Corporate coaching has emerged as a powerful and effective method for personal and professional development, offering individuals the opportunity to grow, learn, and achieve their goals in a supportive group setting. While individual coaching focuses on one-on-one sessions, group coaching leverages the collective wisdom, experiences, and perspectives of a diverse collection of participants. In this guide, we’ll explore the fundamentals of group and executive coaching, its benefits, and key considerations to help you gain a deeper understanding of this transformative approach to personal and professional growth.

What is Group & Executive Coaching?

Group and executive coaching involves bringing together a small group of individuals with similar goals, aspirations, or challenges to participate in a structured program facilitated by a trained professional. Sessions typically occur on a regular basis over a set period, allowing participants to receive guidance, support, and accountability from both the leader and fellow members.

Benefits of Group & Executive Coaching

Shared Learning and Perspective

Corporate togetherness provides access to diverse perspectives, experiences, and insights from fellow participants, enriching the learning experience and offering new perspectives on challenges and opportunities.

Accountability and Support

Members hold each other accountable for progress towards their goals, providing encouragement, motivation, and support throughout the journey.

Cost-Effective

Group work is often more cost-effective than individual executive coaching, making it accessible to a wider range of individuals who may not have the resources for one-on-one.

Community and Connection

Working together towards a common goal fosters a sense of community and connection among the workplace and participants, creating a supportive environment where individuals can share successes, setbacks, and experiences without judgment.

Skill Development

Executive coaching programs often include skill-building exercises, activities, and assignments designed to enhance personal and professional skills, such as communication, leadership, and resilience.

Key Considerations for Group & Executive Coaching

Group Dynamics

Understanding group dynamics and ensuring a supportive and inclusive environment is essential for the success of corporate programs. The coach plays a crucial role in facilitating discussions, managing conflicts, and fostering collaboration among participants.

Confidentiality

Establishing trust and confidentiality within the group is paramount to creating a safe space where participants feel comfortable sharing their thoughts, feelings, and experiences without fear of judgment or breach of privacy.

Goal Setting

Clearly defining individual and goals at the outset of the program helps align expectations and focus efforts towards achieving desired outcomes. Regular goal review and progress tracking keep participants accountable and motivated.

Feedback and Reflection

Encouraging open feedback and reflection enables participants to gain insights into their strengths, areas for growth, and progress towards their goals. Reflection exercises and discussions deepen learning and self-awareness.

Flexibility and Adaptability

Corporate leadership coaching programs should be flexible and adaptable to accommodate the evolving needs and preferences of participants. Regular check-ins and feedback sessions help assess progress, address challenges, and make necessary adjustments to the process.

The Power of Group & Executive Coaching

Corporate leadership coaching offers a dynamic and collaborative approach to personal and professional development, harnessing the collective wisdom and support of a diverse group of individuals. By leveraging shared learning, accountability, and community, togetherness empowers participants to achieve their goals, overcome challenges, and unlock their full potential. Whether you’re seeking career advancement, personal growth, or skill development, group and executive coaching provides a supportive and transformative environment for realizing your aspirations.

Leadersharp is a Canadian coaching firm that works with companies nationwide to advance the development of teams and their leaders, including strategic planning and mentorship coaching. Our Calgary team is ready to help guide you to success. Get in touch at (403)-719-0800.

If you’re in the world of business, you may recognize that leaders constantly seek ways to enhance their performance, leadership abilities, and overall effectiveness. One powerful tool gaining prominence in this quest for improvement is executive coaching. This personalized development approach offers tailored guidance to leaders, helping them navigate challenges, refine skills, and unlock their full potential. However, before diving into the realm of executive coaching, it’s essential to understand its cost, potential results, and what to expect from the process.

Understanding the Cost

Executive coaching isn’t a one-size-fits-all service, and consequently, its cost can vary significantly. Several factors influence pricing, including the coach’s experience, expertise, credentials, and the duration and intensity of the coaching program. Generally, leadership instruction can range from a few thousand to tens of thousands of dollars per month or engagement.

