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Tip of the Spear Ventures

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centered executive coaching

The Leadership Challenge: Judgement

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The Point: What type of judgement do you have as a leader? Is it sometimes good, sometimes bad? And in those judgement-times, how do you go about deciding which way to choose? After all, there is a “right” way and a “wrong” way when it comes to judgement (especially when you consider the outcome of your decision making!) We started thinking here at The Javelin Institute and Tip of the Spear Ventures, how are we using judgement to the fullest capacity when it comes to our leadership? So, in this post we’ll explore the leadership challenge of judgement… Enjoy!

You Will Be Judged on Your Judgement Abilities

Larry was a mid-level leader working for a Fortune 100 organization. We were assigned to conduct one of our Centered Executive Coaching initiatives with him (Specifically, our Stakeholder Centered Coaching engagement). Part of our Stakeholder Centered Coaching engagement consisted of conducting a 360-degree assessment, whereby Larry and Larry’s Stakeholders (Those he reported to, his peers, and those that reported to Larry) would all gage his effectiveness as a leader. The 360-degree assessment was conducted, and the results were in… and they were not pretty!

It turned out that Larry’s opinion of how effective he was as a leader differed dramatically from the opinions of his stakeholders. While there were a lot of potential reasons for these differences of perspective being present when it came to Larry, it turns out that the primary culprit for his stakeholders ranking him lower was his judgement (or his ability to accurately judge a situation, assignment, personnel, etc.) Larry was being judged based on his abilities to judge!

The Single Most Important Judgement Topic

I’ve seen a lot of leaders from a consulting perspective. One question that I used to ask a lot (and am considering bringing back out on the road with me) is “What keeps you up at night?” When I asked Larry this question, he had the following to say:

“What keeps me up at night as a leader is my ability to properly judge a candidate regarding when it’s not working, and we need to make a ‘should they stay, or should they go?’ decision. In my mind, this is the single most important judgement topic.”

 It turns out Larry is not alone. According to an Inc. Magazine article, roughly 70% of leaders are concerned about their ability to hire and then effectively decide if they should fire personnel. Most leaders would rather err on the side of “stay” and prove to themselves, as well as their stakeholders, that they did everything they could to keep the individual (Apply resources, provide training, etc.) before sending them packing.

I worked with Larry to not only establish judgement criteria which would significantly alter his success rates, but also revamped their hiring/onboarding process as well. The results were that he soon had less turnover, but the turnover he did conduct was done in a logical/objective manner.

SUMMARY

In this post we’ve explored the leadership challenge of judgement. We all are going to be faced as leaders with those moments where we have to decide. It’s the outcome of these judgement decision-moments that others will look to gage our success/failure rates. Insuring that you have a logical/objective methodology when it comes to applying judgement is crucial to your success as a leader.

Sam Palazzolo

PS – 2020 will be here before we know it, and I see some disturbing Leadership-trends taking place. If you’d like to receive a white paper I wrote on “5 Ways Your Leadership Will Fail in 2020” CLICK HERE.

PPSS – As we hit the halfway point of 2019, I’m launching my most aggressive initiative to date. It’s a 501(c)(3) structured nonprofit that provides Executive Education and Coaching to allow you to become the BEST leader possible (NOT Good, NOT Better… but BEST!). Launched in July 2019, I’m allowing 10 people in my network to “test-drive” the offering. If you’d like more information, contact me at info@javelininstitute.org.

The Leadership Challenge: Fear of Missing Out (FOMO)

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The Point: I see a lot of different types of leaders at Tip of the Spear (Yes, not all leaders come in one size/form/fashion!) However the one character trait of a leader that I’ve recently I encountered is The Fear of Missing Out (FOMO). FOMO can cause you as a leader to head outside of your comfort zone. FOMO can also be the leading cause of crippling you/your organization. So in this post, whether you are leading the charge at a startup, a turnaround organization, or simply looking to lead better we take a look at the Fear of Missing Out… Enjoy!

The Leadership Challenge: Fear of Missing Out (FOMO)

The FOMO Curse: Often Wrong… Never in Doubt!

I recently interviewed a leader for one of our Centered Executive Coaching programs. By all outward appearances, this leader could be seen as extremely smart, driven, and in the right business place at the right time to succeed. They had taken a startup idea through the creation, formation, launch pad through lift-off phases with success. Granted, there had been a few tree tops clipped at time of departure, but the organization appeared to be flying steady and heading to an apparently great destination.

However the leader sensed a difference. Perhaps she sensed a difference not in the organization that they built, but a difference in themselves. Gone were the days where all-nighters fueled the belly of the business beast. Gone were the days where all-hands were on deck to solve whatever problems arose. Gone was the common thread mentality that we might be “often wrong… but never in doubt!” The leader self-diagnosed themselves with the Fear of Missing Out (FOMO).

FOMO + Technology: A Deadly Combination

A few behavior “layers of the onion” lower the reasons for her FOMO were more evident. “I feel like I have to be everywhere all the time!” she said. Throw on top of that spread-thin moment her fear that the organization would not be able to capitalize on the latest/greatest innovations or business trends.

