25 Feb 2019

How to Get the Most from Your Team as It Develops

by Jonathan| Feb 25, 2019
In coaching executives, managers, and team leaders over the last few years, I keep encountering one common developmental hurdle. This is what I refer to as “leadership agility”: adapting your leadership style to meet others’ needs. This ain’t easy to do! We all tend to fall into habits in how we show up, and we naturally excel as leaders when the situation calls for those habits. And when they don’t, we stumble. A great example of this is the approach we use to help a team we are leading to improve its overall effectiveness. What makes this tricky is that the approach to use depends on the stage of development of the team.
12 Feb 2019

How to Jump the Hurdles of Team Effectiveness

by Virginia| Feb 12, 2019
Teams need a structure in which to operate, and without one they can easily run amok. Creating structure for a team is so simple that it’s often assumed by the members of a team. They may think, "we are all smart and know what we are doing and what we are trying to achieve... We don’t need to explicitly declare it, do we?"
24 Jan 2019

How Teams Remain Effective in Constant Change

by Jonathan| Jan 24, 2019
When I reflect back on the teams I was a member of during rapid and constant change over my 15 years in high-tech product development, what I remember most is how much habitual reaction I witnessed - both in myself and others. I’m talking about the quick, automatic behaviors (like retorts or knee-jerk emails) that occurred without much thinking.  During periods of intense firefighting and reaction to events unfolding outside the team, the gap between thought and action was razor-thin - and discussions were fast and frequently furious. So what exactly was I witnessing and what could we have done about it?
21 Jan 2019

Why Care About Team Effectiveness During Constant Change?

by Virginia| Jan 21, 2019
In my career I’ve been privileged to have been part of several executive teams trying to rapidly grow an organization. We were the most senior leaders, and charged with building out our functions so they would support the needs of the growing organization. We were all smart experts in our functional areas and very committed. We believed those qualities were sufficient for us to be effective, but in retrospect, not quite. What were we missing?
8 Jan 2019

Elevating Team Effectiveness in Constant Change

by Jonathan| Jan 8, 2019
Constant change isn’t just a hallmark of innovation and disruption - it is becoming a common occurrence across industries, geographies, and even company sizes. When change accelerates to the point of being ever-present, it creates unique challenges to leaders and their teams. And you can do something about it.
29 Oct 2018

Mindfully Responding to Strong Emotions

by Jonathan| Oct 29, 2018
Emotional self-regulation is a key component of emotional intelligence, which Dan Goleman’s research shows is highly correlated to effective leadership. Many executives know this – but our behavioral style can often make this difficult regardless. I have many coaching clients who are emerging leaders in their organizations and who have directive, dominant, action-oriented personalities. For these clients with “get it done” behavioral styles, anger is easily provoked whenever they feel impeded in some way by colleagues. I often work with them to help them develop a strategy for managing this anger – and thereby inviting greater followership within their organizations in the process.
29 Oct 2018

How You Show Up Impacts How You Lead

by Virginia| Oct 29, 2018
We’ve all heard the saying “You could cut the tension in the room with a knife”. But what’s really going on when we sense an emotion like tension? Are we actually able to influence others with our emotions? Can you train your nervous system to be calm in the face of chaos? What does this have to do with leadership?
29 Oct 2018

Developing Resilience: 5 Strategies for Type A Personalities

by Jonathan| Oct 29, 2018
A number of my clients are what might be described as ‘Type A’ personalities. They are restless high achievers, drivers of projects, relentless seekers of deep and long-lasting business impact. They have a direct, results-oriented style and hold themselves to very high standards. In the right role and right organization, this personality type can serve them well – as long as they continue to achieve and don’t drive over colleagues. However, they can severely struggle with resilience once they encounter failure or extreme stress – as I was reminded of recently.

Subscribe to monthly leadership insights

Find Us on Social Media