Tag Archives for " leader as coach "

What is a Sustainable Leader?

Sustainability: the capacity to endure; to conserve resources; built to last.

What is a Sustainable Leader™?

teamwork_lift_earth_pc_800_clr_2960A Sustainable Leader is one who is built from the inside out, and the outside in, connected to the team by being an authentic, leader who genuinely cares about others.

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?

 

Leaders: Do you have what it takes to lead from your seat?

Leadership Doesn’t Rest on Your Title nytimes.com

Terri Ludwig, a Wall Street veteran who now leads a nonprofit organization, says that all employees can learn to influence its direction. Do you have what it takes to lead from your seat? Read more …

5 Biggest Challenges for Leaders (the 5th will surprise you!)

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
collective goals.

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***

Lightbox – TL Services Page Template

Being a leader has several inherent benefits as well as challenges.  One challenge is “power stress” which results from the demand for influencing others and the increased responsibility of the position (McClelland, 1985).

Power stress is considered to be part of the experience resulting from exercising this influence and the subsequent sense of responsibility felt by those in leadership positions.

Richard Boyatzis (2006), Professor in the Departments of Organizational Behavior, Psychology, and Cognitive Science at Case Western Reserve University, who has written over 100 articles and authored six books in the subject,  several with Daniel Goleman (Emotional Intelligence) and published numerous studies in the field of leadership, emotional intelligence and neuroscience, proposes that leaders who are able to develop others through adopting a coaching engagement, are able to significantly lower this stress at a neurological level, which in turn has a positive ripple effect for the coachee, the coach, the coachee’s peers, customers and the organization as a whole.

Get free resources to find out how you can lower your stress level with tools to easily engage in a conversation focused on developing others at Sustainable Leadership, Inc.

Do You Manage People or Are You “Just In Charge?”

You know the ones:  the managers who ignore the fact that human beings don’t  (actually can’t) “leave their feelings at the door” when they come to work.  These managers ignore conflict and avoid confrontation … especially when there’s a “pot-stirrer” in the office and everyone is just wishing the boss would step up and deal with him or her, but they just ignore the issue.

This boss will suffer the consequences … a slow, painful erosion of the trust he has been given by his employees, all because he is unaware of the forces of emotions at work … the contagion of anxiety, worry, frustration, stress  and more, that will eventually erode the trust of the most loyal employee.  And need I mention the negative impact on the quality of their work … the customer or client suffers in the end.

According to Mayer and Salovey, emotional intelligence is the ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional knowledge, and to reflectively regulate emotions so as to promote emotional and intellectual growth (Mayer & Salovey, 1997).

Dr. David R. Caruso (1999) describes how emotional intelligence can be broken into four, related parts:

Identifying Emotions – the ability to correctly identify how people are feeling.

Using Emotions – the ability to create emotions and to integrate your feelings into the way you think.

Understanding Emotions – the ability to understand the causes of emotions.

Managing Emotions – the ability to figure out effective strategies that use

Managers who ignore emotions in the workplace are just “in charge.”  Managers who understand, appreciate, acknowledge and use emotions (their own and others’) actually engage in management.

The good news is … most of us are born with emotional intelligence (there’s actually part of the brain that can be seen on a fMRI scan when we are engaged in this fashion), and this strength and skill can be developed and grown with practice.

As a leadership coach, this is probably the most critical skill my clients desire to improve … and is critical to not only manage others, but most of all to lead others to accomplish great outcomes.

How are emotions handled in your organization?  Are their cultural “rules” (spoken or unspoken) when it comes to how emotions are handled (or not)?

What are the characteristics and benefits of becoming a Sustainable Leader?

Sustainability: the capacity to endure; to conserve resources; built to last.

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 non-existent company. Christina Haxton, CEO & Founder, Sustainable Leadership, Inc.

What are the qualities of a Sustainable Leader?  A Sustainable Leader is one who is built to last through uncertain and rapidly changing economic conditions, who intentionally develops the potential in others, so they too can develop into exceptional leaders who are “built to last.”