In this weeks Vlog post I explore how becoming a leader is really a journey and one that can differenciate a manager from a leader. It is that moment when a manager recognizes their own gaps in knowledge or ability, and while working on improving their own competencies, finds members of their team who can fill them. Not only has that individual shown leadership by being transparent about their own capabilities, but they have solicited the help of the team to complete them and have demonstrated that learning is a continuing process — that by demonstrating their own process of continuous learning, they become an example for the others to follow.
Asking for feedback
Here’s an interesting question for you as a leader, as a manager, or even as a supervisor. When was the last time you asked your direct reports for feedback on how your communications, or your actions are affecting them? This weeks Video Blog explores the impact of not checking in with your team on how your behaviour may be impacting them.
Leadership Is Not What I Thought It Was
Our personal experiences with leaders, which in most cases are managers, colour our expectations. If we have had the opportunity to have different jobs and or roles we have the ability to experience different kinds of bosses. Over time, we get to find out what we like in a boss and what we don’t like. All these things inform our view of what leadership looks like – to us.
What is Leadership Coaching?
Leadership coaching is a personalized process designed to help individuals, particularly leaders, enhance their leadership skills, performance, and effectiveness. It typically involves one-on-one sessions with a professional coach who helps the leader identify areas for improvement, set goals, develop strategies, and overcome challenges. In this weeks Video Blog post I talk about some of the key aspects of leadership coaching – what should you be looking for in a Leadership Coach?
What Do You Control?
In my coaching practice I frequently work with clients who, for whatever reason, are chasing their time, schedule, employees or staff, events, projects, you name it… Whatever “IT” may be, it is a distraction and almost every time we drill down on the “challenge”, there is a big component that is out of our control. The client, however, believes they must control it either to be successful, or seen to be successful. The obvious question here is, Why?