Investing in leadership coaching is akin to investing in professional development. While the upfront cost may seem significant, the potential long-term benefits often outweigh it. Many professionals and organizations view this work as a strategic investment in leadership development, employee retention, and organizational success.

Potential Results of Executive Coaching

The results of executive coaching can be profound and far-reaching, impacting not only the individual being coached but also their teams and the organization as a whole. Some common outcomes include:

Enhanced Leadership Skills: Executive coaching helps leaders refine their communication, decision-making, and strategic thinking abilities, enabling them to inspire and motivate their teams effectively.
Improved Performance: By addressing specific challenges and leveraging strengths, leaders can experience increased productivity, efficiency, and overall performance.
Heightened Self-awareness: Through introspective exercises and feedback mechanisms, heads of teams gain deeper insights into their behaviors, motivations, and leadership style, fostering personal and professional growth.
Effective Conflict Resolution: Executive coaching equips leaders with the skills to navigate conflicts constructively, fostering healthier team dynamics and reducing interpersonal friction.
Increased Emotional Intelligence: Coaching helps leaders develop empathy, self-regulation, and social awareness, enabling them to build stronger relationships and lead with authenticity and empathy.
Career Advancement: Those who undergo coaching often experience accelerated career growth and advancement opportunities, as they become better equipped to tackle new challenges and assume higher leadership roles.

What to Expect from Executive Coaching

Before embarking on an executive coaching journey, it’s essential to have realistic expectations. Here’s what you can anticipate from the process:

Initial Assessment: A reputable coach will conduct an initial assessment to understand your goals, challenges, and expectations, laying the foundation for a tailored coaching plan.
Personalized Approach: Executive coaching is highly personalized, with sessions tailored to address your specific needs, strengths, and areas for development.
Regular Sessions: Coaching typically involves regular one-on-one sessions, either in person or virtually, where you’ll engage in reflective conversations, goal-setting, and skill-building exercises.
Feedback and Accountability: Your coach will provide honest feedback, challenge assumptions, and hold you accountable for progress, fostering accountability and continuous improvement.
Measurable Outcomes: A successful coaching engagement will yield measurable outcomes, such as improved leadership effectiveness, enhanced team performance, and tangible business results.

Final Thoughts

Executive coaching offers a transformative journey for leaders seeking to unlock their full potential and drive organizational success. While the cost may vary, the potential results—enhanced leadership skills, improved performance, and personal growth—make it a worthwhile investment for individuals and organizations alike. By understanding what to expect from the coaching process and embracing it wholeheartedly, professionals can embark on a path of continuous learning, growth, and success.

Leadership coaching has become an invaluable resource for individuals seeking to enhance their skills, maximize their potential, and achieve their professional goals. A leadership coach serves as a trusted advisor, mentor, and guide, providing personalized support and guidance to help navigate challenges, develop critical competencies, and drive success.

Advisor and Mentor

One of the primary roles of a leadership coach is to serve as an advisor and mentor to their clients. Drawing on their expertise and experience, coaches provide valuable insights, perspectives, and guidance to help navigate complex situations and make informed decisions. Whether it’s overcoming challenges, seizing opportunities, or developing new skills, these experts offer practical advice and strategies tailored to the unique needs and goals of their clients. By serving as a trusted confidant and sounding board, coaches empower professionals to explore new possibilities and achieve their full potential.

Facilitator of Self-Discovery

Another core role of leadership coaching is to facilitate self-discovery and personal growth. Through reflective questioning, active listening, and experiential exercises, coaches help their clients gain a deeper understanding of themselves, their strengths, and areas for development. These experts encourage professionals to explore their values, beliefs, and motivations, enabling them to align their actions with their authentic selves and lead with greater clarity and purpose.

Accountability Partner

Accountability is essential for driving progress and achieving goals, and a coach serves as a trusted accountability partner for their clients, helping individuals set specific, measurable, and achievable goals and hold them accountable for taking action and making progress towards their objectives. Through regular check-ins, feedback sessions, and progress assessments, these experts help their clients stay focused, motivated, and accountable for their commitments.

