Submitted by Sal Silvester on July 19, 2018
We’ve had a great response to our Productive Conflict Series so far. Thank you!
It’s all part of our OnPurpose Leadership™ philosophy where people, teams and leaders engage more productively to create healthier workplaces.
Submitted by Sal Silvester on July 10, 2018
The business landscape is changing. And the way we engage in conflict must also change.
Competitors are emerging from the most unexpected sources and moving faster than ever. Who would have known that Amazon would compete in the food industry or has the potential to disrupt the transportation industry?
If individuals, teams and organizations aren’t able to make decisions quickly and move forward creatively, they will be left behind. At the core of great decision making and innovative thinking is productive conflict.
Submitted by Sal Silvester on June 28, 2018
How teams handle conflict can predict their productivity and outcomes. That’s why we are excited to introduce our new four-part series on Productive Conflict. Join us over the next several weeks to learn how your people, teams and organization can turn conflict from a destructive experience into productive outcomes. It's all part of our OnPurpose Leadership™ philosophy.
Submitted by Sal Silvester on May 14, 2018
Stakeholder Centered Coaching: Maximizing Your Impact as a Coach lays out the framework to help you generate better results from your coaching practice using the Stakeholder Centered Coaching® approach, a proven coaching methodology and philosophy created by Marshall Goldsmith that demonstrates ROI and dramatically increases the likelihood of a successful coaching engagement. The best part about Stakeholder Centered Coaching is that it’s a process you can use both personally and professionally for creating any kind of transformational change.
Submitted by Sal Silvester on May 8, 2018
There’s always a lag between when a leader makes a behavioral change and when others perceive the change. Maybe you’ve experienced this in your personal life when you had a conflict with a friend or spouse and he brought up something that happened in the distant past, even though you’ve worked hard to change. Or perhaps in the workplace, you were hired into a specific role and have been promoted, but others still see you in the previous role.
Submitted by Sal Silvester on April 20, 2018
In our executive coaching programs, the leaders we coach face two challenges. One is to make behavioral changes. However, the second, and bigger, challenge leaders face is changing the perceptions that others have of them. After all, there’s history, first impressions, baggage, and previous experiences that get in the way. In addition, there’s always a lag between when a leader makes a change and when others notice that change or even believe it to be real and lasting.
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.