Vanessa Braun’s Post

Empathy truly sets strong leaders apart. Listening and understanding build real connections. Great tips here ⬇️⬇️⬇️

Empathetic Leadership: Nurturing Emotional Intelligence and People Skills Cultivating self-awareness and self-regulation isn't just about mastering oneself; it's about setting a precedent for the team. As leaders, it's about leading by example, showing that vulnerability is not a weakness but a strength that fosters trust and authenticity. Empathy becomes the cornerstone of genuine connections within a team. How do we, as leaders, demonstrate empathy towards our team members, recognizing their individual journeys and challenges? It's about active listening, stepping into their shoes, and acknowledging that behind every task lies a person with their own joys, fears, and aspirations. Emotionally charged situations are inevitable in the dynamic ecosystem of work. How do we navigate these moments, ensuring that emotions are not suppressed but channeled constructively towards resolution? It involves creating safe spaces for open dialogue, where every voice is heard, and every perspective is valued. Conflict becomes not a battleground but a gateway to understanding and growth. Building genuine relationships with our teams goes beyond the confines of professional obligations; it's about investing in the human connections that transcend hierarchical structures. How do we foster a culture where every team member feels seen, valued, and respected? It's about authenticity, transparency, and a genuine interest in the well-being and growth of each individual. Adapting communication based on individual team member needs is the hallmark of effective leadership. How do we tailor our approach, recognizing that one size does not fit all in the realm of communication styles? It's about understanding the nuances of personalities, preferences, and working styles, ensuring that every interaction is not just informative but impactful. As we navigate the realms of emotional intelligence and people skills, let's recognize that it's not just about managing tasks; it's about cultivating relationships, fostering growth, and inspiring excellence. The call to action is clear – let's lead with empathy, communicate with authenticity, and build teams that thrive on the foundation of emotional intelligence. Come alongside me on the voyage of empathetic leadership! Cultivating emotional intelligence and interpersonal abilities isn't merely a quality of leadership; it forms the core of establishing environments where each team member is appreciated, comprehended, and empowered. #EmotionalIntelligence #PeopleSkills #EmpatheticLeadership #TeamBuilding #AuthenticCommunication EOS Worldwide Vistage Worldwide, Inc. _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Want to know more? Join “THE EOS® HOUR – Monthly Entrepreneur Mastermind Group” with Marshall Krupp every 4th Monday of the month from 9:00 a.m. to 10:00 a.m. Secure your spot and get access to our virtual Zoom platform by registering at https://lnkd.in/emg9TbA2

Today I get to connect with a group of ladies who are being groomed into my community as mentors as we take on different roles in our private members club. While I was mulling on this a reminder on communication and leadership was posted on one of my platforms.Trust this will be helpful I believe we so often always need to be reminded on the basics as we connect to our teams as Leaders #Effective_communication is undoubtedly one of the most crucial aspects of successful leadership. As a leader, your ability to communicate your ideas, inspire your team, and foster trust can make or break your organization's goals. Let's explore some of the most essential communication skills that a leader must possess to be effective: 1. Adapt Your Communication Style: Keep in mind that different communication styles exist and vary from person to person. As a leader, it's your responsibility to tailor your communication style to your team members' preferences and motivations. For example, if you're an authoritative leader, you may want to align your team with a clear vision. On the other hand, if some team members seek autonomy, you may want to provide space for them to make independent decisions. 2. Active Listening: Great leaders know when to speak and when to listen. They show genuine interest by actively engaging in conversations, asking for opinions, and inviting feedback. Taking notes during discussions demonstrates your commitment to understanding others. 3. Clarity and Simplicity: It's crucial to use straightforward language to discuss complex topics. As a leader, you need to simplify intricate concepts to ensure everyone comprehends critical information. Always remember that clarity fosters understanding and alignment. 4. Sticky Metaphors: Memorable metaphors can be a great tool to reinforce key messages. These vivid comparisons resonate with your team and enhance retention. As a leader, you need to choose metaphors that align with your vision and values. 5. Empathy: Empathetic leaders understand their team members' feelings, perspectives, and challenges. They build trust and create a supportive environment by acknowledging emotions and demonstrating genuine care. 6. Transparency: An open culture is essential for building trust. As a leader, you must be transparent about organizational changes, challenges, and successes. This fosters trust and encourages team members to share their thoughts and concerns. 7. Feedback Loop: Establishing a continuous feedback loop is critical for team growth. Regularly providing constructive feedback helps team members grow, and being receptive to feedback from them as well. Effective communication is not just about conveying information; it's about inspiring positive change, fostering collaboration, and achieving shared objectives. As a leader, your communication skills directly impact your team's success. Wishing you success #communication #leadership #transformation #becoming #mentorshipandcoaching

