Executive Improvement

Senior leaders come in a variety of shapes and sizes. Some leaders are charismatic, others are commanding and stern. But there are very few executives with skills, knowledge and expertise who haven’t worked hard to build themselves into who they are today. The truth is, leadership expertise—particularly senior leadership—takes work, personal work. And at a time when we need incredibly competent, fast-adapting leadership, our resources are unseasonably strained. So what can we do to change those trends and help shape powerful leaders? Here are a few thoughts that help explain the “how” behind leadership expertise.

Professional Evolution Is Critical

Here’s where the work comes in, because as leaders, we need to understand that what got us here can’t get us there (with a nod to Goldsmith). In other words, to become or even remain successful, executives must be in a mode of constant learning and professional evolution. Besides, rising to the top doesn’t always mean you were best qualified, even with well-designed and executed succession planning.

Development, Development, Development

Today’s executives are uniquely exposed to constituents and flaws that were nearly unnoticeable yesterday but are flagrant today. It’s through constant coaching and development that leaders are able to stay at the top of their game. Top-performing athletes, musicians, military, etc. train incessantly, even if already recognized as top in their fields. What makes us think that executives with way more moving parts and impact don’t need that same level of development?

Coaching Works

Studies by both Forbes and Harvard Business show that a strong majority of high-performing executives today have a coach—a professional outsider who can coach, counsel, advise, and act as a sounding board and sometimes a steam vent. When surveyed, well over 90% of those executives without a coach stated clearly they wish they had one.

We call our process “Executive Consulting,” since it morphs traditional behavioral coaching with solid advice when necessary. None of that therapeutic “find yourself” stuff with unicorns and butterflies, our consultants have decades of senior executive experience, and can really assist with an executive’s rapid growth.

At Triangle Performance, we understand senior leadership, and the demands placed on executives today. We can discuss both team-based approaches for the leadership team, or individual executive coaching for those executives looking to become better at what they do.

Triangle Performance works with its clients to bring about the transformation and results necessary to compete and win in today’s economy. To learn how we can help you, call 281.257.4442 or click here.

On Executive Improvement…

Talent Management Strategy Must Match Business Goals

Talent Management Strategy Must Match Business Goals

Talent management came into focus in the late 1990’s, but only in the past decade has it become highly formalized. If you’re seeking high performance, it just makes sense to plan for and create strategies for developing talent. There’s an obvious link between...

When the Candidate Pool Is Too Shallow To Swim

When the Candidate Pool Is Too Shallow To Swim

Evaluating potential key talent for client companies is always interesting. And unfortunately, in many cases, you simply “can't fix stupid.” But if a candidate lacks some required skills, can you hire them anyway? Sure, it's your company. However, you should be...

Succession Done Stupidly: Negligent Planning at the Highest Level

Succession Done Stupidly: Negligent Planning at the Highest Level

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Stars – Leadership and the Key Employee

News Flash! Key Employees Don’t Grow on Trees!! Ya think?? It’s amazing to me that companies will spend more than 30% of an annual salary on recruitment, but then never clearly spell out exactly how to identify and hire a “star.” Luck is a lousy management strategy,...

It’s NOT The Economy, Stupid!

We speak so often about "the economy," as if it's this latent beast lurking about that no one can influence or control. And that beast, according to many, unilaterally influences success and failure in myriad ways through all walks of life and industry. Balderdash....

Manufacturing Matters…Really!

Manufacturing -- and I include process industries like chemical, refining, and some distribution -- is the backbone of this country. If I'm exaggerating with that statement, it's only by a small margin. We can see clearly how Manufacturing really does matter – it’s a...

Hmmm, You look Like a 4.87 to me…

Again, the issue of performance review ratings rears its head... I always find this topic fascinating; in reality (my opinion), there are only three performance results: (a) Doesn't meet expectations, (b) Meets expectations, or (c) Exceeds expectations. All else (in...

More Consultant Crockery…

So, there's this question on LinkedIn, asking a plethora of "strategy consultants" a valuable, fairly straightforward question: "Should we spend more time and effort on developing strategy or focusing on implementation?" Now, never mind whether you believe we should...

Last One Out, Turn Out The Lights…

Succession Planning. The final frontier... to boldly go where damn few have gone before, no matter how frequently they talk about it. A recent article in the Houston Business Journal references a survey about succession plans at mid-cap and large companies. Well over...

Strategy – When Ego & Logic Collide…

So, a colleague of mine was preparing for a 2-day strategy session... Never mind that I really dislike these two/three-day "events" disguised as strategic thinking and envisioning. This colleague, like many consultants, was gearing up for the contest that was to...

You Aren’t Paranoid – They Really Don’t Like You!

I've mentioned in earlier blog posts, and now it's confirmed -- many employees aren't too keen on their managers. Some results from a recent survey conducted by the Institute for Corporate Productivity; they surveyed 675 workers from all but executive levels, and...

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