The Bailey Group Blog
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Based on the combination of our experience and the most up to date research, The Bailey Group has identified a list of personality traits and characteristics that define a healthy, effective and successful leader.
At The Bailey Group, we are committed to investing the time, focus and technology necessary to quantitatively assess the value and impact of coaching.
Are you owning actions in your business and personal life in a way that makes a difference? “Owning it” means taking the positive or negative results and turning them into life lessons either for yourself or others.
If a leader is willing to make a long-term commitment to her development, the combination of leadership and coaching can present a unique opportunity for self-actualizing.
Executive leaders are responsible for maximizing the contribution of leaders at all levels. If a subordinate leader fails in following your strategic direction it could feel like there is an irreconcilable conflict between being tolerant of mistakes and holding team members accountable. But executives who are truly committed to empowering subordinates will always make a change.
If something is not right with your team, your approach, and/or your results, are you prepared to diagnose the problem and take decisive action?
When it comes to a long term, toxic performer, don’t let your discomfort or fear delay the inevitable. Take the appropriate action, and good things will come to you and everyone in the organization.
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.
To do a good job coaching and developing the individuals on your team, senior leaders need both the drive and the right personality strengths. If either the motivation or the ability is missing, an executive coach can make a great partner.
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.