITS of Journaling for Leaders

Having worked with many coaching clients over the years, I have frequently recommended journaling as a powerful leadership development strategy. Journaling involves taking time to reflect and write down your observations about how you show up in different situations.

Given the widespread lack of self-awareness in leadership, journaling is a crucial method for documenting your thoughts and feelings about your experiences. It serves as a record of your emotions and thoughts on any given day across various circumstances.

Here are my top five reasons that every leader should journal:

1. Self-awareness: Leaders need to reflect on how they present themselves in different contexts and what triggers their emotions. Despite how well we think we know ourselves, reflection can always reveal something new.

2. Managing Stress: Writing is an excellent way to reduce stress levels. Visual journaling, or what my second-grade teacher Mrs. Carlson called “drawing,” can be even more effective. A 2010 study by Amanda Mercer found that medical students experienced reduced stress and anxiety when they kept a visual journal.

3. Gaining Clarity: When faced with complex issues, writing or drawing can help sort things out. Taking time to clear your mind and put your thoughts on paper or a tablet can clarify your decisions.

4. Prioritizing: Life can get hectic, especially in our Western world, where leaders often struggle to prioritize. Journaling helps you focus by writing down what’s important. It serves as a metaphorical stake in the ground, providing a reference point.

5. Controlling Impulses: Journaling gives you a place to reflect before acting. Before agreeing or committing to something, I turn to my journal to avoid impulsive decisions. It’s a crucial tool for deciding which projects to accept or decline.

A Personal Revelation:

A few days before Father’s Day that summer, while reviewing the aforementioned article, my kids ended up gifting me a journal for Father’s Day. But not just any journal—it was called StoryWorth.

Here’s how StoryWorth works:

• Every week, you receive an email prompt to write about a memory from your past.

• You reply to the email to journal, writing as much or as little as you want. I typically write two or three paragraphs.

• These entries are saved, and you can eventually turn your journaling into a book. After 52 weeks, you could have a cherished book of memories.

The Top Reason ALL Leaders Need to Journal:

Your leadership story IS worth reading.

Navigating Leadership Challenges: Moving Beyond Advice to Empowerment

Introduction:

In the realm of leadership, providing advice often seems like the obvious path to helping others navigate complex situations. Yet, Douglas Stone and Sheila Heen, authors of "Thanks for the Feedback," shed light on the limitations of advice-giving, emphasizing the need for specificity and context. This raises the question: How can leaders effectively address challenges without merely dispensing advice? Let's explore a more empowering approach that emphasizes understanding, collaboration, and fostering a culture of trust.

Empowering Through Coaching:

Rather than offering quick-fix advice, effective leadership involves coaching individuals to discover their own solutions. Coaching isn't about dictating actions; it's about guiding individuals to unlock their inner wisdom. As Parker Palmer suggests, it's about "pulling out their inner teacher." By refraining from prescribing solutions and instead helping individuals explore their options, leaders empower them to make informed decisions aligned with their unique circumstances.

Understanding Context:

When faced with inquiries about handling leadership dilemmas, it's crucial to resist the temptation to jump to conclusions. Rather than hastily providing answers, take the time to understand the nuanced context surrounding the situation. Delve into the organizational dynamics, team relationships, and external factors shaping the challenge at hand. This deep understanding lays the groundwork for tailored guidance that resonates with the specific needs of the individual and the organization.

Organizational Considerations:

At the organizational level, effective leadership entails aligning team objectives with strategic goals. Reorganization should stem from a clear strategic rationale, driven by shifts in internal or external dynamics. Merely reshuffling teams without addressing underlying issues risks perpetuating dysfunction and escalating costs. Leaders must assess whether the benefits of reorganization outweigh the disruptions it entails, ensuring that organizational integrity remains intact.

Fostering Collaborative Dynamics:

Within teams, fostering a culture of collaboration is paramount. True collaboration isn't about everyone being involved in everything but rather about trusting each other's expertise and contributions. Leaders play a pivotal role in nurturing this culture by fostering trusting relationships and upholding team standards. Encouraging open communication, embracing vulnerability, and instilling confidence in team members create a fertile ground for collaboration to flourish.

Accountability and Conflict Resolution:

In the face of conflict or underperformance, leaders must navigate with finesse. Accountability rests not solely on the individual but on the collective responsibility of the team. Leaders should encourage a culture of peer accountability, where team members hold each other to high standards. Addressing individual shortcomings requires a delicate balance of coaching and mentorship, guided by the overarching goal of fostering growth and improvement.

Conclusion:

Navigating leadership challenges demands a departure from conventional advice-giving towards a more nuanced and empowering approach. By embracing coaching, understanding context, and fostering collaborative dynamics, leaders can navigate complexities with confidence and efficacy. Ultimately, it's not about having all the answers but about empowering others to find their own path to success.