𝗜𝗻 𝗮 𝘄𝗼𝗿𝗹𝗱 𝗼𝗳 𝗰𝗼𝗻𝘀𝘁𝗮𝗻𝘁 𝗰𝗵𝗮𝗻𝗴𝗲, 𝗼𝗻𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝗸𝗶𝗹𝗹 𝘀𝘁𝗮𝗻𝗱𝘀 𝗼𝘂𝘁 -- 𝘁𝗵𝗲 𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗼 𝘁𝗿𝘂𝗹𝘆 𝗹𝗶𝘀𝘁𝗲𝗻. This insight unveils a critical aspect of effective leadership during turbulent times. Let's explore how we can harness the power of empathetic listening to navigate change: • 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝘁𝗵𝗲 𝗛𝘂𝗺𝗮𝗻 𝗘𝗹𝗲𝗺𝗲𝗻𝘁: Change isn't just about processes or strategies - it's deeply personal. Recognizing this is the first step to effective leadership. • 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗘𝗺𝗽𝗮𝘁𝗵𝘆: "We need to feel listened to, like somebody is hearing us and empathizing with whatever is going on for us." Empathy isn't just nice to have; it's essential for guiding teams through transition. • 𝗔𝗻𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗲 𝗥𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲: "You're going to have members of your team who are not going to manage to change well." Expect and prepare for varying levels of adaptability within your team. • 𝗖𝗿𝗲𝗮𝘁𝗲 𝗦𝗮𝗳𝗲 𝗦𝗽𝗮𝗰𝗲𝘀: "You need to find a way to hear them and you need to find a way so that they feel heard." Cultivate an environment where team members feel safe expressing their concerns. • 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗔𝗰𝘁𝗶𝘃𝗲 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴: "Really listening to them and feeding back some of their words to them." This technique ensures your team members feel truly understood. • 𝗩𝗮𝗹𝗶𝗱𝗮𝘁𝗲 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝘀: Recognizing and validating emotions can be incredibly powerful in building trust and resilience. • 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗮𝘀 𝗮 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆: Far from being a 'soft' skill, empathy is a crucial tool for effective leadership and team cohesion. 𝗪𝗵𝗮𝘁 𝗺𝗮𝗸𝗲𝘀 𝘁𝗵𝗶𝘀 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝘀𝗼 𝗽𝗼𝘄𝗲𝗿𝗳𝘂𝗹 𝗶𝘀 𝗶𝘁𝘀 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗼𝗳 𝘁𝗵𝗲 𝗵𝘂𝗺𝗮𝗻 𝗮𝘀𝗽𝗲𝗰𝘁 𝗼𝗳 𝗰𝗵𝗮𝗻𝗴𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁. Using empathetic listening, leaders can build the trust and understanding necessary to guide their teams through even the most challenging transitions. In a business world that often prioritizes speed and efficiency, your ability to slow down and truly listen could be the differentiator that sets your leadership apart. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗲 𝗽𝗼𝘄𝗲𝗿 𝗼𝗳 𝗲𝗺𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴? P.S. Can you recall a time when feeling truly heard made a significant difference in your ability to navigate change? 𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗱𝗶𝘃𝗲 𝗱𝗲𝗲𝗽𝗲𝗿? 𝗪𝗮𝘁𝗰𝗵 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝘃𝗶𝗱𝗲𝗼 "𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺 𝗬𝗼𝘂𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: 𝗙𝗶𝘃𝗲 𝗘𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗠𝗶𝗻𝗱𝘀𝗲𝘁𝘀 𝘁𝗼 𝗔𝗱𝗼𝗽𝘁 𝗡𝗼𝘄" 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗳𝗼𝗿 𝗺𝗼𝗿𝗲 𝗴𝗮𝗺𝗲-𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗼𝗻 𝗲𝗺𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗮𝗻𝗱 𝗴𝘂𝗶𝗱𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗰𝗵𝗮𝗻𝗴𝗲. https://lnkd.in/eRn5mdpY