Skills Developer

A leadership coach also plays a crucial role in developing essential skills and competencies. Coaches assess their clients’ strengths and areas for development and design tailored coaching plans to enhance their capabilities. Whether it’s communication skills, emotional intelligence, conflict resolution, or strategic thinking, coaches provide targeted feedback, resources, and exercises to help professionals build and refine their skills. Through practice, experimentation, and feedback, team leads develop the confidence and competence they need to lead effectively and inspire others to excel.

Champion of Growth and Transformation

Finally, leadership coaching serves as a champion of growth and transformation for their clients. Coaches believe in their clients’ potential to achieve greatness and support them in overcoming obstacles, embracing change, and realizing their aspirations. These experts challenge their clients to stretch beyond their comfort zones, confront limiting beliefs, and pursue bold ambitions. By fostering a culture of continuous learning and development, these gurus empower others to embrace change as an opportunity for growth and transformation, both personally and professionally.

Final Thoughts

Leadership coaching plays a vital role in supporting individuals on their journey to success. By serving as advisors and mentors, facilitators of self-discovery, accountability partners, skills developers, and champions of growth and transformation, coaches help others unlock their full potential, drive performance, and achieve their goals. Whether navigating challenges, developing new skills, or pursuing ambitious aspirations, leaders can rely on the guidance and support of a skilled expert to empower them on their path to greatness.

Leadersharp was formed because we believe that the world needs better leaders, and we can help. Leadersharp is a Canadian-based leadership coaching, training and consulting firm that works with companies nationwide to advance the development of leaders, teams and their organizations. Our expert team offers a variety of programs and engagements, including executive coaching, management training, custom course development and HR and Organizational Development consulting. By integrating a hands-on approach and advanced tools including Everything DiSC, Great Feedback, and The Leadership Circle Profile, we guarantee an exceptional experience and unparalleled results. Based out of Calgary, Alberta, our team is ready to help guide you to success. Get in touch today at [email protected], or (403)-719-0800.

In the fast-paced world of 2024, the workplace is a dynamic and demanding environment that significantly impacts our mental well-being. With five in five of us facing mental health challenges, it’s crucial to recognize the profound effect these issues have on our concentration, performance, creative thinking, problem-solving abilities, communication, and overall productive functioning – all essential skills needed for success at work.

The Interplay Between Work and Mental Health

Work is not just a means of earning a living; it plays a critical role in shaping our mental health. The demands and pressures of the workplace can influence our well-being, making it imperative for both employers and employees to prioritize mental health initiatives and leadership development.

Statistics Tell a Story

Alarming statistics underline the urgency of addressing mental health in the workplace. In Canada, one in five individuals experiences a mental illness annually. A staggering 35% of Canadians are currently experiencing burnout at work, with mental illness costing the Canadian economy a staggering $50 billion annually. Workplace costs alone account for $20 billion, averaging $1500 per employee due to mental illness.

The Impact of Mental Health on the Workplace

Mental health issues are a major contributor to short and long-term disability claims, constituting approximately 30% of all claims and a significant 70% of workplace disability costs. However, it’s not just about diagnosable illnesses; the absence of mental wellness is equally concerning. This state is characterized by dissatisfaction, lack of engagement or excitement, apathy, listlessness, and loss of interest, coupled with increasing levels of stress, work-life imbalance, disengagement, and job dissatisfaction.

Addressing Mental Health: A Holistic Approach

The good news is that numerous mental health and leadership development programs are available in Canada, offering a comprehensive and holistic approach to confidence and well-being. Awareness months and campaigns, such as Bell Let’s Talk, aim to reduce stigma and increase understanding surrounding mental health. Not Myself Today, an initiative by the Canadian Mental Health Association (CMHA), encourages workplaces to foster a culture of acceptance and support.

Training and Resources

To combat mental health challenges, training and leadership development programs are essential. Employees can benefit from resources designed to improve individual mental health, providing tools to manage stress, enhance resilience, and maintain a healthy work-life balance. Equally important is training on how to support colleagues facing mental health issues, fostering a workplace culture that prioritizes empathy and understanding.

