Nov 122012

Does Being In A Position Of Leadership Make You A Leader?

Now that the election is over, we can settle into a more normal routine without the constant bombardment of negative ads, false accusations, and hyperbole. Regardless of your political affiliation, you have to ask yourself if the elected officials actually possess the skills and traits to call themselves leaders. Being in a position of leadership does not make them leaders.

Being in a position of leadership is a responsibility they should not take lightly. Individuals should step into their leadership role with compassion and a responsibility for others, all others, not just those affiliated with one party or another. Isn’t this a radical idea these days, to be a leader for all the people, regardless of their political affiliation, color of their skin, or religious beliefs? That’s right, religious beliefs. Religion has become a factor in the political process. It’s scary how the more we send our troops to fight for freedom in the Middle East, the more we behave like a Middle Eastern country. Don’t think it’s true? Just look at how religions has become embedded into our political process, and the anger and hate it generates among candidates and constituency groups.

Civility has left our political process, and there are few, if any, elected officials who have the will power to demonstrate effective leadership. It’s not hard to do; anyone can be a leader, regardless of where they are in an organization or elected body. Leadership is not about a position; it’s about demonstrating leadership traits.

Many individuals don’t consciously prepare themselves for leadership. Perhaps they are born with some leadership qualities, or they model someone, learn it from leadership programs, or consciously have the self-discipline to become an effective leader. For some people, it’s all the above. I have worked for some very effective leaders and some ineffective ones (don’t ask me for names of the ineffective ones). The effective leaders demonstrated the key characteristics people look for in a leader: honesty, forward-looking, inspiring and competence.

John Maxwell, author of Developing the Leader Within You, writes about the five levels of leadership.

  1. Position – People follow you because they have to.
  2. Permission – People follow you because they want to.
  3. Production – People follow you because of what you have done for the organization
  4. People Development – People follow you because that you have done for them.
  5. Personhood – People follow you because of who you are and what you represent.

Too many politicians are leaders by position. Wouldn’t it be nice if they would strive to become leaders by personhood?

Individuals in a position of leadership have a tremendous amount of influence, something they should not take lightly. They should develop great teams, develop others, understand basic human needs, select good people, show compassion, know what is required of them, keep improving, and communicate effectively. Most important, they have to accept final responsibility.

Leadership development is important in politics and in business, no matter the size of the organization. If your company or organization has one hundred employees, one inferior employee is a loss of 1 percent. If it has two employees, one inferior employee is a loss 50 percent. If you are a sole proprietor, imagine, your business could be 100 percent inferior. Don’t make the mistake that you can get by with inferior leadership because you are in a large organization, or don’t need leadership development because you own a small business.

I offer you and your employees the opportunity to enhance your leadership skills. The Ascending Leader’s ProgramTM is developed to assist those you value. When you can’t hire the best, hire those who can become the best, and give them the leadership tools to excel.

Oct 092012

Can Emotional Intelligence Make Us Smarter Than Intellect Alone?

To the ancient Romans sensus communis meant common sense, humanity, and sensibility, which included the full use of the senses, the heart, and intuition. Today’s business runs on brainpower, but to compete effectively it must incorporate another important aspect of intelligence often untapped. This additional resource is better known as “emotion,” the vastly overlooked fuel that drives the brain’s higher reasoning power. In many workplaces today, productive workers are being thwarted or sabotaged by the lack of or gaps in emotional intelligence within themselves, their bosses, or others around them.

People can be successful in their chosen profession if they learn the importance of emotional intelligence and allow it to play a role in maximizing emotional and social functioning. It has been demonstrated that those with higher Emotional Intelligence (EI) are more likely to perform at higher levels than their less emotionally intelligent peers or co-workers.

We can improve our emotional intelligence through training and assessments. Research has also shown that emotional intelligence can predict effective transformational leadership skills and leadership performance.

However, in order to improve our emotional skills and abilities, we have to recognize our strengths and those areas that require improvement. The Emotional Intelligence Skills Assessment (EISA) is one program that measures these strengths and areas for improvement.

The five EISA factors are:

  1. Perceiving
  2. Managing
  3. Decision – making
  4. Achieving
  5. Influencing

Perceiving emotion is the ability to accurately recognize, attend to, and understand emotion. Having the ability to perceive information about other people starts with being aware of emotional signals, accurately identifying and defining them, and applying them to a given situation.

Managing emotions is the ability to effectively manage, control, and express emotions. It is a skill that allows us to evaluate, and adequately control our emotions in order to function effectively.

