Growth doesn’t come without discomfort

Every year I look forward to the first signs of spring. It’s one of my favourite seasons. New buds and leaves materialize one day and growth and renewal begin to emerge all around us. A friend told me one day that some leaves grow from the edges – interesting.
In our personal and professional lives, times of growth and change also appear, invited or uninvited. Life, like the seasons, isn’t static and through choice or circumstance, we must adapt and change. But it isn’t always easy. Some of us struggle more than others with change; we focus on the negative and our shortcomings, worried that we can’t make the leap.
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Growth is often accompanied by discomfort and pain. We may not like where we’ve been, but we’re usually comfortable with it. A few years ago, I was going through a time of change, focused on the downside and feeling disempowered. The coach I was working with at the time compared how I was feeling to being on a slippery slope, one where I was setting myself up for failure. We explored my reaction to what was going and reframed how I was thinking about it.
Instead of focusing on the negative, I learned to choose a different perspective, one where I welcomed these ‘slippery slopes’ as confirmation I was moving out of my comfort zone and expanding. That experience opened the door for me to have many opportunities where I faced growth and change with open arms.
Challenge yourself
Ask yourself these questions:

  • What is your typical reaction when you are on a slippery slope?
  • What is the conversation with yourself that keeps you playing small?
  • What is something you hold as true about you–something that if you gave it up greatness could emerge?

And remember this quote, “If you believe you can or believe you can’t—you are right.” Anonymous.
Maintaining balance on the slippery slopes

  • Breathe – it is the quickest, fastest way to transform your inner state
  • Renew – your commitment to yourself and to your goal
  • Choose it – choose to have the experience, as it is
  • Appreciate – there is something in your life to be grateful for – be that!

Laugh – don’t take yourself too seriously.
Related Search: Simply More offers succession planning for businesses. How does one take on the challenge of succession planning? It takes a commitment to complete the process, a skilled trusted advisor and one conversation at a time!
Thinking Better – Tim Hurson
The Opposable Mind – Roger Martin
The Art of Possibility – Ben Zander
Book clips:
Thinking Better – Tim Hurson
The Art of Possibility – Ben Zander
The Art of Possibility

AM 770 Interview With Trudy

Trudy was on AM 770 in April.
Some of the topics covered:
– Why people avoid confrontation
– Why is it difficult to have a difficult conversation with those we are close to
– How and when to approach a heated issue
Here is the audio:

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Put down the whip

What we focus on in life is what we get. The universe will show up for us exactly as we expect it. Most of us are our own worst critics—often, we’re harder on ourselves than anyone else.

Wrong again

ID-10041042Instead of asking how many we got right, we immediately zero in on how many we got wrong. Rather than celebrating our successes, we beat ourselves up for the errors we made. For most of us, this is a subconscious pattern that’s been long established. Unfortunately, it can permeate all areas of our lives, diminishing our performance at work and in our personal lives. This negative self-perception can influence how we show up in the world—when we met new people, how we interact in our relationships, how we communicate and how we perceive life overall.
In a book I read by Osho, an Indian philosopher, he writes ‘the mind is both logical and linear, so it operates in a straight line limiting our ability to see both sides of a situation. Our minds automatically deny one side.’ Conversely, according to Osho, life is dialectical; it moves with the opposite, zigzagging from positive to negative and negative to positive. Life uses opposites because it believes in two.
Related Search: Simply More offers 1-3 day Leadership Training & Workshop series. This training helps you connect with your peers, communicate about common issues, and explore solutions.
How does this affect your performance? 
The result is your perceptions are lopsided—you perceive only one side of situations, limiting your abilities. This robs you of your power because of mental emotional and sometimes physical imbalance. Optimal performance depends on balance. Look at sports, for example. Athletic endeavours demand balance to be successful. The need for balance is also required in the rest of our lives.
How can you empower your performance?
One way that you can improve your performance is by acquiring more balanced perception is through this exercise. Standing, hold your hands up and in front of you. Place the situation that your attention is on in one hand. Imagine and feel the weight of your viewpoint, whether that is positive or negative. Use your mind to find the opposite side of what you see; again using your imagination to place a weight on it. Keep looking for the opposite until you can feel the imagined weight balanced equally in both hands. This mental exercise will help you to practice perceiving life in a more balanced way.
Other ways to empower your performance:
First, understand that empowered performance is a moment-by-moment creation and make a commitment to empower your own.

