A powerful workshop to transform destructive conflict into productive outcomes.

The business landscape is changing. And the way we engage in conflict must also change.

Competitors are emerging from the most unexpected sources and moving faster than ever. Who would have known that Amazon would compete in the food industry or has the potential to disrupt the transportation industry?

We’ve had a great response to our Productive Conflict Series so far. Thank you!

It’s all part of our OnPurpose Leadership™ philosophy where people, teams and leaders engage more productively to create healthier workplaces.

The business landscape is changing. And the way we engage in conflict must also change.

Competitors are emerging from the most unexpected sources and moving faster than ever. Who would have known that Amazon would compete in the food industry or has the potential to disrupt the transportation industry?

If individuals, teams and organizations aren’t able to make decisions quickly and move forward creatively, they will be left behind. At the core of great decision making and innovative thinking is productive conflict.

Stakeholder Centered Coaching: Maximizing Your Impact as a Coach lays out the framework to help you generate better results from your coaching practice using the Stakeholder Centered Coaching® approach, a proven coaching methodology and philosophy created by Marshall Goldsmith that demonstrates ROI and dramatically increases the likelihood of a successful coaching engagement. The best part about Stakeholder Centered Coaching is that it’s a process you can use both personally and professionally for creating any kind of transformational change.

There’s always a lag between when a leader makes a behavioral change and when others perceive the change. Maybe you’ve experienced this in your personal life when you had a conflict with a friend or spouse and he brought up something that happened in the distant past, even though you’ve worked hard to change. Or perhaps in the workplace, you were hired into a specific role and have been promoted, but others still see you in the previous role.

In our executive coaching programs, the leaders we coach face two challenges. One is to make behavioral changes. However, the second, and bigger, challenge leaders face is changing the perceptions that others have of them. After all, there’s history, first impressions, baggage, and previous experiences that get in the way. In addition, there’s always a lag between when a leader makes a change and when others notice that change or even believe it to be real and lasting.

Our programs produce millions of dollars of return on investment (ROI) for our clients. But it’s the emotional and personal transformation that people talk about with their team and family members afterward.

Many of us have to-do lists.

But what we really need is a “don’t-do” list.

As you transition into the new year and strive to reach your professional goals, it’s critical that you stop some of the tendencies that are slowing you down or getting in your way. Through our work in executive coaching programs, we uncovered some of these bad habits, every one of which has a negative impact on your life.

So add these to your brand, spanking-new don’t-do list.

As you wind down 2017 and look forward to 2018, how will you make your personal and professional life more intentional?  Will you stop comparing yourself to others (which only leads to competition and conformity) and instead compare yourself to the vision you have for your life?