Employee Assistance Programs (EAPs)

Employee Assistance Programs (EAPs) offer valuable resources, including counseling services for employees facing mental health challenges. These programs are instrumental in providing support, guidance, and coping strategies to navigate the complexities of work-related stressors.

Accommodation Strategies and Return-to-Work Programs

Recognizing the diverse nature of mental health challenges, accommodation strategies and return-to-work programs are crucial. Employers should implement policies that allow for flexible work arrangements, recognizing that individuals may need different forms of support on their journey to recovery.

Final Thoughts

Thriving in the workplace in 2024 requires a collective commitment to prioritizing mental well-being. By acknowledging the statistics, understanding the impact of mental health on the workplace, and actively participating in mental health and leadership development programs, individuals and organizations can foster an environment that not only supports those with mental health issues but also promotes a culture of well-being, resilience, and productivity.

As we navigate the challenges of the modern workplace, let us prioritize mental health, ensuring that every employee has the opportunity to thrive both personally and professionally.

Fact: the significance of collaborative leadership cannot be overstated. Gone are the days of hierarchical structures; today’s successful leaders understand that harnessing the collective strength of a team is key to achieving organizational goals. This blog explores the principles of collaborative leadership and executive coaching, and provides insights into how leaders can extract the most value from their teams.

Understanding Collaborative Leadership

Collaborative leadership is a management style that prioritizes cooperation, open communication, and shared decision-making. It recognizes that every team member brings unique skills, perspectives, and experiences to the table. Instead of relying solely on top-down directives, collaborative leaders tap into the collective intelligence of the team, fostering a culture of trust, transparency, and mutual respect.

Emphasize Open Communication

Effective collaboration begins with open communication. Leaders in executive coaching must create an environment where team members feel comfortable expressing their ideas, concerns, and feedback. Regular team meetings, both formal and informal, provide opportunities for everyone to contribute and stay informed. Utilize digital communication tools to facilitate real-time collaboration, especially in remote or dispersed teams.

Establish a Clear Vision and Goals

Collaboration without direction can lead to confusion. A collaborative leader articulates a clear vision and sets achievable goals for the team. By aligning everyone with a shared purpose, individuals understand how their contributions contribute to the overarching objectives. This clarity fosters a sense of unity and collective responsibility.

Encourage Diverse Perspectives

Diversity, whether in terms of skills, background, or thought processes, is a powerful asset in collaborative environments. Leaders in executive coaching and development should actively encourage diverse perspectives and value the unique strengths each team member brings. This inclusivity not only enriches the team’s problem-solving capabilities but also promotes a culture of innovation.

Foster a Culture of Trust

Trust is the foundation of successful collaboration. Leaders need to build trust by being transparent, consistent, and reliable. Recognize and acknowledge individual contributions, and empower team members by delegating responsibilities based on their strengths. When team members trust their leader and each other, they are more likely to share ideas openly and take risks.

Provide the Right Tools and Resources

Collaboration is greatly enhanced by the availability of appropriate tools and resources. Invest in technology that facilitates seamless communication and project management. Whether it’s project management software, collaborative platforms, or communication tools, ensure that your team has access to the resources that streamline their collaborative efforts.

Lead by Example

Leadership is not just a title; it’s an action. Collaborative leaders lead by example, demonstrating the behavior and attitudes they expect from their team. Actively participate in collaborative efforts, listen attentively, and be open to feedback. When team members see their leader embracing collaboration, they are more likely to follow suit.

Final Thoughts

In the dynamic landscape of the 21st century workplace, collaborative leadership and executive coaching are not just buzzwords; they’re strategic imperatives. By emphasizing open communication, establishing clear goals, encouraging diverse perspectives, fostering a culture of trust, providing the right tools, and leading by example, leaders can unlock the full potential of their teams.

In doing so, they not only propel their organizations towards success but also create a work environment that is fulfilling, innovative, and resilient in the face of challenges. Collaborative leadership is the key to navigating the complexities of the modern workplace and achieving sustainable growth.

