Leadership through Eyes of a Coach...Alan Booth

Thursday, October 23, 2014


In the process of advocating for top executives and acting as their confidant, the people below are not viable for my practice:

1.    People who do not think they have a leadership problem [even though their staff feels differently].  These people tend to defend their status quo
2.    Those pursuing business growth with no plan or strategy.  Helping them might have a negative effect on their company.

The only exception is executives who are well defended in the ways above but deep down know they need help!


The subject line is a fact that keeps growing...more interruptions, loss of focus, less patience to think things through.
Busy Bob Jordan, an executive client in a fast growing investment firm told me he is overwhelmed with work. He says "All of my staff need to become more productive and knowledgeable. I am getting exhausted."
I ask where he might start to resolve this heavy workload.  He says: "Delegate more"!
No, Bob!  Think this through.
You are the cause of this problem.
Nice guy Bob responds [reacts] to his staff's daily requests for help when they could be challenged to getting that help themselves. Enable/motivate your people to do that.
But why are his people so dependent on him?  He enables them to be dependent in his role of their Chief Problem Solver.
The significance of this stress?   Deteriorating focus on what is important.
Stress that is internalized or outwardly visible is the most frequent characteristic causing my clients to reach out for help.