FOR IMMEDIATE RELEASE:
DENVER, CO – The Center for Sustainable Strategies (formerly Sustainable Leadership, Inc.) is expanding to serve clients from Denver, Boulder and Fort Collins, Colorado, specializing in helping bio-science and technology executives meet the demands of Colorado’s growing biotech, bio-science and technology industry.
The Center for Sustainable Strategies helps entrepreneurs and newly hired or recently promoted leaders transitioning into an executive role develop effective leadership practices and business development strategies in fast-growth bioscience and emerging technology companies. The Center for Sustainable Strategies CEO Christina Haxton said that in a fast-paced industry, it is essential that technologists, scientists and physicians transitioning into a business environment find the balance between achieving sustainable business growth, applying best leadership practices, achieving successful work/life integration and avoiding burnout.
Haxton, recently relocated from Steamboat Springs, Colorado, has over 20 years of entrepreneurial experience, a graduate level certificate in Evidence-Based Coaching for Executives & Businesses, Masters in Marriage & Family Therapy specializing in business partnerships, Bachelors in Psychology and over 25 years of healthcare industry experience, including over 10 years in management and board level experience in non-profit healthcare, economic development and membership organizations. Haxton is a co-author of The Character-Based Leader: Instigating a Leadership Revolution One Person At A Time, is an author of numerous articles, dynamic presenter and keynote speaker on the topics of Sustainable Leadership, increasing employee and executive engagement, improving productivity, resolving workplace conflict, transforming stress and avoiding or recovering from burnout.
About The Center for Sustainable Strategies
The Fort Collins office is located at 219 West Magnolia St. Suite #120 Fort Collins, CO 80521 with a second office in the Greater Denver Area. Haxton’s original company, Sustainable Leadership, Inc. an executive coaching and leader development consultancy has now expanded to include offering business growth and development services for small business owners and non-profit organizations. The Center for Sustainable Strategies provides specialized expertise in assessing, developing and implementing innovative solutions to effectively address executive and team development, employee engagement, strategic and succession planning and execution, as well as custom leadership development programs for small to medium-sized health care, bioscience and technology companies. The Center for Sustainable Strategies has offices in the Greater Denver and Fort Collins, Colorado areas.
For more information:
Contact: Christina Haxton Email: Christina@ChristinaHaxton.com
Phone: (970) 387-8935
Sustainability: the capacity to endure; to conserve resources; built to last.
A Sustainable Leader is resilient and an agile learner, built to last through uncertain and rapidly changing economic conditions.
A Sustainable Leader intentionally develops the potential in others, so they too can develop into exceptional leaders who can carry through the company’s mission and vision.
“In today’s fast-paced, high-demand and global business environment, being a Sustainable Leader™ who can stay focused, think creatively, easily manage stress and emotions, communicate effectively and set the standard in their organization will make the difference between a healthy, thriving and resilient company and an ineffective or worse, a non-existent one.” – Christina Haxton, CEO & Founder, Sustainable Leadership, Inc.
What steps does your company take to ensure it’s leaders and managers are Sustainable Leaders?
Great Bosses & Horrible Bosses
For just a moment, remember your favorite boss. You know, the one you said
you would follow anywhere if he or she ever left the company. The boss for whom you came in early and stayed late for to meet a promised project deadline. How would you describe his or her overall mood? How did you feel when you were working for him or her?
Now, remember the boss you would never work for again in a million years. The boss you worked really hard to avoid being in the same room with for longer than necessary. The boss you had when hiding under your desk or in your closet was not beneath you. How would you describe his or her overall mood? How did you feel when you were around him or her?
Surprised? Probably not. Now, here’s the tough question:
If I walked in the front door of your office or showed up at your next team meeting, how would I describe the mood of the people who work for you?
Neural Wi-Fi: Peas & the Interpersonal Neurobiology of Leadership
Pretend for a moment you are spoon feeding peas to a baby sitting in a high chair. What do you do? As you are putting the spoon to her lips, what do you subconsciously do with your mouth (whether you like smooshed peas or not) … You got it, you OPEN your mouth and make an aaahhhh sound, in a sometimes desperate attempt to get her to do the same. Why? It works most of the time. Instinct. Mirror neurons.
The truth is, recent research in brain science proves that for humans (and I’ll add chimps and horses), emotions are actually contagious because of mirror neurons. The short explanation is mirror neurons in our brains are responsible for our “catching” the mood of other people without realizing it. Add to that fascinating fact that our brains are prediction machines and constantly are making connections to predict the future based on our past experiences. Your grumpy boss could be in a good mood on Friday, however your brain won’t realize it and will automatically predict (or believe), he’s his usually grumpy self.
E-motion = Energy in Motion
Why does this matter for leaders, bosses or other people of influence? If you can believe that your mood is reflected in the mood of your team, you may or may not like what you see in the “mirror.”
What? … So What?… NOW WHAT?
While you may read this and understand or you are reading it for the first time and think Wow! that makes sense, what’s the “So What?” Understanding is overrated. It does not automatically lead to action or doing anything differently tomorrow. Unless you make a commitment to take action and the more accountable you are publicly the greater the odds you harness the action potential of your Aha! moment and transfer it into action. Feel free to consider using the ACE approach to change:
1. Awareness: Notice your mood. Notice the mood of others. Label the feeling (without judgement is the key).
2. Choice: How do you like what you see in the mirror? If it’s what you want, keep going. If it’s not what you want, what choices do you have in the moment?
