Developing Extraordinary Leaders
Since working as a Wall Street Investment Banker in the 1980s and then a Clinical Social Worker in the 1990s, I’ve been combining business experience with people wisdom to support extraordinary leaders for almost 20 years.
Living in Philadelphia for ten years and New York City for twenty years before that, I’ve met a lot people who think they’re great leaders – and a few of them actually are. I’ve gotten to know who’s the real deal and who’s not; who’s full of potential and who’s just full of themselves. In my experience, one thing great leaders value is the truth, especially when it’s about them and the things they need to change. So I’ve developed a fairly sophisticated “BS meter” that I use to save my clients valuable time in their leadership development.
I expect you’re here because leadership is important to you.
So what distinguishes outstanding leaders? Current research points to emotional intelligence as a crucial factor. And the foundation of emotional intelligence is self-awareness. Without that, you’re lost as a leader in today’s VUCA – volatile, uncertain, complex, and ambiguous – world.
It all starts with self-awareness.
I help leaders develop greater self-awareness along with a deeper connection to their soul – to the essence of who they are. And if that sounds airy-fairy or New Agey to you, I understand. It sounds that way to me too sometimes. But I know that connecting deeply to your essence – to the core of who you are – is the most powerful way to generate dramatic and successful change for an individual leader, a team, or an entire organization.
If you know yourself well – you’re clear on what motivates you and the future vision you want to create – and you operate with a high degree of self-awareness, you’ll produce dramatic results, consistently. The idea is simple; the process of getting there can be challenging.
Leadership can be learned.
Since leadership is a set of mindsets and skills that can be developed, everyone has the potential to become an extraordinary leader. Some people have the advantage of innate talent, but that’s not required. What is required is a deep commitment to personal growth and change – having the courage and determination to truly become the best possible version of yourself.
My role as a coach is to help you uncover your personal motivation for leadership – your “leadership soul” – and then support you through the challenges of your own development.
Through executive coaching that focuses on developing Emotional Intelligence (EQ) and transforming outdated ways of thinking – thinking that “used to work,” or seemed to work, but is no longer effective. I help leaders get the honest feedback they need to identify personal blind spots and become aware of the real impact of their behavior. And then I provide individualized tools for ongoing learning and development so that growth continues well past the coaching engagement.
Most work teams I encounter are mildly to severely dysfunctional, which means they often operate well below their potential. I talk with team members and observe them interacting to identify what’s getting in the way. Then we work together to improve the team’s ability to collaborate and leverage the best from everyone.
Offsite retreats are another way to bring a team together and address issues that may be interfering with their effectiveness. For teams that are already high-performing, a well-designed and facilitated retreat is a wonderful way to take time together to slow down, step back and take a higher-level, more strategic view of their current reality and future needs.
Along with my strategic partners, we design and deliver world-class organization-wide training and development programs. These programs are typically tied to a strategic goal that requires a significant shift in the behavior of leaders throughout the organization.