Reviewing financial statements, audit activities, and compliance activities are all part of the work required of board members to keep the company running on the right path. But the most successful boards do far more than this, focusing on more forward-looking, value-creating, strategic issues.
Based on the authors’ extensive experience working with international Board level teams, Challenging Coaching suggests that for too long coaches have shied away from adopting a more challenging stance in their work.
It’s time to invest in face-to-face training that empowers employees to have difficult conversations, says Tamekia MizLadi Smith. In a witty, provocative talk, Smith shares a workplace training program called “I’m G.R.A.C.E.D.”
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.
You have probably heard of Dale Carnegie’s book, How to Win Friends and Influence People. You may be surprised that this classic text holds the key to understanding the difference amongst the many ways you can encourage development in your team.
Most people come to work and want to be successful. If they are struggling with a part of their role or they are unable to progress, the reasons are usually complex. As coaches, we help people leverage their strengths, and identify self-limiting beliefs, blind spots or skill deficits
Highly effective group and team coaches have a robust toolkit. That toolkit usually includes a variety of questions to support their clients in deepening awareness and taking action towards their important goals.
The stigma of asking for or being assigned an executive coach is vanishing quickly. The growth of the industry tells us so. In the U.S. alone, $1 billion was spent on business, personal and relationship coaches last year.