Advantages of Leadership Coaching

Advantages of Leadership Coaching

Exclusive benefits and advantages of leadership coaching are wide-reaching and positively influence the business, shareholders, and board members of the organization. The business investment simply makes cents. A well versed leader can lead priorities forward and add value to the bottom line which can be measured by the number of people helped or revenues generated. There are numerous benefits of leadership coaching.

Today, innovation happens quickly and new methods of responding are required. Competitive advantages can evaporate quickly with new regulations or internal business challenges unless the right systems are in place. Leadership excellence is a competitive advantage which has been well documented. Leadership influences people and people are the life blood of the organization. Leadership coaching invigorates leadership and provides creative ways to sharpen the leader within and maximize employee production. If the organization is not moving in the right direction, then the reality is that people are disengaged. The majority of employees who quit, quit on their managers and the largest cost for an organization is an employee who does not produce. Leadership coaching identifies the irregularities from an external view and provides real-time feedback using leadership-based expertise grounded in organizational psychology.

Leadership has been around since the beginning of time and leadership is one of the most debated topics which is marginally understood. If you think that you are leading an organization and there is nobody following you then you have to know that you are taking a walk by yourself. When you set out to coach leaders, there are a few challenges that are faced and they are different from other types of coaching. This is because of the wide variety of leadership philosophies and everybody in a management position considers themselves as a leader.

Position leadership is anointed to the person who holds the position and with higher ranking positions comes greater levels of power. A position leader is a leader who is listed on the organizational chart, but a genuine leader with the right intangibles can be hiding within the organization. Values and leadership go hand in hand. A person usually leads with their heart in collaboration with their mind which is the center of their values. When talking to prospective clients, it is vital to ensure that values are in sync to build a bond of trust forming a strong partnership that transcends situations.

If you want to be a leadership coach it is a must that you have passion for people and for leadership. It is a must that you know what really motivates your clients and what motivates the people they are going to be leading. A leadership coach that is not passionate will not thrive as a leadership coach due to their lack of intensity. Leadership coaches know how they can identify real leaders in an organization and they can identify values that the leaders possess. They know how they can identify skills and how they can build upon those abilities.

Every choice has a cost – don’t let your choice cost more than you can afford.

Keith Lawrence Miller, MA – Executive Career Coach

Board Certified Coach, Columbia Alumni Career Coach, ICF Certified & Credentialed Coach, MA Organizational Psychology from Columbia University

Elite Pro Coach | Ivy League Resumes – (855) MY.PRO.COACH – www.EliteProCoach.com

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within. Targeting and understanding the underlying processes that dictate behavior creates a necessary awareness that enables superior leadership. All leadership is not equal and the correct developmental process separates the good from the great. Our leadership coaching processes develop great leaders.

This blog is a free service offered to touch the lives of developing leaders. We believe that everyone is capable of being a leader and that leadership begins with leading the self. The material we offer goes above and beyond the generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of making a connection that by association inspires followers to go above and beyond what is required. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.

Soft Skills vs. Hard Skills: Underestimating Complexity!

soft skills, leadership coaching blog, coaching, organization changeSoft skills are defined as such, in order to marginalize. The applied internal systems are vastly complex and difficult to define. This makes self-perceived experts extremely uncomfortable. “Soft” skills do not operate using an interval scale and are dissimilar to finance or physics. The central challenge in applying and understanding “soft” skills is the systems that are used to define their processes take sometimes decades to carry out. “This is simply bad for business; therefore, we need to simplify these factors.” This is a gut instinct reaction that takes place because human nature is driven by needs and needs instant gratification. The return on investment for the practicing individual that understands the complexity of “soft skills” might not be substantial immediately and the motivation to demystify “soft” skills by applying them correctly is not the most rewarding, initially.

Overtime, the returns outperform in all areas of business.

“Hard” skills are technically learned skills that possess a definite answer that is not suspect to theory or correlations. In reality, hard skills are easier to understand, implement and return immediate financial rewards. The miscalculation exists in not acknowledging the importance and impact of “soft” skills during the applied situations. Mishandling “soft” skills greatly reduces the effectiveness of programs and the created conflict works as a dismantling mechanism that begins within the core of the system. Thus, the foundation is unstable. Undiagnosed, these dilemmas lead to inevitable failures. 75% of mergers fail, 90% of leaders fail, most businesses fail within 5 years, and few fortune 500 companies from the 80s exist today. Why?

If “hard” skills were applied successfully then why did the system fail? We seek to find the simplest answer to gain control over our environment and accept the most comfortable reason. Unfortunately, the prescribed answers are not correct even in hindsight. The “soft” system is complex and taking the time to understand, apply & intertwine sound “soft” science with the technical “hard” skills is what separates the good from the great. Synergy & compounding effects take time and a solid foundation is needed for maximizing wealth.

