The Authentic Leader Blog
Many CEOs and executives struggle with the challenge of creating a high-performing leadership team. Leaders wonder if the focus should be on assembling a team of “A Players” or a team that has a wide array of experiences and skillsets. According to the research from Google’s Project Aristotle, the number one trait of the highest performing teams is the presence of psychological safety. Below is a set of practices that have been proven to be successful with our clients.
The most successful leaders tend to be decisive, strategic, innovative, and experts in key domains required of their industry.However, the best leaders also understand they cannot do it all alone. In particular, we often overlook the ability of a leader to act as a coach to their team members. In fact, developing your team may be the single most important thing a leader does.
The end of December marks the time when many of us make commitments for the next year in the form of New Year’s Resolutions. New resolutions sound simple and easy to stick to in concept, but seeing them through is a much different proposition. In fact, according to Statistic Brain, only 8% of people follow-through on the resolutions they make in January.
One of the common problems we see in our work with executive coaching and consulting clients is companies, teams, and individual leaders defaulting to a mindset of incremental thinking instead of training the eye towards step-wise or exponential growth. A focus on incremental growth is rooted in very rational thinking...
We are excited to announce the addition of an "Ask a Coach" feature to Group Sixty website. In our day-to-day work with clients, we are asked a variety of questions and we wanted to open ourselves to receiving questions from the broader community. Use the Ask a Coach page to ask a question related to accelerating the growth of your business, leadership team, or career.
Goal setting is one of the most critical annual activities for business leaders and entrepreneurs, but also for professionals looking to grow their careers. While many people set annual goals and are well versed in the SMART Goal Framework, goal setting often fails to achieve the desired results due to a lack of alignment between long-term goals and day-to-day task lists as well as a lack of accountability to ensure we do the things we say we are going to do.
With that in mind, below are 5 tips to setting better and more audacious goals as well as ensuring you blow through them on a regular basis.
The end of Summer and early Fall can feel like an overwhelming time transitioning back into “work mode” after a long vacation, kids going back to school, and the looming pressure of year-end goals. One of the tactics I like to employ to “shock the system” during this time of year is to initiate a “Challenge of the Week.”
One of the critical components of coaching is to help clients define clear goals and set them on a path to achieve them. An exercise I use to facilitate this process is something I call “3 Sentences to Growth.” The exercise asks clients to write 3 sentences to frame their mission or goal in the past, present, as well as desired future state.
As a consultant and executive coach, I spend a great deal of time thinking about and asking questions as a way to increase awareness to possible solutions and to drive growth for individuals, teams, and organizations. This blog explores 5 types of questions for leaders to use in accelerating growth of their organizations.
Every day of our lives presents each of us with a new opportunity to be bold and try new things, yet often we find ourselves defaulting to our to-do list or hanging by our Outlook calendars. Or worse yet, we jump immediately into the email “black hole” and spend hours crafting and sending responses to messages—ultimately responding to other people’s priorities.
To help break free from the day-to-day grind, I start each day by asking myself a provocative question.
As we head into the end of the year, one of the things I inevitably find myself doing (and also with my clients and those I coach and mentor) is re-assessing the goals set earlier in the year.
This is not always an easy process as it forces deep introspection as well as accepting that January’s unbridled optimism has given way to October’s reality. Doing so enables an honest assessment about what will and will not be accomplished during the rest of the year. More importantly, it allows greater focus on new goals or refinement of existing ones that better align with 2016 and beyond.
