When Appreciation Is not Appreciated Enough

Seeing a family member praising another one is a natural image. It doesn’t raise eyebrows. When a team member does the same, it is a rare picture. The workplace is not set for appreciation, yet human beings need it. The result is a high turnover that can be easily reduced. Much too often in my coaching practice do I hear clients complaining about the lack of appreciation. They feel that their work is not valued and work becomes a transaction, not a passion. Praises have the unique power of turning a task into excitement. Without it you just move or think, you don’t create value.

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The Leadership of Tomorrow Is All About Talent

Steve Wonder’s speech at the International Student Peace Day at the UN made me cry. What he said moved me deeply. It touched a core belief and gave me a strong desire to refute status quo. He shared what he said to his mom when he was 8 years old: “I was not given the gift of seeing visually, but I might be here for another reason, I was blessed with the gift of song writing and singing”. He was sick of making his mom cry because of his blindness and he understood that the true gift is not sight, it is the vision of what you can bring to the world. He was connected to his true talent and he shared it with success to our delight. […]

The Gifts, and Limits, of Reactive Leadership

Pendulum Safety PurposeI thought that thanks to the financial crisis, the world would grow up. It would transition from an individualistic, independent maturity stage to a more interdependent one. The crisis was a good sign that we were all interconnected, that the consequences of our acts didn’t only impact our lives but those of others. In fact, it was even worst, as it impact mostly others and not the one at the source. Oh boy, was I naive, or enthusiastic. […]

Leadership Development Is a Matter of Maturity Over Skills

Maturity Leadership DevelopmentYes, we can learn about anything. Practice, discipline and reflection can help us learn new skills and master old ones. But you can only be as efficient as your paradigm lets you. It’s like driving a car: you can learn about mechanics, practice via videos but unless you can reach the pedals and see over the wheel, you won’t be good at it. It’s the difference between 9 year-old and 45 year-old: the former can dream about becoming the best driver, only the latter can actually be it. […]

Being “Shiftable” Is the New Competitive Advantage

shiftability

As Hendre Coetzee puts it, during the WBECS intro session shiftability™ is the “power or capability of a person to exercise personal transformation in any context” Usually, businesses are driven by a survivor’s mode when they only focus on how to increase revenue, reduce costs and lower risks. They act like a hiker trapped in quicksand: they don’t move to avoid drowning. They don’t know, either, what can be done to get them out of there. Actually, they get it backward: they fear the unknown so they stay in an unproductive, even dangerous known. It all started because they wanted to fix something.  […]

What Your Worst Fear Reveals About You?

FearDon’t you wish sometimes to hide what you think is your worst flaw? Then, to your surprise, and especially because you strongly believe you are really good at it, someone busts you and you blush. It is not pleasant or really efficient. What I’ve learned as a mom, coach and colleague, is that I usually trip on my worst fear and I often create exactly what I dreaded. The more I fear it, the more it blocks my way. It is like you are anxious to remember the name of a new acquaintance and the more you think about it, the more certain you end up blurting something entirely wrong. […]

Why Improve Collaborative Performance?

When you are dedicated to produce the best product or deliver a perfect service you might not be focusing on collaborative performance. Why should you? You are too busy working on your core business. This is especially true when you own a startup, a scale-up or a family business. You know how much hours you put in to get the job done. So when a coach comes to ask you how you improve collaborative performance, you might want to skip the question entirely. And you might be wrong.

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