Career Management

A Work-Anywhere Policy Needs Emotional Intelligence

I’m coaching more people in their home these days – because that’s where they work. Most say it’s great for flexibility, and that they save time and money without the commute or “dressing for work”.  Several leaders have global teams they need to coordinate and be in touch with. Topics differ, but there is often a sense of disconnection that can range from isolating personal loneliness to leadership angst around managing what can’t be seen.

Here’s what I suggest organizations and individuals consider to get the best out of their work-anywhere model:

Have good metrics in place.

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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.

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In Praise of Powerful Admin Assistants

The leaders that I coach have much self-confidence, a keen sense of urgency and an “I can do it” attitude. Just what you want in a leader. But look at what senior leaders are doing at work.  How are their 14 hour days unfolding – in front of their calendars or the photocopier or in conversations with clients, employees and stockholders? Smart leaders must ensure they don’t get entangled in daily operating routines which distract from their most important strategic value-add work.

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