Unveiling the Power of Curiosity in Leadership

In the dynamic landscape of leadership, the journey is never static; it's an evolving process fueled by curiosity and a hunger for growth. Reflecting on something like the ingenuity of a child constructing something with LEGO bricks, we glimpse into the essence of leadership—a continual exploration of possibilities, and a relentless quest for improvement.

Leadership, akin to a masterpiece in progress, thrives on curiosity.

Beyond casting a vision and assembling a team, true leadership is about nurturing an insatiable curiosity about oneself, one's team, and the collective objectives. It's about embracing diverse perspectives, understanding how others perceive our leadership, and reveling in the boundless realm of curiosity.

WHAT IF YOU HAVE LOST YOUR PASSION FOR THE JOB?

When the intensity wanes, what happens when monotony threatens to overshadow passion? Transitioning from one role to another doesn't guarantee perpetual excitement; monotony can infiltrate any endeavor. Yet, amidst the mundane lies the catalyst for transformation—curiosity.

Acknowledging the mundane as an opportunity for exploration, I discovered a profound truth: curiosity is the antidote to boredom. By reframing tasks as voyages of discovery, the mundane becomes meaningful, and routine becomes rejuvenating.

CURE IT WITH CURIOSITY.

Transcending personal dissatisfaction, and integrating curiosity into the fabric of leadership revitalizes connections and fosters innovation. Embracing curiosity invites a symbiotic relationship between leaders and their teams, igniting collaborative fervor and unlocking untapped potential. As curiosity permeates, visions align, passions reignite, and the journey becomes a shared odyssey of growth.

So, let curiosity be your compass in leadership. Engage in a perpetual quest for knowledge, delve into the depths of understanding your team, and unearth insights waiting to be discovered. For within the realm of curiosity lies the transformative power to invigorate leadership, reignite passion, and cultivate enduring excellence.

What would it take for you to ignite more curiosity about your team? What can you learn from them? What insights could they offer on any of your current projects that you have not yet thought about?

Rediscovering Purpose: From Frozen Waffles to Fulfillment

As we enter the year's midpoint, it's a natural time to reflect on our experiences thus far and contemplate what lies ahead. This introspection isn't confined to individuals; it resonates across organizations, regardless of their size or structure. This same exercise happens across organizations of every size and business structure.  

During this evaluation and projection, I want to share a story that encapsulates a profound lesson:

Let Them Eat Waffles! 

This seemingly whimsical phrase emerged from a conversation I had with a plant manager a few months back. He oversees the production of electronic components, vital elements that find their way into countless products, from airplanes to household appliances. Yet, he described his role as mundane, almost inconsequential.

This assertion puzzled me. "Mundane?" I echoed. "Did you say grocery store freezers?" The significance of his work dawned on me. As a lover of frozen waffles, I realized the impact his role had on my daily breakfast routine. His loss of vision and passion could potentially disrupt something as seemingly trivial as my morning meal—a thought that stirred me to action.

Self-Actualization

At the core of this narrative lies the concept of self-actualization, a cornerstone of emotional intelligence. It's about discovering one's purpose and meaning in life, and the relentless pursuit of personal growth and fulfillment. Those who embrace self-actualization find purpose beyond mere occupation; they see their endeavors as contributions to something greater than themselves.

However, many struggle to bridge the gap between what they do and who they are. This disconnection can lead to a sense of purposelessness, overshadowing the significance of their actions.

Who You Serve

It's time to shift our focus from tasks to the people we serve. Whether you're delivering pizzas or managing an entire plant, your role extends beyond its immediate duties. You're nourishing families, fostering social connections, and ensuring essential components reach those who need them.

As leaders, it's imperative to reignite our passion and vision. Our teams rely on us to provide direction and inspiration. By reaffirming the significance of their roles and how they contribute to the greater good, we empower them to rediscover their purpose and drive.

CONCLUSION

As we embark on this journey of self-reflection and goal-setting, let's remember the lessons of the frozen waffles. Let's strive for self-actualization, finding purpose in our endeavors, and recognizing the impact we have on others. Let's redefine success not by what we do, but by whom we serve.

And in doing so, let's create a ripple effect of fulfillment and inspiration that touches lives far beyond our own.

Navigating Leadership Challenges: Empowering Growth and Development

In a recent engagement, I found myself immersed in a thought-provoking conversation with a client facing a compelling leadership puzzle. Amidst a recruitment phase, the client encountered a striking dilemma with an internal candidate. While brimming with confidence, ambition, and eloquence, the candidate faltered when confronted with "critical feedback." Despite diligent attempts to coax a response, silence prevailed, leaving the client puzzled. This scenario prompted deep contemplation on effective leadership approaches to foster individual growth while maximizing potential.

He was puzzled, and I could see why.

What are the best practices for a leader to implement to help someone see their weaknesses, and at the same time see their potential areas for development? 

