Epiphanies at Work Blog

I write about practical ways leaders and team members can be more effective in the workplace. This blog is a reflection of my experience as an Executive Coach, Integral Coach (for leadership and team building), Change Management Facilitator and Consultant with Epiphany at Work. I hope that you will find challenge and inspiration here. And, I'd love you to leave a comment. ~Jill

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

Leaders Don’t Ignore their own Anxiety

 

Anxiety surprises us by arriving unexpectedly. Perhaps you are put on a significant project, or your new boss hovers too much – maybe team members bring their angst to you or a major customer isn’t happy. All the things that make your job exciting and interesting can also become overwhelming. Don’t just ignore your anxiety and hope it will go away. Here are some ways a leader can stay on track and weather the period of distress.

  • Write it down –

Read more Leaders Don’t Ignore their own Anxiety

Diagonal Leadership Graph

Leadership Development is a Diagonal Journey

Many leaders are right in the middle of their performance management cycle, so we’ve been talking about their development needs.

It’s great to see that leaders are seeking real change: They want more than a script, or a to-do list or a technique. During Coaching, they speak with me about the parts of themselves that get in the way. If they’ve been blindsided by criticism, they might want to become more self-aware. If they are self-aware, they may be frustrated by how hard it is to change.

Read more Leadership Development is a Diagonal Journey