New ideas and fresh perspectives focused on results.

Blog Posts

Why Employees Trust Their Company’s Mission, But Not Their Leaders

“Where there is no vision, there’s no hope.” -- George Washington Carver

 Leaders, by design, are supposed to inspire their employees. In order to do so, they must create relationships and an environment that supports and motivates people. And that starts with the company’s mission and vision. Employees buy into those tenents and trust in them. As the George Washington Carver quote states, when leaders underestimate the importance of the mission, they’re in trouble. However, leaders are in even deeper trouble when employees don’t trust them.


The Guide For The Introverted Leader

Many people think that a leader has to be an outgoing and extroverted people person. Because of this, introverts can be overlooked for leadership opportunities. However, just because someone is shy, that doesn’t mean they can’t be a great leader. A number of leaders we work with who appear to be extroverts are self proclaimed introverts.


The First Critical Step to Leadership Coaching: Effectively Providing Feedback

As the awareness and application of leadership coaching grows, so does the use of giving and receiving feedback. Feedback can be a very powerful and beneficial tool for personal and professional growth. 

Getting feedback is an opportunity to learn about what you are doing well and what opportunities there are for growth. In turn, giving feedback is a manager’s chance to share with their employees what they are doing well and opportunities for improvement.


Why a Big Personality Isn’t a Necessary Leadership Skill

Think about how we portray leaders -- both business leaders and otherwise -- in our culture. In movies, they rally the troops with inspirational speeches right when things seem bleakest. They have big, charismatic personalities. This is what we think about when we envision leadership skills.

But is that what it really takes to be a great leader?

New research from Michigan State University found that leaders who take a preventive approach, which focuses on heading off mistakes rather than promoting innovation, can be just as effective as leaders who focus on big ideas. In fact, the study found that it’s often more important for a leader to be supportive and to set clear expectations than to be charismatic.


Enabling Leadership Success: How to Improve Success By Setting Realistic Performance Goals

When it comes to performance goals, a lot of employers think bigger is better -- and they want them to be big. Setting big stretch goals can motivate employees, but if the resources, support, and even the potential for success are not aligned, the result may not only be failure to achieve the goal, but also damaged morale.

A June 2017 study from the Institute for Operations Research and the Management Sciences looked specifically at stretch goals. Most people think setting them has a positive impact on overall performance, but researchers found stretch goals actually undermine performance for most organizations.


Why Your Leadership Development Plan Should Not Include Coaching One Leader at a Time

The smartest organizations, and the ones that will prove to have staying power in the marketplace, are the ones that have established a comprehensive leadership development plan. What exactly does comprehensive mean in this context? It means that not only should the leadership development plan look at the obvious core of current C-Suite and hi-potential leaders, but it should also be extended simultaneously to a wide span of company leadership.  


Warning! Are You Dooming Your Leadership Development Programs?

In a 2016 Harvard Business Review article, Michael Beer, Magnus Finnström, and Derek Schrader shared the story of a leadership development program they studied. Initially, the program started off with a bang. Participants enjoyed the training sessions and post-assessments indicated it was successful.


'Mentoring' and 'Leadership Coaching' Are Not the Same. Do You Know the Difference?

When companies talk about leadership development, words like "coaching" and "mentoring" often get tossed around. Not only that, but the terms are used interchangeably. So, most listeners just assume they mean the same thing.