Decision-making using emotion is the appropriate application to manage, change, and solve problems. The appraisal of our emotions affects the intensity of our mood, and can influence our thoughts and behaviors.

Achieving emotion is the ability to generate the necessary emotions to self-motivate in the pursuit of realistic meaningful objectives. People who use their emotions to achieve their goals are often motivated to succeed and spend less emotional energy and time thinking about failure.

Influencing emotion is the ability to recognize, manage, and evoke emotion within oneself and others to promote change. Emotions can play a role in creating and maintaining social relationships. This can be evident in our capacity to evoke emotions in other people.

Each of the five dimensions above can be developed or improved upon to maximize one’s performance. Taking an Emotional Intelligence Skill Assessment can provide insight into your level of professional emotional and social functioning.

The EISA is an assessment tool I am incorporating into my coaching programs for my clients. With feedback from managers, peers, direct reports and others, the assessment can be used to understand one’s own emotions, stay abreast of the emotions of others, demonstrate empathy and the difference between emotions. We then use developmental exercises to improve EI skills and develop a goal-setting plan.

Those who use emotional intelligence in their workplace and their personal lives can identify skills they can rely on during times of heightened stress, and identify areas for improvement. The appropriate use of your emotional intelligence can significantly improve your job performance.


Sep 262012

A Taste of Leadership Event

Please join us for the next Taste of LeadershipTM special event, on Wednesday Oct. 10.

It will give you an overview of the Ascending Leader’s ProgramTM, and explain how it can help your managers and aspiring leaders develop and improve their leadership skills. It is an investment in the next generation of leaders to sustain a competitive advantage and achieve business and organizational success over the long term.

My colleague, Edgar Olivo, will present his “Coach-to-Empower Signature Leadership Program.” During this presentation, you will discover the skills coaches use to motivate, inspire, encourage, and empower individuals and how it benefits you as leader of your organization.

Please view the attached flyer for location and time. If you have not already RSVP’d, please send us an email today, as space is limited.

I look forward to seeing you there and explaining how The Ascending Leader’s ProgramTM, can make your organization’s employees more powerful and effective leaders.


Aug 142012

Can You Outwit Your Demon?

In 1938 Napoleon Hill, author of Think and Grow Rich, wrote the book Outwitting the Devil. It was kept from being published, until recently, because his family and advisors considered it too controversial. It offers a look at how we turn our fates over to the forces that become our self-made obstacles to reaching our goals: fear, procrastination, anger, and jealousy.

In the book Hill conducts an interview with the Devil, and given it was written when we were emerging from the depression, it has a relevance to our current economic and political uncertainties.


We have two sides of ourselves, the side that strives for our highest potential and positive, and the side that allows fear and doubt to control our actions. We can make personal choices to succeed and resist fear, or succumb to negativity and failure by accepting limitations we set up in our own mind.

If we let a negative mind set and self-doubt control us, they will become obstacles to our success.  If we let the gremlin inside of us overtake our thoughts and dreams, we become our own worst enemy.  Doubting ourselves can lead to indecision, allowing our dark “self” take over and keep us from success.

We will always have those gremlins around us, telling us “you can’t succeed,” “why do you even try, you’ll fail,” “you’ve got more important things to do,” “nobody has ever done it, what makes you think you can?”  These negative thoughts keep surfacing from within ourselves or those around us, and soon we start to believe them, leading us to give up on our quest or goals.

It’s important to distance yourself for those thoughts and individuals who always seem to be in negative mood.  Nothing is stopping you, but YOU.  Hill writes in his book: “Live gives no one immunity against adversity, but life gives everyone the power of positive thought, which is sufficient to master all circumstances of adversity and convert them into benefits.” If you don’t imprison yourself and fight for what you want and don’t give up, you will usually win.

Our demons control us with “fear.” The “fear” of failure, the “fear” of criticism, the “fear” of being laughed at, the “fear” of looking like a fool, the “fear” that no one will buy from us, the “fear” that others will be jealous, and the “fear” of ___________________________ (you fill in the blank).

Until we learn to recognize the gremlins that try to control us, we will be fighting a losing battle.  They will keep attacking us with fear tactics and we will keep self-limiting ourselves.  These fears will never completely go away, so we have to learn to recognize them and deal with them.

One way to deal with our gremlins is to think positively and stay confident.  Perhaps easier said than done, but it’s something we have to continually strive for.  We have to develop positive habits and positive thoughts that we can use to squelch the demons when they start to surface.

