Many Leadership Development Programs Miss the Mark.

You may have received well intended advice from people saying: “Compose yourself.”

What they mean is relax, stay open-minded, listen, don’t over react. While they mean well and the advice sounds easy enough it’s actually not so easy to compose yourself under pressure. If you have a fear of public speaking, it will take over the moment you even think about standing in front of a crowd. Your knees start shaking, your mouth gets dry, your palms turn sweaty and your thoughts start racing like a freight train through your head – it’s no fun.

Yet, there are ways to practice composing yourself under pressure …

We would like to introduce you to practices that will help you stay relaxed and open-mined under pressure so that you can make better decisions and perform to the best of your ability. As students of the somatic aspects of leadership, sports psychology principles, Qigong, Yoga, meditation and EFT (emotional freedom technique), we bring a wide variety of applicable experience in a domain that is less visible to most people.

Together we will figure out what practices will best serve you to perform at your best.

Why would successful leaders need coaching or need to become more effective coaches?

The most obvious answer is that we all have blindspots, which limit our ability to see situations objectively and respond in ways that will bring about desired results.

A coach often plays the role of an observer who asks questions to help the person examine different perspectives and thus develop the ability to choose to respond rather than react by default.

Coaching thereby helps leaders enhance self awareness, explore new possibilities and generate actions plans. It adds accountability to ensure that the promised actions actually happen and produce desired outcomes.

Aside from the focus on results, coaching also helps people enhance their relationships and connect in more meaningful ways with others.

That in return leads to higher levels in engagement, trust and commitment and results in measurable positive outcomes. The benefit of coaching has no limits, however, not knowing how to coach will quickly limit you.

If you get a lot of resistance from your team, or mediocre results, we recommend deepening your coaching skills. Everything you want is available by having conversations with the right person, at the right time in the right way.

We personally use the coaching framework for all kinds of conversations, including sales, fundraising, conflict management, goal setting, team meetings and basically any meeting in which I want to engage, influence or enroll others into my vision.

That said, our vision is the creation of win/win solutions, which is another possible outcome the coaching framework provides. It’s really the ability to listen deeply to what others care about and help them and us close those gaps.

Commitment Management sounds so simple, but it's hard to do consistently.

Whenever we ask people what they think Commitment Management means, they tell us things like ‘accountability, communication, getting things done’ etc.

And it’s true- all those domains are positively affected by effective Commitment Management and yet managing commitments entails so much more.

Commitment Management is a language and predisposition in life that can be learned. It’s a system, a step-by-step approach to eliciting and managing meaningful commitments for the sake of something we care about. In some cases learning to speak commitment language requires a whole new view of the world and vocabulary.

Getting on the road to Commitment Management is much like traveling to a foreign country – it’s exciting and perhaps a bit daunting at the same time. As you ease into the paradigm of managing commitments instead of people, you will become free of hand-holding, scolding, repeating yourself and all kinds of other non-productive ways in which you tolerated (and/or created) mediocrity. You will have time and energy to become more strategic, apply yourself at a higher level and have greater leadership impact.

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