1 February 2017

What the Best Leaders do and How to be One of Them

We all have encountered leaders that left an indelible mark on our lives and thought, “I want to be like that!” Yet somehow our impact doesn’t live up to our desired outcome. I have found that great leaders aren’t superhuman but are normal people with a clear, consistent and credible leadership vision or personal brand. Let me explain a coaching strategy we use with clients to develop the three C’s that allow them to leave an unforgettable imprint on those they lead.


Be easy to understand. As a leader in your industry, you may tend to talk over your audience. Your people want to know what you really do and get you. Get clear on what you stand for.

Consider: What impact do you want your team to feel after an interaction with you?


Repetition is the key to learning. Ensure your leadership brand is a common thread in all of your communication, which may involve taking small risks.  You might share an experience where you failed and persevered when you would otherwise keep it to yourself.

Consider: How will you share your leadership vision consistently?


Be authentic. Be a leader your team can rely on. A co-worker shared a comment about a panelist who had a strong personal brand. He said, “You can always rely on John to say something shocking and the audience will love it.” It was true. Everyone was engaged when John spoke. He inspired people to get their own opinion whether you agreed with him or not.

Consider: How do you want your communication to be faithful and dependable to your team?

Put the three C’s to work as you grow your leadership vision.

30 December 2014

How to motivate teams: be a coaching leader

Truth is, nobody needs coaching. When you are coaching work teams, and you approach someone as though they need fixing or need coaching, it will backfire. When you are the leader, the skills that got you there are not the skills that will take you where you are going.  Motivate teams, read on.

I wrapped up with a client recently and he said, “I’m a hundred times clearer about what I want and now I know where to start”. Who doesn’t want to like to feel like this when you’re stuck? Awareness and crystallized thinking are two benefits of coaching.

When you are using coaching, this isn’t the time to assert your opinion. Instead, help your employee get clear on their task-at-hand. Your results will be powerful. Coaching isn’t a quick fix, you’ll be building a sustainable foundation.

Ask, don’t tell. And zip it. Listen after you ask.


This book is recommended for leaders who want to motivate teams. You will see connections more clearly of how coaching impacts leadership development and the examples are valuable for leaders.