Understanding the Difference Between Coaching and Mentoring

Many leaders describe themselves as coaching employees when they’re actually mentoring them. Because of this, many organizations may be missing out on opportunities to develop leaders as coaches as well as leverage the benefits of mentorship. To help differentiate between coaching and mentoring, here’s a brief definition of each: Mentoring is offering advice based on knowledge, expertise and experience. Coaching is inquiry-based; insightful questioning can spark a person to see themselves and the world differently and solve their own challenges. Both mentoring and coaching can be extremely valuable and helpful. When leaders fully understand the difference between coaching and mentoring, they can have both of these critical skills at their disposal, which can be a double benefit for developing others. They can choose to have a coaching conversation or a mentoring conversation, or they can decide to blend the two. There are many coaching skills courses offered for leaders around the world, but you don’t have to become certified in coaching to practice it as a leader. If you’re interested in expanding your own coaching abilities, here are five suggestions:

Take the time to build trust, respect and psychological safety.
Shift from a ‘knowing and telling’ approach to an ‘asking and listening’ style.
Keep the conversation positive, strengths-based, future-focused and action-oriented.
Hold candid yet compassionate development conversations.
Help the employee set specific development goals and hold them accountable.

With a little coaching training, leaders serving as both coaches and mentors can have an enormous impact on the development of employees and future leaders. By doing so, they also can help improve their organization’s performance and productivity, reduce turnover, increase motivation and engagement and have a large positive impact on the bottom line.

In today’s fast-paced and ever-evolving business landscape, leaders are recognizing the importance of fostering a culture of continuous improvement within their organizations. The learning leader, a concept that has gained prominence in recent years, plays a pivotal role in creating an environment where growth and development are not only encouraged but deeply ingrained in the organization’s DNA.

The Learning Leader Defined

The learning leader is someone who prioritizes personal growth and encourages the same in their team. They embrace change and view challenges as opportunities to learn and innovate. These individuals recognize that their role is not just to manage but to inspire, mentor, and create an atmosphere of continuous improvement.

Lead by Example

Individuals must model the leadership development behavior they want to see in their team. This means actively seeking opportunities for personal and professional growth, displaying a growth mindset, and demonstrating a commitment to learning.

Encourage a Growth Mindset

A growth mindset is the belief that abilities and intelligence can be developed through effort and perseverance. By instilling this mindset in your team, you create a culture where challenges and failures are viewed as learning opportunities, not roadblocks.

Foster Open Communication

Effective communication is essential for a learning culture. Learning leaders encourage open, honest, and constructive feedback. They create an environment where team members feel comfortable sharing their ideas, questions, and concerns.

Invest in Learning and Development

Allocate resources and time for continuous learning and development. This includes providing training opportunities, mentorship programs, and access to educational resources. Learning leaders understand that these investments lead to a more skilled and motivated workforce.

Set Clear Goals and Expectations

Clearly define goals and expectations for both individual team members and the organization’s leadership development as a whole. Having a roadmap provides direction and motivation for continuous improvement efforts.

Celebrate Success and Failure

Recognize and celebrate the achievements of your team, whether big or small. Equally important, acknowledge that failures are part of the learning process. Encourage your team to reflect on what went wrong, what they learned, and how they can do better in the future.

Empower Decision-Making

Empower your team members to make decisions and take ownership of their projects. This not only promotes a sense of responsibility but also encourages them to continuously seek ways to improve their processes and outcomes.

Embrace Technology

In today’s digital age, learning leaders leverage technology to facilitate learning and development. Learning management systems, online courses, and collaborative tools can aid in delivering continuous learning experiences.

The Impact of a Learning Culture

Creating a culture of continuous improvement under the guidance of a learning leader yields numerous benefits:

Adaptability: Organizations that prioritize learning can more easily adapt to changes in the market and industry, staying ahead of the curve.
Innovation: A culture of learning encourages employees to think creatively and generate innovative solutions to challenges.
Engagement and Retention: Employees in a learning culture tend to be more engaged and satisfied in their roles. This, in turn, leads to higher retention rates.
Improved Productivity: These individuals inspire their teams to become more efficient and productive, contributing to the overall success of the organization.
Talent Attraction: Organizations known for their commitment to learning and development tend to attract top talent, further enhancing their competitive edge.