In closing, we are misdiagnosing the necessary business assets that create the foundation for longevity and compounding business success. “Soft skills” need to be renamed as “essential” skills because without them, hard skills are terribly flawed. Hard skills are easier to comprehend because they can be easily measured. The non-tangible, the social, the unseen factors that are the core substance of the human race which makes up everything we know and ignoring these factors, mishandling them, keeping them unprotected is a financial crime that does not go unpunished.

leadership coaching blog, Leadership coaching

Every choice has a cost – don’t let your choice cost more than you can afford.

Keith Lawrence Miller, MA – Executive Career Coach

Board Certified Coach, Columbia Alumni Career Coach, ICF Certified & Credentialed Coach, MA Organizational Psychology from Columbia University

Elite Pro Coach | Ivy League Resumes – (855) MY.PRO.COACH – www.EliteProCoach.com

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within. Targeting and understanding the underlying processes that dictate behavior creates a necessary awareness that enables superior leadership. All leadership is not equal and the correct developmental process separates the good from the great. Our leadership coaching processes develop great leaders.

This blog is a free service offered to touch the lives of developing leaders. We believe that everyone is capable of being a leader and that leadership begins with leading the self. The material we offer goes above and beyond the generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of making a connection that by association inspires followers to go above and beyond what is required. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.

The Unlimited Potential of Motivation

business coaching services, leadership coaching, leadership coach, executive coaching, human resources, performance management, eliteprocoach, career coaching, employee motivationDecades, centuries, limitless efforts, substantial education, and billions of dollars have all coalesced and endured to attempt to explain the core of motivation. The concepts of motivation are still not completely understood because the important and necessary resources and energies are focused on the wrong solution.

Employee motivation is the difference between organizational success such as becoming part of the Fortune 500 or completely failing to end up obsolete. People are the life blood of organizations and success is determined on getting the optimal performance from your organizational workforce.

The quest for the source of motivation has been similar to the search for the fountain of youth. People have invested their whole life’s efforts in an attempt to uncover this hidden treasure and have failed to reach the final mile. Programs and systems have been created since the beginning of industrialization which have been focused on acquiring the maximum efforts of their workforce. These programs have squeezed the juice of work performance from their workers, but have thematically dragged the horse to water. Dragging does not guarantee that the horse will drink the water and in order for the horse to drink the water, the horse has to want to do it.

People are similar in this regard because no one likes to be forced to do something. The person might enact the demanded response to temporarily satisfy the external pressure, but the performance will be subpar at best, and the employee will be focusing their motivation on finding another job rather than improving their work performance for their company.

Motivation is the internal drive to do something. External forces will engender an action response, but this response will not become automatic and repetitive. The action response will always have to be mitigated by an external force, and without the external force, the action response will cease to occur. This equates to a zero value and nothing will have been gained from the process except smoke and mirrors.

This has been the outcome concerning organizational processes regarding worker motivation. Internal motivation has not been geared towards obtaining more success for the organization, but rather on obtaining the external reward that is offered for their action response. There is no drive to complete the task for the sake of completing the task. The drive or action response is to achieve the external reward and there is no action response without the external reward. When the external reward becomes common, then a greater reward is needed to create the action response. This means that the cost of motivation will consistently increase with time onto infinity.

The internal synergy has never been harnessed appropriately to garner incredible organizational growth, and companies who have touched the surface of this unlimited resource have quickly relinquished their gains because they have failed to understand the source of their achievements.

Motivation is internal and external stimuli are opposites, a simple dichotomy. An opposite is an opposing force that ends the engagement in an equal sum. To boost motivation – an internal force – one needs to leverage another internal force to mediate the motivational process. There is one focus that goes unidentified in most organizations and this unlimited resource is rarely utilized.

The most powerful force for motivation is our inner-self, our psychology, our inner voice, our social identity, and this combined force seeks one thing more than anything else and that is psychological growth.

Psychological growth for employees is the fuel that drives and sustains organizational growth. Draining the fuel of psychological growth shuts off the engine of organizational growth which sends the organization into a tailspin of failure.

All life yearns to evolve, and after basic needs have been met, people seek out psychological growth through achievement and personal/professional development. Employees want their work to be meaningful, they want their status to be respected, and they want increases in responsibility in order to feel the associated achievement. They want to be included in the social group and they want their peers to think highly of them. This internal drive is the core of motivation and job enrichment is directed at unleashing these internal factors in order to drive synergistic work performance. In order for organizations to realize a synergistic leap of success they need to maximize their employee’s motivation which is driven by the need for psychological growth. The job has to provide enrichment for the soul and increase the employee’s inner wealth. A psychologically wealthy employee is a productive employee because psychological growth is contagious and addictive. It takes a great amount of energy to develop and start the fire, but only a steady amount of fuel needs to be added in order to keep the fire roaring. The fire of motivation provides substantial benefits and returns on investment which explains why centuries, limitless efforts, substantial education, and billions of dollars have been spent attempting to uncover this hidden force of unlimited potential.

leadership coaching blog, Leadership coaching

Every choice has a cost – don’t let your choice cost more than you can afford.

