5 Tips in 5 Parts – Transforming Leadership Disagreements into Leadership Alignment – Part 3

~ what to do when your leadership team clashes more than it agrees ~ 

This 5-part February series is about aligned leadership. If you are the leader of an organization, the manager of a team, or part of a team that can spend too much time struggling to find agreement, I’m confident you will find at least two take-aways for helping your team stay aligned and attain their highest-level success. This is Part 3 of the series.

Are continuous leadership disagreements stalling your company’s success? When “varied perspectives” become continually disagreeing perspectives, the success of your organization or company can suffer the consequences. Delayed decisions, meetings that take too much time, and discussions that focus more on problems than solutions, are sometimes only the top layer of what’s not working.

There are numerous possible recurrent issues, such as a major conflict regarding the organization itself to an increase in a team member’s personal stress-level. When team conflicts consistently arise, your ability to get a clear sense of the cause or problem is a first step in addressing it.

Part 3

A difficult personality  You value a variety of opinions – but you may have an oppositional member on your team – someone seeming to always take the reverse position from the rest of the team. Some amount of opposition can bring a healthy level of “devil’s advocate” perspective, offsetting any “group think” that may occur.  However, sometimes this more contrarian-type individual may shut down their listening and resist even the best ideas, causing a stall in forward progress.

Moving forward  As leader, beginning all meetings with a clearly-stated meeting context and defined agenda aligns attendees at the start. Also, upholding clear ground rules and decision-making protocols can rein in discussions that may be high-jacked by a dissenting team member. If these strategies are not enough, meet one-on-one with this team member to acknowledge the value they bring to the organization, and request that they do their part to manage the flow and progress of meetings. This may encourage the individual’s self-awareness in a more helpful way.

Still no progress? You may decide this challenge is outside of the scope of your role or what you would like to spend your time addressing. In this case, when you are certain of the value this individual brings to the team, consider the support of an outside coach to discuss a possible 360° assessment or Results System™ coaching to expand the team member’s self-awareness and address the challenge in a sustainable way. As well, if you’re not clear about this individual’s fit for your organization’s leadership, an executive coach can support you in gaining the clarity you need.

This is part 3 of a 5-part series. Click here Part 1, Part 2 to read from the beginning. If you don’t already follow my blog, sign up now (in the right-hand column) to receive email notifications of future posts. I appreciate your readership and welcome your thoughts and comments!

7 Leadership Challenges that Executive Coaches Address Head-on:

Leadership is about influence, and positive, productive communication.  Leaders are called to think in a forward direction, recognizing possibilities for innovation and new levels of purposeful progress.  They are team builders.  They are propellers of energy, engagement, and solutions.  

And leaders are human.  Their behaviors can go out of alignment and get in the way of creativity, connection, and accomplishment.  

Executive coaches support leaders in stepping forward to their vision, and managing the course of direction for their organization or company.

 7 Key leadership challenges that executive coaches support clients in addressing are:  

  1. Leaning away from stale or less than effective strategies to Embrace innovation.
  2. Spending less time in frustration to Manage engagement and energy to stay in flow.
  3. Depending less on tactical communications to Expand their communication style to build more positive and potential-filled relationships. 
  4. Reacting less from old habitual patterns to Respond more from authenticity and other strengths. 
  5. Asking fewer questions from the intention to give advice to Strengthen their capacity to hear what is being said. 
  6. Spending less time “on the fence” of indecision to Build a leadership framework to support solid decision-making.  
  7. Presenting less from pattern extremes to Step further into the power of authentic Leadership Presence.

 

Trish Pratt,  Executive and Career Development Coach — Greater Boston area

The Power of DISC and Your Career Success: Part 5 of a 5-part series

Career Executive Coaching DISC Logo

In parts 1 through 4 of this series we discussed DISC and how it can bolster career success. We looked at the strengths of each DISC dimension and some of the coaching challenges that can show up with each.

As you read through the brief descriptions, did you recognize a dimension that describes you in your work? Perhaps you saw your strengths in one, clear dimension, such as a D, I, S, or C. And maybe your strengths are best described by two or even three dimensions together? A combination of dimensions is not unusual and a DISC report is based on the measure of each dimension as it contributes to your career success. Along with providing you with specific information regarding where you fall in the DISC model, a DISC report can also provide you with the fifteen most common patterns.

What’s your biggest take-away?

From a Career Development coach’s perspective the most important information here is that the DISC can help you expand your career success in the following key areas:

  • Understanding of behavioral strengths and challenges
  • Description of your ideal work environment and what motivates you in your work
  • Ways to increase your effectiveness at work
  • Understanding of motivating and demotivating factors
  • Strategies for expanding your communication approach
  • Strategies for expanding your management style
  • Ways to increase your sales success

What clients say…

Typically sounds like “I’m amazed that the 24 simple questions captured me so accurately!” Or “How great to see my strengths and challenges listed so clearly!”
If you’re interested in learning more about how DISC might be the perfect support to your career, consider taking this assessment for yourself. It takes no more than 10 minutes to complete and you will have your report within 1 to 2 business days. Mention this post and receive a 10% discount on an expanded DISC PPSS report.

Not quite ready? View a sample report by sending an email via https://trishpratt.com/contact-4/
with “sample DISC” in the content line.

 

Trish Pratt, Executive and Career Development Coach — Greater Boston Area

Is Your Organization Providing the Space for Trust?

“Learning to shape the space for trust is core to leadership at all levels…” – Judith Glaser, @JudithEGlaser from her new book, Conversational Intelligence.

When trust underlies an organization’s vision, strategies, and conversations, communication can expand and flourish.  Leadership coaching supports organizations in building and expanding trust.  And paves the way for new levels of success!

 

 

 

Trish Pratt, Executive and Career Development Coach — Greater Boston Area

Executive Coaching and the Power of Knowing Your Biases.

A great article from Steven Berglas, @HBS, “Don’t Try to Read Your Employees’ Minds”.   It’s a thoughtful reminder that what we think about someone else, whether the other person is our boss, co-worker or employee, says so much about our own patterns and perspectives.  It can be especially difficult to remember in moments of frustration or disappointment, that the lens we are looking through always has our distortions, our biases.  Whether those distortions are big or little, they are there and often just out of our awareness.

Berglas offers a couple of ways for purging your biases and expanding your EQ.  One simply stated way is to show empathy.  Stepping into an empathetic perspective can help put a bias “back in a drawer” and help you listen from a place of objectivity.  Expressing more empathy can often lead to actually feeling more empathy and more openness — key ingredients that will support you in expanding your questions, perspectives and decisions, and take your leadership abilities to new level of effectiveness.

For a greater self-awareness — to see the patterns of perception that are partnering with you in your success, consider signing up for a PaperRoom System experience.

 

Trish Pratt,  Executive and Career Development Coach — Greater Boston area

Communication Effectiveness – Getting to the Bottom Line

In working together with executives and other professionals to both assess and expand communication effectiveness, we look at their communication habits – the habits that are strengths and support them in their work, and also the habits that may be hindering their communication and work success.  It’s from this awareness that new strategies for effectiveness can lead the way.

This article from Forbes and @susanadams, looks at  “How to Communicate Effectively at Work” , a book written by Karen Friedman.  Both article and book give some helpful tips for communication success.  My favorite:  Be “crisp, clear and concise!”

Step into clear and effective communication strategies to elevate your career success!

 

Trish Pratt,  Your Greater Boston Executive and Career Development Coach