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  • 1. Have you requested a promotion in the last year?
  • 2. Have you ever been rejected for a promotion?
  • 3. Have you ever been offered a promotion?
  • 4. Has a co-worker at the same level ever been promoted instead of you?
  • 5. Has there ever been a position you applied for and didn’t get?
  • 6. Are you hesitant about asking for a promotion for fear of your boss’s response?
  • 7. Have you ever left an organization because you were passed up for promotion there?
  • 8. Do you know if your work environment values you and your work?
  • 9. Do you think that you deserve a promotion?
  • 10. Do you promote your work and yourself at work?
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Dream it, Achieve it : Unlock Your Full Potential!


Have you ever felt like you're just scratching the surface of your potential? Well, you're not alone. Today, I'm excited to talk about how you can unleash that untapped power within you. So, let's dive right in! First off, let's talk about self-belief. Believe it or not, the first step to unleashing your inner power is believing that you have it. … Yes, it sounds simple, but it's not always easy. Every day, tell yourself, I have the power to achieve my dreams. This isn't just feel-good advice; it's about setting the foundation for your success……… Next up, goals. But not just any goals—specific, measurable, achievable, relevant, and time-bound goals, or SMART goals. Write them down, make a plan, and stick to it. It’s like plotting your personal roadmap to success. When you know where you're heading, that inner power starts to come alive. Now, let's talk about resilience. The road to unleashing your potential is definitely not free of obstacles. But guess what? Every challenge is an opportunity to grow stronger. When you stumble, make it part of your dance. Keep pushing forward, because resilience is a mighty component of your inner power. And, don't forget about reflection. Take time to reflect on your progress. What have you learned? What can you improve? Reflection is your secret weapon. It allows you to pause, assess, and gear up to leap even higher. Lastly, surround yourself with positivity. Connect with people who lift you up and inspire you to be your best self. Their energy will fuel your journey and amplify your inner strength. Remember, unleashing your inner power is a continuous journey. It's about taking small, consistent steps towards your dreams. And I believe in you. You've got so much to offer, so much potential just waiting to be set free. So go ahead, take that first step today, and let's make your dreams a reality. Thanks for tuning in, and remember, you have the power to change your life. Start today, and never look back. You've got this!

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Unlock Your Promotion Potential: How to Be Seen as Leadership Material

In today's competitive world, it's more important than ever to have a strong personal brand. Your personal brand is your reputation, your image, and the way you are perceived by others. It's what sets you apart from the crowd and helps you achieve your goals.

But how do you create a strong personal brand? How do you make others see you in the way you want them to?

The answer lies in image crafting.

Image crafting is the process of deliberately creating the image you want others to have of you. It's about being mindful of your thoughts, words, and actions, and ensuring that they are all aligned with your desired brand image.

Here are a few tips for crafting your personal brand:

1. Define your brand.

What do you want to be known for? What are your values? What are your goals? Once you know what you want to stand for, you can start to create an image that reflects that.

2. Be consistent.

Your brand image should be consistent across all platforms, from your social media profiles to your website to your interactions with others.

3. Be authentic.

Don't try to be someone you're not. People will see through that. Instead, be true to yourself and let your personality shine through.

4. Be visible.

Get out there and let people see you! Attend industry events, network with others, and share your expertise online.

5. Be proactive.

Don't wait for others to define your brand. Take control of your narrative and create the image you want them to see.

 

And always remember: 

Great managers are made. Not born.


 

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Leadership for Everyone: Embracing Challenges, Learning from Mistakes, and Growing as a Leader

Do Introverts Make Bad Leaders? The Answer May Surprise You!Leadership is a constantly evolving field, and while some characteristics may seem essential, the truth is even introverts can excel in leadership roles. The key lies in unlocking untapped potential, a belief that's core to my coaching philosophy.

Leadership isn't a fixed box of traits, but a dynamic journey.  It requires continuous learning, self-reflection, and growth. Forget one-size-fits-all models!  Successful leaders identify their strengths and weaknesses, actively developing their skills and overcoming limitations.

Leadership potential resides within everyone, regardless of background or experience.

It's about embracing challenges, learning from setbacks, and stepping outside your comfort zone. Remember, even the most effective leaders weren't born perfect. They honed their skills through continuous learning and self-improvement.

Effective leadership isn't just a set of skills; it's about adaptability, communication, and inspiring others towards a common goal.  These qualities can be nurtured over time. The best leaders never stop learning, seeking opportunities for growth.

In conclusion, leadership isn't about mimicking models or working harder; it's about recognizing and developing your unique potential. Embrace challenges, learn from mistakes, and focus on continuous self-improvement. By doing so, you'll unlock your leadership potential and achieve greater success.

And always remember:

Great managers are made. Not born.

 

 

 

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"The Blindspot Effect: How Arrogance Shapes Leadership Decisions"

 

 

Arrogance: it's a leadership weakness disguised as strength. Studies show of leaders struggle with overconfidence. This can be disastrous, leading to poor decisions with far-reaching consequences.

How Arrogance Clouds Judgment

Arrogance distorts leaders' perception of reality. They become overly confident in their abilities, leading to:

  • Misinterpreting information: They may ignore data or feedback that contradicts their preconceived notions.

