Effective Leaders

Thriving organizations typically have the most effective leaders.

 

Now, more than ever, leadership is not about leading people to a new place but leading people to a new way of being.

Part of that new way of being is being high in Emotional Intelligence.

To help leaders gain insight and behave more effectively, we use the EQ-i 2.0 assessment which identifies the level of a leader's emotional and social functioning.  The EQ-i Leadership report integrates the closely related concepts of emotional intelligence and leadership success.

The EQ-i 360 provides an in-depth analysis by having those who work closely with the leader  provide information as well.

  • The EQ-360 is ideal for use in organizations where developing effective communication between individuals, teams, and the entire organization is crucial to success.
  • The EQ-360 identifies key employee strengths that can be leveraged to the benefit of the organization, as well as impediments to high performance that could be improved.
  • The assessment process can also be used as a follow-up to formal coaching and to measure progress.

Leaders also need insight into the organizational dynamics that occur up, down and across organizational lines.

We use a systems thinking approach that incorporates organizational dynamics.   At any given moment, leaders can be in different positions in the system:   Top of some project, in the middle of some process, or the front-line deliverer of the product or service.  Knowing one's position is important to being strategic in the leadership behavior one chooses. 

Do your leaders think strategically about the place they have in the system?  Do they:

  • Recognize the position they hold in any given scenario so that they can be strategic in what leadership moves they make?
  • Have empathy for the predictable conditions that others find themselves in so that they can empower them more effectively?
  • Provide clear, meaningful direction that engages others? 
  • Build long-lasting relationships that are oriented towards creating new productive futures? 
  • Have a strong bias toward learning, risk-taking and innovation?

Here's What Our Coaching Clients Say

You clearly understand the motivations and challenges for senior leaders all the way down to front line associates -- this broad perspective was instrumental in my development as a leader and also as a better co-worker.   Ben, Operations Manager, Fortune 150 Company

The sit-down dialogue and conversations were the most effective parts of my program as it gave me an opportunity to speak openly about my personal challenges and the specific opportunities for improvement.  (They) allowed me to think more broadly about the environment I was creating and the conditions for success that I was or was not creating.   Corey, Vice President, Global Operations, Fortune 150 Company

What is Coaching?

It's often the shortest parh to increased leadership effectiveness.

We support leaders who want to think more clearly by challenging them to see new possibilities for themselves and the organization.  We help pinpoint stregnths, values and opportuntiies so that leaders can realize their full potential. 

Breakthrough Results

Our coaching results in more insightful, confident and pro-active leaders.

Let's GROW

The framework for coaching convesations follows these steps:

GOAL:  What do you want to accomplish through this coaching?

REALITY:  What is going on now?  What have you tried so far?

OPTIONS:  What are the possibilities?

WAY FORWARD:  What are the next steps?  What's the best path forward?

Thanks for Alan Fine, You Already Know How to be Great, for the GROW approach.

Wise leaders see themselves as deeply embedded in the progress or setbacks of any organizational initiative.

Two mindsets propel effective organizations forward.

1.  Leadership.   Every employee leads something.  With that mindset, they can create better results. 

 

2.  Partnership.  When employees embrace information sharing, initiating and making it easier for others to do what they need to do, organizations become dynamic systems where the things that need to get done happen more quickly.