Exploring Potential Challenges:

1. Lack of self-awareness.  A prevalent barrier in leadership evolution, insufficient self-awareness can obstruct the assimilation of constructive feedback. It entails comprehending one's strengths, weaknesses, and their implications across varied contexts.

2. Communication barriers.  Despite earnest communication efforts, barriers such as misinterpretations or internal distractions may impede genuine engagement. When internal dialogues overshadow verbal exchanges, effective communication becomes elusive.

3. Arrogance. Often intertwined with pride or self-absorption, arrogance can lead to a dismissive stance towards feedback. In this scenario, the candidate may acknowledge feedback superficially but fail to internalize its significance.

4. Perceived omniscience. While expertise is invaluable, perceiving oneself as all-knowing can hinder growth. Leaders must tread cautiously to avoid overestimating their knowledge and embracing learning opportunities.

5. Self-Regard Deficiency. Embracing one's entirety, including imperfections, is crucial for personal growth. Distorted self-perceptions can hinder acknowledgment of areas needing improvement, stalling progress.

Cultivating Growth Opportunities:

In leadership roles, embracing feedback and seizing growth prospects are indispensable. Reflecting on introspective questions such as "What constitutes my personal development opportunity?" fosters self-awareness and progress. Candid introspection empowers leaders to identify areas for enhancement and strive for heightened effectiveness.

Give these inquiries full breadth and stretch yourself a bit. Get honest with yourself and ask, "What do I need to work on that will allow me to be a more effective leader?"

Unlocking Leadership Excellence: 7 Essential Questions Every Leader Should Reflect On

In the fast-paced world of leadership, it's easy to get caught up in the day-to-day tasks and forget the importance of stepping back to reflect. Yet, purposeful reflection is not just a luxury for leaders; it's a necessity. It's what separates good leaders from truly exceptional ones.

As a leadership coach, I often ask my clients a simple yet profound question: How good are you at spending time in purposeful reflection? The reason for this inquiry is clear: leaders are adept at reflecting on the work in front of them but often neglect critical reflection on the processes that drive that work forward.

Consider this scenario: a leader meticulously reviews the talent in their organization but fails to reflect on their own biases or the overall outcome of their efforts. This lack of introspection can have far-reaching consequences, not only for the leaders themselves but for the entire team.

So, what can leaders do to bridge this gap and cultivate a culture of reflection within their organizations?

It starts with asking the right questions.

Here are seven essential questions every leader should reflect on:

1. Confirmation Bias: Are you seeking out proof that confirms what you already believe, rather than challenging your assumptions?

2. Hindsight Bias: Are you relying on outdated information or past mistakes to inform your present decisions?

3. Gender Bias: Are you unconsciously discriminating against individuals based on gender stereotypes?

4. Anchoring Bias: Are you allowing past experiences to unfairly influence your perceptions of current situations?

5. Available Thought Bias: Are you falling into the trap of defending your ideas simply because they were the first to come to mind?

6. Role Modeling: Do you see yourself as a role model for your team, and are you setting a positive example for them to follow?

7. Work/Life Balance: Are you unintentionally sending mixed messages about work/life balance by your actions?

Reflecting on these questions isn't just about self-improvement; it's about fostering a more inclusive and effective leadership style. It's about recognizing our own biases and blind spots and taking proactive steps to address them.

As leaders, we owe it to ourselves and our teams to pause, reflect, and strive for excellence in everything we do. So, take some time today or this week to ponder these questions. Challenge yourself to dig deep, confront your biases, and emerge as a stronger, more self-aware leader.

Remember, leadership excellence isn't achieved overnight, but with dedication and reflection, it's well within reach!

Deeper Questions: A Lesson in Listening and Empathy

One ordinary day, my daughter Gretchen sparked a thought-provoking conversation with a simple text message to me. Her inquiry was seemingly straightforward: "If the average person had to choose whether to be bored or stressed, which would they pick?" Little did I know, her question would unravel layers of introspection and self-discovery for me.

Initially, I found myself approaching her question from a narrow perspective, juxtaposing stress with relaxation and boredom with energization. Yet, Gretchen's query challenged me to reconsider these concepts in a new light. It wasn't merely about contrasting states of being; it was about understanding the underlying motivations and preferences of individuals.

In hindsight, I realize that my response missed the mark.

Instead of embracing her curiosity and delving into the heart of her inquiry, I allowed my pride to overshadow genuine connection. My knee-jerk reaction reflected more about my insecurities than it did about empathizing with her perspective.

However, Gretchen's graciousness and patience revealed the true essence of our relationship. Rather than admonishing me for my shortcomings, she offered understanding and insight into her intentions. Her revelations from the exchange shed light on the real question behind her initial inquiry.

This experience served as a profound lesson for me TOO.