I recently found a fascinating article about leadership communication that got me thinking. Did you know that 86% of employees and executives cite ineffective collaboration and communication as the main reasons for workplace failures? As leaders, our words carry immense weight. The phrases we use can either motivate or demotivate our teams. Here are some common phrases that might be undermining your leadership effectiveness: 1. "That's not my job" - Instead, try: "Let's figure out who can best handle this." 2. "We've always done it this way." - Consider: "What new approaches could we explore?" 3. "It's impossible" - Reframe: "This is challenging, but let's brainstorm solutions." 4. "I don't have time" - Shift to: "Let's prioritize this and find a suitable time." 5. "You're wrong" - Try: "I see it differently. Can you help me understand your perspective?" 6. "I'll try" - Be more decisive with: "I will do this by [specific date/time]." These small changes in our language can have a significant impact on team morale and productivity. What phrases have you found particularly motivating or demotivating in your workplace? Have you ever caught yourself using any of these negative phrases? #LeadershipCommunication #WorkplaceCulture #EffectiveLeadership #TeamMotivation

This is the story of how I helped a new manager  at ABC Company gain the confidence and skills necessary to effectively lead a team. I am an executive and leadership coach who has worked with hundreds of tech professionals, helping them become the leaders they know they could be. 𝗧𝗵𝗲 𝗡𝗲𝘄 𝗠𝗮𝗻𝗮𝗴𝗲𝗿'𝘀 𝗦𝘁𝗿𝘂𝗴𝗴𝗹𝗲 Avoiding difficult conversations doesn’t protect your authority; it erodes it. Many transition into new roles and face the challenge of adapting. Bridging the gap between their existing abilities and the requirements of their new position is the challenge. This new manager was struggling to make the leap from individual contributor to manager. 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆𝗶𝗻𝗴 𝘁𝗵𝗲 𝗣𝗿𝗼𝗯𝗹𝗲𝗺: 𝗔𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝗗𝗶𝗳𝗳𝗶𝗰𝘂𝗹𝘁 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 While great in technical skills, there was a lack of confidence in delivering feedback and navigating difficult conversations. This led to avoiding these situations, which decreased team morale and productivity. 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗦𝗲𝘀𝘀𝗶𝗼𝗻𝘀: 𝗔𝗱𝗱𝗿𝗲𝘀𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗢𝗯𝘀𝘁𝗮𝗰𝗹𝗲𝘀 Through our coaching sessions we explored the obstacles preventing the action. We discussed the fear of undermining authority by showing vulnerability, a common concern among leaders. I helped her understand that expressing empathy and honesty could strengthen relationships with the team. 𝗧𝗵𝗲 𝗧𝘂𝗿𝗻𝗶𝗻𝗴 𝗣𝗼𝗶𝗻𝘁: 𝗘𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲 A turning point came when the manager recognized the importance of incorporating emotional intelligence into their management style. Learning to approach difficult conversations with a balance of empathy and directness was key. 𝗝𝗼𝘂𝗿𝗻𝗮𝗹𝗶𝗻𝗴: 𝗔 𝗧𝗼𝗼𝗹 𝗳𝗼𝗿 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻 I introduced her to Journaling. It was instrumental to reflect on experiences and identify areas that needed to be worked on. I started acting as an accountability partner to establish a regular journaling routine. 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻: 𝗩𝗶𝗲𝘄𝗶𝗻𝗴 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗮𝘀 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 With my guidance and time , difficult conversations were now seen as opportunities for growth and connection. Preparing for these conversations involved considering not only what needed to be said but also personal feelings about the situation. This allowed delivering feedback in a way that was both constructive and supportive. 𝗢𝘂𝘁𝗰𝗼𝗺𝗲: 𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗱 𝗧𝗲𝗮𝗺 𝗠𝗼𝗿𝗮𝗹𝗲 𝗮𝗻𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 As these strategies were implemented, there was a noticeable improvement in team morale and motivation. Team members felt more comfortable approaching with concerns and ideas, leading to a more open and collaborative environment. This led to a boost in confidence and leadership abilities. Another successful leadership journey completed. 😎 If you're ready to start your leadership development journey, feel free to DM me “Leader” for a short call.