Another way to combat our gremlins is to think for ourselves.  When we think for ourselves and ignore the negativity of what others are saying, we can break the grip these gremlins have on us.  Think about what’s happening in our country today, where people don’t think for themselves and vote against their own best interest because they follow blindly; fearing their circle of acquaintances will ridicule them and ostracize them.

Napoleon Hill stated in his book, “The person who is not master of himself can never be master of others.”

I have coached individuals who have successfully learned how to face their gremlins and conquer their fears. The Ascending Leader’s Program™ also includes a module on developing confidence.

If I can help you to develop a more confident you, please contact me.

Jul 102012

Think small, be small. THINK BIG, BE CONFIDENT!

Most people, at least those I know, want to be successful in their marriage and family life as well as their job. It does not take intelligence or innate habits, but it does require us to learn how to think and behave in ways that get us there. One way to do that is to build confidence and destroy the fear that holds us back. Thinking is about thinking that you are what you think you are.

In his book, The Magic of Thinking Big, David J. Schwartz, Ph.D. mentions numerous things we can do to achieve what we want in life. It centers on how we think and how we overcome our fears. Our thinking is what holds us back. Shakespeare once said, “There is nothing either good or bad except thinking makes it so.” Success can be obtained, not so much by the size of our brain, but by the size of our thinking.

For many it can start by realizing the excuses we make for not accomplishing what we want. Schwartz calls it “Excusitis.” A sign of excusitis is when someone has numerous reasons for explaining to himself or herself why their plans have not worked out. It can be called the “why” syndrome: why they did not, why they cannot, why they do not, why they are not. Successful people do not make all these excuses.

One of the keys to overcoming excusitis is to never underestimate yourself and your intelligence. Make sure you remind yourself regularly that your attitudes are important. Develop and create ideas and better ways of doing things, and your age (young or older) will not be a factor. You are not too old, nor too young to open the doors of opportunity.

One way to win confidence is to determine what is holding you back and then take action. Use your brain as a depository of positive thoughts. Deposit only positive thoughts in your memory bank. Deposit those little victories or positive things you saw today. Count your blessings and be thankful for your wife, your children, your health, your friends, or whatever it might be. Every night before you go to sleep, deposit those positive thoughts in your memory bank. When the time comes to withdraw thoughts from your memory bank, withdraw only positive thoughts. Negative thoughts only ferment in your mind and destroy your confidence.

Effective leadership requires us to THINK BIG. Schwartz gives us four leadership principles to work on.

  1. Trade minds with the people you want to influence. Before you act, ask yourself this question: “What would I think of this, if I exchanged places with the other person?”
  2. Apply the “Be-Human” rule in dealing with others. In everything you do, show that you put other people first. Give them the kind of treatment you would like to receive.
  3. Think progress, believe in progress, and push for progress. Think improvement in everything you do. Think high standards in everything you do.
  4. Take time to confer in yourself and tap your supreme thinking power. Use managed solitude to release your thinking power. Set time aside every day just for thinking. Confer with yourself.

In coaching clients, I find that it helps them when they learn to take time every day to meditate, think, journal and calm themselves. A regular habit of scheduling quiet time, muscle relaxation, listening to calming music or even a massage goes a long way in putting them in the right frame of mind. It helps them grow more confident, more relaxed, more sure of themselves; they become BIGGER!

The best individuals to coach are those who are future oriented because that is what inspires them. They talk about their past only in terms of lessons learned. Don’t be part of the status quo, stand for progress, and take responsibility for the future you create.


Jun 122012

If You Lead Them They Will Follow

When I left my last real job (one that pays you every two weeks) over seven and one-half years ago, some fellow employees came to my office to wish me well. They expressed their well wishes: “good luck,” we will miss you,” it won’t be the same without you,” etc.

A couple of employees came up to me and said four words that had a powerful impact on me. These four words have stayed in my mind all these years. They were “take me with you.” They wanted to go with me to my next job. They did not know where I was going and neither did I, yet they wanted to be a part of my next team, my next venture. Their words resonated with me. What had I done to deserve such a wonderful compliment?

We can all earn the respect of individuals we work with if we demonstrate leadership and show we respect them and care about them. It is a simple concept, yet so many people in positions of leadership fail to act in ways that unleashes the power their employees.

It begins by putting faith in people. When you put trust in people they do things you, and sometimes they, did not know they could do. If you give them the flexibility and train them well they will rise to the occasion every time, wanting to contribute to the success of the organization.

