Is this you? Your role as executive comes with an array of challenges you have not yet faced or previously faced, but not well. You could use confidential support for problem solving. Or you confess you don’t have the road map to be the leader you want to become. You need someone other than your colleagues as a sounding board. Perhaps it is time to change employers and you realize the skills for job search have changed and you are not certain you have the magic to open the right doors. You appreciate most of the advice offered is geared for people much younger in their career.
Welcome to your online executive coaching resource. You will find answers to many questions on leadership, solutions to significant problems and discussions of trends and topics only executives face.
You are invited to comment, submit questions and participate in discussions. Need more support? Contact me to see if executive coaching is a match for your needs. We can create a personal program to get you where you want to be. Contact me: firstname.lastname@example.org.
Ready to change jobs and find the challenge daunting, even mystifying? Finding moving from Director to VP difficult? 97% of my clients have reached their career goal within six months when they follow my coaching advice for job search. Contact me to discuss your particular challenges to see if coaching makes sense at this point in your career.
Time Management Gold for C level executives: Use Triage, teach your directs to use Triage. Herein, a post from Phil Herres, a turn-around specialist who has run several companies, saved even more and built a successful consulting practice in high tech as the calm alternative to panic. I value his comments because they start where most of my executive coaching focuses, identify and communicate objectives and deliverables. Read his wisdom for insight on busines triage. Continue reading →
“No matter what industry you’re in, the people on your team matter most.” Bill Gates
Want to reduce turnover and increase productivity? Do you believe it is important to keep the institutional knowledge in-house? Do you hope to attract and hire ‘A’ players to your team to fill those critical positions?
New to the executive ranks, a current client struggles with delegation. He asked when and what to delegate and what to expect? He complained that when he delegated, he was bogged down with constant questions from the person in charge. He assured me he had good people on the team but that they needed a lot of guidance. How do I do this? Is this what you want? What should this look like? And other process questions. Continue reading →