Final Thoughts

The learning leader is not merely a manager but a mentor, motivator, and advocate for continuous improvement. They create an environment where personal and professional growth is celebrated, and learning is seen as a lifelong journey. This approach empowers organizations to adapt, innovate, and thrive in an ever-changing world.

Whether you’re an executive, a team lead, or an individual contributor, embracing the principles leadership development can drive both personal and organizational success. So, lead with a passion for learning, and watch as your team and organization grow and thrive in the spirit of continuous improvement.

Leadersharp was formed because we believe that the world needs better leaders, and we can help. Leadersharp is a Canadian-based leadership coaching, training and consulting firm that works with companies nationwide to advance the development of leaders, teams and their organizations. Our expert team offers a variety of programs and engagements, including executive coaching, management training, custom course development and HR and Organiational Development consulting. By integrating a hands-on approach and advanced tools including Everything DiSC, Great Feedback, and The Leadership Circle Profile, we guarantee an exceptional experience and unparalleled results. Based out of Calgary, Alberta, our team is ready to help guide you to success. Get in touch today at [email protected], or (403)-719-0800.

Did you get everything done yesterday that you wanted to? How about the day before that? Would you like more time in your day to do everything? Work, texting the kids, family, friends, groceries, Facebook, errands, fixing the lawnmower. It’s a frenetic world we stumble through every day with no time to take a breath. The ‘To Do’ list is never complete (It never will be by the way so get used to it). I don’t know about you, but this causes me anxiety. My desk is a mess, and my friends rarely see me. Evenings I’m some kind of Zombie ‘cos I’m so tired.

To create more balance we can try to manage our energy (not our time). By focusing more on what we eat, how much sleep we get, how much exercise we take (cardio, strength training and flexibility) we can become more productive, energized and focused. Loads of research supports this somewhat counter-intuitive concept. There is also an increasing focus on becoming more mindful, including paying more attention to our presence in the moment. So what’s all this got to do with listening?

Well, one critical leadership competence and respectful human kindness trait is to really listen to another person during a conversation. But as we flail though our frantic world many things can suffer from our lack of attention. Listening is a big one. The victims are our friends, family, spouses, children, neighbor’s bosses and co-workers. My guess is you know how you feel when someone is not fully listening to you. Often they will listen for a few seconds, then chime in with their experience that takes over what you were trying to say. They (often unknowingly) create a shift in the conversation to them, away from you.

This type of listening is listening for a gap so they can speak. Half listening and simply waiting to say what’s on their mind irrespective of what you are saying. Sadly, this happens all the time. In contrast, can you recall a time when you were listened to attentively and deeply. When the other person asked a question, curious to learn more about what you just told them. Connecting with your words and their meaning and how the event made you feel. This is known as active listening. I like to call it resonant listening. This is giving them your complete attention and listening so fully with your head, your heart, and your gut that other person feels you are with them in their story, and feels that you want to know more. You know it is about them in that moment and far less about you. Many top leaders and wonderful people are great at listening.

Recently FastCompany published a great Blog by Lisa Evans describing the Six Habits of Good Listeners. It was based on research work by Taylor Berens Crouch at the University of Maryland. The short article is well worth a read. Here are six habits of great listeners:

1. Practice being mindful
2. Pause before responding
3. Paraphrase what was just said
4. Have an open mind
5. Are comfortable with being uncomfortable
6. Aware of their body language

How do your resonant listening abilities measure up most of the time? Where are you placing your attention when others speak?

With some of my executive coaching clients I give them a simple tool to use if they are shifting their habits from an expert in ‘knowing and telling’ mode to more of an ‘asking and listening’ mode. This is a coach approach to leadership. The tool I share with them, which can be written in a notebook as a reminder, is W.A.I.T, which stands for ‘Why Am I Talking?’ It’s a reminder to listen more than talk, and it works really well.

It’s not just a key leadership skill to be good at resonant listening, it’s a human relationship skill. You may find that you enjoy deeper friendships, better relationships and greater success as a manager if you simply WAIT.

