Leading Former Peers After Being Promoted

Leading Former Peers After Being Promoted

Have you ever been in a situation where you became your peers boss? Have you gone from an assistant coach to the head coach in the same program?

The same challenges exist, and if you haven’t, that situation is coming. One day you are joking around, frequently going to happy hour and having those “loose” conversations and then suddenly you become their leader and boss.

These types of former working relationships can serve as high potential derailers if one isn’t proactive in preparing, communicating expectations, defining roles and responsibilities, setting boundaries and reinforcing team cohesion.

What most leaders don’t realize is the skills and attributes that got you here won’t get you there…or keep you here.

Your leadership presence is on high alert and all eyes are on you. In a new role, a promotion, leading peers, and expectations have changed. Your reputation, credibility and leadership will consistently be challenged. What was permitted before, an occasional emotional outburst, will now be seen by peers as a strike to one’s reputation in terms of composure. Those same reactions have new expectations.

A leaders reputation when it comes to integrity, people skills, strategic business acumen and the ability to engage others, the Next Level is expected. Many companies and organizations have become ultra focused on leadership development for many reasons.

Promoting within organizations to the C-Suite and senior level positions has a higher success rate than externally recruited. High level leaders recruited from the outside, is almost seven times more likely to be “let go” within a short period of time than those who are promoted from within the organization. Leading and managing your peers will likely happen if you’re on this track.

I have found that many companies are investing in building and developing a sustainable leadership pipeline. My advice to you, continue to learn and grow. One day you will be managing and leading your peers and the time to prepare is now!

Improve Your Communication Skills

Improve Your Communication Skills: Key to Happiness and Wellbeing

Are you evolving professionally, one that is in constant motion and change? One leadership skill that is a constant across all landscapes is being an effective communicator. An ON Point leader is a skilled communicator who has a high level of emotional intelligence (EQ).

Happiness is a product of EQ. Most people and leaders in organizations find it difficult to directly train, develop and create an environment of happiness. A workplace where people want to work and stay. Leading people and teams in the 21st century is being able to effectively lead multiple generations, build a diverse team, understand others and build relationships.

Strengthening communication skills is one of the most important improvements a person can make for their success in their work and personal life. Developing effective communication skills is a process and it will increase your happiness personally and professionally.  Communication challenges are one of the top reasons coaches are engaged. Strengthening this skill is a game changer.

What are signs of communication challenges in an organization?  People are not working together as a team. There is conflict and people are disengaged.  Other symptoms are blame, increasing mistakes, messaging is unclear and people are unaware of roles and changes.  The inability to be an effective communicator effects everyone’s happiness and wellbeing.

How can communication improve when there are these warning signs?  Listen carefully. You must learn what caused the communication problem in the first place. EQ in self-awareness, how to manage our response and understanding other styles is critical.   Learn how to communicate and motivate each individual on your team.

After uncovering the cause and challenges, help your team understand their strengths and solutions in moving forward. It is important to communicate the things that are going well.

It is up to you to improve and strengthen your communication skills. Being an effective communicator is the key to happiness and overall wellbeing for you, your team and organization.

Resiliency and Stamina

Developing Next Level Resiliency and Stamina

I am back!

Many of you have asked where I’ve been the past month. Whew…I have been traveling a ton for my business. I have been speaking, leadership training and have added many new clients in the past two months. It’s been a lot and so much fun! 

Over the past few months, two words come to mind: Stamina and Resiliency. Stamina and resiliency are two words that are very relevant with my clients, leadership teams and my audience’s lives today. What does your resiliency fitness look like when the heat is on?

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Real Time Feedback

Real Time Feedback … a Game Changer

Feedback is a gift and real time feedback is Breakfast for Champions! One of the greatest gifts a leader can give is immediate feedback. If you’re in a leadership position and have a team, you’re a Coach. Imagine a sports coach not providing real time feedback during a 40 minute basketball game or four quarters in a football game or 9 innings of a baseball game. That would never happen in the world of sports. Translate this into the business world and providing real time feedback is expected and responsibility of leaders as a coach.

It’s a disservice to your employees and business in not providing feedback, the responsibility lies on true leaders developing a leadership pipeline in their own organizations. We are not creating more followers, we are creating more leaders and talent within our own organizations.