It is also important that you support them. Sure, they will make mistakes, but if you support the individuals and allow them to learn from their mistakes, they will try new and innovative things without fear of repercussion. If they are afraid to make decisions, it will not benefit them or your organization. Indecision causes more stress in individuals, leading to missed opportunities.

Leadership is not easy. It takes consistent action over a sustained period, especially if you go into an organization where the employees have been neglected, ridiculed, and disrespected. Before they come out from under their desks (more importantly their minds have to come out of hiding) you have to convince them you mean what you say, and that they can hold you accountable. Turning an organization around is not something you can do on a dime. It is not like turning a jet ski; it is more like turning a luxury liner. It is a slow, steady process.

Part of the turning-around process is giving positive and constructive feedback. You have to recognize the wrong like you recognize the right. Not everything goes right all the time. It is important to acknowledge defeat when it occurs, but just as important to acknowledge the fact that you will survive. Of course, if there are too many defeats that is a different matter. This is a time when coaching should be considered, since knowing how to give feedback is crucial.

Organizations are in constant change, so the leadership process is never over. Massimo Ferragamo, Chairman of Ferragamo, USA said: “If someone says that the changes are over, they are over. I personally believe that every arrival point is a departing point, and you have to always think that way.”

When you trust employees, when you give them the opportunity to show their strengths, their spirit will triumph. You will build a team based on trust because they know that everyone contributes, that they count, and that you have their back. If you show you care, they will care.

Leading an organization is a team sport. Smart athletes know that. No matter how skilled an athlete, the smart ones know they cannot do it all by themselves. That does not mean they do not sometimes put the game on their shoulders when needed, but they choose the team over themselves.

Leadership is about taking people with you. You cannot delegate it; it is your responsibility.

Take care and remember; if I can help you or other leaders in your organization reach their full potential, give me the opportunity.


May 082012

Effective Communications Reduce Workplace Stress

One of the contributing factors of workplace stress is ineffective communications. It is true. We may not realize it, but the way we communicate is one of the chief causes of stress-related problems. Consequently, one of the ways to reduce uncertainty in the workplace is to improve our communication skills.

Stress is defined by control. Having control over a situation can reduce your stress, while losing control will cause stress levels to go up. We all know that some level of stress can be good. As our stress levels increase so can our productivity. Positive stress is known as “eustress,” a healthy form of stress that keeps us motivated and excited. The opposite of “eustress” is “distress.” Distress has negative implications. Too much of it can lead to exhaustion, illness and even a breakdown.

Some stress will always be there; it is unavoidable but we can learn to cope with it better. One way is to get a better understanding of our goals and expectations, and better communications can help. What is important is that we understand and are understood. How many times can you think of when poor communications led to confusion, mistrust, misunderstandings, ill feelings, hurt, false hopes, and even war?

Communicating is not just about expressing ourselves verbally; it is also about having strong listening skills. It is a two way street, and the way you communicate determines what others think of you and how you are accepted and appreciated.

All of us want to be understood; it is one of our strongest desires. We want to have others understand what we think, feel, value, love, fear, and believe. It is not just about speaking or writing clearly, it is about the ability to hear AND understand what is intended to be communicated. It is also about communicating your intended message successfully. The person listening must interpret your message in the way they it was intended. This takes listening skills, something most managers do not give much thought.

The highest form of listening is empathic listening. Empathic listening means you are understanding someone from their perspective. It does not mean you accept what they are saying, just that you understand it. You have to develop the frame of mind that is curious and develops your capacity to listen. Stephen Covey wrote in The 7 Habits of Highly Effective People, “Most people do not listen with the intent to understand; they listen with the intent to reply.”

Being a good listener means you have to stop talking and listen. It means you do not think about other things and that you avoid distractions. It also means that you do not start forming an opinion or start thinking of an answer or rebuttal to the sender of the message before they finish delivering it. To do this you have to involve all your senses and skills to understand the person.

Empathic listening means you have to listen with yours ears, eyes and heart. You listen for feeling and meaning. Your verbal message has to be sent and received with the appropriate and corresponding non-verbal message. You will be sending confusing messages if your verbal message is saying no, and your head is nodding yes.

