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The Impact of Coaching on Leadership

As the business environment becomes increasingly complex, executive coaching has gained popularity as an effective method for talent development. This is quite a departure from the past when coaching was viewed as a remedial means of fixing behavioral problems. A growing number of organizations are shifting their perspective as they begin to realize the positive impact of coaching on leadership performance. Executive coaching is a targeted way to significantly impact individual growth and organizational success. The ROI for the organization includes better engagement and productivity, higher profitability and reduction in costs.¹ Coaching also builds a leader’s emotional intelligence, a key driver of performance, and strengthens alignment with the organization’s mission and values.

Building High Performing Teams

It takes great leadership to build great teams. Whether in the workplace, professional sports, or your local community, team building requires a keen understanding of people, their strengths and weaknesses, and what motivates them to work with others. Team building is both an art and a science and the leader who can consistently build high performance teams is worth their weight in gold.

The Value of Knowing: The Role of Psychometric Assessments

Psychometric assessments are becoming a more common tool to support the talent management process. These assessment tools are utilized assessment and selection, succession planning, coaching, and team development. Individual and team assessments are used to identify common group behaviors, demonstrate gaps in perceptions and provide opportunities to think more openly and work together in a manner for a wide range of measurement purposes including that creates shared group understanding and increase effectiveness.

Accountability

Undoubtedly, accountability plays an important role in the workplace to ensure that set goals are being achieved in a timely manner. So, why is it that leaders have trouble holding others’ accountable. The state of accountability today is ambiguous to say the least. More often than not the lines between individuals’ responsibilities are blurred, making it difficult to discern what each person is designated to contribute. And, the rewards and consequences contingent upon performance are frequently ill-defined or misapplied, creating a disjunction between results and recognition.¹ Thus, individuals lack motivation to keep themselves and others accountable for tasks.

Retaining Top Talent: How to Create an Engaged Workforce 

Many business executives are missing the boat when it comes to their organization’s human capital. The mantra, “Our people are our most important resources,” is often touted, yet seldom acted upon. With unemployment rates steadily declining¹, organizations are beginning to find that their best people are looking to the job market for new opportunities. Now more than ever, leaders need to put their words into action and demonstrate that their employees are vital to their organizations.