The ability to learn faster than your competitors may be the only sustainable competitive advantage. Arie De Geus
We specialize in accelerating the effectiveness of executive leaders when:
Pivoting to larger role, expanded area of responsibility, or new organization
Scaling your ability to lead effectively across a larger, more complex, fast-growth organization
Expanding your strategic impact (perspective, confidence, executive presence, influence)
Developing the effectiveness to lead with and through diverse stakeholders ("soft skills" refinement)
Building an Essential Leadership Team to collaboratively grow and scale your organization
On-Purpose, Authentic, Masterful... Essential.
Link to HBR Article
Purpose: The desire to be and lead "on purpose" We understand the "achiever" drive to continue advancing and progressing through levels, titles, and expanded roles over time. However, when overly focused on these goals, we can neglect to engage a passionate following, including the "stakeholder" relationships key to our continued growth and advancement. A key question to ask ourselves is, "Why would [peers, senior leaders, etc.] want to follow me?"
Our "Stakeholders" are expecting us to be a "bigger leader." Rather than simply "doing more," it is "how we are being" that increases in importance as we advance. Continuing to deliver exceptional results is a core requirement. What sets you apart is your ability to effectively deliver those results with and through others. We push you to think bigger about your role, and your opportunity, as a leader.
Authenticity: Who We Are Is How We Lead
We are often taught to build "firewalls" separating who we are "at work" from who we are as a "human being." However, Authentic Leadership is about the effective integration of who we are and how we lead. Research shows that "authentic leaders" are more effective at leading their teams and organizations to exceptional results.
We believe that authenticity is largely an inside-out job that requires being clear about who we are, what we stand for, where we are going, and why that is meaningful to us. We can then lead more authentically and fluently with key stakeholders up, down and across the organization.
There is a saying, "You can tell how tall a building will be by how deep they dig the foundation." When we're clear and intentional about why and how we lead, our foundation is stronger, as is our sense of direction and the authenticity of our "leadership presence." The clearer these become, the greater our capacity to lead, which becomes a virtuous cycle.
Link to most popular TED Talks
Link to Carol Dweck Video
Mastery: Dedicated to the "Journey to Mastery"
Leaders who get the most out of coaching tend to embody a "Growth Mindset," as written about by Carol Dweck. This includes an inner drive to continue to challenge ourselves to learn, grow, and reach for our full potential. This becomes a journey, not an end, for as we continue to learn and grow, so does our capacity and potential to do and be more.
Another benefit of the coaching relationship is to identify meaningful milestones; a reason to pause and reflect to acknowledge (and celebrate) progress--for you and your team. It may come as no surprise that many of the leaders we work with are more focused on "the next milestone" than on celebrating where they've been. The value in the reflection is to identify what made "success" possible and continue refining a custom "playbook" to increase traction and momentum toward the next milestone.
This also taps our inner motivation as written about by Daniel Pink. He found that our three key motivations are to have a sense of "Autonomy, Mastery and Purpose." Our intention is to tap all three of these in our work.