“What if we’re building the next generation offerings and no one wants them?” was a fear that kept her up at night. These fears were fueled by her continual checking of technology. We barely made it through an hour and a half together without her checking her iPhone, answering a text, responding to a phone call, looking at the latest KPIs on her organizations dashboard, responding to Facebook or Twitter, etc. It was maddening to witness, let alone be the person these moments were directed at.

Let’s Be Honest About FOMO

In researching the FOMO topic, one thing became abundantly clear to me: Technology might be fueling the fire of FOMO (For a great article on the topic and how Social Media adds to the FOMO plight, view this article from the New York Times: http://www.nytimes.com/2011/04/10/business/10ping.html). However, the tip of the spear pierces directly at a leader’s fears of disconnection and dissatisfaction. Such fears drive leaders to make decisions they often wouldn’t make or ones entered into blindly. While there certainly can be a tabulation of how such poor decisions impact individuals and organizations, the leaders responsible for them furthermore fear the acts necessary to stop making them.

FOMO is the new/improved version that your mother always warned you about, that being keeping up with the Joneses. You remember the good old days where if the Jones got a new television or car, those that chose to race with them would soon follow suit and make similar purchases (Typically of a bigger/better variety!) There is good news though… If you’re a leader who is aware of what you are doing, you can curtail the tendency. Illuminating the decision to be made, considering potential directions to take with it (as well as contingency planning for what may go wrong), and then determine if the course of action is really worth pursuing at all can help break the FOMO-curse.

SUMMARY

In this post we took a look at the Fear of Missing Out. FOMO can cause you/your organization to stray off course from what made you great. FOMO when coupled with technology can gain a deadly stranglehold. Knowing that a FOMO-moment is at hand and acting appropriately can cure you of the ailment. Perhaps your mother was right (again!)

 

Sam Palazzolo

5 Benefits from Stakeholder Centered Coaching and Centered Executive Coaching

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The Point: Stakeholder Centered Coaching (SCC) is the brainchild of Marshall Goldsmith, a UCLA PhD, and one of the most well-respected leadership executive coaches in the world. His SCC method is considered highly effective and efficient by diverse voices in the business world. Even we at Tip of the Spear hold on to the SCC principles (It formed the foundation for our Centered Executive Coaching, consisting of Leader Centered Coaching, Stakeholder Centered Coaching, and Business Centered Coaching). Here we outline the top 5 benefits of this centered executive coaching methodology so you know a little more about why it can work for you/your company as well… Enjoy!

5 Benefits from Stakeholder Centered Coaching

It is Simple…

Goldsmith is often quoted saying ‘Coaching is simple, but not easy!’ But SCC is easy to understand and highly practical as well. Not to mention, Stakeholder Centered Executive Coaching also differs from popular leadership training programs. Most leadership coaches teach that success owes itself largely to inherent traits. While Stakeholder Centered Executive Coaching doesn’t deny this, but it explains how sometimes these inherent traits can actually stand in way of you/your organization’s success.

On the Job Development

SCC is both cost and time effective, and you are able to accelerate leadership growth on the job. By integrating stakeholder feedback as part of the training, the coach is able to bring about sustainable behavioral change without exhausting company resources.

A Change of Attitude

A recurring theme of SCC is helping leaders understand that the mindset that helped them achieve success in the past may now actually be disastrous for the growth of the company in the face of present complexities. Marshall describes these as ‘belief barriers’ to a leader’s success.

Measurable Impact

Most leadership development and executive coaching programs focus assessing leadership effectiveness and action planning so that the leader comes to recognize their strengths and weaknesses. But while this is a critical step to initiate the coaching process, it can result in a list of areas of improvement areas that is so long that it hinders any action from being taken.

Stakeholder Centered Coaching on the other hand ‘takes the action’ right into the leader’s work environment with the stakeholders. The stakeholders then provide important and insightful suggestions for behavioral change to help the leader become more effective for the organization.

And this valuable feedback is not brushed aside for future deliberation, instead it is implemented and followed through to achieve sustainable behavioral change, thus creating more effective leadership behaviors and habits. If the change implemented is not sustained, recognized, and acknowledged by stakeholders in the workplace, then the coaching program has failed. Simple as that.

From Trainee to Trainer

Finally, once leaders themselves have been coached for about a year, they themselves become equipped to coach their own subordinates. Hence, the behavioral changes further become sustainable to the point they become engrained in the company culture.

Summary

For all these leadership development reasons, SCC is a ‘must have’ leadership development skill for effective leaders. For more information on Centered Executive Coaching, the other Tip of the Spear Business Advisory Services, and/or information on leadership development through our affiliation with The Javelin Institute, use the Contact Us page.

 

What Superman (or Your Executive Coach) Would Tell You You’re Doing Wrong as a Leader

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The Point: You’re not Superman… So how can you achieve extraordinary results day-in and day-out? Centered Executive Coaching helps organizations achieve goals and move forward by empowering their leaders. However, even the best coach in the world cannot help you if you are not receptive to constructive criticism. A key trait of leadership is to admit ones own weakness(es). In the following post, we’ll take a look at the key problems that an executive coach may identify in your personality traits as a leader and how you can improve them… Enjoy!

