Submitted by Sal Silvester on March 12, 2018
Our programs produce millions of dollars of return on investment (ROI) for our clients. But it’s the emotional and personal transformation that people talk about with their team and family members afterward.
Submitted by Sal Silvester on January 29, 2018
Many of us have to-do lists.
But what we really need is a “don’t-do” list.
As you transition into the new year and strive to reach your professional goals, it’s critical that you stop some of the tendencies that are slowing you down or getting in your way. Through our work in executive coaching programs, we uncovered some of these bad habits, every one of which has a negative impact on your life.
So add these to your brand, spanking-new don’t-do list.
Submitted by Sal Silvester on December 21, 2017
As you wind down 2017 and look forward to 2018, how will you make your personal and professional life more intentional? Will you stop comparing yourself to others (which only leads to competition and conformity) and instead compare yourself to the vision you have for your life?
Submitted by Sal Silvester on November 29, 2017
When we work with leadership teams, we push them hard to engage in more conflict. Not the destructive, mean-spirited type, but the productive type where people are focused on the few but consequential issues. We have learned that without productive conflict, team members nod their heads in false agreement and then conduct the real meeting after the meeting.
And you know what happens afterward...
… decisions get revisited over and over again.
Submitted by Sal Silvester on October 30, 2017
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.
Submitted by Sal Silvester on September 20, 2017
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.
Submitted by Sal Silvester on August 8, 2017
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.
Submitted by Sal Silvester on July 5, 2017
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.
Submitted by Sal Silvester on June 13, 2017
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.
Submitted by Sal Silvester on April 25, 2017
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.