  • Overreliance on past experience: They may believe they've "seen it all" and dismiss new ideas or approaches.

  • Inability to admit mistakes: Arrogant leaders may be defensive and unwilling to acknowledge when they're wrong.

The Danger of Relying on "Superpowers"

Arrogant leaders often believe they possess superpowers that allow them to quickly understand and handle any situation. This can lead to:

  • Impulsive decision-making: They may rush to judgment without fully considering all the options.

  • Ignoring expert advice: They may believe they know better than others, even those with more experience or expertise.

  • Taking unnecessary risks: They may overestimate their abilities and underestimate the potential consequences of their actions.

How to Overcome Arrogance

The good news is that arrogance can be managed. Here are three steps leaders can take:

1. Educate Yourself:

Understand the signs of arrogance and how it can impact decision-making. Read books, articles, or attend workshops on leadership development.

2. Seek Honest Feedback:

Surround yourself with trusted advisors who can offer constructive criticism. Ask for regular feedback from your team members, peers, and supervisors.

3. Embrace Continuous Learning:

Never stop learning and growing as a leader. Stay curious and open to new ideas. Attend conferences, take online courses, or read books on a variety of topics.

By taking these steps, leaders can overcome arrogance and make better decisions for themselves and their organizations.

Looking Ahead:

In the next post, we'll delve deeper into identifying the symptoms of arrogance so you can learn to manage them and become a more effective leader.

 

And always remember: 

 

Great managers are made. Not born.

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"AI-Allyship: Revolutionizing Leadership Coaching through Human-Tech Synergy"

 

The world of leadership coaching is undergoing a significant transformation with the rapid development of artificial intelligence (AI). These technologies open up new possibilities and challenge traditional approaches, raising questions about the future of leadership coaching.

Will AI replace human coaches? The answer is a clear no! AI will not replace coaches but will become a strategic partner in the coaching process. Collaboration between AI and human coaching will lead to the creation of more efficient, personalized, and advanced coaching processes, enabling leaders to achieve higher results.

Here are some advantages of collaboration between AI and human coaching:

1. Data and information analysis: AI will allow coaches to analyze massive amounts of data, such as employee feedback, surveys, and performance metrics, to gain a broader and more comprehensive picture of leaders' strengths and weaknesses.

2. Personalized coaching plans: AI will help coaches build personalized coaching plans for each leader, considering their unique needs, goals, and learning style.

3. Providing on-demand advice: AI-powered chatbots will be available 24/7 to provide leaders with support, guidance, and answers to ongoing questions.

4. Developing new skills: AI can help coaches develop new skills such as data analysis, machine learning, and interpersonal communication.

5. Improved coaching outcomes: Collaboration between AI and human coaching will significantly improve coaching outcomes and lead to the achievement of business and personal goals.

In conclusion, collaboration between AI and human coaching is the key to the future of leadership coaching. AI will not replace coaches but will become a complementary and essential tool that will allow them to focus on what really matters, such as building meaningful relationships with leaders and developing self-awareness.

The future of leadership coaching belongs to those who can combine the benefits of AI with our unique human capabilities. Together, we can create a new world of coaching, more efficient, personalized, and meaningful.

Join me on this journey! Let's discuss together the challenges and opportunities presented by the AI age and learn how to become powerful and leading leadership coaches in the new world.

The future is ours to shape!

 

And always remember:

Great managers are made. Not born.

 

 

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Leadership in the Age of AI: Human Challenge or Historic Opportunity?

The world is evolving at a rapid pace, and technology is impacting every aspect of our lives, including the business world. Artificial Intelligence (AI) is breaking new ground and opening up new possibilities for leadership development.

How AI will impact future leaders:

  • Deep Data Understanding: Future leaders will be skilled in data and the ability to analyze it effectively. AI will provide them with advanced tools for forecasting trends, identifying opportunities, and making informed decisions.

  • High Emotional Intelligence: Future leaders will have high self-awareness and the ability to understand and communicate effectively with their own and others' emotions. AI will assist them in developing these skills through feedback and insights.

  • Creativity and Innovative Thinking: AI will not replace the human ability to think creatively and solve problems in innovative ways. Future leaders will be those who know how to use AI as a tool for inspiration and creativity.

  • Continuous Learning Ability: The business world is constantly changing, and leaders need to be able to learn and adapt quickly. AI will provide them with access to information and resources that will help them stay up-to-date and develop their skills.

Advantages of Leadership Development using AI:

  • Personalization: AI can tailor leadership development programs to the individual needs of each leader.

  • Experiential Learning: AI can make the learning process more engaging and enjoyable, which can lead to significantly improved engagement and retention rates.

  • Accessibility: AI is available 24/7, allowing leaders to learn anytime, anywhere.

  • Cost Savings: Leadership development using AI can be more efficient and cost-effective than traditional methods.

Challenges of Leadership Development using AI:

  • Data Reliability: The quality of AI-based leadership development programs depends on the quality of the data used to train the models.

  • Algorithmic Bias: It is important to ensure that AI models are unbiased and do not discriminate for or against certain groups of leaders.

