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…

CEO Leadership Style When Private Equity Comes In?

CEO Leadership Style When Private Equity Comes In?

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CEO Challenge: When Private Equity Comes In

CEO Challenge: When Private Equity Comes In

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Check Your Ego At the Door…It Might Be You

Check Your Ego At the Door…It Might Be You

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The Goal is Success…NOT Perfection

The Goal is Success…NOT Perfection

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3 Key Strategies for Effective Training

3 Key Strategies for Effective Training

Training is essential for success—always has been, always will be. But like everything else, not all training is created equally. Nor is there a one-size fits all when it comes to teaching employees. And that’s true for leadership - technical, interpersonal or...

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

Headline (edited for brevity): Swiss bank UBS named Axel Weber as its next chairman in a surprise move that robbed rival Deutsche Bank of its top candidate to succeed its chief Josef Ackermann in 2013. Make no mistake, this is Board negligence on the part of Deutsche...

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...

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