The New Year is always a time of the year when countless clients seek coaches (personal, executive or other) to help them achieve their dreams, usually in the form of New Year’s Resolutions.
Although there are countless advantages to having a coach (including accountability, diagnosing blind spots, challenging your ways of thinking and others), not all coaches are the same! It’s important that, before you make any decision, you vet prospect coaches according to a set of guidelines.
There are many different coaches with different sets of credentials. …
Out of the different types of executives you will find, dealing with very aggressive or dominant ones is very important.
… especially because these are the type of people who blow up negotiations on a whim.
When dealing with extremely assertive and dominant people, you need to be the “adult” in the room that calms down their emotions and keeps them happy.
While still trying to get what you need from them.
What an easy task, huh?
Executive relations entail dealing with many profiles, and one of the most problematic are passive-aggressive people.
These may be loyalists of old executives that have gone, or someone bitter over their compensation or car lease, or just someone cynical who prefers to poison the board and other executives instead of contributing.
In this article, we won’t focus on the cause — both because it doesn’t change the techniques used, but also because it’s not easily fixed (I mean, if your Chief Revenue Officer is angry at his…
We all have to deal with difficult people in the workplace. Either as a boss, an employee, as an executive dealing with other executives or boards, or in many other situations. And one of the biggest skillsets is dealing with passive-aggressive people.
In short, dealing with people that never raise a problem to your face, but then prevent progress or sabotage things behind the curtains.
This can be an especially frustrating problem because technically, the person never does something bad enough to create a big conflict…
How executives and clients I coach leverage my Cultural Cascading framework to tune culture and values for their teams and align better.
(Read the original article here)
A framework that I apply working with several leaders is the Cultural Cascading one. This is a framework that brings together some components of cultural assessment and leadership in order to better determine the values and virtues you value, and how they are being cascaded down onto talent.
The key key components of Cultural Cascading are:
Emotion displacement and transference are two concepts that are present in all of us to differing degrees. In short, they are what we project onto others in terms of expectations, requirements, code of conduct and, in some cases, the actual emotions. If you’ve found yourself unloading anger with someone at somebody else (anger displacement), treating an employee in a special manner because you see them as “a second son”, or similar, you’ve experienced transference or displacement.
By analyzing what you transfer and displace onto others — and what they do onto you — you can become a better leader and…
(Find the original article here)
Long-term remote work isn’t always easy. As part of the bigger picture of how to properly work remotely, there are specific emotional remote work problems that can come up due to the isolation, and these have a toll on the mind and body, from stress and anxiety to depression, or other more serious physical symptoms from gastrointestinal issues to changes in blood pressure or others.
With the removal of usual routines, especially positive rituals that empower you throughout the day, it’s possible to feel a lack of motivation, sluggishness, and lack of energy. …
The world of high performance coaches and performance coaching includes multiple clients, from athletes to traders to executives to any other professional that needs to increase their productivity and results.
Techniques used in performance coaching usually follow one of three routes:
Performance coaching is in many cases performed as a form of watered-down therapy, transforming client beliefs about themselves. …
Conflicts are something very present in the world of asset management, an industry with big egos. From analysts to traders to the managing partners of the firm, there are many reasons and types of conflict within an asset management firm. Conflict resolution in hedge funds and other asset management firms is important to prevent talent churn and retain institutional-quality operations.
There are usually five main types of conflict with a hedge fund/asset management firm: