3 Top Lessons I learnt...
How to Dance to your PCC Coach Credentials?
That was the goal I set for myself two months ago. I carved out a plan of action according to the requirements of the ICF (International Coach Federation) and I started ticking the boxes as I completed each task.
How to bring out the ‘awesomeness’ in a leader?
Bringing out the ‘awesomeness’ in my team
Bringing out more ‘awesomeness’ in my team while overcoming challenges
Core Values - Powerful Motivator for Leaders and Teams
Creating a Culture of Trust for a Productive Work Environment
Creating Teams with a higher level of Engagement and Innovativeness
Building Creative, Resourceful And Whole Leaders
3 Effective Tools on Building Collaborative Strategic Partnerships
3 Powerful Tools For Crafting Highly Productive Meetings
Feedback is a Gift
Leaders in organisations apire their teams to be high performing ones. This happens when the team members trust one other, engage in conflict around ideas that are generated, are committed to take decisions to move forward and hold one another accountable. Finally, all of these habits and behaviours will enable them to stay focussed and achieve collective results.
Cultivating a Creative and Healthy Work Space
Leaders in organisations are bombarded with concerns and issues of a sophisticated nature. Besides making speedier decisions in a VUCA environment, these leaders also need to nurture a creative culture such that their direct reports feel empowered to think and craft creative strategies to respond to immediate problems.
Trust & Leadership
Becoming an Effective Team Leader - The Coaching Constellation Tool
Many managers in organisations get promoted because of their excellent work ethics as well as brilliant output. Organisations see them as talent and want to retain them. one of the ways to retain them is to make them lead a team. However, being a star employee does not necessarily make them awesome leaders. Some of them need hand-holding during this transition phase to enable them to pick up the ropes of being a leader.
Being the 'Authentic' Leader
Can this statement be true? Being an exemplary leader in an organisation can prove to be undesirable from certain perspectives. Some of the leaders that I have coached have shared this phenomenon. These are the leaders who feel that because they excel in many tasks, they have been targeted by their superiors to take on more and more assignments. How do these leaders feel about this?
Learning from 'Kintsukuroi' for Leaders of Errant Team
Leaders today expend a lot of effort in handpicking the right talent to build their team. This is normally done via a rigourous selection process. Once onboard, the teams have targets to fulfil and periodic alignment activities leading to excellent results. If all of the above processes fall into place, then the team is called a “High Performing Team”. Unfortunately, there are teams who, despite being handpicked, fail to match or exceed the expectations of the leader. So how do leaders manage these team members?
Moving away from Fixed Mindset to 'Growth' Mindset
Leaders today have to continuously evaluate themselves to see if their current method of management is enabling their organisation (team, peers, bosses) or not. They need to know if there are areas withing themselves that need to be sharpened or do they need to be substituted with new ones, so that they can fulfil their roles with greater incisiveness. How does a leader make the decision – to let go or to enhance, as well as which ones to focus their time and energy?
Re-framing Leaders' Mindset from 'Victim Child' to 'Resourceful Adult'
There are many leaders whose level of competencies and capabilities are astounding. These leaders are able to stay focused and aligned to their target. They ensured their teams achieved the outcome set by the organisation. However, there are times when these same leaders sound and appear as if they do not know what to do. They become silent and allow another person to dominate the work-space.
Shifting from 'Difficult' Team to 'Possible' Team
Many of the leaders that I coach have teams reporting to them. Most of these leaders are enthusisatic about their role and aspire great outcomes with their teams. Some areas of concerns for these leaders include:-
-Getting the team to gel with each other
-Getting the team to collaborate on tasks with each other