  • Human Resistance: Some leaders may resist the use of AI for leadership development.

  • Loss of Human Control: It is important to ensure that leaders maintain control over their leadership development process and do not rely solely on AI.

New Opportunities:

  • Global Leadership Development: AI can enable leaders to learn and develop their skills from anywhere in the world.

  • Creating Learning Communities: AI can help create virtual learning communities for leaders, where they can share knowledge, experiences, and ideas.

  • Developing Integrative Leadership: AI can assist leaders in developing integrative skills, such as systems thinking, collaboration, and cross-functional decision-making.

The Future of Leadership Development:

AI will become an essential tool for leadership development in the future. Leaders who know how to use AI effectively will be the ones who lead their organizations to success.

 

And always remember:

Great managers are made. Not born.

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The AI Revolution: How Artificial intelligence Can Transform Leadership

AI is transforming how we live and work at an astounding pace. A 2023 study by the University of Pennsylvania explores AI's impact on the future of work, catalyzing major workforce changes. I’m seeing this firsthand as many of my coaching clients already utilize AI tools in their leadership roles, helping them streamline processes, enhancing productivity and effectiveness.

 

In my practice as a leadership coach, I'm fascinated by AI's potential for empowering leaders and optimizing management. I'm constantly learning about emerging AI capabilities that can support my clients now and in the future.

 

What about you?

  • Do you currently use any AI tools in your practice? If so, which ones?

  • How have these AI tools increased your efficiency or impact?

  • What opportunities or concerns do you see for AI in coaching practices?

 

In upcoming posts, I'll share more of my hands-on experience with AI and thoughts on how it can help elevate leaders. I welcome an open dialogue on how we can harness AI to benefit our clients and their organizations.

And always remember:

Great managers are made. Not born.

 

 

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Coaching for Change: Promises We Can and Cannot Make

Clients often ask me: "Can you guarantee results?" They might want coaching to improve a manager's decision-making or increase team productivity. And they seek certainty of specific outcomes.

But change doesn't work like that. It's a journey, not a destination - an inner path of discovery with twists and turns. It requires digging deep to understand resistance and fear. Only then can we dismantle them, brick by brick.

That's why I don’t guarantee results. But what I do promise is commitment to the process - a commitment to identifying obstacles to growth and searching for the appropriate solutions.

What do you think? How do you prefer to approach change in your practices? I'd love to hear your perspectives!

 

And always remember:

Great managers are made. Not born.

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Coaches: What role do you think ethics have in client selection? An invitation to discuss

Lately, I’ve begun an exploration of the ethics behind our coaching work. This time, I’m focusing on how we choose our clients. By sharing my thoughts and hearing from you, we can explore together why this decision matters ethically, hopefully helping to strengthen our community's practices and professionalism.

So here are my guiding principles that I’ve developed over my coaching journey:

1. I’m committed to taking on coaching assignments only when I am confident in my abilities and experience to provide genuine assistance.
2. I promise to promptly conclude coaching relationships if it becomes evident that my contributions are not fostering positive progress or if I'm not the most suitable coach for the client's needs.

How about you? What principles guide your decisions to ensure a harmonious and beneficial coaching relationship right from the start? When do you end coaching relationships?

Your diverse perspectives are invaluable in shaping our collective understanding and refining ethical standards within our coaching community. Join me in this focused discussion, and let's enrich our insights together.

Looking forward to your thoughtful contributions.

And always remember:

Great managers are made. Not born.

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The Sin of Arrogance: When Success Breeds Toxic Leadership

The Sin of Arrogance can turn even the most competent leaders into failures. Let's explore what causes it and some telltale symptoms.

You've worked hard and are a successful manager by all standard measures. Your team sees you as a star. But they may also think you have a huge ego.

Don't worry - success and ego often go hand in hand, especially in the workplace. As people gain power, egos tend to inflate too.

However, while success makes you stand out, an unchecked ego can become your own worst enemy. I call this the Sin of Arrogance. It causes leaders to fail spectacularly.

At first, the Sin lurks unseen. But it emerges in typical management scenarios - meetings, projects, decisions. It distorts reality and makes leaders charge ahead fully confident in their choices. They become immune to advice or warnings from the team, thinking "I know better." The result - flawed choices that flop.

Yet these leaders rarely see the Sin as the cause. Instead they attribute failures to anything else. Repeat this cycle and you get toxic leadership.

No manager is immune. Achieving status is based on success and contribution. But with status comes questioning - "How will this influence my life and work? What does it mean to be a leader? Am I above others now?"

In my experience, most leaders say "Nothing has changed, I just have more responsibilities."

But subordinates feel leaders change significantly in behavior, self-image, and relations. Though faced with this feedback, managers deny changing, justifying it as "required" or that "others are jealous."

This denial perpetuates the Sin subtly. Successful leaders, beware how easily arrogance creeps in after accomplishments. It's almost unavoidable but can be managed.

Watch for how the Sin negatively impacts your decisions in my next post. For now, stay vigilant about arrogance so you can lead effectively and relate well to your team. Success should not distort reality or compromise your morals.

And always remember:

Great managers are made. Not born.

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