 

Keith Lawrence Miller, MA – Executive Career Coach

Board Certified Coach, Columbia Alumni Career Coach, ICF Certified & Credentialed Coach, MA Organizational Psychology from Columbia University

Elite Pro Coach | Ivy League Resumes – (855) MY.PRO.COACH – www.EliteProCoach.com

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within. Targeting and understanding the underlying processes that dictate behavior creates a necessary awareness that enables superior leadership. All leadership is not equal and the correct developmental process separates the good from the great. Our leadership coaching processes develop great leaders.

This blog is a free service offered to touch the lives of developing leaders. We believe that everyone is capable of being a leader and that leadership begins with leading the self. The material we offer goes above and beyond the generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of making a connection that by association inspires followers to go above and beyond what is required. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.

 

Coaching you to be a Millionaire

million dollar bill, leadership coach, business coaching servicesA million dollars seems like a fantasy, even a mirage. It may seem that only other people achieve that level of success. Most people are drowning in debt while only a small percentage of others are enjoying wealth. What if I told you that acquiring a million dollars is the same as getting your first date or driving your car for the first time?

The anticipation, the dream, the belief that an achievement is supernatural is a barrier to entry. Millionaires share a common theme which is they have a similar mindset. They believe that they are destined to be rich and are willing to do what is necessary to make their dream a reality. Optimism is a strong motivator and predictor of performance.

A majority of people think the only way they will become rich is by some lucky chance that is external to them. Millionaires have an internal locus of control where they believe that they will make it happen. The first step is in understanding that you could be a millionaire just as easy as it is for anyone else to be a millionaire. Millionaires are no different than everyone else except that they have a different mindset when it comes to money.

When we achieve a dream, in which we all have, you think, wow, what an experience and it really happened to me. Then over the years, as it becomes a regular occurrence, you being to take it for granted and believe that everyone has the same opportunity. Well, this is the same with getting and having a million dollars. A very small percent of millionaires are made from lucky occurrences such as winning the lotto. Millionaires are made from consistent work towards a goal using a tried and true process. Becoming a millionaire is not an overnight process and that is why only a small minority of us are millionaires. People are not willing to make the sacrifice they need to make to become wealthy. People settle for instant gratification and then fall into a cycle of never getting ahead and living from paycheck to paycheck. Becoming wealthy is a process that takes several years and it is based on momentum and optimism.

Identify your strengths and plan out the process of leveraging your strengths to earn income. Spend wisely and invest money in things that will produce more money instead of opportunities that will lose money such as buying a brand new car or digital products. The former items are good investments only if they will produce income. Leverage debt to make more money than the debt cost you to acquire it. High interest loans are only good if you are investing the loan into things that are producing a greater return. Losing money is not the way to become wealthy.

Becoming wealthy comes with a price because people will become friends with your money and pretend to be your friend. Everyone is a friend to money and people will do funny things to get your money. Watch out for scams and insincere people. There is a reason why “a wolf in sheep’s clothing” is a popular term.

In summary, change your mindset, focus on the long-term, invest properly, resist instant gratification, beware of scams, build momentum, and live with optimism.

leadership coaching blog, Leadership coaching

Every choice has a cost – don’t let your choice cost more than you can afford.

 

Keith Lawrence Miller, MA – Executive Career Coach

Board Certified Coach, Columbia Alumni Career Coach, ICF Certified & Credentialed Coach, MA Organizational Psychology from Columbia University

Elite Pro Coach | Ivy League Resumes – (855) MY.PRO.COACH – www.EliteProCoach.com

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within. Targeting and understanding the underlying processes that dictate behavior creates a necessary awareness that enables superior leadership. All leadership is not equal and the correct developmental process separates the good from the great. Our leadership coaching processes develop great leaders.

This blog is a free service offered to touch the lives of developing leaders. We believe that everyone is capable of being a leader and that leadership begins with leading the self. The material we offer goes above and beyond the generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of making a connection that by association inspires followers to go above and beyond what is required. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.

8 Traits of High-Potential Future Leaders

talent strategy - high potential future leadersTraining and Development in organizations focuses on maximizing employee abilities to contribute to the organization’s success. “Talent” in organizations is equivalent to the Fountain of Youth and identifying this valuable commodity is the 1st task necessary for a competitive advantage.

The questions that needs to be addressed are:

how do we identify the talent we need before our competitors and how do we contribute to developing that talent in order to improve our organization?

The initial phase of identifying high-potential future leaders is to focus on their competencies and innate abilities during the recruitment phase. The following outlines the 8 special abilities which are the cornerstones of high-potential future leaders and a guide to identifying the necessary characteristics that exist in these talented individuals.

1 – A high-potential is well-rounded with vast ability in their technical concentration and possess above-average knowledge concerning the business processes that occur outside of their area of focus.

2 – High-potentials have a proven track record of exceeding expectations and show a knack for creating innovative solutions to difficult situational problems.

3 – A high-potential will be skilled in personal and professional reflection and possess the ability to generate development from within their position. These individuals thrive on achievement and seek accomplishments.

4 – A high-potential can thrive in any position because they adapt to the role and the situation. High-potentials have a driving need that propels them to find their way to improving through collaboration and teamwork.  Lack of achievement is seen as a waste of valuable time.

5 – A high-potential is consistently looking for errors in their ways and are constantly learning to improve regardless of their success. A valuable trait of high-potentials and what enables them to be successful is a strong ability to accept feedback from their peers and environment. They take the feedback and reinvent a tailor-made approach to the situation that is the optimal procedure for everyone involved which leads to successful outcomes. High-potentials understand that they do not have all the answers, are not superhuman, and are not always able to identify every angle. They depend on others for their honest feedback in order to continuously develop a stronger core.

6 – High-potential future leaders understand the value of their commitment. Their reputation precedes them and a failure to meet a commitment breaks their premium goal of keeping a perfect record of success. Commitments from high-potential future leaders are solid investments.

7 – Teams are the vessels of a high-potential future leader and exhibiting the ability to thrive along with a team rather than as a rogue individual is a sign of personal understanding of limitations and a strong understanding of synergy and social learning received from teams. High-potentials express an innate ability to adapt and communicate within team settings. They produce trusting relationships that increase the team’s productivity and goals which are consistently surpassed.

8 – High-potential future leaders engender a genuine response of respect from others through their commitment to achievement and their commitment to their team. They take on greater amounts of responsibility which increases their perception of leadership, and provides a momentum-gaining, positive feedback-loop of trust, which leads to greater amounts of respect.

High-potential future leaders are continuously seeking personal and professional development and enjoy the demands of ever-increasing career challenges. Their aim for accomplishment is tied to their drive for challenging assignments and they naturally grow into formal leaders who motivate others to follow a similar track of success.

leadership coaching blog, Leadership coaching

Every choice has a cost – don’t let your choice cost more than you can afford.

Keith Lawrence Miller, MA – Executive Career Coach

Board Certified Coach, Columbia Alumni Career Coach, ICF Certified & Credentialed Coach, MA Organizational Psychology from Columbia University

Elite Pro Coach | Ivy League Resumes – (855) MY.PRO.COACH – www.EliteProCoach.com

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within. Targeting and understanding the underlying processes that dictate behavior creates a necessary awareness that enables superior leadership. All leadership is not equal and the correct developmental process separates the good from the great. Our leadership coaching processes develop great leaders.

This blog is a free service offered to touch the lives of developing leaders. We believe that everyone is capable of being a leader and that leadership begins with leading the self. The material we offer goes above and beyond the generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of making a connection that by association inspires followers to go above and beyond what is required. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.

 

 

Leadership Coaching – Return on Investment (ROI)

Leadership coaching blog, leadership coaching, leadership, leadership coaching roiThe transferring of leadership knowledge has been identified in several circumstances including action learning, mentoring, multi-rater feedback, and more specifically, Executive Leadership Coaching.

Multi-rater feedback has been shown in several research articles to be more effective with the implementation of executive leadership coaching. Mentoring is a wonderful tool that transfers the ability to operate within a specific organizational culture, but lacks the confidential non-bias environment that is needed for true leadership development. In other words, mentoring is more successful when applied with Leadership Coaching. The basis of the combination of action learning and executive coaching together expedite the developmental process.

High potential leaders are promoted for being technically sound at what they do in regards to operations in certain niche areas. They have proved their worth to their organization by showing their dedication, work ethic, and integrity when it comes to company functions.

Additionally, they have shown their ability to execute under stressful circumstances and have excelled by providing the highest quality of work. Their managerial abilities were exceptional and their successful operational style influenced positive overall group processes. They have learned to take on increased responsibility and have shown their ability to succeed as leaders.

The developmental next step in the career game is to climb the hierarchical ladder to the next level which involves leading a larger amount of associates, increased responsibility, and relinquished control over multiple situations. The catch-22 is reducing control where control was necessary to succeed at a lower level. One would assume that leaders have more control, but the highest levels of leadership actually have the least amount of control and depend on others to achieve the goals. When goals are met, leaders take credit and give it to their teams, and when goals are not met, leaders take all the blame.

This extreme decrease in control is counter-intuitive which creates a damaging effect on the overall behavior of most leaders who are used to having full control. The new enlarged leadership position now places different demands on the leader which causes them to change their operational methods from a command and control style into a persuasive style that leverages the strengths of group associates to accomplish greater tasks.