Would you like your boss to tell you what you want to hear rather than what you need to hear? I have coached many elite athletes who are hungry for immediate feedback. They were all pleasers and didn’t want to disappoint me. They didn’t want to let me down. Athletes wanting feedback and areas to improve isn’t any different than adults in Corporate America. Many would say why they are supposed to give feedback – it’s part of their job, required to do a performance review, and an end of the year evaluation is required.

Ask yourself, what is the reason I should give real time feedback? People love getting actionable feedback, they want to get better. You’re also developing talent and seeing quicker growth and development within your people and team. Real time feedback builds a culture of trust.

As an executive coach, my clients are starving for real time feedback. I work with them to build a leadership pipeline within their business and teams. Leaders are seen as Coach. My clients have been very successful in the C-suite and senior level leadership positions for decades. They’re in these positions for a reason, they are highly skilled, knowledgeable and successful at what they do.

Professionals are also working longer and harder than ever before. People are retiring later in their careers and the workplace now consists of five generations. All leaders and managers must be flexible, adaptable, and nimble in understanding others and developing a high performing team across generations.

I had a client who is a very successful Chief Operating Officer, of course very driven, results oriented and wanted to get better. Over the course their career, they never received a performance evaluation or feedback on their strengths or areas to continue growing as a leader. Another client in a directors role, did not receive a performance evaluation for three years. Their supervisor said, “you’re doing good,” I’m too busy to meet with you. Both clients were starving for feedback and driven to grow and develop.

As a young coach and leader, I didn’t provide the real time feedback as much as I needed to, especially to players who didn’t play a lot and also the star on the team. There’s a reason the star is a star, they want feedback to grow to reach their full potential. The players who didn’t play a lot were not as skilled or talented but they deserved feedback as well. It’s the leaders responsibility to develop, train and mentor their people and teams.

6% of managers and leaders are good at giving feedback, which means the other 94% are not. Before one can provide the necessary real time feedback, expectations should be communicated clear and concise to your people and team. After expectations are communicated and understood, real time feedback can be given and delivered.

Tom Landry said, “An ON Point leader is someone who tells you what you want to hear, who has you see what you don’t want to see, so you can be who you always knew you could be.”

Is it the Kids Who Have Changed?

The millennial generation is a common topic of discussion and on the minds of many coaches, teachers and employers.  Many people I have spoken to recently, say the conversation is getting old and stale. The general consensus from the public is that kids today are lacking – they avoid hard work, make excuses, they are entitled, and they take things for granted. The frustration is rampant and many are trying to crack the code with solutions, ideas and countless hours of training. Instead, conversations should be around leading and managing a multi-generational workplace where there are 5 generations in the workplace.

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Leadership Lessons from a Final Four Coach

Leadership styles were on display during the NCAA Final Four last month. Getting to a Final Four as a coach and player is the ultimate goal. There are leadership lessons that every coach at this level has in common.

How did their teams manage to get to a final four? While everyone has different styles, every final four coach has a similar big picture approach. What is the big picture for your team and organization? What is your vision? Have you taken the time to really nail down your strategy and message to your stakeholders?

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building high performance teams

How to Build High Performing Teams

When starting a new job and position, the main focus for the ON Point leader should be building a strong and high performing team.

A few of my clients were emerging leaders and high-performers in their organizations and since been promoted to first-time directors or managers. In their new positions, they need to excel at what they do as well as successfully build and manage a team. They need to be able to manage a staff and be a successful leader for their teams. Read more

handle stress

Handling Stress and Pressure with Grace

Having the ability to handle stress and pressure with grace is a critical skill for anyone, especially if you are in leadership. Life is 10% what happens to you and 90% how we react to these situations. There are so many life experiences that can happen from tragedies, at work or home and for many it’s how we react, as far as our emotions.

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What Got You Here, Won’t Get You There

In working with executives, and also from my own experience, what got you in that chair won’t get you up another rung in the ladder. There are many things one must do to deserve a promotion and take the next step in our careers and business.

Marshall Goldsmith wrote the book, “What Got You Here, Won’t Get You There”, which I read while coaching at the University of Minnesota. I read this book after going to the Final 4 with my team and I knew what got me there, wouldn’t keep me there. This book helped me understand and to continue evolving as a leader and coach and to continue finding new ways to sustain success in an ever-changing arms race of college athletics.

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5 Keys to become a better communicator

5 Keys to become a better communicator.

The most effective leaders are great communicators!

I can tell you from my past experience as an athletic coach and now an executive coach, we can all become better communicators. Throughout your teams and your organizations, we work with so many different types of people that having the skill to communicate effectively is such an integral skill.

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