Leaders Learning

Fierce, Brave, & Daring Conversations

If we’re holding the meeting after the meeting, not talking to each other but rather talking about each other, hiding behind dirty yesses, not holding team members accountable… in short, avoiding hard conversations… then we are not being leaders.  As Brenè says: Daring leaders who live into their values are never silent about hard things.  But by…

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Are You A Derailer?

When I went back to school for my Executive Coaching Certification after 30+ years of practicing psychotherapy, I had the privilege of studying with Renald (Relly) Nadler, Psy.D.  I have found his book, Leading With Emotional Intelligence: Hands-On Strategies for Building Confident and Collaborative Star Performers (2011) an indispensable resource.  The other day I was perusing my…

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Influence and Persuasion

Ever wonder why people do what they do?  Ever wonder what influences people to do what they do?  Ever wonder how you might better influence people to do what they do?  After all, what businesses, practices, or corporations don’t have an agenda that involves selling products or performing services?  When I was in private practice…

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Social Recognition 2

Continuing from last week’s blog with the concept of social recognition as both a motivator and performance manager as outlined by Mosley & Derek (2021) in Making Work Human: How Human-Centered Companies Are Changing The Future of Work And The World.  Remember, they combine the principles of Positive Psychology with technological advances in crowd sourcing.  They…

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Social Recognition 1

I was working with a company recently and wanted to help them update their employee review process to better reflect the kinds of things we focus on in Dare To Lead™.  I was surprised to find so many HR and executive and leadership coaching sites still using the old fashioned annual checklist of qualities and tasks…

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Team Coaching 4

Yup, another week of Patrick Lencioni.  Thankfully, no fables!  This week we’ll consider the topic of: organizational health.  At it’s core, organizational health is about integrity, but not in the ethical or moral way that integrity is defined so often… An organization has integrity –is healthy—when it is whole, consistent, and complete… when its management,…

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