Leadership Readiness

The Five Secrets of High Performers The Hidden Playbook of Top Performers "I want you to pay close attention. I’m going to say something that most people completely miss, but I trust that you’ll get it. When you started your career, you might have believed that success was about following the rules—working hard, checking off boxes, and waiting for that next promotion. But here's the truth: the highest performers, the ones who fast-track their careers, aren’t playing that game

Six Power Moves for Career Control The Insider's Perspective: The other day, I was talking with a friend- you know, one of those no-filter conversations where you skip the fluff. They hit me with this: “If you had to break it down, what are the must-have moves for someone to really succeed in their career? Not the surface stuff - what’s the real  playbook?” And I thought about it. I’ve seen what works and what doesn’t - through wins, losses, hard lessons, and a whole lot of

We know that pretty much everyone can benefit from one-on-one coaching. But not everyone is coachable! How do you know who is? Who is most likely to benefit from coaching? The best candidates for coaching possess 5 key qualities: 1. They are 100 % accountable 2. They don’t compare themselves to others 3. They focus on their best selves 4. They don’t fixate on failure 5. They are ready and willing to do the work Can you point to people in your company

I’ve got a battle to fight. I wish I knew whether everyone’s on board, or will they run for the hills when the first shots are fired? You know how important it is to have a team that supports your mission. Energized, engaged players thrive in the right environment. Position your resources for optimal value – passion, capability, education, style, strengths, winning the future. But what optimizes talent within an organization? It’s really more alignment than management. Do you

So many business leaders that I work with want to know if their organization can quickly rise to new challenges. Well, the short answer is “Yes!” Most likely, you already have the resources you need. You just need tools to leverage them. When it comes to innovation, leaders often ask: 1. Why don’t people think? 2. Why don’t we innovate and create more? 3. Why is it that when we bring in new creative and innovative people they get pushed out? THINKING. Thinking

So many of my C-Suite clients ask me: Do I have talent who are ready and able to secure our future? How do I know who’s ready to become a leader? Beyond mere survival, you’ve got to ensure that your team is future-fit. How do you get there? One key piece is getting the most from the talent you already have, or what I like to think of as “getting the most juice for the squeeze.” There’s a common misconception that it’s just plain too difficult to build a future-fit team from w

Resources. Their qualifications, their availability, their ability to deliver is always top of mind for the C-Suite. But what optimizes talent within an organization? It’s really more talent alignment than talent management. Alignment of talent to value added: do you have your tribe? Do you have your people in the right seats on the bus? Are they going in the right direction? And how do you know? There are four questions you want to answer to get the most “juice for the squee

Careers are journeys filled with different stages and phases. Some individuals dedicate their entire careers to a specific functional role, while others progress through various functions, roles, and titles. Regardless of the path taken, understanding the Do, Manage, Lead concept can greatly benefit professional growth. Unfortunately, I didn't come across this concept until about ten years into my own career, and I wish I had learned it sooner. Let's break down the three key