Category: Human at Work Series

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New Senior Executive Failures

Reduce 35-47% Attrition

Losing new SVP and c-suite appointees, within months of starting their new jobs, is a common and continuing problem globally.   The costs, inconvenience, work-culture impacts and embarrassment of having to dismiss them go beyond the direct financial costs.

It’s understood within leading HR and recruitment, that 1-2-1 coaching of these new senior staff can get them up and running faster. The right coach will help them be more flexible in their approach and quicker to gain followship, especially with hesitant staff and resistant work-cultures.

Here I offer tips for HR/Recruitment to make a winning case for external coaching[i] that is success-focused and does not display weakness of the HR/Recruitment function. Also, here are tips for engaging the best coaches; those who will deliver results leveraging very different individual needs, seamlessly.

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Influence – Light Touch Communications

These are quick and easy communications. They are sent within texting platforms, to help stakeholders, at all levels, know that you are still there and investing effort in them; not just asking (pressuring) them for something. This is an often overlooked aspect of leadership communication and effective with LOW effort!

Mitigate misunderstandings and improve mutual trust

Stakeholders can be prospect-customers, customers, your staff-members, peers, senior-staff and key supply-chain folks. Work is busy and some of them may be neglected by us, unless we use a CRM[1] with timed actions that we set-up. Light-touches are not heavy on your time, or theirs! The majority of timed actions, emails, calls and meetings are heavy on our management time and often are unnecessary. How do we know what is necessary to maintain great working relationships and where needed, meet our due diligence requirements for standards?

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Perfectionism – A Better Approach

Perfectionism can be a strength but so often, executives fail to discriminate between those projects/outputs needing 100% perfection and those requiring less perfection. That can lead to time-stress, stressing of colleagues, poor decisions and poor work/life balance and relationships. A better approach is my ‘Triage System’ adapted to suit every individual. Here, Dr. Angus I. McLeod explains how in 6m 19s!

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Down Feeling – Fix Them!

Down Feelings are a human blight, world over. Dr. Angus I. McLeod explains why they can occur and why they may disrupt your effectiveness and wellbeing. He then explains how to deal with them to work and live more contentedly! 6m 23s only.

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Leadership & Motivation – Video Tips

Manage Self and Others Smarter


How to Engage with your staff, gain trust and, help them develop

The next video #2 (and nine more; almost 2 hours in total) can be found here on YouTube

Video Subjects can be seen below [touch for ‘more’ ]

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Emotional Intelligence Model

To Drive Self-Awareness to Self-Managing, to test from specific feedback and make deliberate change

Seek specific (contextualized) feedback like this:

When we were {place/time: in that meeting at 9am today} I made some comments about three key areas that help us win business and I noticed that Brenda did not contribute after that and I think was avoiding eye-contact with me. If there was ‘one thing[1]’ that I could have done better, what is that ‘one thing’?

To Drive Awareness of Others to Managing Others and to test new and more impactful approaches

Ask questions that invite your understanding of their values, sense of identity, beliefs, needs, wants, motivations and de-motivators:

Arun, I’m interested in how you approached success with the Comcast business. You seemed more highly engaged than usual… if there was one thing that drove your engagement like that, what is that one thing?

[1] The presupposition of there being one thing stimulates the brain and opens a neural pathway. The question ‘what is that one thing’ invites an answer in the present stimulating the same neural pathway. This tends to lead to a developmental answer/feedback and other questions and answers may follow once started.

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Emotional Intelligence

Emotional Intelligence (EI) leverages success. Many executives slowly gain EI over a life-time from learning whether pleasant or painful! But we can all learn faster – here are some insights for how to do just that, and stay ahead before the pain hits! Just SEVEN minutes!

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Self-confidence and Self-esteem

This short video by Angus McLeod shows how Self-confidence is context-specific and therefore ‘fragile’. However, if we are conscious about having a wide selection of thinking and activities where we have self-confidence, we generate ‘Self-esteem’; this quality is not context-specific and so is robust. We can deliberately grow self-esteem and this makes our lives less stressful, calmer, better…! Just FIVE minutes!

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Video Relationship Investment

This short video by Angus McLeod shows how we can calibrate key relationships, know what action to take to improve the relationship and then, covertly, monitor the effectiveness of our action! Just eight minutes!

Supporting Resources: Reflective Language Article

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Listening Leadership

Introduction

Exquisite Listening is at the heart of facilitating high performance in others. Listening is a key quality of leaders who mark themselves apart from managers who may dominate by directing.

When we listen well, we learn more about a person, about both their competences (practical and thinking styles) and about their motivations and de-motivations. We also learn how to influence them more effectively. Our influencing can then both inspire them to achieve at new levels but also to achieve with wellbeing, even when the demands we make, are over sustained periods.

A number of factors get in the way – awareness of these factors is a good place to start, so that strengths can be acknowledged and so gaps can be self-managed. The pathway to producing greater personal performance and satisfaction is then on track.

What gets in the way?

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