EIS :: Perspectives

PERSPECTIVES

February 2009

Truly Inspirational Leaders

How Do You Differentiate Yourself?

Have you ever had the pleasure of working for a boss or at least having contact with someone else's boss who just seems to "have it all?" By that I mean people are drawn to the leader. People look up to him/her. People have good feelings when they are around him/her. This leader seems to have an aura that draws people closer and inspires them.

There are many reasons this happens and one of the reasons is "energy." Some people just exude positive energy which draws people to them. Some leaders just seem to have this energy naturally while others have mysteriously developed it. So let's talk about what it takes to develop powerfully, positive energy for you, as a leader.

Dr. Bruce D. Schneider, the creator of "Energy Leadership" states, "Energy Leadership^TM is the process that develops a personally effective style of leadership that positively influences and changes not only yourself, but also those with whom you work and interact, as well as your organization as a whole."

Dr. Schneider has created a cadre' of Energy Leadership Coaches (I am one) who are certified in the field and can help you become more aware of your personal power, and how to become a powerful leader who motivates those around you to achieve their true potential.

Following the Energy Leadership program, you will recognize the seven distinct levels of energy. You will learn how to distinguish truly effective leaders from those who deplete the energy of the people around them and specific techniques you can use to shift the energy levels of the people around you to inspire peak performance.

Sound good? It should because as you develop mastery of your energy levels people you interface with will see the difference. Your board of directors, your boss, your significant other will all reap the benefits of your mastery. Be one of those people who inspire confidence and success! Give me a call so you can begin the process 480-946-5390!

Leadership During Tough Economic Times

Leadership during the best of economic times poses its challenges but those challenges and more are heightened when the economy is tough and employees are worried about jobs, bills and survival itself.

Leadership is a dynamic process and an evolutionary journey for all of us. Leaders must continually assess the factors of business and the attitudes and behaviors of employees to keep their organizations viable. Many leaders deal with their own "demons" in tough times and it can help to work with a coach to help maintain focus, clarity, and strategies for organizations to not only survive, but to prosper.

The old adage, "It's lonely at the top" is true. Few if any people understand the burdens faced by top executives and to say executives don't fall victim to depression and worry is not realistic. A professional, certified leadership coach can help move the leader into the future and help them handle the difficult pressures of the present.

UPDATE

Global Client Coaching Study

2008 ICF Global Coaching Study

According to the International Coach Federation's 2008 Global Coaching Client Study, a study conducted by PricewaterhouseCoopers and the Association Resource Centre, Inc., to provide useful data on those who have been coached at one point in their lives the following information is revealed.

• The majority of coaching clients are between the ages of 36 and 45 (35.9 percent).

• The majority of coaching clients have acquired an advanced level of education (a post graduate degree such as a master’s degree or Ph.D.).

• The duration for the average coaching relationship for survey participants was 12.8 months.

• The top three motivations for obtaining coaching are: 1) Self-esteem/Self-confidence (40.9 percent); 2)Work/Life Balance (35.6 percent); and 3) Career Opportunities (26.8 percent).

• 96.2 percent of coaching clients report they would repeat their coaching experience.

• 82.7 percent of coaching clients report they are “very satisfied” with their coaching experience.

Key Questions for 2009

What would it take to move your business to the top?

What leadership practices can you implement to retain and motivate your staff?

What would December 2009 look like if you passionately and accountably pursue your goals?

How would your life be different if you had greater balance between work and home?

How would you feel if you had someone who was totally focused on your success, worked with your agenda, and maintained absolute confidentiality?

If any or all these questions spark an interest, contact Stephen Clarke at 480-946-5390 to find out more.

Perspectives - December 2008
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We're coming into the holiday season and with that I wish each of you safe and happy holidays! With the New Year at our doorstep, keep in mind all those things professionally that you would like to change, tweak, or create. Give thought to the value of professional, certified coaching as a way to explore your possibilities and achieve a level of success greater than what you have now. It doesn't really take much to "test the water" with coaching to see how it will work for you. How would you feel about moving your career to the next level? How would you feel twelve months from now as you reviewed the year and documented successes never before achieved?

"Why is Everything I Touch Turning to _____ ?"
Self-Destructive Behaviors - where did those come from??

Many of us at some time in our life or career (both) have wondered why things aren't going the way we want them to. There are many reasons that can be attributed to those situations including self-destructive behaviors.

Many years ago, driven perhaps by my youth, I entered such a time when nothing was going right. At the time, the reasons eluded me but in retrospect I discovered that I had allowed myself to move into a series of behaviors that were not healthy and not career enabling. Specifically, I developed a bad attitude about my career and my bosses. I had lost faith and trust in my bosses and developed an attitude of "I'll show them!" It didn't work out that way.

Certainly we can say that "logic" wasn't a dominant force in this scenario. Instead, emotion had taken over and in the long run the only one who suffered was me. What could I have done differently?

If I knew then what I know now ...I would have hired a coach to help me work through what seemed to be a huge dilemma. Working with a coach helps us see beyond barriers. Barriers include things like:

Gremlins
Assumptions
Interpretations
Limiting Beliefs

BEWARE OF
"GAIL"

Each factor of "GAIL" is significant and can represent a real challenge to get past without understanding what is feeding them. Give me a call if you'd like to know more about "GAIL." In the situation described previously, the affects of G.A.I.L. didn't allow me to effectively manage the situation. Do you have limiting beliefs in your career? In dealing with people? In how to reach your goals?

As leaders, we cannot "know it all." We are good in certain areas and need help in others. What very often happens is an executive will focus 110% on his/her organization's accomplishments but fails to strategically orchestrate their own. They often miss "signals" and grow more distant from those attributes that once propelled them to success, but now represent barriers for their future. Give a certified coach a call today!

If there are questions you have concerning professional leadership coaching please contact Steve Clarke at 480-946-5390 (toll-free: 888-946-5390) or email him at eispro@worldnet.att.net.

The Power of Questions

Many seasoned leaders understand the power of asking questions. Not closed-ended questions which require merely a "yes" or "no" answer, but open-ended questions that open up dialog.

We as a "management society" have evolved over decades with Maslow, Herzberg, Jung, Peters, Senge and are ready to step beyond "management" and on to "leadership" where we just develop new skills. Asking empowering questions is one of the fundamentals for today's leaders. Instead of asking "Who let this happen?" Ask "What can be done differently to make sure this doesn't happen again?"

The way we ask questions can either create a culture of empowerment and problem solving or create a culture of fear, intimidation, and lack of trust. Take time to create your list of empowering questions. Practice using them and monitor the results. It takes practice!

For more information, email Employee Involvement Systems at eispro@worldnet.att.net.

Update

Special thanks to all of you who served as a professional reference for me to achieve my Professional Certified Coach designation through the International Coach Federation (ICF). Earning an ICF Credential requires that an applicant has undergone extensive coach-specific training, has gained experience by serving clients, and is able to demonstrate a working knowledge of the ICF Core Competencies and Code of Ethics through a rigorous examination process.

Applicants for the PCC must pass all components of a three part exam consisting of a written test, a recording of an actual coaching session, and a live oral exam, with all scores at the PCC level or greater. In addition the coach must have at least 750 hours of client coaching.

According to ICF membership, there are more than 12,000 member coaches in 80 countries. There are 1147 credentialed coaches at the PCC level with a larger percentage at the ACC level (first level of credentialing). Thank you again for your support!

We welcome the opportunity to work with you!
Please contact us with any questions.

Sincerely,

Stephen Clarke
Employee Involvement Systems