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Elements of Timeless Leadership
Copyright 2005 So-lu'shunz Management Services
Great leadership is timeless, always in vogue. The world has been hungry for great leaders from time immemorial. In times of chaos and war, environmental and social upheaval, great leaders often...
How energy efficient are you?
While out for a run the other day, my mind wandered to the energy efficiency ratings associated with appliances and how we, too, utilize energy at different rates based on a variety of things. At the physical level, we burn energy constantly and can...
Manufacturing Sector Public Speaker TR Cutler is Ranked #1
Ranked as the nation’s leading manufacturing journalist and an editor, TR Cutler (www.trcutlerinc.com) is now booking 2006 speaking engagements for manufacturing conferences and corporations with manufacturing clients. Cutler tells the extraordinary...
Mr. Brown is coming! The Need for Feedback and Coaching
“Get a move on, Mr. Brown is coming!” Those were the words I heard about once a month when I was a 14-year-old kid working as a stock boy in a retail store. It was usually my store manager making the statement. And Mr. Brown was our district...
The Biggest Crime In Small Business
The biggest crime in small businesses today goes unnoticed by most outsiders. It is not reported in the media. There are no police reports filed and companies do not even mention it on their websites. People don't talk about it on the street and...
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Coaching Leaders - 6 Reasons Some Executives Give Up
How do you help leaders succeed? Give them some coaching, that’s the widely accepted solution. Then why do some executives give up on coaching programs designed to help them improve?
Executive coaching offers a tremendous opportunity to leverage leadership talent and resources. Coaching is no longer reserved for problem leaders. It is more frequently sought by top performers whose organizations value their management and growth potential. Yet, sometimes coaching programs just don’t work. Why?
Why Leaders Give Up
When it comes to change, some leaders lose motivation and fail to “stick with the program.” Marshall Goldsmith, the renowned executive coach who has worked with many Fortune 100 leaders, reports on several reasons why leaders give up. Regardless of the coach’s competence, failure to achieve goals may occur for several reasons:
1. Ownership: The more leaders feel the process is being imposed upon them or that they are just casually “trying it out,” the less likely the coaching process will work. If leaders are simply “playing games,” with no clear commitment, their bosses must be willing to discontinue the coaching process—for the good of both the company and the coaching profession.
2. Time: Goal setters have a natural tendency to underestimate the time needed to reach targets. Busy, impatient leaders can be even more time-sensitive than the general population. Ordinarily, our behavior changes long before our coworkers perceive any change.
3. Difficulty: Goal setters’ optimism applies to difficulty, as well as time. Not only does everything take longer than we think; it also requires hard work! Long-term change in leadership effectiveness takes real effort. For example, it can be challenging for busy, opinionated leaders to have the discipline to stop and listen patiently while others say things they may not want to hear.
4. Distractions: Leaders have a tendency to underestimate the distractions and competing goals
that will invariably surface in any given year. By planning for distractions in advance, leaders can set realistic expectations for change and, consequently, will be less likely to renounce the change process.
5. Rewards: Leaders tend to become disappointed when achievement of one goal doesn’t immediately translate into achievement of other goals. If leaders think skills improvement will quickly lead to short-term profits, promotions or recognition, they may become disappointed and give up when these things fail to materialize instantaneously.
6. Maintenance: Once a leader has put forth the effort required to achieve a goal, it can be tough to maintain behaviors that incorporate the new changes. Leaders must recognize that professional development is an ongoing process, with a lifelong commitment. Leadership involves relationships—and relationships and people change. Maintaining positive relationships requires long-term effort.
Coaching can be daunting for some leaders, as they must be willing to be vulnerable and open. It is exhilarating for those who embrace it and commit to change. Unlike management science or academic theory, coaching is an exciting interpersonal journey.
Coaches and their clients form strong bonds built on trust, openness, confidence and achievement. For coaching to work, the connection must be firm and the coaching program must operate with clear ground rules.
About The Author
Patsi Krakoff, Psy. D. writes articles for business and executive coaches and consultants. She provides articles on leadership and executive development for sale, and formatted into customized newsletters. Get Patsi's Secrets of Successful Ezines 7-Step Mini-Course to learn what you need to know to publish a successful ezine. http://snipurl.com/Ezine_MiniCourse.
patsi@customizednewsletters.com
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