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

Over the course of hundreds of sessions, I’ve come to recognize patterns and themes in our coaching dialogs. After all, we’re not reinventing the wheel – we’re offering “the wheel” (tried-and-true useful tool) to folks who’ve been moving forward on their own steam, without much support until now. One theme that I’ve found to be especially powerful is what I refer to as “Game On!” In broad strokes, this is the idea that it’s time to get real. Time to take responsibility for yo

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

Our typical client is the business leader who recognizes the need to build the "A-Team" of their dreams and support future talent today. You probably already know who needs us. Maybe you’ve seen that your team lacks professional channels of support. Or that someone has tremendous potential, but can’t seem to unleash it. Or that there’s no neutral sounding board for reflection or validating worth. You have a real desire for a trusted resource who can shepherd growth. That’s wh

Client – “I know we have casual and professional conversations. This week has been as busy and crazy as last week when we spoke. Today, can we just talk! Nothing special.” For an hour and ten minutes we just talked. And it was special.

Often, we're asked, "Shouldn't HR, Training, or direct managers be responsible for coaching and developing employees?" The short answer is yes, they should, but the reality often falls short. That's where professional coaches and consultants come in, offering several unique advantages that propel employee growth and development to new heights. While HR and Training departments have their roles, their bandwidth and capability are often limited. Online training and compliance t

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

When it comes to building a rewarding career, there are no shortcuts or hacks. It's a journey that requires effort and dedication. However, there are proven methodologies and processes that can make this journey worthwhile. Today, let's delve into the behavioral aspects and influences that shape our careers. Seasoned professionals often share insights like, "The best business solution is rarely the best technical solution," or "They might excel technically, but they struggle

CEOs are most concerned about their people, aside from financial challenges. They want their employees to reach their full potential, be prepared for future challenges, and genuinely contribute to the organization's success. People are truly important. Individuals are the source of creativity, innovation, and critical thinking that drive progress. To help people reach their potential quickly, they need a safe and unbiased environment to explore their ideas. Feedback and suppo