Tag: Angus McLeod

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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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Sleep for Performance

Senior executive failure[1] is often due to poor sleep. Other factors include anxiety, low self-confidence, low energy-levels and poor diet. In this paper, let’s address the very common issues of sleep which affect many executives, whether they have the stress of a new job or not!

Lack of sleep leads to poorer decisions. Our ability to pay good attention to others is poor when we are very tired. We may miss valuable information too, but the quality of our relationships may be damaged! Surely, we want to hear others and make better decisions? If so, let’s give sleep some attention and change up!

First, let’s revalue the importance of sleep to the level of ‘work importance’. Ranking sleep value to this level should ensure that we follow-through and make behavioral change and make a positive difference to our daily enjoyment and efficiency.

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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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Senior Meeting Efficacy

Introduction

How do you significantly improve the efficacy of a senior management team’s meetings?

Certain practical steps will create engagement, co-trust, increased creativity and more broadly-resourced solutions. Let’s start with the values that drive change, and how to apply those values.

Values Driving Change – The Big Ticket Answers

  • Values are worthless without application.
  • Values will not drive change without clarity in terms of actual behaviors and performance. Ideally, behaviors and performance are measured and benchmarked.
  • You cannot see or measure a value – but, you can spot and measure a behavior or performance! So we must look to behavior and performance measures to create a difference. To start with, let’s define some values and then show how to apply them.
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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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Pessimism & Optimism

“Pessimism can hold us back in any context of life; pessimists don’t start things that are a little challenging and if they do start, are more likely to give up. Optimists start challenging things and often success. We can learn here how to move from pessimism to optimism”. @drangusmcleod
Video is copyright AngusMcLeod, 2021.

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Being Liked

Why a need to be liked is a weakness of leadership (audio 2m 25s)

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Coaching for Leaders – Digital Apps

gnowbe_ipad2In cooperation with Gnowbe.com Angus McLeod has produced digital learning apps including a portfolio of apps under the umbrella titles: ‘Coaching for Leaders’.

These apps have high participative levels/retention and high certification/completion levels. They upskill international workers with leader-skills based upon leader and coaching skills for leveraging their work-based skills immediately. Supported by cohort-based social media on the Gnowbe platform itself, learners are able to share real-time across all time zones, helping to create new behaviors and a common vernacular upon which teams build their leveraging talent for productive team-work across continents. Continue reading Coaching for Leaders – Digital Apps

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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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