Entries by gmader

4 powerful principles for successful personal change

/in

Do you have what it takes to change yourself?   As a part of my job, I have the privilege of coaching many people at all levels of organizations; people who want to become more powerful and effective professionally and personally. People often have to go through personal changes in how they think and behave in order to reinvent themselves and achieve the next level. I have reinvented myself a few times in my life, and I can share from personal experience, both as a coach and a player, that doing so can be very challenging. Even when we really want it and we have a clear strategy for change, actually ‘internalizing it’, ‘carrying it […]

Agreeing to disagree is always a cop-out

/in ,

Too often I see the following scenario: A team meets to discuss issues that are critical to the organization’s success. The conversation goes on and on without resolution, as different people have divergent opinions about the best course of action. When the leader tries to bring it to a conclusion, they are no closer to alignment. They leave the meeting “agreeing to disagree.” Such meetings are worse than a waste of time, in fact, they can actually damage the organization, which is then no closer to making the necessary decisions and assuming responsibility for them. People compromise and stay within their comfort zones at the expense of moving the organization forward in new and dynamic […]

Are you victims of circumstances or accountable owners?

/in

Every day at work, people assign blame, don’t take responsibility for things that happen and relate to the game like they are merely pawns, not powerful players. You almost never hear someone simply say, “I know I said I would do this, but I didn’t.” Instead, you typically get the reasons why they did not do X, Y or Z and a laundry list of justifications due to all the things that are outside of their control. Consider this case of one Fortune 1000 telecommunications company. In an almost iconic business conflict, the regional teams complained that headquarters (HQ) didn’t understand or care about the real challenges they were facing locally. On the other side, […]

Do you have the nerve to be a bold and powerful leader?

/in ,

There are two things required for leaders to achieve extraordinary results – first is a robust strategy that everyone understands and believes in. And second is the nerve to stay the course and make it happen. Most strategies fail because of the second, not the first. When leaders want to achieve extraordinary results – in good or bad times – they must address two aspects of strategy. First, they must develop a clear game plan for where they want their organization to be, and how to get there. Second, they must create an environment of authentic ownership, accountability and communication inside which the plan can be implemented. None of this is revolutionary. The only way […]

Are you giving yourself bad advice about important things?

/in ,

How much time do you spend – or shall I say ‘waste’ – in your head? I mean listening to your own private thoughts, concerns, and conversations? We do it mostly when we are troubled, upset or in distress. That’s the time that we need sound advice, guidance, and support. But, that is the time we often go to the wrong and worst place to get it – our own head. I was coaching an executive who wanted to advance his career and get the promotion he felt he deserved. The executive was generally a passionate and expressive person and leader. But, every time he had opportunities to promote himself, his skills and his accomplishments […]

Is your team ‘energized and inspired’ or ‘cynical and resigned’?

/in ,

Some time ago, in a meeting I was facilitating, people were going around introducing themselves. One of the long-time veterans of that organization stood up and introduced himself in the following way: “My name is Bill. I don’t remember how long I’ve been here, but I have 54 months to go!” You would think that Bill represents a rare minority of cynical people. However, my experience says otherwise. Unfortunately, I find cynical and resigned people at all levels of all organizations. When I ask senior executives, “How is your leadership team doing?” I often get a stock answer of, “My leaders are excited and in great shape.” However, when I attend their meetings, I often […]

Stop Prioritizing!

/in

Crazy advice, right? Perhaps not. “Get your priorities straight” would seem to be the obvious solution to dealing with the overwhelm, stress and burden of too many commitments, too little time and scarce resources. But there is a hidden pitfall to this thinking, which perpetuates the frustration, fatigue and endless lists of incomplete items that occupy our days (and increasingly, our nights and weekends). “Setting priorities” typically involves writing down everything we are supposed to do, want to do, said we would do and have to do. We then typically take that list and through some form of screening criteria, rank each in order of importance, avoidance of pain for neglect, sense of opportunity or […]

Make 2017 the best year ever!

/in

I love new beginnings. Starting a new year, chapter or phase brings with it new possibilities and hope. Whether you want to improve your financial situation, increase your health or fitness, find true love or find your dream job, at the start of a new cycle we often feel that we have another chance to realize our goals—including those we tried but didn’t achieve before. I find this space of possibility and opportunity extremely empowering and exciting. However, in order to truly experience a fresh start, you have to first understand and accept the fact that new possibilities and hope exist in your own heart and mind, not in the external circumstances. In fact, your […]

Complete 2016 in a meaningful way

/in ,

As we enter the holiday season and end of 2016 it seems appropriate and timely to write something about “completing the year.” Completing a phase, period, initiative or task effectively is just as powerful and rewarding as starting or executing these effectively. However, it seems as if most people tend to focus more on the starting and executing part. We underestimate the power and value of completing things effectively, not merely finishing or ending them. The dictionary defines finishing as ‘bringing a task or activity to an end.’ It defines Completing as ‘making something whole or perfect’. We don’t have to do anything for something to end. It is the nature of the world. Things […]

Make your meetings more effective!

/in

One of the most common complaints I hear in organizations is “too many meetings.” I believe in most organizations there are too many meetings. However, I also believe that what is causing and augmenting people’s frustrations about meetings is the fact that most meetings are ineffective. They don’t produce enough and they don’t leave people with the experience of time well spent and having produced great accomplishments. If you make your meetings much more powerful and effective I believe people will feel differently about “too many meetings.” I want to share two useful and powerful guidelines that if you follow would make your meetings much more effective and productive: Focus your meetings on achieving outcomes, […]

How to make clear commitments and fulfill them

/in

I was coaching a senior management team of a successful technology company. The management team wasn’t operating or being viewed as a strong leadership team. One of the main complaints managers and employees had was that the senior team didn’t make enough clear decisions in areas that needed change, especially in areas of divide and conflict, where tough and uncomfortable decisions were needed. In addition, when the leadership team did make decisions the leaders often didn’t do a good job following up and executing on what they had agreed to and decided. So, decisions were often ignored, forgotten or pushed aside and deprioritized due to the day-to-day burning topics that constantly came up. After dealing […]

Is your team political and cautious or authentic and courageous?

/in

Most teams avoid the tough, uncomfortable conversations. In most cases, team members tend to delay or avoid giving honest and direct feedback and coaching to each other. People especially avoid giving negative criticisms and feedback – even if these are necessary and would make a difference. Even when team members do attempt to say what’s really on their minds, their lack of courage often leads to things being said in such a diplomatic and sugarcoated way that the impact of the message is lost in its tepid delivery. While at times diplomacy works and it may allow team members to address some problems efficiently, many critical issues demand an energy, passion and direction that cannot […]