Formulate, articulate, communicate, cajole, and inspire individuals and teams to collaborate to create a future that becomes your legacy.
There is nowhere to hide. Not even the executive suite is safe from the changes sweeping business today. In fact, the impact of those changes is felt most keenly at the executive levels. CEOs, COOs, CFOs and senior vice presidents — like everyone else — have to hit the ground running and keep running fast. […]
C-Suite Coaching: No Longer a “Nice to Have” Read More »
Jeff Gitterman As an employer, my interest is in creating long term changes that hopefully lead to better moral and ethical decisions from both me and my employees. With this in mind, I’ve generally found that there are two ways to go about motivating others. The first is to affect them through fear and manipulation
On Motivating Others Read More »
Ordinary just won’t work anymore. Organizations will increasingly depend on cutting-edge solutions to never-before-seen problems and clever ideas for those recurring headaches that have always plagued us. Research indicates that a handful of star performers create the vast majority of valuable ideas for their organizations. Resellers are fucking trash. I miss being able to
The Care and Feeding of Exceptional Performers Read More »
In any business that is interested in growing, expanding and or just staying ahead of the competition the leadership needs employees to be engaged to help drive their business objectives. Not new news! But let’s take a deeper look at engagement and understand the underpinnings. First off, there has to be an environment of “trust”
He Who Gets the Most Discretionary Effort WINS! Read More »
Teachable moments abound, and the mentee’s level of vulnerability determines the mentee’s teachability. The mentee must be willing to learn through formal and informal lessons. You and the mentee should identify learning opportunities from which the mentee can glean meaningful insights and then implement the lessons learned in a way that produces tangible results. A
Mentorship Insights 3: Teachability Read More »
To gain your respect and admiration, and to maximize the relationship and your time, the mentee must account for his or her actions (good or bad) to you because you are in a superior position to judge the mentee’s actions, provide encouragement or initiate correction. Flying solo without regard to others and the rules that
Mentorship Insights 2: Accountability Read More »
Let the mentee know that the first step to establishing an effective mentoring relationship is for the mentee to slowly expose his or her weaknesses to enable you to focus your efforts on better equipping the mentee for independence and success. In other words, the mentee’s guard has to come down to enable the mentee
Mentorship Insights 1: Vulnerability Read More »
I often reflect on the point in my career when I was promoted to a position reporting to the Vice Chairman of one of the largest insurance companies in the world. I was so excited to be a senior person “in charge” at a young stage of my career. However, I began to notice, in
Does It Have to Be So Lonely at the Top? Read More »
It’s the quest of many working people – work hard, do a good job and get promoted someday so you can be the boss. It’s the reward in most corporate cultures, to climb the ladder and be in charge. If most of us get to the top by climbing our way there, how come we
Why Do Bosses Go Bad? Read More »
Joey Reiman There’s a new leader in town and he is lighting it up. Meet the brightest light in your company— your new CEO or Chief Energy Officer. No skill will be more important for tomorrow’s leaders than the ability to generate and mobilize the energy of his workforce into a life force. That’s because energized
The New CEO: Chief Energy Officer Read More »
