Invest in Your Career and Future

If you would like to be considered for a promotion or to change your career trajectory, you need to understand how you perform relative to others.

In just 45 minutes through an online neuroscience assessment, you’ll understand your innate strengths and weaknesses as quantified along 17 proven leadership dimensions.

Then to help hone your skills, we’ll recommend and provide access to online exercises that you conduct for 10 minutes, three times weekly — either from the home, office or road.

In just a few months, your manager and your colleagues will notice a significant increase in your ability to:

  • Lead others, focus, perform at a higher level and solve difficult problems
  • Understand and more effectively communicate with individuals around you
  • Overcome obstacles while embracing change
  • Enjoy your job while reducing stress and anxiety levels

We can definitely help prepare you to reach your career objectives. We’ll:

  1. Guide you through an online neuroscience leadership assessment — identifying your strengths and needs
  2. Discuss the results with you during a personal one-hour debriefing session — recommending a personalized set of online exercises
  3. Provide access to an arsenal of online exercises proven to enhance your executive abilities
  4. Follow-up with a one-hour coaching session — discussing your objectives, any personal or professional challenges, and your next career steps

With seasoned coaches, we provide personal guidance to accelerate careers. Contact or call us at 408.219.5377 take your career to the next level.

It’s the best investment in yourself, your family and your career you will ever make.

5 Leadership Factors in Building and Maintaining a High Performance Team

Have you felt stuck? Sometimes exasperated when trying to move your team to the next level? Your team is good. You want it to be great. You’ve felt synchronicity in the past. You want it back. Yet, when trying to implement change, the history and culture of your team has a built-in resistance. Change is challenging.  Yet, is doesn’t have to be that way.

Below are 5 Leadership Factors crucial when creating and maintaining a high-performance team:

1.    Set the Tone: Establish your expectations for your team.  Be clear and brief. Then, make expectation reinforcement an ongoing process. Hold yourself and your team members accountable for this expectation. Talking about strategy and expectations one time is not enough!

2.    Patience and Persistence: Remain patient, remain persistent. Changing old behaviors and implementing new behaviors takes time. Modeling patience and resolving to be persistent is paramount in sustaining high performance.

3.    Beliefs = Behaviors: Analyze your beliefs and your team’s beliefs around teamwork and expectations. Getting group beliefs in sync will create consistent actions as a team.

4.    Resistance: Implementing new strategy and expectations creates a natural resistance. Recognize resistance quickly. It’s a good opportunity to analyze solid team players vs. employees just along for the ride.

5.    Be a Super Model: As a leader, you’re often under a microscope. Relish it. If you ask your team to make changes, model what you expect. Be focused. Show your team over time that you mean business.

If you’d like a jumpstart in building your team, contact us about our Phoenix Rising – Transformational Leaders, Transformational Teams program.

Beyond the Fog: Leadership and Energy Management

When strategizing with a client about upcoming team-building training, I asked him to describe his group.

I see our team as being in a fog.  I hate to put it this way but for a company that’s doing pretty well, we look like a bunch of zombies walking around the office. It’s changed from how we were in the past and I’m not sure how to put my finger on it.

This response triggered a few more questions and a discussion about my client’s leadership and his team’s ability to break through the fog.

The goal: Transforming his team from mediocre to spectacular – a team even better than they were in the past.

As the discussion progressed, I realized a common coaching yet critical conversation needed to occur with my client. Accountability and self-focus.

Leadership = Energy Management:

Before we executed a team-building process, I asked my client to look at how he manages his energy and how others perceive him.

  • Was he in a fog?
  • Have others commented on a change in his leadership style, personality and motivation?
  • Has he felt his own leadership capabilities diminish over time?

As the discussion progressed, my client stated and all too common response in coaching conversations, “I’m just exhausted. I’ve done this for a long time… I’m tired of trying to motivate them”.

I asked him: “Are there steps you can take to regain your passion and model greater energy and enthusiasm for the team? After all, how can a team leave the fog when their leader chooses to stay”?

Before executing the team building, we agreed to focus on his leadership style for a few coaching sessions.

During our conversations, I brought up a poem by David Whyte – Sweet Darkness – that I felt was timely for my client:

“If your eyes are tired, the world is tired also. When your vision has gone, no part of the world can find you…“

Coaching my client on his leadership and energy management, created significant shift in his energy and how he approached his team. We looked at de-energizing beliefs that impacted his behaviors and actions towards himself and others.

Within that time period, more conversations and energetic discussions began to occur with his team.

As we entered the teambuilding process, his self-focus and awareness became a model for personal responsibility within a team.

As we concluded a successful training with his team, I asked him what had changed. His response: “My eyes are no longer tired…”

FYI: Check out these coaching sites and great blogs

http://www.livinglargelifecoaching.com/9triggersaction/#sthash.cM2RmPrG.dpbs

http://www.coachthedream.net/#!corporate-groups-/cr2d

Why I do What I do

Last week, I was meeting with an HR Director for a wrap-up on an individual who had completed our leadership development program. As we concluded the meeting, he asked: “Why do you do this type of work?” As I recalled that conversation, I thought it would be helpful to answer that question for you.

Have you ever gone to work, to a meeting, with the feeling of doom? Even anxiety or mild nausea thinking how hard it was going to be dealing with that person – your boss, co-worker etc.

Isn’t it amazing how one person can interfere with progress, derail or de-motivate an entire meeting, or simply bully other people by cutting them off or talking over them?  Have you noticed these individuals are often those in positions of power and authority that have a massive influence on the direction of your group or company?

This dilemma has intrigued me throughout my career. These questions would shuffle through my head around these types of people.

I would ask myself over and over again: Why is this type of behavior allowed? Why doesn’t anybody say anything? Why am I remaining quiet about this? How did these people get to where they are by acting like that? Why do people elevate them to this level? What can be done about this?

