Did you know that 47% of newly hired or recently promoted Senior Executives get fired or quit within the first 18 months on the job? But I”m not a Senior Executive or “Leader” … you say. Why would you let that stop you from learning from their mistakes?
Why? One reason is poor performance, another is burn up and burn out caused by the stress from the inability to get onboard with the “human side” of the success equation fast enough: Connecting and building trust with your new team!
Not just any stress is the culprit … Power Stress*, a unique type of stress experienced by those who are responsible for the well being of others – your team, your employees and possibly even your clients.
Unrecognized and unresolved stress Power Stress will paralyze your ability to think quickly and use your intuition to make the right decisions? Because stress is contagious, your team suffers, too … especially when you need then the most!
If you are a newly hired or recently promoted leader building trust with your new team is essential for success in your new role.
Beware … awareness is overrated!
If you don’t have an executable accountability plan for WHAT, WHEN & HOW TO you could find that the fall down the corporate ladder is much swifter than the climb up …
What if you had a 3 Step Approach to Leverage Power Stress so you can reduce, manage and yes, even leverage the inevitable people challenges that come with your new position …
If you don’t yet have an executable plan for making lasting change – make one. To qualify for a complimentary, no obligation Leadership Strategy Session click here.
To Your Sustainable Leadership!
P.S. Now booking for 2014 for keynote or meeting presentations. Contact Christina to inquire about her most popular presentations or to book your event today: 3 Steps to Leverage Stress for Leadership Success!
Yes, it’s shocking to see the dirty laundry of public heroes in their own right being aired in public, and perhaps that’s what makes the news.
Yet, it seems to be happening more often than ever before: Leaders who are responsible for making decisions and who have such influence over so many lives making shockingly poor decisions for their own personal gain or satisfaction.
Which leads me to ask a different question …
Why do we continue to be so shocked at the misbehavior and poor personal decisions of leaders compared to “regular” people who make the same poor decisions?
Let’s start by asking: Whose problem is it?
Maybe it is the problem of the leader who, perhaps as a result of extraordinary success and accomplishment, develops one or a combination of the following belief systems:
[sharebox4 sharetext=”Share This Page”] [/sharebox4]
Smart leaders plan their retirement from the company and their successor (a succession plan) well before the retirement party for the well-being of the organization and successful transition of leadership.
Yet many former executives fail to plan for their personal transition into retirement … more time with their spouse, their now almost grown children or simply going from 90 mph to a crawl on the freeway of life. It’s a bumpy ride, unless you’re prepared for re-entry …
If you are ready to take action on your personal transition plan, contact Christina.
Free Tele-seminar 11 AM MST listen by phone or web. Go to http://www.sustainable-leaders.com to register – Darn, you missed it! To receive notification when the audio download of this tele-seminar is available go to http://www.sustainable-leaders.com and register.