In our last post, we began to explore the second mindset shift that leaders need to make to successfully navigate the transition into senior leadership. It’s a shift from a problem orientation to an outcome orientation.

The three components to actually making this shift are (1) cross-organizational advocacy, (2) driving strategic vision, and (3) building people capacity. We’ll explore the first component in this post.

“It is good to see ourselves as others see us. Try as we may, we are never

able to know ourselves fully as we are, especially the evil side of us.

This we can do only if we are not angry with our critics but will take in good heart whatever they might have to say.”

― Mahatma Gandhi

We are 43 days into the New Year. How are you tracking toward your personal goals? Have you gained momentum on your fitness, finance, and family aspirations? How about your professional goals? Have you focused on developing those team and leadership skills? Are you building that power network? Have you made strides toward acquiring that new technical skill? 

Audrey works as a software engineer in a fast growing technology company in Denver. She’s young, smart, and a rising star on her team. She’s got a great attitude that is equally matched with performance. You might call her a “high potential” team member or even an “A” player.

Do you want to make your coaching efforts more effective? If so, you'll need to be able to measurably assess your people.

As we wind down the year and look toward the next, there isn't a better time to step up and engage more effectively with your people. One the simplest and most overlooked tools that leaders have to enhance their coaching is the 1-1 Coaching Session. 

So - you want to be a better leader? One way is to start thinking about your interactions from the perspective of being a coach. 

At the core of being a better coach is the coaching conversation itself. If you think about any good book or even a well facilitated meeting, there's always a clear beginning, middle, and end. The same holds true for the coaching conversation. Here's a simple model to help structure your future coaching conversations.

Do you want to make your meetings more effective? Here's a simple tool to help you out. 

I call it the "half-time adjustment." Conduct the following process about 1/3 or 1/2 of the way into your meeting: