Discover five powerful coaching strategies to unlock your leadership potential and drive team success. This article explores options like personalized coaching, team coaching, and 360-degree feedback to enhance self-awareness, improve team performance, and build a high-performing culture. Learn how targeted leadership development and coaching can empower leaders to inspire engagement, elevate productivity, and achieve lasting organizational impact.

Conflict is inevitable in teams, but how leaders handle it can make all the difference. This blog outlines three practical strategies for leaders to address conflict productively. From understanding the "amygdala hijack" to reframing conflict as a tool for growth, these tips will help you reduce tension and empower your team to resolve disagreements independently. Learn how to foster psychological safety, encourage open communication, and turn conflict into collaboration. Ideal for managers and team leaders looking to create a positive, high-performance work environment.

In recent months, I have seen a notable rise in the use of 360-degree feedback assessments. Does this reflect a shift towards a desire for leaders to understand the impact they have on others and an openness for a more human-centric leadership approach? Traditionally 360-degree assessments have been reserved for senior executives. I am seeing this tool gaining traction as leaders seek deeper insights into their impact on their teams and organizational results. This blog explores what a 360-degree assessment entails, its benefits, and best practices for leveraging this tool effectively within a development-focused strategy.

In today’s dynamic business environment, effective leadership is crucial for guiding teams through change and building resilience. Our latest blog explores four essential strategies for leaders to manage organizational transformations successfully. Discover how defining clear roles and expectations, communicating openly and honestly, fostering a growth mindset, and empowering employees through autonomy can enhance team adaptability and performance. Embrace these approaches to ensure your organization remains resilient and thrives in the face of ongoing disruptions.

This leadership blog tackles micromanagement and its negative impact on employee creativity, problem-solving, and overall team performance. It explores how constantly telling employees what to do hinders their growth and discourages innovation. The solution? Empower your team! Learn how to create an environment where employees feel confident to take ownership, solve problems, and contribute fresh ideas.

Unlock the secret to effective leadership with our latest blog! Dive into the challenge of leading from the right level, exploring the impacts of misalignment and the critical importance of navigating the Leadership Pipeline Model. From frustration and disengagement to disruption of succession planning, discover the real-world consequences of operating below your potential. Join us on a journey to understand how finding your leadership fit can transform your team's performance and organizational success. Don't miss out on practical insights and a reflective exercise to guide your leadership journey. Elevate your leadership and master the art of leading at the perfect level!

The world of work is complex. To succeed, teams must be able to consistently operate from a place of high-performance. What can you do as leader to move your team toward high-performance? In this article, we will provide you with 3 tips to help your teams become high-performing.

In this blog post, we will thoroughly explore and discuss ten thoughtful ways to show your employees that you are thankful for their hard work, dedication, and valuable contributions to the success of the company.

Do you tell your employees exactly how things should be done? If you answered ‘yes’ - you are a micromanager. Telling employees what and how to do things doesn’t leave any room for creativity or initiative. If you regularly tell them what to do, they will stop trying. Your employees want to grow, and if you raise the bar and let go of a little control, you will be surprised by how they respond.

Goal setting can be a frustrating process for leaders, especially when their employees don't cooperate. There is no easy fix but, this blog will cover 3 strategies to help you reduce your frustration when it comes to setting SMART Goals.

We have all been told “learn from your mistakes”, but what about learning from our wins? What value is there to gain from reviewing your winning plays? This leadership blog challenges leaders to consider the impact of reviewing winning plays.

As adults, we crave independence and want autonomy. We don’t like anyone telling us what to do. When we are told what to do, it feels like a threat to our freedom, like we are being held back or limited. At the same time, we have a need to share our expertise and to solve other peoples’ problems. It is in our nature to tell people what to do. What a dichotomy!

When it comes to leadership - respond with intention.

To EMPOWER is to “give (someone) the authority or power to do something.” When you empower your employees you give them the authority or power to do their job. The control goes from you (the leader) to them and requires you to ask them for input, to trust their ability, and resist the urge to share your own opinion. It can all begin with a question, a curiosity.

To build a successful team, leaders must create an environment where employees feel safe to take risks and be vulnerable.

Want to build a culture of trust? Find out how you can increase psychological safety by adding these skills to your leadership approach.

Oftentimes we jump to training as a solution to fix employee performance issues. Have you even used training to change employee behavior, only to find out the problem didn’t go away?

The fact is, there are many reason why employees don’t perform and training is only one of them. Have you considered the other reasons?

As employees we become "someone we don't recognize" so that we fit into the culture of our company and work team because we want to belong. It shouldn't be that way, that is the opposite of what we are trying to accomplish with diversity. Organizations should not hire for diversity and then expect the employees to assimilate into the company culture. It just doesn't work.

Understand what you can do as a leader to create a sense of belonging in your work group.

How do you as a leader switch from compliance focused, mandated employee development to employee empowered development?

At this point in the year, performance and development goals have been created, entered into the system, and now it is time to start checking in on how employees are progressing.

I often talk with leaders about their struggle to get their employees to take initiative and drive their own development. Another challenge leaders often have is finding ways to make development meaningful for those employees who are nearing the end of their career, this can be particularly difficult.

A leader wears many hats. A leader must be a teacher, enforcer, director, disciplinarian, evaluator, coach. . .and the list goes on! What hat do you wear most often?

I think one of the most foundational skills a leader needs is that of coach. Learn the coaching skills leaders need to be effective.

I was recently reminded of the Five Dysfunctions of a Team model, by Patrick Lencioni. This is a model that I believe in. I have worked in environments where trust was present, and where it was absent. I have also been part of a team where the idea of trust wasn’t even a possibility. The problem I find is, it is difficult to get employees and leaders to open up and be vulnerable enough to have a conversation about trust. This level of openness is rarely achieved in the corporate world. Just the thought of having this conversation can be terrifying.

When was the last time you deliberately celebrated an employee who did something good? How often do you consider how to celebrate things that are working?

So often leaders miss opportunities to engage their employees by simply sharing the enjoyment of good work. Everyday countless tasks and goals are completed by employees without notice. Employees show up and work hard because they care. While it might feel as though your world is focused on everything that is going wrong, I guarantee you there is much more going right. Celebrating what is working doesn’t have to cost you anything, not even time.