One answer was that these people were highly intelligent and successful – but to a point. When these people – managers, C-level individuals “arrived” to high-level positions, leading, inspiring and motivating were not in their skill set. Further, they were not motivated to improve because, “I’ve been successful up to this point, why would I need to listen to you?” (Have you ever heard this or something like it?)

I decided I was going to make it my priority to learn to deal with difficult and challenging people and help others do the same. I’ve spent my career working on methods, interventions, and creating and learning concepts in dealing with challenging individuals.

I love to see people, groups and companies gain contentment and focus once negative behavior has been mitigated. It’s amazing how a few alterations in one person’s actions will calm and focus a whole group of people or organization. Seeing groups relax, focus and get to work because they stop walking on eggshells is why I do this work. Watching those who appear defeated rise up with new ideas and energy is why this work needs to be done.

Hearing people say, “I didn’t think he would ever change” inspires me to continue this work. And, watching those who have been identified as “challenging” or “unreasonable” become labelled as “inspiring” or “somebody I’d like to work for” is why I do this work.

Please respond back with any questions or comments as they are always welcome. If you think this may interest someone feel free to forward it them.

Happy Holidays!

Frank Del Fiugo

Importance of Leadership Development

In order to carry any cause to the end, it is important that you have a leader to carry it through. For this reason, for any cause considered important enough to develop, nurturing leaders for the future is just as important. Organizations, businesses, countries and schools all need to ensure that they develop leaders good enough to not only understand what their leading cause might be, but to understand their importance and also understand how to develop these causes.

Independence And Innovation

Leadership development is very important because without it a person might not have the means to carry his ideas through to the target that they deserve. We all have natural abilities and talents that point towards being a leader. A sense of independence, innovation and decision making are all the features of a successful leader, but most of us are taught to repress them and follow instructions. In the scheme of things this means hundreds of forgotten ideas and abandoned intentions, but if these qualities were developed, then there would not be one good mind to follow but rather hundreds.

Cooperation And Compromise

Independence is the key to innovation, and unless a person is taught to value his independence, it is useless. Of course a good leader is not someone who does exactly what he or she wants – rather it is someone who has a purpose, develops the means to get to the end of that purpose, and then proposes the idea in such a way that people naturally agree with it and would want to work towards the same cause. A good leader listens to his followers, and takes in their input and suggestions with due importance. As a result, the idea of leadership in itself is an important one to develop, not the individual qualities that contribute towards being a leader.

Leaders As Followers

Developing strong leadership qualities means having a strong, competent backbone of workers in the future. It means having a great sense of innovation and revolution, with people who understand the core values of all they have been taught, and know what they need to do to develop and extend those core values. For businesses and enterprises alike, it is important that all employees be followers and leaders at the same time, because it is that which leads to their success as independent thinkers and cooperative workers, both in coexistence.

To develop a sense of leadership in an individual is to assign them a sense of responsibility, for their own actions, for the purpose of the enterprise they work with and for the other individuals around them. In this regard, it is vital for any organization, whether on a personal level at home, or an economic level, that all individuals be treated and regarded as leaders. This would mean them having a strong sense of responsibility for the organization they are associated with, and in the future, would give them a better chance of leading an organization themselves.

To ensure sustainable leadership and a strong future, it is imperative that leadership skills be developed in all individuals in every stage of their growth and development.

Top 10 Leadership Qualities

Although it is famously said that leaders are born, not made, the fact of the matter is that leadership, like all other qualities is also something that can be developed into an individual. Likewise, there are certain qualities and traits that are common to individuals commonly perceived as leaders, Although it is easiest if an individual has those qualities naturally, there is no doubt that they can also be developed and nurtured in a person.

Having A Purpose

All leaders know exactly what they want and have a clear sense of vision of how to get there. Only if you can clearly and exactly know what you envision for the future, and have an exact sense of your goals and purposes can you actually chart a way of getting there.

Decision Making

A good leader is not afraid of taking decisions, even though he knows that the actions of others, and their success and failure will lie on him. Taking the initiative to make a decision is what allows leaders to step forward, take action and work towards the goals.

Not Afraid To Take A Risk

All good leaders know that their every action will not be a success; however they do not allow this to hold them back from taking action or making a decision. If you make a decision, there is a chance you will fail, but if you don’t, there is a guarantee that you will. As a result, taking no risks is the sure way to getting no gains, and no real leader should be afraid of taking a risk.

The Power To Motivate

A good leader is nothing without a strong team, and it is a fact that a strong leader is well aware of. Therefore, to be able to get the right course of action, leaders need to know how to motivate their team and taskforce towards working on that goal, and thereby succeed.

Working In Teams

Again, a good leader is nothing without a strong team to take support and help from. There is a subtle difference between a strong leader and a dictator, and in the long run only the former can be truly successful.

Strong Sense Of Self-Knowledge

To have a strong understanding of one’s capabilities and limitations is another important feature for all leaders to possess. Only when one truly understands their weaknesses can they use their strengths to work past them.

Honesty And Character

All good leaders must be prepared to be accountable for their actions. A leader has strong followers only if they truly trust and respect him, and that arises out of complete honesty and integrity only.

Constant Learning

Like all successful people, leaders know that they have as much to learn as they have to teach. One can learn from the simplest of men and that is not a fact that should be taken lightly.

Good Communication

Explaining your ideas to your followers is an important quality in a leader, as is being able to effectively convince others of your aims and visions. Hence, it can be said that communication is one of the key aspects to good leadership.

Helpful

And finally, all leaders should know the importance of helping others. Whether just to help them reach their common aims, or help them develop their own, it is important that leaders always be willing to help others.