Clear Views Blog

As we engage in conversations with executives about developing talent and leaders in the workplace, they often reply, “We already have leadership development covered” when in fact, they don’t. Frequently, the lack of an effective leadership development and training program results from thinking only the “senior players” need to evolve in areas of leadership. However, the best leadership development goals for any organization are an integral part of the strategic business plan which includes all employees and managers since that is where operational execution occurs at it’s core. 

Do you avoid having tough conversations or delay in addressing performance issues on your staff?  Do you find yourself beating around the bush or sugar-coating the message?  If so, you are NOT in the minority...

These days, it seems like a lot of our clients want their employees to know how to coach. They throw words around like "we want a coaching culture" or "our people need coaching skills if they want to lead today's talent more effectively".

We all have a trigger that can render us to act in a childish, unbecoming, rude or even hostile manner. Mine is with “techdifficulties.” Admittedly, I am not very tech savvy. Typically I am self-aware enough and do a good job of managing my emotions and reactions around this.