It highlighted the importance of active listening and empathy in all communication. Too often, we get caught up in our narratives, failing to truly understand the underlying motivations of those around us.

Moving forward, I am committed to honing my skills in deciphering the question behind the question. Realizing that genuine connection lies in the ability to understand and empathize with others' perspectives, I aspire now to approach every interaction with an open heart and a curious mind.

In the end, it's not just about finding the right answer; it's about fostering meaningful connections built on mutual understanding and empathy. And therein lies the true essence of communication and relationships – a journey of exploration and discovery, guided by empathy and genuine curiosity.

Lessons on Leadership From Mom: Culture Matters

I hope you had a wonderful weekend. As we dive back into the work week and our personal development journeys, I'd like to share some invaluable leadership insights gleaned from none other than my mother. Because let's face it, personal growth isn't complete without considering our wellness, and there's much to learn from the nurturing wisdom of maternal leadership. So, let's delve into the profound impact my mother's teachings had on my leadership journey.

LESSONS I learned about leadership from my mom:

Cultivating CULTURE

Growing up, my mother was the epitome of family-centeredness. Our home wasn't just a place for immediate family; it was a hub where grandparents, aunts, uncles, and cousins converged. My mom, a devoted "stay-at-home mom," created a familial culture steeped in safety and security, nurturing an environment where we thrived as kids.

Organizational culture experts like Dr. Boyd Johnson and Dr. Mike Linville would undoubtedly nod in agreement. After all, as my esteemed former boss, Tom Considine, often reiterated, "Culture eats strategy for lunch." Yet, it's a refrain that needs amplification within organizational settings.

Echoing Edgar Schein's insights, our human nature inherently craves social cohesion and safety. Establishing rules and regulations isn't merely about structure; it's about fostering an environment where individuals feel secure. My mother understood that safety breeds optimal performance, while threats trigger survival instincts, impeding cognitive function and receptivity to leadership.

Leadership, therefore, necessitates a nuanced approach – less about what's said and more about how it's received. My mom's blend of safety and discipline laid the groundwork for growth and well-being within our family unit.

SHOWING UP

In leadership, presence is paramount – it can't be delegated. My parents exemplified this principle, never missing significant life events, whether weddings, funerals, or milestone celebrations. They ingrained in me the importance of being there for others, no matter the circumstances.

Likewise, effective leadership demands active participation in the lives of followers. It's about prioritizing their milestones, meetings, and moments of crisis over personal agendas. By showing up, leaders foster trust and solidarity, strengthening the bond with their team.

EMBRACING Sacrifice

My upbringing in a humble, blue-collar neighborhood underscored the essence of sacrifice in leadership. Despite modest means, my mom ensured I never lacked essentials, fostering an environment of care and support that emboldened risk-taking.

Leadership isn't about privilege or entitlement; it's about selfless giving. Followers keenly observe the sacrifices leaders make – whether staying late to lend a hand or prioritizing their needs over personal leisure. In return, leaders earn commitment, loyalty, and heightened effort from their team.

Remarkably, these values seem scarce in many organizational cultures today. Perhaps therein lies the key: my mom never expected reciprocation. Genuine sacrifice, devoid of expectations, cultivates loyalty and commitment organically.

IN CONCLUSION

Reflect on these insights. Consider how they resonate with your leadership approach. Are there adjustments needed to better align with these foundational principles?

As Edgar Schein aptly puts it, organizational culture and leadership are inextricably linked. By embodying the nurturing ethos of maternal leadership – fostering culture, prioritizing presence, and embracing sacrifice – we pave the path for authentic connection, growth, and success within our teams.

Let's strive to lead with the same grace, selflessness, and wisdom exemplified by the maternal figures who've shaped our lives.

Reference: Schein, E. (2010). Organizational Culture and Leadership. San Francisco: Jossey-Bass. (p. 144).

Embracing Critical Thinking: Beyond Misconceptions and One-Liners

In a world fraught with discord, where misinformation often fuels our debates, there's one consensus we could strive for - acknowledging Gene Roddenberry's genius. As the mastermind behind Star Trek, Roddenberry not only crafted captivating characters but also imparted profound wisdom through their dialogue.

Amidst the quips and adventures of Dr. McCoy, Mr. Scott, and Captain Kirk, it's Mr. Spock's rationality that resonates deeply in today's tumultuous times. His assertion, "In critical moments, men sometimes see exactly what they wish to see," serves as a poignant reminder of our innate biases.

We're prone to cherry-picking facts to fit our narratives, as evidenced by popular misconceptions like the efficacy of Vitamin C in boosting immunity or the visibility of the Great Wall of China from space. However, as Dr. Diane Halpern aptly notes, in this era inundated with information, critical thinking has never been more imperative.

Yet, critical thinking demands more than a cursory Google search. It necessitates introspection and discernment. Take, for instance, the misconception surrounding Vitamin C. While anecdotes may tout its benefits, a deeper inquiry reveals the nuanced truth: our immune systems function optimally without artificial "boosts."

