As we enter the tail end of summer, nations around the world are debating whether or not to send their children back to school in the middle of a pandemic.
Before COVID-19, anxiety disorders affected 18.1% of American adults. However, according to a recent survey, levels of clinical anxiety have jumped to 40% during the pandemic.
The current pandemic has seriously strained international healthcare systems and burnout threatens doctors and nurses on the frontlines. Business leaders are at similar risk.
When I tell people that I am a coach and that I run a coaching firm, their first reaction is often something like, “Oh I know someone who can use your help.” I hear stories about people dealing with bad bosses, people who hate their jobs, people who really want a promotion but haven’t yet gotten one, the list goes on.
Strong leaders will place themselves at the helm and provide their people with the guidance they need to thrive through change, uncertainty, and an unpredictable future. As our way of looking out for the health and wellness of you and your team, we have put together several resources to assist you.
Each year, the coaches in my company speak with many leaders who have been involved in a whistle blowing process. The trend seems to be growing as more companies are adopting whistle blowing processes and more staff are becoming inclined to use them.
Picture this: You’re a leader and you just received your employee attitude survey back. You scan through the results and your heart sinks — all you see are sad faces, negative slopes, dropped scores and red, lots of red. All you want to do is turn things around, but where do you start?
Let’s say that you are from the U.S. but on an overseas assignment working with people from a different culture. And let’s say that you have just finished a productive meeting and agreed upon a list of action items that will be taken.
In my 20 years of working with professionals, there are 3 things that consistently matter in making partner. Most people think that the only thing that matters is revenue targets but that is not the case. For most firms, revenue is only one part of the three-legged stool.
Leadership is tough no matter where you work. Let’s face it, work is a complex place and getting more complex every day. Expectations of leaders are high. Management literature has ensured that.
A great practice leader can have an exponential impact on a practice. I have watched many practice leaders in a few short years build a practice from just one partner to ten or fifteen partners.