3. Execution: What is one small action you are willing to take in that moment? You don’t have to effect change on anything, just take action to make it different.
4. Repeat #1 What information did you gather? What choice do you want to make now? What action will you take next? Just like directions on shampoo, rinse, lather and repeat.
Accountability: What are you willing to do in the next 24 hours to recognize and change the effect you have on the people in your company? If you have the courage, feel free to post your commitment in the Comment box below. (If you are not quite that brave, feel free to email me directly. All responses are strictly confidential!).
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(Original post written for LeadChangeGroup Blog by Christina Haxton, MA LMFT)
Because you can’t play enough golf, or tennis to stave off the feelings of “dis-satisfaction” and “dis-appointment” of your unmet expectations of what life will be like when you retire, unless you ask yourself these 3 critical questions …
Here’s the radio interview on Boomerbeat: “3 Questions Retiring Executives Must Ask Themselves Now to Be Satisfied in Retirement”
Click here to listen now: http://bit.ly/MRBopD
I look forward to your comments below!
I’m very proud to be a co-author of the next best seller on how you can instigate a leadership revolution! Check out a few of the 5 Star reviews on Amazon:
“Defines and re-defines leadership” – Bob Burg
“If you’re responsible for leading anything–from a family to a team to a company or a city–this book will show you how to improve your game and better serve those whom you’re privileged to lead.” – Robert W. Fuller
PS. Post your review on Amazon & share with your boss today (well, maybe NOT your boss OR your competition …)
Click here now to get your Kindle or hard copy of the book now on Amazon and share the link and LIKE if you like and post a review if what you read makes an impact on your ability to make a difference as a leader!
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I’m excited to be a co-author and announce the upcoming publication of:
What are the new rules of leadership development today?
Go ahead and throw out the long list of “leadership competencies” espoused by the company or the latest leadership self-help book. Successful leaders are character based leaders. The new (old) rules to become an extraordinary leader who is respected and trusted is when you operate from your values, your character and develop others to do the same, THAT will be your foundation from which your leadership success is based. ~ Christina Haxton, MA LMFT, co-author The Character-Based Leader
Get your free chapter here or sign up in the box on the lower right of this page:
Enjoy & Share!
Christina Haxton, Leadership Speaker, Author & Consultant
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Today’s radio interview on #boomerbeat BlogTalk Radio on the biggest pitfall of executives … failing to plan for your transition into retirement:
Check out the latest news – The July 2012 Top 100 Leadership Experts to Follow on Twitter (and I’m very excited to have moved from #97 in May 2012 to #66 in July 2012!!).
I’m honored and humbled to be among such notable experts such as Jane Perdue, Kevin Eikenberry, Chris Widener, Meredith Bell, Todd Nielsen Ron Karr and others.
Thank you for your continued support and inspiration to spread the word about Sustainable Leadership!
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Congratulations on your promotion (or maybe you are in line for one) … but don’t celebrate too soon. Did you know almost 50% of newly promoted or newly hired executives get fired or quit before within the first 18 months on the job?
The expectations are high (yours and theirs) and yet there’s so much you don’t know about the people, the culture and the “unspoken rules.”
On top of that, you must get up to speed quickly so you can hit the ground running and feel satisfied at the end of the day.
You’re invited to see the webinar replay now available through June 17th:
Discover the pitfalls you need to avoid and understand the critical strategies new leaders must practice to eliminate “leadership stress” and earn the trust of your new team … so you don’t end up a statistic.
Here are just two of the biggest mistakes new leaders make:
Pitfall #1: Failure to understand why change (even “good” change) is hard and most change initiatives fall flat (and this includes your presence, even if your predecessor was a miserable manager). Hint: Small change over a period of time leads to lasting, long term change. Scale down a change initiative into an “experiment” in one department or with one small group first, instead of rolling it out company wide and crossing your fingers it takes hold.
Pitfall #2: Believing that understanding the problem alone is enough to make change happen. Don’t fall into the trap of “over-analysis” or worse, who’s to blame for the problem. Ask better questions to find solutions and take action as soon as possible. “What is good about this problem?” and “What is not perfect yet?” are just two of the five questions teams need to feel creative and take decisive steps to action.
(The bottom line is you’ll want to have these tools to accelerate your leadership effectiveness for the long haul, too.)
Questions? Comments? Advice for new leaders? Post your thoughts below!
The 5 Biggest Challenges for Leaders Today are:
1. Communicating the vision
2. Doing more with less
3. Achieving Work/Life balance
4. Resolving team conflict
5. Willingness to understand myself, my beliefs and values and
knowing how to elicit that information from my team so they, too,
can be inspired by the organization’s purpose to achieve our
The first four are “standard” … you’ve seen them before … no
surprises, right? The last one, #5 or Inter-personal and
Intra-personal (or Emotional) Intelligence is one of the most significant competencies
in a successful leader or manager and is key to becoming a sustainable
leader, one who is built to last, harnesses the potential of themselves and others and with that drives positive change.
Where can leaders and leaders-to-be get stronger in this area?
(Hint: You won’t find it in any MBA curriculum). Let an
experienced professional assist you to get the psychological edge
in your career.
Contact me today to arrange your confidential, no-obligation
coaching session to set yourself apart and to become a
Sustainable Leader who adds exponential value to your organization.
***Go to http://www.sustainable-leaders.com/Coaching_Packages.html
for Significant Savings on Coaching Packages for
Individuals/Professionals and Managers through 8/31***