Resources filed under executive coaching
(8 articles found)
Q: I’ve got an awful boss, what shall i do?
A: Alas this is a question we come across too often for comfort. There are basically three types of answer, which depend on the one hand on the nature and degree of awfulness of the boss, and on the other on your own resilience and what is at stake for you.Read this article "I’ve got an awful boss, what shall i do?"
Q: I’m a leader who has recently become a mentor to three ‘high potentials’- what are the do’s and don’ts?
A: With mentoring, as with leadership generally, it is the small behavioural things that make the difference. All too often, the impression you give may not be the one you intend; instead of encouraging your ‘mentees’, you may dampen their enthusiasm, or even ‘suck the life out of them’ - more like Azkabanian ‘de-mentors’!Read this article "I’m a leader who has recently become a mentor to three ‘high potentials’- what are the do’s and don’ts?"
The ABCD tool for leaders
A tried and tested tool for a fairly new branch of psychology, the ABCD framework helps leaders and teams talk through critical incidents and get to the crux of the issue.
Read this article "The ABCD tool for leaders"
Focus on your 'personal brand'
Those who neglect their 'personal brand' at work risk giving inconsistent messages or simply failing to have an impact. Dorie Clark, HBR, has some interesting ideas on how to reinvent your personal brand.
Read this article "Focus on your 'personal brand'"
6 steps to get the most out of coaching
Meeting regularly with your executive coach can really help overcome the challenges you face in your job. But to get the maximum value from your time together, try these 6 essential steps.
Read this article "6 steps to get the most out of coaching"
The risk of coaching
Executive coaching is often characterised by listening and asking coaching style questions. Often though, it is a dose of straight talking dialogue that will have the biggest impact.
Read this article "The risk of coaching"
Q: Several members of my team are technically excellent and deliver well, but lack gravitas particularly in larger meetings. I’m concerned that this affects how others perceive them. How can I help them have more impact?
A: Firstly, it is important that you do not fall in to the trap of simply assuming ‘shyness’ or a lack of confidence here. There are a number of things that you could do to help them become more aware of the impact they are having and what they can do to have more.Read this article "Several members of my team are technically excellent and deliver well, but lack gravitas particularly in larger meetings. I’m concerned that this affects how others perceive them. How can I help them have more impact?"
Choosing your trusted advisor
In honour of the great David Maister, who has just announced his retirement, we look at one of his much used concepts 'the trusted advisor' and find out how to choose one that's right for you.
Read this article "Choosing your trusted advisor"
