Epiphany at Work | Jill Malleck
Integral Coach | Change Management

Helping 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

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 ?

Running to build leadership confidence

Use Memory to Boost Self-Confidence

Self-confidence can be a game-changer for leaders, and so it comes up in Coaching. Followers expect to work with self-assured leaders. Confidence is different than a “know-it-all” attitude: It’s more about feeling strong in your abilities. In every workplace, it’s not just about what you know that demonstrates leadership –  it’s how confidently you lead when you don’t know.

For example, M. has taken on a new job, after being downsized from a 20-year career in a completely different industry.

Read more Use Memory to Boost Self-Confidence

Manage Challenging Behaviours Part 2: The Non-Contributor

In preparation to facilitate new groups, I’m often warned by the leader about the team member who won’t participate. They mean that there will be one or more persons who sit in the room, but don’t speak. While this might be typical behaviour, I find that often – with the right atmosphere and attention – their contribution level rises. Introversion can be part of a natural inclination, and reticence may also be due to a negative work history or hidden team dynamics.

Read more Manage Challenging Behaviours Part 2: The Non-Contributor

Manage Challenging Behaviours: Part 1 The Devil’s Advocate

Your team is diverse – I think you get that. The latest issue of HBR promised to share the new science of teamwork – and when I read it, it didn’t. The article was about four (yes, newish) styles to sort and categorize the people you lead. As a Coach, I’ve used many such instruments over the years – Myers Briggs Type Indicator (TM), DISC(TM) – and lesser known thinking styles, learning styles etc.

I find the value of any personal assessment tool are these (in this order):

  • self-awareness,

Read more Manage Challenging Behaviours: Part 1 The Devil’s Advocate