  • Recognize the key to empowered performance is to come face to face with how and what you think—this will be some of the most challenging and rewarding work you ever do!
  • Replace judgment with curiosity (as soon as we judge, we view something negatively and we become polarized).
  • Turn your curiosity into self-observation, which cultivates more presence and awareness moment by moment improving the quality of your life.
  • Deliberately look for the other side of a situation. When you are seeing what’s wrong, challenge yourself to find what is right. When you see only the positive, dare yourself to see the complementary opposite.

Consider hiring a coach. A coach’s responsibility and goal whether in sports, business or life is to improve performance and results.  The Demartini Method® is a powerful tool to balance perceptions, emotional and mental states.  I have incorporated this methodology in my Executive and Business coaching programs.
Bookclips ~
1. Primal Leadership by Daniel Goleman
Great leaders move us. They ignite our passion and inspire the best in us. When we try to explain why they are so effective, we speak of strategy, vision, or powerful ideas. But the reality is much more primal: Great leadership works through the emotions.
The key to making primal leadership work to everyone’s advantage lies in the leadership competencies of emotional intelligence: how leaders handle themselves and their relationships. Leaders who maximize the benefits of primal leadership drive the emotions of those they lead in the right direction.
2. Fierce Conversations by Susan Scott
Psycho-neuro-immunology is a field in which medical physicians and quantum physicists have met, shaken hands, and engaged in a startling conversation.  It seems that you and I have the ability to strengthen or weaken our own immune systems.  The surprising news is that it has less to do with a healthy diet or an exercise regimen, and more to do with the degree of integrity with which we live our lives. 
3. The Art of Possibility
Related Search: Simply More is an Executive Business Coach and Communication Consultant.

Leaning into Change

ID-100158668If change is inevitable, rather than fighting it, let’s lean into it. Easier said than done. How do you change yourself so that you become more open to the variables life throws at you? You’ve recognized life is transient—but how do you go about making the deep changes you need to flow with life as it shows up?
Often what’s holding us back from creating change that lasts more than a few days lies in our core beliefs about life, which are buried deep within our subconscious. Delving deep and discovering what those beliefs are is the key to change. As an example, if you believe life is hard on a subconscious level, likely you will approach life in ways that make it more difficult. But if you’re confident in yourself and your strengths and abilities to cope, your perception of your life will be different. When you have a firm belief that you are capable, the vagaries of life are less daunting.
The beliefs that limit us are different for everyone: “I will never be successful because I’m not powerful enough”, or “I am not worthy of this success”.
Tips on becoming more self-confident

  1. Write down the fears and doubts you experience.
  2. Examine these fears and doubts to discover what beliefs are behind them—write these down.
  3. Once you’ve identified the core beliefs that are sabotaging your success, create a new set of beliefs that reflect how you want to live – write these down. Connect with the fact that you deserve success, that you are powerful enough to create the life you want.
  4. Visualize your future based on those new beliefs and continue to do so. Act as if you are powerful. Think that you are powerful. Your subconscious can’t tell the different and will incorporate that new belief.

Critical to self-confidence is knowing yourself. When you’ve taken the time for self-exploration and have developed a strong sense of yourself, external conditions diminish in importance.
Related Search: Simply More is an Executive Business Coach and Communication Consultant.

Actions that will increase your adaptability to a changing environment:

  1. Confident people know themselves; specifically they are certain of their strengths. Make a list of both your accomplishments, strengths and your weaknesses to ensure a well-rounded view of yourself.  Increasing your knowledge of self allows you to position yourself in ways that utilize your strengths and where your weaknesses are a non-issue.
  2. Balance your perspective by identifying the complimentary opposites that exist in all situations. Be deliberate in focusing and directing your energy on the aspects that move you forward.
  3. Practices like meditation, stretching, and visualization are powerful techniques that improve your physiology, emotional, mental and physical state.  This increases your ability to capitalize on change.
  4. Most of know what we don’t like and few know what truly rejuvenates and nurtures us.  Explore opportunities with the intention to increase the joy in your life.  Take dance lessons, learn a new language, get active and pay attention to what fills you up.
  5. Clear the way for creativity by recognizing that your self-image may have little to do with who you are and what you can do, yet it is always a precise evaluation of yourself.  Your values include attitudes, beliefs, opinions, hopes, fears, and prejudices to name a few and all together this governs how we behave.