This transition is slow, and sometimes, never occurs. This is the power of leadership coaching and the return on investment (ROI) is hard to accurately define. Will the promoted leader sink or swim? If they sink, the responsibility of the position sinks with them. What is the cost of this loss? Prevention is important because the domino effect of failure will not only cost upper level leadership their position and their dignity, but shareholders and associate companies will also feel the impact of this mismanaged transition. Therefore, a leadership coaching engagement can possibly exceed 1000s of times the return on investment if the transition is successful. A $50k investment for a year’s worth of dedicated coaching can produce millions in return. There is no company that can deny the importance of leadership coaching.

The human element should not be underestimated. We are not robots and do not behave as such. Leaders need to have confidantes to operate successfully when the pressure to perform is at it highest. The behavioral transformation to upper leadership takes great organizational effort. The behavioral changes from the position change can deeply impact personality and associated relationships.

Leadership development requires a skilled executive coach that understands the emotional rollercoaster involved with the leadership process as described above. A successful coach-leader relationship will exponentially increase the learning curve needed to fit seamlessly into the new role as leader. The amount of time, money, frustration, and damaged relationships that are saved through investing in an executive coach during the leadership development process is almost priceless.

leadership coaching blog, Leadership coaching Every choice has a cost – don’t let your choice cost you more than you can afford.

 

 

Keith Lawrence Miller, MA – Executive Career Coach

Board Certified Coach, Columbia Alumni Career Coach, ICF Certified & Credentialed Coach, MA Organizational Psychology from Columbia University

Elite Pro Coach | Ivy League Resumes – (855) MY.PRO.COACH – www.EliteProCoach.com

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within. Targeting and understanding the underlying processes that dictate behavior creates a necessary awareness that enables superior leadership. All leadership is not equal and the correct developmental process separates the good from the great. Our leadership coaching processes develop great leaders.

This blog is a free service offered to touch the lives of developing leaders. We believe that everyone is capable of being a leader and that leadership begins with leading the self. The material we offer goes above and beyond the generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of making a connection that by association inspires followers to go above and beyond what is required. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.

Self-Leadership & Mentorship: Collectively Creating a Better Future

 

What have you done today to make you, your family, and your community better?

During times of shared tragedy, a genuine collective need to help those affected happens because there is a human need to be part of the group and give support to others. Unfortunately, tragedy exist and we need to proactively prevent evil collectively on a daily basis.

Not everyone can give to one specific event and the collective act creates a bottle neck, inner frustration for those trying to help and not getting the chance, and a lot of wasted energy that the wrong people capitalize on usually for financial gain.

We should not only react by giving our support during tragedy, but we should be proactive everyday as a collective culture to prevent future tragedies. This is not about wide sweeping policy, but rather, this is about your direct life and the impact in which you control — The daily interaction with the people who come into your life and supporting the people around you. This does not only concern your direct connections, but also the second and third connections that are further away from your comfort group. More people are affected by your actions than you are truly aware.

Sometimes the act of supporting others with kindness creates an echo throughout the community. The energy you put out is the energy others use and impacting someone positively pays great dividends for others. Vicariously, others are benefitted by your kindness, most of which you will not directly encounter, but one day might encounter a loved one.

It takes less effort to smile than to frown and facial expressions are contagious. Smiling at your loved ones or your neighbors can send rippling effects of joy on the level you can impact. Negativity stays with children throughout the lifespan unless they deal with the event that caused the anger and make necessary changes as they become adults. Avoidance, denial, and pretending does not remove the scars, but rather, promotes additional pain, and not only for the self, but also for the others in which there is an interaction.

Donating money to tragedy is not the only way to help. The best way each of us could help is to proactively, each day, support our connections and mentor younger people and children to exhibit positive traits.  For every negative word, there needs to be seven positive words to neutralize the energy. It takes more strength and commitment to overcome negativity which is why the act of overcoming is viewed as honorable.

We have all experienced times of pain and parents are not perfect because there is no perfect parenting handbook. Repeating mistakes is not conducive for generating positive results and parenting is a responsibility that is chosen. Innocence deserves to keep that commitment. We could all be better parents and an extra hug or an extra word of encouragement will never hurt.

Committing to self-leadership is about taking responsibility for your actions and being brave enough to ask yourself the difficult questions which challenge and discomfort. Self-leadership begins with being honest with you and admitting imperfection, being clear about the imperfections, and generating solutions to overcome shortcomings. Resiliency is a major factor in the success we experience in life. There are examples of people living through the worst of times and achieving monumental success. There are examples of people living through the best of times and achieving modest success. A few factors that contribute to these outcomes are mentoring and parenting.

Great mentors and great parents usually witness the impact of their efforts. The vicarious satisfaction is overwhelming and the outcome is usually well worth the sacrifice. We all can experience great achievements and giving the gift of great mentorship and great parenting is the greatest gift you could give. Teaching and supporting others to learn to fish instead of giving fish is priceless.