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Our world has seen dramatic changes over historic time, mostly influenced or led by memorable men and women. Such as Alexander the Great who built an empire across northern Africa and Asia. Or the Caesars of the Roman Empire who ruled for fourteen hundred years. Or Boadicea, the queen of a British tribe who led an uprising against them.

In more recent history, celebrated individuals show us what great leadership looks like for a world more similar to the one we know now. The 16th US president Abraham Lincoln and his fierce resolve to abolish slavery as well as end the American Civil War comes quickly to mind. Mahatma Gandhi gently inspired movements for civil rights and freedom across the world as well as easing poverty and expanding women’s rights in India. Nelson Mandela dismantled the legacy of apartheid racism in South Africa. After 27 years as a political prisoner he returned with a heart full of forgiveness and a head determined to win rights for non-whites. Aung San Suu Kyi, who won the Nobel peace prize in 1991, is finally winning the fight for democracy in Myanmar after also being imprisoned for many years.

What words describe these remarkable leaders? Perhaps selfless, humble, resolute, caring, courageous, purposeful, visionary? Perhaps all of them and more. These characteristics seem to embody what the world needed in their time. But what type of leadership does the world need today and for the future?

The industrial revolution that began in England in the late 1700’s to early 1800’s was a massive transformation from manpower to machines. Since 1969 when John F. Kennedy’s inspiration led to man’s first step on our moon, and since 1980 in particular, remarkable technical and social changes have shrunk and forever altered the world and how we interact with others. In our lifetime the pace of change and the acceleration of technological innovation leaves us breathless. Both with excitement and sometimes with fear. The first home computers became available in the 1980’s, as did the first mobile phones. The World Wide Web was invented in 1989. Now these three world-changing technologies are seamlessly combined into a single smart phone. Our primary communication platform has metamorphosed from a simple phone call into an explosion of social media choices. We can’t imagine our lives without this digital technology.

Yet with all this technical (r)evolution and so many other disruptions in a world that is constantly changing, what type of leader does this world need now? And tomorrow? And ten years from now? There is a growing concern that our leadership skills, in business, politics and the world are rapidly falling behind the complexity of challenges we face. There is a growing leadership crisis in the world because of the mass exodus of aging boomers from the workforce and the leadership skills deficit recognized worldwide. We’re in over our heads and we’re falling behind in how to develop better leaders.

As before in history, every so often someone comes along to show us what great leadership looks like. The leadership that is required for the times. This time we can look to the lifetime dedication of Bob Anderson and Bill Adams and the development of the first Universal Model of Leadership and framework for leadership development. Late in 2015 they released their book, Mastering Leadership that describes an astounding integration of most of the leadership development research to date and the psychology behind our beliefs, motivations and behaviors. The model is also proven by scientific research and statistical validity that confirms what effective leadership comprises and how effective leadership generates better business results every time. This elegant and profound Universal Model is the most important development in leadership since the early philosophers such as Plato first started asking questions such as, “What qualities distinguish an individual as a leader?”

As Bob Anderson and Bill Adams say, “We need better leaders at all levels – men and women who create thriving futures, healthy cultures and competitive companies; who balance short-term profitability with long-term sustainability; who create a better world. Mastering leadership is now a strategic priority, a competitive advantage and a global imperative.”

LeaderSharp Group is driven by our Purpose that The World Needs Better Leaders. We believe with absolute certainty that the Universal Model of Leadership, represented in the Leadership Circle Profile™ Assessment and other transformational tools from The Leadership Circle is the only answer for developing effective leaders for today and for tomorrow. It’s that important.

This is the first in a series of blogs to shine a light on a growing leadership crisis the world is facing and to explore the type of leadership that the world and our organizations desperately need today and for the future.

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Fostering diversity and inclusion is not only a moral imperative but a strategic advantage for businesses. Corporate leaders who prioritize these principles create environments that empower individuals to bring their authentic selves to the table, fostering innovation, and driving growth.

In this blog, we explore how cultivating a culture of diversity and inclusion aligns with effective leadership and executive coaching efforts, and discuss the importance of psychological safety in this journey.