Source: Adapting to Change by Carol Kinsey Goman, Ph.D

A Road Map to Change
We’re often our own worst critics—sometimes realizing our own strength takes someone else to point them out. And we’re often too busy keeping up with work or the rest of our lives to take the time for self-exploration. Working with a coach or another person trained to facilitate this type of work can be valuable.
Related Search: Simply More offers 1-3 day Leadership Training & Workshop series. This training helps you connect with your peers, communicate about common issues, and explore solutions. Public speaking workshops are also available.

The Inevitability of Change

Many people fear change, although it’s been said change is the only constant in our world today. So wouldn’t it make sense to learn to embrace change, rather than to avoid it?
Perception is everything
ID-10064924How we filter information and how we name or label situations is what triggers our reactions. When something changes, we go through an emotional transition whether we realize it or not—if we perceive change as a threat, we’ll become fearful. If we perceive it as an opportunity, we’ll lean into it. Our thoughts and words are powerful. The way we think about a situation is how it’s going to show up for us.
Change is often disruptive, and for some, traumatic. However, it’s an important aspect of organizational life and essential to growth and success. Those who know how to anticipate change, catalyze change and manage change will find their roles more satisfying and their organizations more successful.
(Source: Managing Change and Transition – Richard Lueke, Harvard Business Essentials)
Related Search: Simply More is an Executive Business Coach and Communication Consultant.

Are you change-adept?
Those that accept change more easily typically have these characteristics or have incorporated these habits into their lives:

  1. Self-confidence—people who have confidence in their own abilities and strengths believe they have the skills to adapt and the ability to move from the old into the new. Make a list of your accomplishments and your strengths and weaknesses—often we focus on our failures, forgetting our successes. Having this list can help boost your self-confidence and give you a more accurate view of yourself.
  2. Positive Attitude—it’s a matter of perception. Change-adept people view change as positive. They look at it as an adventure rather than as something to be endured.
  3. Coping strategies—people who have developed healthy ways of dealing with life are less likely to be stressed by change. Problems and challenges are always going to appear; having a toolbox of strategies like meditation, exercise, deep breathing, talking to a close friend and exercise can help you cope.
  4. Balance—the key to facing problems and solving them. If you have a good balance between your work and your personal life, you’ll respond more calmly and positively to situations. Make time in your day for what feeds your soul.
  5. Creativity—we’re all creative in different ways. Instead of focusing on the problem, look for solutions.

Change checklist

  •  Have I accepted the fact that nonstop change is the unavoidable reality today?
  • Do I honestly think of the status quo as only a temporary resting place in a time of constant change?
  • Do I understand that the continual updating of skills is a requirement of today’s workplace?
  • Do I have enough information about global competition and how it is affecting my industry and profession?
  • Am I ready to explore new ways of seeing my life and my options?

(Source: Adapting to Change by Carol Kinsey Goman)
The role of leadership is to implement change; any business that is static will soon fall behind. Learning ways to lean into change and to help your team embrace the inevitable can add to your success and that of your company.
Related Search: Simply More offers succession planning for businesses. How does one take on the challenge of succession planning? It takes a commitment to complete the process, a skilled trusted advisor and one conversation at a time!

Get out of your own way

Barriers to Effective Listening
This past weekend I facilitated a family conference for successful succession planning where one of the participants said to me, “When you are facilitating, you are with us – it’s like there is no one else that exists”. I started thinking about how important it is to be fully present when we’re listening and what gets in the way of active listening.
In his book Quiet Leadership, David Rock says”….we literally hear only what we listen for. Listening for potential requires a willingness to identify and put aside mental states that could cloud our ability to listen openly. A Quiet Leader does a critical thing-they listen for people’s potential. When a Quiet Leader listens, they listen to people and believe in others completely. They encourage and support others in being the best they can be, just in how they listen, without saying a word.”
Are you listening effectively?
Most of us do this–while we’re listening, we’re planning our response. This behaviour doesn’t give us the opportunity to be fully present to what the other person is saying. Also, we’re in love with our own ideas and show up with preconceived notions about situations, putting up a barrier to our ability to consider new ideas.
Related Search: Simply More is an Executive Business Coach and Communication Consultant.

