The power of allowing a little bit longer for your people to think and not jumping in to solve their issues when they don’t immediately come up with an answer. Learn to trust their ability to solve up many things for themselves if you give them a bit more time.
One of the standard premises of most coaches is that the coachee has all the answers and the role of the coach is to help them find them.
This is probably true when the coachee is juggling priorities or workload for example, but what if the problem they face is them? Do they have all the answers? We explain the background to the Altris Accelerated Coaching Approach
Most of us are very aware of our employers company brand and what that means and how we represent it. Organisations that place importance on their brand also tend to make brand awareness part of their culture as they strive for BIBO (no not the kids Facebook, it means Brand Inside= Brand Outside).
So we are probably aware of the importance of the company brand with regards to our sales etc. But let me ask you whether as a leader you think as hard about your personal ‘leadership brand’?
Thierry Henrys handball incident is used to consider the topic of reputation in leadership roles. Leaders who work on their brand, know what they stand for, understand their values, have a clear plan to managing their reputation and take account of it when planning their actions, understand that without it they run the risk of a Thierry moment; One poor decision, poorly handled, and at what price.
Formalities had strangled the prospect of reconciliation between two employees. There were agreements made through mediation and these hadn’t worked. So, with courage tinged by desperation their manager decided to try something new. A thought provoking story from recent coaching conversations