Epiphany at Work | Jill Malleck
Integral Coach | Change Management

Jill Malleck Leadership CoachHelping Leaders Flourish During Change

Whether the business/work challenge you face is yours alone as a leader, or one that you share with others, sometimes your best solution is to find an experienced and trained professional to come alongside. Based in the work of Ken Wilber, our integrally-informed approach takes a broad and inclusive stance, working on both vertical and horizontal development, or what we call  “Growing Up” and “Waking Up”.

Introducing CoachingOurselves – An Additional Approach for Extending Team Capabilities

I’m excited to announce my partnership with CoachingOurselves – a small-group, reflective approach to management development that fits perfectly with my Integral Coaching method for teams. From years of experience, I’ve discovered that teams that learn together become more cohesive and more effective. Contact me to learn more.

Helping Leaders Flourish During Change

I choose to work with leaders and their teams because I have seen how this can make a significant, positive impact in the world. Our work lives are a vehicle to bring our highest potential forward, to create the best of what we dream of, and to engage with others. They can, and should be, a place where we flourish.

Posts

4 Steps to Move from Insight to Action

Hint: Being brilliant isn’t enough.

Just knowing how to do something doesn’t mean you can do it. Many brilliant leaders struggle to learn how to embody the traits to which they aspire. Think about the difference between knowing and doing. You can read a book about sailing, sit and watch someone else do it, even practice in a safe harbour – but until you steer the craft safely through a storm you’d hardly call yourself a sailor.

Insight doesn’t equal action.

Read more 4 Steps to Move from Insight to Action

Here’s how to show empathy

Many of the leaders I coach are so focused on their work, and the attainment of goals, that they forget to “see” the people delivering the results. Others say they are cold, aloof, uncaring or worse – scary, brutal, a jerk to work with. Yet, typically, it’s a lack of attention to the skills of interpersonal relations that’s the problem. Layer on natural introversion and a desire to stick-to-the-facts, and you can see how some successful business leaders end up with only reluctant followers.

Read more Here’s how to show empathy

In Workplace Communications, Being Direct is Kind     

You’re sitting in front of an employee whose negative outlook and constant complaining is making it difficult for others to work with him. Or, a colleague has just sent you a note saying that unfortunately, no one on his team has time to participate in your strategic cross-functional project team. Your boss tells you, with great excitement, that she’s made an unrealistic promise to a significant client, and now she’s depending on you to make it happen.

In all these cases you’re faced with a dilemma: How do you tell the other person your side of the story without alienating them or damaging the relationship – and perhaps your career?

Read more In Workplace Communications, Being Direct is Kind     

Is Retaining Millennials Possible ?

Employee turnover is the greatest issue facing HR I read today. Leaders say, forget retention, millennials are on the move, they don’t want to stay for more than a few years, we must expect that. The people under 40 that I know say: We don’t want to move all the time, we have no choice. Because we are told it’s a great place to work and then realize it’s a sweatshop. Because the pay isn’t there. Because the flat structures mean there are no opportunities offered to us.

Read more Is Retaining Millennials Possible ?