What Superman (or Your Executive Coach) Would Tell You You’re Doing Wrong as a Leader

Looking for a Temporary Solution to a Permanent Problem

In the corporate world, some problems are ‘permanent’ in that they keep recurring from time to time. Examples include office politics, financial loss, and external threats like lawsuits and mergers. There is no temporary solution to these problems! However, you can effectively manage them without exacerbating yourself. Only an experienced executive coach can help you understand this distinction so that you are not focusing your energies on unrealizable goals.

Downplaying your Abilities

Following from the previous point, an executive is seldom free from internal or external business pressures. However, some executives make their situation even more complicated with negative self-talk. They start to doubt their abilities and question their very role in the organization. A leadership development and/or executive coach helps you to identify your strengths so that you can leverage them to overcome problems, while identifying issues so that solutions can be sought. Sometimes, all you need is an honest assessment of your skills, which is a core aspect of executive coaching.

Doing a Balancing Act

Nothing strains your capacity as an executive more than the mistake of balancing everything on your shoulders. For example, you simultaneously want to become a better planner, eloquent speaker, and efficient manager, while also trying to improve work-life balance. However, having your focus on several things can easily drain your motivation so much so that you fail to make any progress. Results-oriented executive coaching helps you identify each area that needs development, and then tackle them one-by-one for better results.

Taking your Time and Energy For Granted

This follows from the previous point… Some executives think they are Superman. They have a reservoir of time and energy, due to which they say “Yes” to everyone and take responsibility for virtually everything that happens in their company. This is a crucial mistake! Your executive coach will help you prioritize your task, help you manage your time, and boost your confidence to say “No” and delegate more often.

Summary

To sum-up, there are serious behavioral issues that hinder the success of executives, and thereby their organizations. I’ve seen how leadership development and executive coaching can help leaders understand those areas that need improvement so that they (and their businesses) become more efficient (and profitable!)

To learn more about Tip of the Spear’s Centered Executive Coaching programs, CLICK HERE.

5 Questions to Ask Yourself To See If Executive Coaching Is Right For You

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The Point: Executive Coaching engagements are often shrouded in “mystery” regarding specifics of what expectations are (and associated accountability/responsibility moments). At Tip of the Spear, we conduct Centered Executive Coaching engagements in a “cards flipped up” manner so that heading into engagements Coach, Coachee, and Sponsoring Committees are all on the same page to maximize the results of the initiative. Herein are the questions you should have answers to prior to the engagement…

5 Questions to Ask Yourself To See If Executive Coaching Is Right For You

Is the Executive Coaching right for you?

Most leaders in leadership development would prefer to think that Executive Coaching engagements are only applicable to those who are already languishing in a state of despair in their career, which is far from the truth. This isn’t a “penalty box” type of engagement, rather a positive leadership development activity. Practically speaking, every leader regardless of his or her position could (should) receive benefits. After reading through this, you will be shocked of just how much you need this!

Before you begin (or refer) a coaching engagement, you should ask yourself the following questions to see on which side of the coin you lie:

  1. Am I sure of the Reliability of my Planning Capabilities?

It naturally comes to a point where executives find themselves caught up in a difficult situation in their businesses. In such situation(s), you need either confidence and experience or the help of a coach. Coaches remove any doubts and provide you with a well-proven strategy and guidelines to deal with situation(s) at hand and make a solid plan for the future.

  1. Are My Leadership Visions and Objectives Still as Sharp as They Were at the Start?

The day-to-day activities often make a leader “derailed” from their ultimate purpose or goals. A coach will come in handy to clear any doubts and remove the mirage preventing you from visualizing far and wide. As a result, you understand where you are and where you are heading (even helping to set SMART goals: Specific, Measureable, Attainable, Relevant or Realistic, and Time Specific).

  1. Two Business Paths to Take, Which Works the Best for my Company?

If you come head to head with such a scenario, you need to make decisions. One who will use the facets of coaching to guide you appropriately in which decision(s) is the best for you after having put your interest and other factors into consideration.

  1. Social Duties Call! Do I Attend to my Personal or Company Duties?

Do you find particular problems in comfortably balancing your career and personal life? Many people find themselves in this situation unknowingly; at times, they don’t even realize until something big crops up. An executive coach is useful in diagnosing priorities you face.

  1. Is your business’ Performance Deteriorating and You’re in Need of Solutions?

Any business undertaking, especially those involving making profits, typically experience a period of boom and slump; when specific attention to detail is required. Climbing back to boom requires a lot of man-hours and efforts to be invested. Employing a coach in this will give you the help you need to avoid potential extinction!

SUMMARY

If you ever find yourself answering any of the above leadership development questions, then it is time to start looking for an executive coach. Maintaining a clear mind and the ability to make solid and tangible decisions as a leader is not a luxury you can avoid. Staying at the top of your game at all times guarantees the success and overall performance of yourself (and company)!