In his book iLead, Joseph Sherren mentions how we can improve our communications by doing the following:

  1. Tune the world out and tune the speaker in
  2. Put people at ease
  3. Get people to talk about themselves
  4. Do not ask threatening questions
  5. Make and hold eye contact
  6. Listen to how people feel

The last point, “listening to how people feel” is one of the most intriguing. You can listen to how people feel by paying close attention to their rate of speech, vocal variety, tone of voice and the pitch in their voice. It takes practice but it can be a very effective listening skill.

Effective Communication is one of the models in my upcoming Ascending Leader’s Program. In fact, it is the longest module (two hours) because I think it is one of the most critical skills a manager, project director, or ascending leader can possess.

If someone on your staff could be more effective if they communicated better, it could improve the workplace and reduce stress levels. Contact me to discuss how our Ascending Leader’s Program™ or Coaching Program can be of help.

Keep listening and take care.


Apr 102012

Thrive Or Die On Your Company’s Culture

Organizational culture has been defined as “the specific collection of values and norms that are shared by people and groups in an organization, and that control the way they interact with each other and with outside stakeholders and/or customers.”

Organizations can have strong cultures or weak cultures.  An organization with a strong culture operates like a well-oiled machine, cruising along with a strong set of values and norms that actively guide the way it operates.  Organizations with weak cultures have little alignment with organizational values, and controls are exercised through extensive procedures and bureaucracy.

An unhealthy culture can inhibit growth and even contribute to the organization’s eventual failure.  In many cases employees perform only the minimal necessary tasks without putting in extra effort.  Productivity and service decline and growth comes to a halt.  If entrepreneurs don’t see the signals and fail to act, it may be too late to make needed changes.  Sometimes failure comes by way of a slow business death.

Some of the warning signs of an unhealthy organizational culture include increased turnover, difficulty hiring talented people, people coming in late to work, lack of attendance in company events and an “us-versus-them” mentality between employees and management.

In contrast, a strong culture can contribute significantly to a business, but is particularly important to a small business.   Culture affects many areas of a company’s operations, helping determine its overall ethics and attitude toward public service.   It can increase employees’ commitment and productivity.

It’s not easy to build a strong culture; it takes commitment and hard work.  Shawn Parr, an expert blogger mentions some of the basic things that should be considered.

  1. Dynamic and engaged leadership
  2. Living values
  3. Responsibility and accountability
  4. Celebrating success and failure

Yet since very company is different, there are different ways to develop a culture that works. Additional things to be considered include:

  1. The prevailing culture should begin at the top
  2. All employees should be treated equally
  3. Hiring decisions should reflect desired company culture
  4. Two way communication is essential

Some of the companies with expert corporate cultures are Zappos, Google, Virgin, Whole Foods and Southwest Airlines.

If you are not investing time in building a strong company culture then you may not be getting the best from your employees, and you may be hindering the growth of your company.

Coaching and organizational development programs can help identify weaknesses in your company while developing a vibrant culture.

If I be of assistance in helping you lead your organization to a vibrant culture, contact me.

Until then, take care.

Mar 012012

How Do You Deal With Ambiguity?

The word “ambiguous” has its origins in the early 1520s, from the Latin word imbiguus, “having double meaning, shifting, changeable, doubtful.”  Does this sound like some of people you’ve been around or have worked with?  People who are ambiguous are typically not comfortable with change or uncertainty.  They may prefer more data than others, prefer things tacked down and secure, may be quick to close and have a strong need to finish everything.  Sometime they do things the same way over and over.

According to studies, 90% of the problems of middle managers and above are ambiguous – meaning the problem and the solution are unclear.  If we had 100% of the information we could make more accurate decisions every time.  Given the information we do have, the challenge is to make more good decisions than bad ones.  We are challenged to do this with less than all the information, in less time, and with little or no precedents to how it might have been solved before.

Dealing with ambiguity is a leadership skill.  It’s about improving our clarity in dealing with those we influence. There are remedies for overcoming and improving this competency. A chapter in the book FYI, For Your Improvement, by Michael M. Lombardo & Robert W. Eichinger, gives us some steps to take for dealing with ambiguity; here are five of them:

  1. Take small incremental steps. Many times we are overwhelmed and lack all the information we wish we had, so we shoot in the dark.  If we make a series of small decisions, get feedback on them, correct our course of action, get more data and then move forward a little more until the bigger problem is under control.  Sometimes the second or third try gives us a better understanding of the underlying issues.  Starting small helps us recover quickly.
  2. Ask the right questions.  Get a firm handle of the problem.  Figure out what causes the problem and ask the right questions.  Keep asking “why” and go deeper with each question.  Before you can focus on the solution you need to figure out what caused the problem.  Defining the problem first with the right questions will lead to better decisions.  Focusing on solutions first will slow us down.
  3. Manage your stress.  As things become less ambiguous, we get stressed.  Stress will lead to frustration and cause us to lose our emotional anchor.  Think of what causes you to get anxious and study which situations lead to stress.  This will enable you to become more aware as a situation approaches, giving you time to head it off.  If you need, let the problem go for a while. Step away from it by doing something else and come back to it later.  You may gain a new perspective.
  4. Don’t be afraid to let go.  Sometimes you just have to let go.  For a short amount of time you have to hold on to nothing but air, trusting that you will find something to grab hold of.  You will land in a new place.  The worst fear for many people is change, which is about letting go. Visualize a better outcome, a better place and experiment. The more you do this the more comfortable you will be.
  5. Redefine your progress.  Some projects and tasks will never be finished.  Deal with it.  We are constantly editing our actions and decisions. Not everything comes in neatly wrapped packages, which means we constantly have to work in ambiguity, sometimes even abandoning our tasks.  The goal should be progress, not perfection.  We have to feel good about fixing our mistakes and moving forward.

The world is not clearly defined. Think of it as the path to adventure and a motivator to gain knowledge and understanding. The more you understand what causes ambiguity and how it affects decision making, the more of an effective leader you will be.  It is the effective leader who shows confidence and optimism by transforming the unknown into a vision of clarity.

Does this newsletter appear ambiguous, vague, and unclear?  If so, don’t fret, I don’t want it to be too clear, or else you might stop growing.

Until next time, take care.




Feb 142012

What’s The Focus Of Your Daily Routine?

Many executives and business owners tend to focus on the day to day operations of the organization, forgetting to take the time to look in the mirror to reflect on what behaviors they have developed and what changes they can make to improve their overall well-being and performance.  They sometimes find that they have stopped growing in their roles and struggle to get help for their own self-development.  Sometimes they have been successful and need to take on larger challenges or roles.  Other times they simply need a sounding board or someone to help them hone their skills in the talent they already have.

Whether you’re in a new role and facing challenges, or are an experienced executive or business owner or a seasoned executive, coaching can help you change your thinking and behavior.  A coach can help you reshape how you see and approach things. Being more flexible and responsive to your circumstances rather than being stuck to habits and patterns can unlock your potential for growth.

Many individuals confuse coaching with consulting.  Nothing can be further from the truth.  A consultant provides answers to the clients and in most cases times does the work for them.  Then they go away until the client once again needs answers and work done for them.  A coach will help the client reshape their thinking and approach, enabling them to be more responsive in formulating answers to their challenges. Coaching is a partnership that is designed to increase work performance, self-management skills, and the ability to effectively manage other people.

If a coaching client is willing to engage in the coaching process and is committed to learning and growing, a coach can help transition their management skills and leadership style for personal excellence and business success.

Here are just a few reasons why an individual may want to consider the services of a coach:

  1. Need to clarify a vision and communicate it so others will follow.
  2. Tend to try to do everything themself and don’t know how to delegate.
  3. Procrastinate due to insecurity because of inner voices (gremlins) that keep telling them they will not succeed.
  4. Lack focus or are over-focused.
  5. Struggling with professional relationships and the need to “fix” behaviors.
  6. Ready to take the next step and prepare for a larger role and responsibility.
  7. Needing an unbiased sounding board and/or a need to be held accountable.
  8. Knowing what to do but don’t have the tools to implement change.
  9. A need to find balance in life and start enjoying the things they love to do.
  10. Focusing on small details when they should be looking at the “sky-view” of things.

These are but a few of the reasons a person may want to engage the services of a coach.  If you see one or more of these in yourself or your valued employees, I might be able to help.

The coaching process can be accomplished one-on-one or in a team or group process.  With today’s technology we can coach clients located in other cities or countries, without the coach or client ever leaving the comfort of their office.

Become the effective leader you can be and leave the mindset of “a hope and a prayer” that things will work themselves out.  By the time you realize they won’t, it can be too late.  Coaching is about improvement and changes so that you and your business perform at a much higher level. A coach can be the catalyst to generate that improvement and positive change.

As a subscriber to my newsletter I offer you or one of your valued employees a free initial coaching session to introduce you to coaching and to help you understand your own motivational strategy.  Don’t let this opportunity slip through your hands.

I hope you contact me soon. In the meantime… take care.

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