The Art of Listening
Mastering the art of listening is a crucial component of effective leadership—a good leader understands people want and need to be heard. The best leaders are open to hearing what others have to say and understanding they are the not the only ones with the answers.
Common Barriers to Effective Listening
The next time you’re in an important conversation with someone, pay attention to see if you’re engaging in these common barriers to effective listening:
1. Are you showing up with predetermined attitudes and assumptions about the other person or the subject matter being discussed?
New shared meaning and understanding can be created by good conversations, but only if the participants are open to consider those new possibilities. Many of us use conversation to reiterate our own positions with the result that little is gained.
TIP: Try this—join a conversation with an open mind and desire to learn something new by listening without curiousity or bias.
2. Are you so preoccupied with your own thoughts that you are unable to listen attentively?
Sometimes we are so distracted by other situations unrelated to the topic of conversation, or we’re so busy formulating our response, we miss what’s said. Focusing attention on the other person’s words isn’t always easy.
TIP: The part of our brain called the prefrontal cortex, used to plan complex cognitive tasks, make decisions and choose proper social behaviour, is easily overwhelmed. Our brains can only process about seven pieces of information in our conscious mind at any one time, making it impossible to pay attention to several things simultaneously. To listen actively and push aside distracting thoughts requires discipline and training.
3. Are you busy completing the other person’s thoughts and jumping to conclusions?
Often we hear something and think, “Oh, I know where she is going with this.”  We attribute ideas, motivations, and intentions to others that may not be true, leading to misunderstandings. This happens most often if we have known the other people participating in the conversation for a long time; we think we know what they are going to say.
TIP: Active listening requires patience. Let others finish what they are going to say and don’t make assumptions.
4. Are you engaged in selective listening?
Sometimes we listen only to what we want to hear. We like to be right and we don’t feel comfortable when something contradicts our belief systems. It’s easier for us to ignore information that isn’t consistent with what we believe. The downside to this is that we then don’t learn from others and can’t effectively collaborate.
TIP: To overcome selective listening, try paraphrasing or mirroring back what you heard to make sure you understand the other person’s point of view. To practice this, engage in conversations with people who you know you disagree with and learn to respectfully discuss your disagreements. Encourage diverse opinions with the plan of considering them thoroughly and learning from others.
5. Are you paying enough attention to body language and other forms of communication such as rate of speech, emphasis, tone and intonation?
What’s being said is only a small part of communication. Body language, how fast someone is speaking and tone give clues to their emotions, feelings and stress levels which can provide important information that isn’t being expressed in words.
TIP: Try focusing on what’s not being said. Active listening includes being a good observer.
6. Are you in too much of a hurry to listen effectively?
We’re all busy and want to get on with our own business, so we’ don’t take the time to listen and can’t wait for the other person to finish what they’re saying. People are able to sense when you don’t really want to listen and this behaviour can create barriers.
TIP: If you’re always trying to control the pace of the conversation, try to intentionally slow yourself down or suggest a better time to talk. A conversation shouldn’t be a race.  
In Five Steps to Start and Make Business Work, Richard Branson says, “As a leader you have to be a really good listener. You need to know your own mind but there is no point in imposing your views on others without some debate. No one has a monopoly on good ideas or good advice. Get out there, listen to people, draw people out, and learn from them.”
Related Search: Simply More offers 1-3 day Leadership Training & Workshop series. This training helps you connect with your peers, communicate about common issues, and explore solutions.

Small actions can have big impacts

A gradually spreading effect or influence
“Remember there’s no such thing as a small act of kindness.
Every act creates a ripple effect with no logical end.”
– Scott Adams
A ripple effect in our lives can be gradually spreading, sometimes with unintended consequences. When you throw a pebble into a pond, the first thing you normally see is the splash and then the circles or ripples from where the pebble hit the water. Pretty benign so far. But your thrown pebble might have other effects—it could scare off a nearby duck or frighten a group of fish. Perhaps some children were feeding the duck and now you’ve ruined their fun. You might have spoiled the luck of a fisherman standing on the opposite bank.
By throwing the pebble, you’ve caused change. This is the ripple effect. Each action we take or choice we make in life causes a ripple effect.
Related Search: Simply More offers 1-3 day Leadership Training & Workshop series. This training helps you connect with your peers, communicate about common issues, and explore solutions.
Positive or negative ripples
ID-10046847We all have choices—about the actions we take, how we treat people and how we react to events in our lives. Are we choosing to make positive or negative ripples in the world around us?
One story that stick outs for me about the ripple effect is about a man named Manny, who I heard about at a conference I held several years ago. On day 2 of the conference, one of the participants talked about Manny and how he looked forward to seeing him every day because he felt good after spending time with him. He tried to be in his office every day between 2:00 and 3:00 p.m. when Manny would come by to collect the garbage so he could interact with him. Many other people at the conference, who worked at the same office, had a similar experience with Manny—they described him as joyful, warm, generous, friend, warm, caring and curious.
Manny is an example of someone who creates a positive ripple effect. The way he interacted with others  and the way he chose to live brought joy to many people. His behaviour changed their lives.
What impact are you having?
When you look at the actions you’re taking in your business, what do you see? As a leader, you have a great deal of influence. Are the ripples you’re sending out through your actions and interactions creating positive or negative change for you, your business and the people you work with?
Related Search: Simply More is an Executive Business Coach and Communication Consultant.