So, before we cling to long-held beliefs or perpetuate anecdotal evidence, let's cultivate humility and curiosity. In a world inundated with noise, it's our commitment to critical thinking that will illuminate the path forward. Let's embrace the humility to say:

“I don’t know, but I am open to learning more.”

Do You Share These Observations Regarding Leadership Momentum?

In the ever-evolving landscape of today’s leadership, it is crucial to continually reassess and adapt strategies for sustained success. As we continue to embark on another year of growth and development, it is imperative to reflect on the trajectory of our coaching practices, the relevance of our work, and our fulfillment within our professional endeavors. Let's delve into the currents of leadership momentum and explore actionable insights to navigate these dynamic waters.

As we go through a journey of introspection and planning for the future, it is essential to contemplate the evolution of our coaching practices. Amidst the influx of new clients, questions about the shape and direction of our practice arise. How many new clients will we engage with during the rest of the year? What transformations await both ourselves and our clients? By meticulously examining these inquiries, we pave the way for proactive planning and a mutually fulfilling year.

Moreover, a critical aspect of our professional growth lies in evaluating the relevance of our work with clients. Reflecting on past engagements offers invaluable insights into the effectiveness and significance of our contributions. Are the services we provide still relevant in today's rapidly evolving landscape? Are they meeting the evolving needs of our clients as they navigate their complex organizational challenges?

Momentum

Drawing inspiration from the concept of momentum in personal finance, we can apply a similar principle to assess our professional relevance. Just as our past performance informs future investment decisions, our past endeavors shed light on the trajectory of our impact and effectiveness. By conducting a thorough momentum analysis of our experiences, we can gain clarity on areas of strength and opportunities for growth.

Here are four key observations gleaned from this reflective process:

1. Cultivating Emotional Intelligence: In a world driven by cognitive prowess, emotional intelligence emerges as a cornerstone of effective leadership. These insights resonate deeply, emphasizing the pivotal role of emotional skills in fostering success, character, and meaningful relationships within organizations.

2. Fostering Relational Empathy: Amidst societal polarization, the art of empathetic understanding becomes increasingly scarce. As leaders, transcending our perspectives and embracing empathetic engagement fosters cohesion and collaboration amidst diverse viewpoints.

3. Embracing Flexibility in Ambiguity: In times of upheaval and uncertainty, the ability to adapt and thrive in ambiguity emerges as a defining trait of resilient leadership. Embracing a "new normal" requires a shift towards emotional flexibility and a proactive approach to navigating turbulent waters.

4. Nurturing Talent Connections: Despite economic fluctuations, investing in talent remains paramount for organizational success. Proactive engagement with talent fosters loyalty, innovation, and a robust foundation for future endeavors.

These observations serve as catalysts for meaningful dialogue and introspection.

Do you resonate with these insights, or do you have unique observations to share from your organizational context?

Let's embark on a journey of exploration and collective learning as we navigate the currents of leadership momentum together!

Embracing Growth: Understanding the Dynamics of Personal Change

In my coaching practice, a common inquiry I encounter is, “Can people truly change?” It's a query that resonates deeply, especially in organizational settings where the belief persists that individuals are inherently static, like leopards unable to alter their spots. However, science tells us otherwise. With every cell in our bodies regenerating every 7 to 10 years, the potential for change is undeniable.

But beyond the capability for change lies a more nuanced question, “Can people choose to grow?” The answer lies in individual agency and the conscious decision to evolve. Yet, amidst this journey of self-transformation, a crucial consideration emerges.

Will others acknowledge and accept this change?

Reflecting on my experiences, I've witnessed individuals navigating profound transformations for various reasons, encapsulated by three key motivations:

1. Intentional Evolution: Often, the motivation for change arises from a dissonance between one's intentions and their impact. An example is someone whose communication style inadvertently fosters misunderstanding despite their genuine intentions. Recognizing this misalignment can serve as a potent catalyst for personal evolution.

2. The Threshold of Pain: For many, change becomes imperative when the status quo no longer serves their aspirations. Whether escaping toxic relationships or unfulfilling careers, the discomfort of stagnation propels individuals towards transformative action.

3. Aspiration for More: Some individuals aspire for a life of greater significance, driven by an insatiable thirst for growth and opportunity. However, entrenched perceptions and past reputations can impede their trajectory, necessitating organizational support and recognition of their potential.

Despite the myriad of motivations driving personal change, the true litmus test lies in our capacity to accept and embrace these transformations. While we may profess openness to change, implicit biases and entrenched beliefs often cloud our perceptions, hindering genuine acceptance.

Ultimately, the responsibility rests not on changing others but on understanding and supporting their journey towards self-realization. By fostering environments conducive to growth and acknowledging the multifaceted nature of personal evolution, we can cultivate a culture of acceptance and empowerment.

