7 Tips to Protect Your Credibility as a Leader

In our July post and September post we outlined 9 costly behavioral traits that stall or kill a leader’s career. To conclude our series, we added the remaining 7 career derailers below that most commonly show up in our executive coaching and leadership development engagements.

 

They are avoidable, but you have to know about them first.

 

Here they are. Oh, and we added a bonus derailer that you won’t want to miss if you are worried about losing credibility.

16 Tendencies that Will Derail Your Career

 

In our July post we outlined 4 common and costly behavioral traits that we notice consistently in our executive coaching engagements that stall or kill a leader’s career. It was one of our most read posts and people wanted more. In fact, one subscriber even said, “Aren’t there more than four?”

 

The answer, of course, is yes there are more than four career killers. We've noticed 16 pretty common derailers as we work with people across leadership levels, gender and industry. So, we decided to dedicate this post and the next post to introducing those derailers. They are avoidable, but you have to know about them first. 

Here are the first 9 derailers.

Senior Leadership Requires Mindset over Skill Set

All first-time parents have experienced the conversation where well-intentioned acquaintances tell us – “everything is going to change.” Frankly, that "advice" isn’t helpful. It sure didn't help me understand how things would be different as a father and as a parent. As a result, I wasn't able to take any actionable steps based on those generic words of wisdom.

4 Behaviors that Will Derail Your Career

The Peter Principle, first formulated by Laurence J. Peter, predicts that you will get promoted up to your level of incompetence. For most people, that’s far too late.

Unite! The 4 Mindset Shifts for Senior Leaders is an International Best Seller

Unite! The 4 Mindset Shifts for Senior Leaders is now an international Best Seller hitting the top of the Amazon leadership and management categories in the US, Canada, Germany, Japan and Australia! Thank you for supporting our very successful book launch.

How to Build Executive Commitment

Our work with senior leaders, both through executive coaching and confidential verbal interviews, has revealed that one of the biggest complaints team members report about their senior leaders is a lack of transparent communication. Of course, when you ask senior leaders, they often think they are over-communicating.

The result of this perception of the lack of transparent communication is a reduced level of trust and feeling valuable. In turn, there is an impact on the business: slower decision-making, and misalignment due to a lack of commitment.

5 Keys to Sustaining Change

​I am excited about the launch of my next book Unite! The 4 Mindset Shifts for Senior Leaders in May 2017. This will be the second in our People-First Leadership Series. What I’ve discovered and written about in Unite! is that senior leadership is less about skill development and more about behavioral change. That’s the work I focus on as an executive coach and the differentiator between senior leaders who succeed and fail.

But behavioral change isn’t easy. Our executive coaching and business training experience shows that without the right ingredients, sustained change rarely happens. Here are the five key components that I believe must be in place to win in the behavioral change game.

Coaching Tools to Make 2017 Your Best Year Yet + Complementary Goal Setting Guide

If you’ve been reading my recent posts, you know they’ve had a coaching bent to them. We’ve seen the value of coaching in the workplace and now recognize business coaching as the single most important differentiator in performance based organizations.

This is a wonderful time of year to apply your coaching skills - toward your team members, others in the workplace and yourself.

As we wind down 2016 and slide into the New Year it’s a perfect time to reflect on the past twelve months and plan for the next. As our gift to you, there’s a link at the bottom of this post giving you access to our 50-page goal setting guide. I created this guide as I was seeking to intentionally make changes in my life personally and professionally. It’s yours as our gift.

Do Your Managers Coach?

managers should be coaches

If there’s one leadership skillset that differentiates good from great organizations, it’s the ability for your managers to be coaches. That’s precisely what today’s post is about. But to get there, managers have to recognize some of the common and costly challenges that often slow them down or stop them from coaching others.

Challenge #1: Problem solving is a problem. Managers are often great problem solvers, but the problem with problem solvers is that they don’t address issues until a problem rises to a certain level and grabs their attention. Coaching is less about problem solving and more about ongoing dialogue that helps people be successful before problems arise. So when leaders don’t address issues until they become problems, they miss out on great coaching opportunities.

Good-bye Annual Review: Agile Performance Management

no more performance reviews, agile

We all know that the annual performance review is going by the wayside. The cumbersome process leaves managers feeling drained and employees devalued. Let’s face it, this dreaded beast of a process provided little in the way of measurable results compared with the time and effort required. Even the stalwarts who set the annual review standard, such as General Electric, are changing their approach.

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