Getting from fear of conflict to embracing conflict in the workplace

If you’re in a leadership position, you need to understand conflict and leadership go hand-in-hand. While conflict is a normal part of any organization, the challenge lies in how you choose to deal with it. If you choose to conceal, avoid or otherwise ignore it, conflict will likely fester, creating resentment, withdrawal or  infighting within an organization.
As a leader, the ability to  recognize conflict, understand its nature, and resolve it, will serve you well. Conversely, the inability to do so could be your downfall.
Let’s take a look at conflict and conflict resolution.
Sources of conflict
There are many causes for conflict in any work setting. Some of the primary causes are:

  • Poor Communication: different communication styles can lead to misunderstandings managers and employees, and among employees. Lack of communication drives conflict ‘underground’.
  • Different Values: we all see the world differently. Conflict occurs when there is a lack of acceptance and understanding of these different values.
  • Differing Interests: when individual workers ‘fight’ for their personal goals, ignoring organizational goals and organizational well-being, conflict results.
  • Scarce Resources: when employees feel they have to compete for available resources in order to do their job properly, this can lead to conflict, despite awareness of how scarce resources may be. Personality Clashes: all workplaces are made up of different personality types. Unless colleagues understand and accept different approaches to work and problem-solving, conflict is going to occur.
  • Poor Performance: conflict is inevitable when one or more individuals within a work unit are not performing and this is not addressed.

Related Link: 5 Keys To Dealing With Workplace Conflict
Addressing conflict
How is conflict addressed? Here’s some of the ways people face conflict:

  • Avoidance: ‘hide our head in the sand’—hoping  the problem will go away.
  • Collaboration: work together to find a mutually beneficial solution.
  • Compromise: find the middle ground whereby a ‘little is given and little is gotten’.
  • Competing: ‘hoping the best person wins’.
  • Accommodation: surrendering our own needs and wishes to please the other person.

Collaboration or compromise are believed to be the most productive forms of addressing conflict because there are no winners or losers, but working together for the best possible solution.
Conflict resolution help
Resolving conflict is always the goal. How do you achieve conflict resolution? Here are some tips:

  • Clearly articulate the causes of the conflict. Openly acknowledging there will be differing perceptions of the problem(s).
  • Communicate how you want the conflict resolved.
  • Address the issues face-to-face (email, notes and  memos are not a productive way to resolve differences).
  • Stick to the issues. In trying to resolve conflict, while it is tempting to bring up past issues, it’s not helpful. It is important to address behaviors and situations at hand if change is to happen.
  • Take time out if necessary. In the resolution of a conflict, emotions can interfere with arriving at a productive resolution. If this happens, a time-out can be helpful and resume resolving the conflict at another designated time.

Be proactive
While conflict prevention isn’t always possible, the secret to conflict resolution is to prevent it where possible. By seeking out areas of potential conflict and proactively intervening in a just and decisive fashion, you may be able to prevent certain conflicts from arising. If a conflict does flair up, you may be able to minimize its severity by dealing with it quickly. As a leader, time spent identifying and understanding natural tensions will help to avoid unnecessary conflict.
Look for the opportunity
The potential for a tremendous teaching/learning opportunity lies within virtually every conflict . Where there is disagreement, there is an inherent possibility for growth and development. If you’re a leader who doesn’t leverage conflict for team building and leadership development purposes, you’re missing a great opportunity. Differing positions addressed properly can stimulate innovation and learning in many ways.
Smart leaders look for the upside in all differing opinions. Embracing workplace conflict can benefit your organization tremendously.
Simply More offers Workshops for Conflict Resolution