Becoming a great mentor and a great parent begins with self-leadership. Studies have shown that impulse control predicts future success. Self-leadership is about controlling the impulse to act without thinking. Self-leadership is about living true to your story. Self-leadership is about writing your own story and not following the story that was written for you. Self-leadership is a prerequisite for positively influencing others. As adults, we have a great responsibility, and that is to lead ourselves with dignity and truth, be honorable role models for our loved ones and our community, and to pass on the positive courage to as many individuals as possible.

Self-leadership, mentorship, and parenting are the three ways we all can positively impact our shared culture and proactively prevent future tragedies. Evil is strong, but good is much stronger because it is easy to be evil, but the effort it takes to be good is everlasting.

Keith Lawrence Miller, MA – Executive Career Coach

Board Certified Coach, Columbia Alumni Career Coach, ICF Certified & Credentialed Coach, MA Organizational Psychology from Columbia University

Elite Pro Coach | Ivy League Resumes – (855) MY.PRO.COACH – www.EliteProCoach.com

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within. Targeting and understanding the underlying processes that dictate behavior creates a necessary awareness that enables superior leadership. All leadership is not equal and the correct developmental process separates the good from the great. Our leadership coaching processes develop great leaders.

This blog is a free service offered to touch the lives of developing leaders. We believe that everyone is capable of being a leader and that leadership begins with leading the self. The material we offer goes above and beyond the generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of making a connection that by association inspires followers to go above and beyond what is required. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.

 

 

What do Infants have to do with Leadership?

What do Infants have to do with Leadership?

Everything! Leaders need followers to be labeled a leader. Without followers there is no leader. People make up groups and groups are formed with individuals that have similar characteristics. Groups need leaders and understanding the core unconscious formation of groups is essential for instilling an appropriate leadership style.

Did you see 60 minutes? Here is the video: http://www.cbsnews.com/video/watch/?id=50135408n

A study was conducted at Yale University on infants, and 87% of the time, infants choose others that had similar interests. This strongly suggests that the in-group vs. out-group phenomenon is something that is in-born instead of learned. People are more likely to choose others with shared characteristics and this is an innate ability that is created at birth. This remarkable finding extends from infancy throughout the lifespan which provides concrete information as to why certain behaviors occur in society.

This independent reaction (single person) extends to an interdependent coalition (between 2 or more people) and then to the intergroup-level (between 2 or more whole groups). A few examples are: Finance department vs. Human Resources, Israel vs. Iran, Apple vs. Samsung, and the Giants vs. the Cowboys. Each group possesses similarities which is the basis for the in-group bond. The negative focus on the out-group is formed because of the opposition of characteristics and obvious differences. A few examples of differences are anything superficial, physical location, ethnicity, religion, and even intellectual discipline.

In Psychology, there is a phenomenon called self-fulfilling prophecy where a positive or negative belief will come true through positive feedback concerning that belief. For example, Amanda believes she is not a good leader, she decides not to attend a leadership seminar because she believes that she will not be able to implement the strategies effectively, and her team revolts because she failed to learn and apply the essential skills in the seminar that would have led to success. Her beliefs became reality through a self-fulfilling prophecy.

How does this apply to leadership in society?

To be frank, behavior is predictable and groups form in a predictive cycle. Groups, who in nature, are formed from individuals with similar characteristics, need leaders and those leaders need to appeal to those shared characteristics and beliefs in order to gain followership from the majority.  A primary function of persuasion is to find a common similarity and exploit the shared experience to create trust and comfort in order to make the sale. Leaders are selling their vision for the group’s success and leaders need to gain commitments from followers in order to be successful. A leader is only as good as the execution and commitment of their team. Understanding the cause of group behavior allows for an improved leadership response to crisis and the ability for team management will dramatically increase.

Furthermore, understanding the impact of this finding in infants and how it relates to our leadership behavior is optimum for identifying improper action as well as appropriate decision-making responses. During times of cognitive overload, even well-educated individuals, revert back to the automatic reactions when decision-making is demanded within a limited time. The sense of panic appears and choices are made in an automatic way in order to complete the task. This is a form of depending on intuition and instincts to make critical decisions. We tend to believe that these critical decisions made through instinct are based in education and are free of unconscious bias, but infants show us that our in-born behaviors have a stronger impact on our adult behavior more than we are ready to admit.

These senses and behaviors that we perceived as complex are actually in-born and predictable. This finding is a leadership tool for understanding others’ perspectives and for understanding how to improve two-way communications. Education allows us to fight these inner forces of nature and implement our own independent choice instead of providing an automatic response.

History is riddled with numerous incidents where decisions were made that baffle our minds today because we have been educated to understand a better process for decision-making and human compassion.

Another study in the 60 minutes segment showed that fairness and equality was non-existent before the age of nine and after nine, people started to become fair and even generous, which shows that, fairness and equality are learned through education and culture. Education is the ultimate equalizer and the foundation for a better tomorrow.

Keith Lawrence Miller, MA – Executive Career Coach

Board Certified Coach, Columbia Alumni Career Coach, ICF Certified & Credentialed Coach, MA Organizational Psychology from Columbia University

Elite Pro Coach | Ivy League Resumes – (855) MY.PRO.COACH – www.EliteProCoach.com

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within. Targeting and understanding the underlying processes that dictate behavior creates a necessary awareness that enables superior leadership. All leadership is not equal and the correct developmental process separates the good from the great. Our leadership coaching processes develop great leaders.

This blog is a free service offered to touch the lives of developing leaders. We believe that everyone is capable of being a leader and that leadership begins with leading the self. The material we offer goes above and beyond the generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of making a connection that by association inspires followers to go above and beyond what is required. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.

Leading Freedom and Personal Accountability

What is freedom and what is it worth to you?

When I think about the meaning of Freedom:

I think about…

U.S. Constitution and the Bill of Rights

Genocide and Communism

Cuba’s Socialism and Socially Constricting Religious Constructs

Science and Speech

Woman’s rights and Capitalism

Trade and Entrepreneurism

 

Ultimately, Freedom is not perfect, but together, we collaborate for a perfect solution. We are still in the process of developing a perfect bubble, and unilaterally, we are still bound by our history. The bounding of our history has pros and cons which affect the rate of speed in which we progress. We have a President who is not a King, and does not act on our behalf in an autocratic fashion.

Yet, people (in general) “feel” or unconsciously desire this automaton belief as reality because there is an inner Need for the world to be simplified from its complexity. Freedom is the reason we do what we do on a daily basis and the war cry that brought us to this point in time as Americans.

Freedom is a sensitive ideal that we have come to take for granted and our freedom needs a donation. Our leaders have led us astray, and the system has not adjusted to our selfishness. We are all guilty of living beyond our means, and I personally, feel an obligation to repay the debt I created. In truth, we are living better than any civilization that has come before and I wake each day thankful for having this unique opportunity to live during this moment in time.

Accountability

Do you make over 250k per year? Probably not…

It is a luxury to earn over 250k per year and live like royalty of yesteryear. The platform of Freedom has provided for this wonderful ability that in theory is available to us all. The U.S. has been the conduit of Freedom, and we are responsible, as citizens, to bail out our collective piggishness.

Under Clinton, our country had a surplus and escorted in the age of the Internet. Under Bush, our country ushered in the age of war and terrorism. There may or may not be a correlation between the tax cuts, but prosperity seems to be a better option. We are over 14 Trillion dollars in debt and this debt is no one person’s fault. We have all reaped the rewards of excess regardless of socio-economic status. Those in the upper levels of income have enjoyed above average rewards. The Fiscal Cliff is upon us and our President is requesting those of us who have prospered to lend a supportive hand financially and pay a fair share towards supporting this country.

The politics may be thick in excess, and people by nature, may become corrupt with power, and persuaded by financial gain, but our core values as a country has endured through more difficult times. We are more privy to information than at any other time in history and the stakes are higher than they have been before. Our environment is at odds and our greediness has reached a tipping point.

As Americans, we donate more than any other country in the world. Now, we need to donate to the society that made us rich in many ways from financial to intuitive. People struggle to earn enough money to meet their needs to merely survive and others have surpassed that phase by either hard work or the luck of the draw. We need to dig in our heels and support our country as a United-Team instead of a bi-partisan aloof.

We need solutions — people express their dissatisfaction, but fail to offer a reasonable solution. People are quick to negate any progress in support of the status quo. Change brings stress, and by nature, people are fearful of uncertainty. We need to jump from the metaphorical plane, without a safety net, and make the necessary decisions that may be overall unpopular. However, we all want more, but we have to learn to be thankful when our plate is full.

Appreciating the moment for what it is instead of criticizing the moment for it is not is an essential feature that brings true happiness to our lives. Concentrating on what we do not have will only bring increased emptiness. Being thankful for the little things as well as the big things will continue to generate unlimited bliss.

One final note – the man with everything felt as if he had nothing and the woman with nothing felt as if she had everything. Perception is reality, and we are richer, as individuals, than we give ourselves credit. Giving is receiving and being thankful is the recipe for success. There is never failure when you are thankful for the moment. There is always a silver lining in every cloud and there is always a bright side during the darkest times. We learn through suffering and we thrive though community. Our collective passion for the greatness of our core is the commonality that will win the day.

Keith Lawrence Miller, Leadership Coach

 

 

 

 

 

 

Keith Lawrence Miller, MA – Executive Career Coach

Board Certified Coach, Columbia Alumni Career Coach, ICF Certified & Credentialed Coach, MA Organizational Psychology from Columbia University

Elite Pro Coach | Ivy League Resumes – (855) MY.PRO.COACH – www.EliteProCoach.com

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within. Targeting and understanding the underlying processes that dictate behavior creates a necessary awareness that enables superior leadership. All leadership is not equal and the correct developmental process separates the good from the great. Our leadership coaching processes develop great leaders.