So, the next time you ponder the question of change, perhaps shift the focus inward.

Can you wholeheartedly embrace the transformative journey of those around you?

After all, the true measure of change lies not in its occurrence but in our willingness to embrace it.

Empowering Success: 3 Coaching Strategies to Boost Self-Efficacy

In our journey towards success, the questions we ask ourselves hold immense power. As a coach, it is my mission to guide individuals in reframing these questions, unlocking new perspectives and pathways to achievement. Rather than pondering, "What does leadership development look like as an HR Vice President?" we pivot to, "What actionable steps can propel me to my next role within the company?"

Similarly, a sales leader's struggle to balance work and family shifts from, "How do I manage overtime versus family time?" to a more insightful query, "Will the financial gains from working overtime justify time away from my loved ones?"

While strategies like goal setting and resource prioritization are vital, the true catalyst for growth lies in self-reflection and actionable change. Self-efficacy—the belief in one's abilities—is a cornerstone of success, backed by research indicating its positive impact on performance and well-being.

A study in the Consulting Psychology Journal unveils three coaching strategies to bolster self-efficacy:

1. Invest Time: The duration of the coaching relationship directly correlates with increased confidence. As a coach, recognizing and celebrating each stride toward the coaching objective fuels the individual's self-assurance.

2. Verbalize Confidence: Vocalizing belief in oneself amplifies the likelihood of goal attainment. Statements like "I've got this" solidify one's resolve, reinforcing their confidence with each verbal commitment.

3. Ask the Right Questions: Effective coaching hinges on asking questions that prompt self-efficacy statements. While open-ended inquiries foster exploration, suggesting solutions sparks immediate confidence. Providing support also nurtures confidence over time.

When coaching your team, prioritize open-ended questions and supportive guidance. Resist the urge to prescribe solutions; instead, empower individuals to discover their paths to success. By fostering self-belief, you pave the way for greater achievements and fulfillment, both personally and professionally.

Team Health: Journey to High Performance and Synergy

A few years ago, I found myself at the helm of a discussion with a high-performing team comprised of industry "top guns." These professionals, with a contact list reaching deep into influential customers, had consistently achieved remarkable results, hitting yearly goals well before the third quarter. However, a crucial realization emerged – true excellence and invincibility arise not just from individual prowess but from the collective health of the team.

TEAM HEALTH

Team health, akin to human health, operates on a delicate balance. Just as extreme performance can have detrimental effects on physical health, overemphasizing certain aspects of team performance without considering the holistic system can lead to short-term success and long-term damage.

Reflecting on this concept, I recalled a conversation with a physician friend actively involved with consulting for athletes. He recounted a meeting preparing marathon runners for a race, where 40% of the physician-runners under 55 had heart stents. High performers, regardless of the discipline, must consider all systems contributing to their performance to avoid breakdowns.

My mission, assigned by the organization, was clear – the team needed to recognize themselves as leaders within the organization, requiring self-awareness and self-leadership. This called for double-loop learning, challenging fundamental assumptions and redefining performance.

exploration and advancement

To shift the team's perspective, we explored two ways to encourage learning:

The exploration involved stimulating innovation through exercises like improving listening skills. By listening intensely, the team learned to understand diverse perspectives within the organization, fostering much-needed synergy.

Advancement, on the other hand, focuses on improving existing processes while incorporating innovation. Unhealthy conflict resolution patterns were identified and addressed. Instead of internalizing issues, the team learned to be assertive and flexible in their conflict styles, fostering a healthier and more productive work environment.

As a leader, caring for your team's health is paramount.

Continually exploring and advancing through learning opportunities will not only improve team dynamics but also pave the way for sustained success and organizational synergy.

Navigating Goal Challenges: 5 Reflections on the Journey to Personal Growth

Like many of you, I set ambitious goals for my business, career, and personal life last year. As we approach mid-January 2024, I took a moment to review and assess my progress. In sharing my reflections, I hope to offer insights gained from this reprocess.

The Main Goal: Specific, Measurable, Achievable, Time-Bound

Setting a goal that is specific, measurable, achievable, and time-bound is crucial. However, sometimes the journey doesn't unfold as expected. A goal I had was that I aimed to consistently shoot in the mid-80s in golf, but my score of 95 left me frustrated and disappointed. If you're facing similar feelings about your goals, don't get discouraged. Growth often involves setbacks before progress.

5 Lessons I Learned from Not Meeting My Goal:

1. Development Reflection: I Changed My Tools.
   As I pursued improvement in my golf game, I encountered advice to upgrade my equipment. Reflecting on this, I realized that development takes time, and planning is essential. Allow yourself the grace to navigate through the inevitable time lag in achieving your expectations.

