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As a leader, one-on-one meetings are one of the best tools you have to engage, coach, and develop your people. Executive Coach Todd Mosetter shares 4 tips to help you make the most of the time you have in your one-on-ones.

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Learning to walk in someone else’s shoes or seeing things from their perspective can go a long way in generating harmony between people. However, like many things worth doing, it’s often easier said than done.

Executive Coach Todd Mosetter shares one simple way to help change what you think and feel about those around you.

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Dan Foster, Vice President and Principal Coach at Building Champions, shares his journey from being a manager to becoming a coaching leader.

Video Transcript

You know from the moment I became a manager, I knew I wanted to do things different from how I had been managed in the past. Not that I had terrible managers in my career. In fact, I’m still friends with a number of people who managed me early on.

But 15 years ago when I became a manager of people for the first time, there was something within me that said do it different. And I didn’t really understand what different looked like but I had worked with enough people who quit their job not because they didn’t like the company they worked, but rather because their manager didn’t know them and inspire them and develop them.

And I came to understand a key principle of leadership, which is people don’t leave companies, they leave managers.
And as I stepped into my first role as a manager, I knew I didn’t want to be a manager that people fled from. I wanted to be a manager that people were drawn to.

I wanted people to be drawn to my leadership style because they truly did feel known and inspired and they were becoming better versions of themselves working with me. Tall order, right? So I’m going to be honest with you, I had no idea how I was going to do it. So I just started diving into leadership development books and blogs and articles – you name it.

I was in search of how to be a different type of manager. And as I was on this journey, I stumbled across an executive
coaching company that helps leaders become what they call coaching leaders, and this really intrigued me and so I checked them out. I talked to their CEO, I talked to a few of their coaches and sure enough within a month I was being coached by them.

My coach and I worked on a lot of things to get me in the right place to where I could become a coaching leader.
Together we laid out a plan to help me transform from manager to coaching leader and our plan focused on three things, it focused on my purpose of becoming a coaching leader, a vision for where I saw my people, department and organization going as a result of me becoming a coaching leader, in creating a coaching culture for my team and third we focused on my strategy for engaging my direct reports in one-on-one coaching sessions.

So I just got to work and I doubled down on this whole idea of transforming myself from a manager to a coaching leader. I learned how to actively listen, ask powerful questions, build trust with empathy, and to help people see what was possible for their lives and for their career. And my coach helped me put in place the systems and the tools to make it all possible.

It was an amazing journey that delivered fun results, hitting record-breaking revenue, taking market share, opening new markets, achieving operational excellence awards. I had the opportunity to lead people who became future leaders themselves, that have achieved bigger and better things for their organization, for their careers, families and their community.

Now, I share my journey of becoming a coaching leader with you because I think a number of you out there see the problem with the same old way of doing people management and you want something different too. You want to be a better leader. You want to help people be more engaged at work and you want to make a difference in the world through your leadership, you know intuitively that better humans make better leaders.

So I invite you to start your own coaching journey. Your journey of becoming a coaching leader. It takes a lot of work, but it’s so rewarding to truly know your people, inspire them to step into their leadership calling. And to celebrate high levels of success together.

Now I want to share a ton of resources to help you along your journey. So just go to the link below and you’ll be able to download resources to help you be on your way.

And if you can, I want you to try and find a guide to help you along the way, it made all the difference for me, and I’m forever grateful to my coach and my friend, Barry Engelman for how he helped me become a coaching leader.

Thanks.

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You’ve seen the memes, you’ve watched the parodies, and you’ve probably already attended what might feel like a million hours – virtual meetings are the new way we’re communicating. While many features are similar to meetings you hold in person, there are key areas that make or break the success of your pivot to virtual.

Katie Hoffman has been leading world-class in-person meetings and experiences for our company and clients for more than a decade. So, it’s no surprise that she hopped in with both feet to help our entire team “up” our virtual meeting game. We asked her to share some of the important areas to focus on when organizing or leading a virtual meeting. Here are her top four tips.

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Humans are relational beings and social at heart – and, recent circumstances have challenged this more than any time in memory. Throughout much of the World, we have been forced to change how we live and work. Not everybody has been affected in the same way, but everyone is affected in some way. 

How we work as teams is perhaps most impacted. One of the primary responsibilities of the leader is to ensure their teams are working collaboratively and cohesively, to complete projects successfully together and to accomplish stated goals. In these difficult times, many of the best practices that involve natural, personal interactions have been tested, and leaders are having to adapt and learn new ways to manage their teams and keep them healthy and effective. 

All indications are that this is not a short-term challenge. In the coming months, as restrictions begin to loosen up, there will not only be the physical necessities to keep people safely separated, but we will be dealing with a wide spectrum of feelings and attitudes toward how we work together depending on individuals’ comfort levels to get back to ‘normal’. Right now, it’s hard to imagine even within the next couple of years we will be fully interacting as we did in the pre-Covid world. 

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Managing and leading are similar, but don’t be confused – they’re different. It’s helpful to look at the definitions for each and the synonyms to offer more insight. A manager administers, controls and supervises while a leader provides guidance, direction and leads. Still a little murky?

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 Studies show that the CEO-CFO relationship bears strongly on a CFO’s success and longevity in their role. 

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Sometimes without meaning to, we categorize “team development” as a one-off task to be completed by a coach or facilitator of some sort. We see it as a point-in-time exercise rather than an ongoing practice that’s woven into everything we do. And as a result, we often fall far short of where we want our teams to be in their development. 

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If you ever spend time wondering what your team members need from you, you’re not alone. Most leaders have struggled with figuring out how to do a better job supporting their staff members. True leadership is hard, and those who take it seriously know it means working on self-improvement and motivating your team to do the same.

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With the resources on leadership available everywhere today, from books to workshops to podcasts, it seems like we should all have this thing figured out by now, doesn’t it? So why don’t we? Why do we need executive coaching in this day and age?

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Improve your mindset with one phrase [Video]

When you look at your day, are you filled with a sense of dread over all the things you have to do? In this quick Virtual Coaching Tip, Executive Coach Todd Mosetter shares one simple phrase you can start using immediately to improve your mindset and get everything on your list done.

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In this Virtual Coaching Tip, our founder and CEO Daniel Harkavy shares four essential tools to help you lead yourself – and ultimately your team and organization – better. Learn about each of these tools and how they can help take you from where you are in life to where you want to be.

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Learning to walk in someone else’s shoes or seeing things from their perspective can go a long way in generating harmony between people. However, like many things worth doing, it’s often easier said than done. Executive Coach Todd Mosetter shares one simple way to help change what you think and feel about those around you.

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