This blog is a free service offered to touch the lives of developing leaders. We believe that everyone is capable of being a leader and that leadership begins with leading the self. The material we offer goes above and beyond the generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of making a connection that by association inspires followers to go above and beyond what is required. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.

Hurricane Sandy: Leadership from Within

People piling their ruined belongings in their front yards, cars piled on top of cars, and whole areas destroyed. People struggling without electricity to keep warm, and in some cases, there were no homes to pick-up. The devastation was enormous – a mini Katrina event that has rocked the core of New York. Billions of dollars in damage, millions suffering, and hoping the lights will come back on. Young and old perishing into the darkness on someone else’s terms. Memories destroyed and millions of people displaced with nowhere to go. The destruction was endless and insurmountable. Help unable to reach needy because streets are blocked by fallen trees and live power lines. Bottlenecks in traffic at every intersection, and innocent people trapped by man-made devices.

Bringing necessary supplies to those affected was a chore within a chore, but something special occurred within the affected zones. People thought that their neighbors needed the help more than them, and thought that their situation was going to be alright if they continue to work hard. The pride and resolution in the eyes of victims was inspiring. These people are New Yorker’s who are fueled at overcoming the odds, and motivated to do better than their ancestors.Individualism and independence is at the core of all these people. The resilience factor to overcome disaster was not the most important aspect that stood out, but the willingness of whole communities to give whatever they had to help. People fighting to make it to shelters and donation sites to give supplies where there were none.

The brunt of the storm was faced by the people, and paid services such as Con Edison and local plumbing companies were at work, assisting people to have a fighting chance. The necessary services such as the Red Cross were nowhere to be found when these people needed food. Rather, local services came to their rescue with food supplies on corners and their neighbors banded together to lend a helping hand and moral support. Donation centers became stockpiled and the problem was getting the supplies into the affected zones rather than gathering supplies.

People lost their houses, belongings, cars, and loved ones, but still managed the courage to gather boats and supplies to save their neighbors from certain death. Tragedy brings out the true hero in all of us because in times of emergency there is no color barrier or gender barrier. We are all brothers and sisters who have deep compassion for one another.

Borough President Guy Molinaro, in tears, made a bold statement that was not politically friendly. He didn’t care about the politics, “people are dying”, “where is the Red Cross?”, “Don’t donate to the Red Cross – let them find the money somewhere else”, “These people need help and no one is coming”.

The borough of Staten Island had been forgotten by the economics of politics until the media exposed the truth. People had been left to die in their houses and days had passed before full rescue efforts were initiated. Only after widespread media attention did the elected officials make appearances and claim that things would be done to provide relief.

President Obama declared the affected zones, Federal disaster areas, and the Red Cross set-up their rescue efforts 3 days after the storm hit in two affluent locations that were stationed several miles from ground zero residents who had no chance to obtain their services.

NYPD officials denied that the rich were attended to first, but the statistics show, that one (1) house in the Todt Hill Area (median income $120k) had to go without electricity, when hundreds of thousands of less wealthy (median income 40k) working class people are still suffering without electricity. The poor are left to die, in embarrassment, until people start making enough noise about the injustice and social imbalance.

Running the NYC Marathon through the streets where dead bodies laid, and remnants of memories lost, is a decision that favors economics over humanity. We all know, that if the areas hit hardest had been of a higher socio-economic status, the Marathon would have been postponed or cancelled. Our NYC government seems to think that there is an inequality regarding human life, and that making a dollar, is more important than supporting our fellow Americans.

Finally, these tragedies will continue to grow in size and magnitude. We need to have a plan in place to protect our people. Our contributions need to go into proactive projects that ensure our safety when the environment hits back. The big companies who profit from damaging the environment are not on the front lines when the environment strikes back – regular people with families are in harm’s way. The disaster that comes from the wrath of Mother Nature is fast and furious and leaves behind unimaginable wreckage that is utterly incomprehensible. Viewing the wreckage was eerily similar to a scene from a movie, but the difference is that, we were in the movie this time, and there was nobody there filming the events.

Keith Lawrence Miller, Leadership Coach

 

 

 

 

Keith Lawrence Miller, MA – Executive Career Coach

Board Certified Coach, Columbia Alumni Career Coach, ICF Certified & Credentialed Coach, MA Organizational Psychology from Columbia University

Elite Pro Coach | Ivy League Resumes – (855) MY.PRO.COACH – www.EliteProCoach.com

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within. Targeting and understanding the underlying processes that dictate behavior creates a necessary awareness that enables superior leadership. All leadership is not equal and the correct developmental process separates the good from the great. Our leadership coaching processes develop great leaders.

This blog is a free service offered to touch the lives of developing leaders. We believe that everyone is capable of being a leader and that leadership begins with leading the self. The material we offer goes above and beyond the generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of making a connection that by association inspires followers to go above and beyond what is required. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.