2. I Received Some Coaching.
   Improvement often requires guidance. Coaching, whether formal or informal, provides new ideas, practices, and accountability. When was the last time you sought feedback and embraced new approaches in your development journey?

3. I Did Not Practice Regularly Enough.
   Prioritizing practice is key to improvement. Busy months led me to neglect my golf practice, hindering my progress. If development is not a natural strength of yours, regular practice is essential. Consider the expectations you have for yourself and the importance of prioritizing your development.

4. Practicing Extremes.
   Distinguishing between practice and game time is crucial. I learned that taking extreme practice sessions into the game can yield different results. Finding the right balance between challenging practice and consistent performance is essential for sustainable growth.

5. Failure As Learning.
   Failure isn't the end; it's just a part of the learning process. While I still haven't hit my golf target yet, the journey has equipped me with the right tools, coaching, and mindset for a breakthrough. How do you view goals when facing setbacks? Optimism is a valuable skill in responding to challenges.

   Embrace Progress, Embrace Grace

   As we step into this new year, take a moment to revisit your development goals. Be honest in your review, and remember, it's never too late to give yourself grace and restart your progress. See you at the top!

Empowering Your Boss: A Unique Approach to Leadership Development

During one of my Leadership 360 interviews, a direct report posed an uncommon yet thought-provoking question: "How can I help my boss become a better leader?" This query struck a chord as it showcased a genuine desire to contribute to the supervisor's professional growth—an inquiry I hadn't encountered in my nearly two decades of conducting such interviews.

Navigating the fine line of confidentiality, I recognized the need to offer guidance without compromising the privacy of my client's developmental journey. The direct report's eagerness to support her boss's leadership evolution inspired a tactful response.

My Response

My advice centered on fostering self-awareness—a key element in any leader's development. I proposed that she, with a level of trust and willingness to take some risks, help her boss recognize instances where he exhibited strengths or areas he aimed to improve.

For instance, if the boss acknowledged a tendency to micromanage, she could, at an opportune moment, express her observations: "Boss, it seems like you might be micromanaging right now. Is that intentional?" The ensuing silence suggested contemplation, but her eventual commitment to the idea revealed her willingness to contribute positively.

The essence of my counsel lay in aiding leaders to perceive the change they sought. Encouraging self-awareness proves invaluable in leadership development, offering a profound gift to those aiming to refine their skills.

What About You?

Reflecting on this scenario prompts a broader perspective on personal development. While our focus often revolves around our personal growth, extending support to others can be equally gratifying. Consider shifting from problem-solving to inspiring awareness in those around you.

In conclusion, take a moment to inquire how you can assist your leaders in their development. Their responses might not only surprise you but also invigorate your journey of self-improvement.

Redefining Resolutions: Crafting Your Leadership Vision for 2024

Have you ever been told to eat more carrots for better vision? It was a common piece of advice from my mom when I was younger. Despite the wisdom, it didn't prevent me from needing sight correction as I grew older. Similarly, the new year is here and we're bombarded with advice on setting goals, but merely setting them isn't enough.

Sure, resolutions are about firm decisions, aiming to reshape aspects of our lives. Over time, I've crafted various New Year’s Resolutions spanning personal, professional, family, and spiritual realms—and I have always had great intentions. While there is nothing wrong with setting a goal, it can be a bit meaningless if it is not aligned with the vision of who you want to be as a leader. 

Your Future as a Leader

This year, consider adding a new dimension: leadership.

Imagine yourself evolving into the leader you aspire to be. Here are ten thoughts to fuel your contemplation on leadership resolutions for the upcoming year:

1. Reflect on becoming a great leader, identifying barriers hindering greatness.

2. Prioritize values over vision.

3. Balance work and contemplation; less doing, more thoughtful planning.

4. Define your personal value proposition, akin to a brand's identity.

5. Identify key networking opportunities within your organization.

6. Embrace FeedForward—offering solutions rather than just observations.

7. Break the cycle of negative thinking hindering progress.

8. Incorporate rest into your work routine for enhanced performance.

9. Assess emotional intelligence and its impact on reactions.

10. Develop a sustainable plan for change and seek coaching for accountability.

Embarking on this leadership journey, I anticipate sharing insights and exploring topics relevant to your interests. May this upcoming year be one of productive and effective leadership for you and your loved ones.

Wishing you and your families a new year filled with growth and success.

Evaluating Leadership Momentum: Reflections, Trends, and Future Pathways

The holiday period between mid-December and mid-January often sees a lull in new coaching or training engagements. It’s a period I've come to utilize for reflection and planning, a time to ponder on the trajectory of my coaching practice for the upcoming year while working with existing clients and welcoming new ones.

As I stand on the threshold of a new year, pivotal questions arise: How many new clients will I engage with? Who will they be? What shape will my coaching practice take in the months ahead? Contemplating these queries is vital for proactive planning, ensuring a successful journey both for me and my clients.

