Executive leadership is faced with the challenge of maximizing the contribution of leaders at all levels. To get more initiative and innovation from followers, you may have to change how you communicate strategic intent.
The purpose of executive coaching is to achieve a business outcome. Unfortunately, clients and coaches often confuse the tool (coaching) with the outcome, making measurement of coaching’s impact unclear.
As specialists in adult development and workplace behavior change, The Bailey Group understands the core principles necessary to achieve successful organizational transformation.
High achieving executives are vulnerable to the belief that working harder and taking personal responsibility is the answer to building a culture of accountability. Unfortunately, these two strategies only reinforce the problem.
Stereotype threat is the pressure felt not to confirm a negative stereotype about an aspect of one’s identity. This threat, real or perceived, can become part of daily reality and can impact relationships, performance and behavior.
There are two factors to consider when determining if someone is coachable – their ability to change and their willingness to change.