Why Diversity & Inclusion Matter in Leadership

Diversity encompasses more than just visible differences; it encompasses a range of backgrounds, experiences, and perspectives. When leaders champion the use of executive coaching to promote diversity, and inclusion, they tap into a wellspring of creativity and innovation that results from the collision of varied viewpoints. Teams with diverse backgrounds bring unique insights to problem-solving and decision-making, ultimately leading to improved outcomes and adaptability in a rapidly changing business landscape.

Inclusion, on the other hand, is the active practice of ensuring that every individual feels valued, respected, and heard. Leaders who foster an inclusive environment empower team members to express their opinions without fear of reprisal, fostering collaboration and engagement. This leads to higher levels of job satisfaction, an increased ROI on executive coaching , reduced turnover, and increased productivity.

Developing a Culture of Diversity & Inclusion

Lead by Example: Leadership sets the tone for the entire organization. When leaders demonstrate their commitment to diversity and inclusion through their actions, it sends a powerful message to their teams.
Set Clear Expectations: Make diversity and inclusion part of your organization’s values and mission. Clearly communicate these expectations to your team members and hold everyone accountable for upholding them.
Foster Open Communication: Encourage open dialogues about diversity and inclusion. Create safe spaces where employees can share their experiences and perspectives, fostering a sense of belonging.
Inclusive Hiring Practices: Implement inclusive hiring practices that emphasize skills, experiences, and potential over cultural background. This ensures a diverse pool of talent from which to choose.
Cultivate Mentorship & Sponsorship: Create mentorship and sponsorship programs that help underrepresented individuals advance in their careers. Providing guidance and opportunities for growth is key to creating a more inclusive workforce.
Educational Initiatives: Offer workshops, training, and resources that educate employees about unconscious bias, cultural competence, and the value of diversity in the workplace.

The Role of Psychological Safety

Psychological safety is the cornerstone of any successful executive coaching agenda and inclusive workplace. It’s the belief that one can voice their opinions, ideas, and concerns without fear of negative consequences. Leaders who prioritize psychological safety ensure that all team members have an equal opportunity to contribute, leading to enhanced collaboration and creativity.

Encourage Feedback: Create an environment where feedback is welcomed and encouraged. This empowers employees to share their insights, even when they might challenge the status quo.
Address Microaggressions: Microaggressions are subtle, often unintentional comments or actions that marginalize individuals. Leaders should be vigilant in addressing and rectifying such behaviors.
Acknowledge Mistakes: Leaders who admit their own mistakes and learn from them create an atmosphere where others feel safe to take calculated risks without fearing humiliation.
Active Listening: Show genuine interest in others’ perspectives through curious questioning and appreciation of their willingness to bring forward an opinion. Active listening builds trust and demonstrates that you value diverse viewpoints.
Supportive Response: When team members voice their concerns, respond with empathy, and show willingness to collaborate on solutions. This reinforces psychological safety and demonstrates that their contributions matter.

Leadership Development & Beyond

As a leader, fostering diversity and inclusion isn’t just a checkbox to mark—it’s a continuous journey that shapes your organization’s culture and impact on the world. By embracing diverse perspectives, including them as executive coaching themes and areas of focus , and fostering an inclusive environment, you unlock the potential for innovation and growth while nurturing a workforce that feels valued and empowered.

Remember that fostering diversity and inclusion isn’t just a one-time initiative; it’s an ongoing commitment that requires dedication, open-mindedness, and a willingness to learn and evolve. As a leadership development and training company, we’re here to support your journey toward becoming a truly inclusive leader who empowers their team and drives sustainable success.

Leadersharp was formed because we believe that the world needs better leaders, and we can help. Leadersharp is a Canadian-based leadership coaching, training and consulting firm that works with companies nationwide to advance the development of leaders, teams and their organizations. Our expert team offers a variety of programs and engagements, including executive coaching, management training, custom course development and HR and Organiational Development consulting. By integrating a hands-on approach and advanced tools including Everything DiSC, Great Feedback, and The Leadership Circle Profile, we guarantee an exceptional experience and unparalleled results. Based out of Calgary, Alberta, our team is ready to help guide you to success. Get in touch today at [email protected], or (403)-719-0800.