Beyond client engagements, I dedicate time to scrutinizing the nature of the work I’ve undertaken in the past year. Examining my calendar reveals numerous instances of teaching, training, facilitating, coaching, and content creation. Yet, I confront a challenging query: Is this work still relevant? Is it impactful for those who seek my guidance in fostering leadership within their organizations?

Personal reflection becomes paramount. Analyzing how I allocate my time and comparing it with what truly brings me fulfillment in my professional life is integral. In this pursuit, I borrow from the concept of momentum—an idea not only confined to finance but also applicable to assessing relevance in various domains.

My reflective journaling has led to several observations:

Drawing from a financial newsletter I follow, momentum signifies the tendency for recent performance to persist shortly. Analogous to objects in motion staying in motion, it represents an objective measure for strategizing based on real data rather than impulsive decision-making prompted by fleeting external influences.

Emotional Intelligence Endures: The significance of emotional intelligence remains pivotal in leadership development. Dan Goleman aptly encapsulates this by emphasizing EQ over purely cognitive abilities. Organizations often overlook this crucial aspect while emphasizing skill sets and intelligence.

1. Relational Empathy Deficit: In our polarized world, understanding diverse perspectives seems to have taken a back seat. Leaders are increasingly entrenched in their viewpoints, neglecting the skill of empathizing and comprehending others' perspectives, causing a rift in ineffective leadership.

2. Adapting to Ambiguity: Turbulent times necessitate flexibility. Leaders are confronted with ambiguity and change, requiring emotional adaptability and support for their teams amid uncertainty.

3. Nurturing Talent Connections: The current robust job market underscores the importance for senior leaders to actively engage with and nurture talent within their organizations. This involves more than just assessing returns on investments; it's about fostering connections and understanding the aspirations of the workforce.

I invite you to share your thoughts on these observations or contribute your unique insights about your organization. Let's connect and delve into these observations or explore your perspectives as we embark on the possibilities for next year.

Warm regards,

Scott

Having the Courage to Speak Truth to Power in Leadership

in the realm of leadership, a crucial yet daunting task is the ability to communicate truths that challenge the status quo. Henry Kissinger once remarked on the challenge young leaders face when delivering uncomfortable truths to those in positions of authority. This act of 'speaking truth to power' involves presenting contrary information up the hierarchical ladder, often met with potential repercussions that can range from rejection and dismissal to humiliation and isolation.

The weight of this challenge is considerable. Young leaders often find themselves at a crossroads, withholding essential information due to the fear of negative outcomes. However, there exists a significant upside to sharing concealed insights with a leader:

• Recognition for valuable input

• Inclusion in decision-making processes

• Appreciation for displaying courage

• Acknowledgment of one's contribution

Despite the inherent risk and tension in 'speaking truth to power,' it remains an essential responsibility, influenced by various factors:

• Organizational culture and its tolerance for information sharing

• Personal risk tolerance of young leaders

• The leader's historical response to different opinions

Receptivity of the Leader

The burden of initiating these difficult conversations can be likened to wearing a shirt made of lead. However, the duty lies not solely on the deliverer but also on the receiver—particularly senior leaders—to create an environment conducive to open communication. The senior leadership's ability to foster an atmosphere where individuals feel empowered to share crucial information plays a pivotal role.

In a fast-paced organizational landscape driven by a 'get-it-done-now' culture, the pressure to survive often eclipses the necessity to foster an environment of open dialogue and shared truths. As leaders, it becomes imperative to cultivate a culture and persona that welcomes diverse voices and viewpoints.

5 Actionable steps

Here are five actionable steps for leaders seeking to gather comprehensive information crucial for making well-informed decisions:

• Slow down your cadence: Rushing through decisions often leads to tunnel vision. Take deliberate pauses, allowing yourself to explore multiple possibilities.

• Cultivate curiosity: Suspend the need to assert your perspective immediately. Instead, invest effort in understanding others' viewpoints before forming conclusions.

• Express gratitude: Acknowledge and appreciate inputs, even if they challenge your assumptions. Simple acts of gratitude foster a more inclusive and respectful environment.

• Reflect: Engage in introspection at the end of each day. Analyze interactions objectively, focusing on understanding motives and responses without defensiveness.

• Develop your leadership soul: While intelligence and skills are crucial, investing in the inner growth of your leadership persona is equally vital. Explore avenues to nurture and develop your leadership essence.

In navigating the complexities of leadership, embracing the courage to voice uncomfortable truths while fostering an environment that is valuable to such conversations is pivotal. It's in this synergy of openness, reflection, and proactive development that leaders can truly cultivate an atmosphere where every voice is valued and heard.

Homework:

Select one action from the previously mentioned list and practice it consistently for a week. For instance, consciously express gratitude in every interaction or communication you have. Reflect on how this practice impacts your leadership approach, and share your experiences here.