Orange Pants Moment

When I was 13 years old, my mother insisted I wear a pair of orange hand-me-down pants. They were seriously out of fashion and I felt like a giant walking pumpkin. No matter how much I protested, my mother stuck to her guns, ignoring my feelings and wants. Along with feeling isolated, teased and at the centre of negative attention by my peers, I also felt discounted—what I wanted didn’t matter.
Years later, this ‘orange pants’ experience was one of the things that led  me to the work I do today and to making a point of never discounting anyone.
I could have chosen a different path, one filled with regret and anger, where I stayed stuck in resenting my mother and as often happens, mirroring her behaviour.
Left or right
In any situation we have choices. Everything we feel anger or resentment about is in the past; it doesn’t exist in the present. We can’t change the past, we can’t have a ‘better past’, so what’s left? We can choose to stay stuck in our anger and regret, or we can learn from what happened.
How to release and prevent resentment
When we let go of the past and live in the present, the energy that went into feeding our bitter emotions returns, leaving us feeling more vital and alive. Any negative emotion such as anger or resentment can be toxic and causes us much more harm than others. It’s often said resentment is like taking poison and waiting for the other person to die.
Your ‘orange pants’ experiences
Think back about times in your life that have you still harbouring negative emotions.  How could you learn from them and turn them into a positive experience, making for a better future? What would you do with the increased energy you would have if you were no longer tied to the past?
If you want to make progress, rebuilding is one choice. The alternative is to continue to try to rewrite the past. Redirect your focus and effort to the future instead of to the past; remove emotional pain and negative thoughts and replace them with positivity. When you integrate what’s happened into new thoughts about who you are at the core, you can use the knowledge gained from the incident to give you inner strength and valuable insight, leading to a more promising future.
Related Searches: Simply More offers help for Emotional Coaching.

Trust Needs To Be Earned

The first definition of trust that pops up on the Internet says trust is:

  1. Firm reliance on the integrity, ability, or character of a person or thing.

Further down the page, the site lists the synonyms for trust:

  • Faith
  • Confidence
  • Reliance
  • Dependence

and another definition—a feeling of certainty that a person or thing will not fail.
Definition of Trust
Take a long, hard look at yourself. If asked, would a family member, co-worker, colleague, team member or client describe you in those terms? Someone who can be relied upon, depended on; a person whose integrity, ability or character is trustworthy?
Trust account deposits
Trust is built through past acts that compiled create a stockpile of confidence in you. If you can’t be certain others have that kind of faith in you, developing behaviors that grow your emotional capital with them can create ‘deposits’ into that stockpile or trust bank.
Stephen Covey says, “By behaving in the ways that build trust, you make deposits. By behaving in ways that destroy trust, you make withdrawals. The “balance” in the account reflects the amount of trust in the relationship at any given time.”
Withdrawals are typically larger than deposits
“It takes twenty years to build a reputation and five minutes to ruin it,” says Warren Buffet.
“Withdrawals can be so In general, withdrawals can have 10, 20, or even 100 times more impact than deposits, but there are some withdrawals that are so significant that they completely wipe out the account in one stroke. I once heard the analogy that trust is like a big bucket that gets filled with water (making deposits) one drop at a time, and some withdrawals (the massive ones) are like “kicking the bucket” — in some other words, because of a single action, you simply don’t have anything left. The important thing to remember here is that it’s not smart to kick the bucket! You’re going to make mistakes — everybody does — but try not to make the ones that completely destroy trust, and work hard to build trust and restore whatever trust has been lost,” says Covey.
Stephen Covey and Trust
In a leadership position, it’s critical for your success and that of your organization, for those you lead to trust you, to know you can be relied upon. Buy-in to your decisions and engagement with the journey you’re taking them on won’t occur if your people don’t trust you. If you let them down, how can you expect them to carry out your vision and meet your goals and objectives? It’s been said ‘past behaviour is an excellent example of future behaviour’. Once you’ve let them down, it will take a long time to rebuild your trust account. Only by consistently behaving in a reliable and dependable way can you regain that confidence.
Poor execution and lack of accountability within organizations are at an all time high causing experts to say most businesses are facing a leadership crisis. Working with a coach to create new habits and patterns for a more effective style as a leader, can help your organization or business avoid these problems.
Executive coaching is becoming widely used today because of the direct impact it has on business results. Simply More provides personal coaching for Executives in Calgary.