Assertiveness Across Cultures-- How do you lead assertively without being perceived as aggressive when leading between cultures? This is a common topic that comes up with my primarily APAC/ANZ based clients, especially given the different cultural norms around direct/indirect communication styles. Some professionals believe they cannot authentically behave more assertively, due to fear of being seen as aggressive or bossy. Others view those who don’t show leadership in an assertive way as lacking leadership skills or being too passive which can impact their view of that professional’s ability to make an impact or get promoted. The truth is, to lead best we need to find ways to flex our authenticity while also developing behaviors that will lead to workplace effectiveness in order to achieve personal and organizational goals, and what that means can vary depending on the people involved and the unique situation a client is experiencing. If clients are receiving feedback that they need to be more assertive, but don't know where to start. In this case, we often brainstorm charismatic, but assertive leaders they can relate to and think of how they behave. What would be the first baby steps in moving towards taking on some of the behaviors that they would be comfortable trying out? On the other hand, some of my western clients have a habit of steamrolling directly when they don't agree with something or want to block a proposal in order to save time and move things along, and then repair relationships later in the week over a coffee or lunch. While this can be effective, damage control may not always be successful, and i’ve often shared a laugh with clients whose next coaching topic is how to better manage their time when their schedules are full of makeup lunches and coffees! Have any stories around developing effective assertive leadership skills yourself when working across cultures? What kinds of behaviors have you found to work best for you? P.S. Reminder: Speaking of coffee, our next Walk the Talk coaching walk and coffee will be held at Solamachi on Sunday, August 25th from 10-12! This is a free casual social event and anyone is welcome to join! Reach out to join us in discussing more topics like this and getting some steps in the AC! *** Hi! I’m Katie Hurd and I'm a leadership coach based in Tokyo starting up a company to coach and train professionals to optimize their brains for healthy and transformational global leadership. I help professionals find clarity, align their life and work goals, get up to speed in new roles, and level up to become stronger transformational global leaders. I love meeting new people and am super passionate about mentally healthy leadership! If you enjoyed this, let me know, and do ring the bell on my profile to stay in touch!

𝐅𝐢𝐫𝐞 𝐨𝐫 𝐃𝐨𝐧’𝐭 𝐅𝐢𝐫𝐞? What should a leader do when: - A team member consistently misses their responsibilities? - There’s always a reason - an excuse - but no accountability? - I feel like I’m walking on eggshells to avoid upsetting them? It’s frustrating, especially when I can’t afford to lose them, and taking on their role myself isn’t an option. 𝐒𝐭𝐞𝐩 𝟏: 𝐀𝐬𝐬𝐞𝐬𝐬 𝐭𝐡𝐞 𝐒𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧 - Are the accountabilities clear? Do they know what’s expected of them? - Is this a matter of skill, motivation, or external factors? - What’s the impact on the team and organizational goals? 𝐒𝐭𝐞𝐩 𝟐: 𝐄𝐱𝐩𝐥𝐨𝐫𝐞 𝐎𝐩𝐭𝐢𝐨𝐧𝐬 - Invest in Development: Provide training or coaching to address gaps. - Reassign and Restructure: Can we redistribute tasks or hire support? - Set Clear Boundaries: Establish non-negotiables and monitor progress. But moments like these aren’t just about the other person. They’re an invitation for me, as a leader, to reflect: 𝐖𝐡𝐨 𝐚𝐦 𝐈 𝐢𝐧 𝐭𝐡𝐢𝐬 𝐝𝐲𝐧𝐚𝐦𝐢𝐜? - Do I avoid conflict or hesitate to confront performance issues directly? - Am I enabling this behavior by accepting excuses instead of driving accountability? - What unspoken messages might my communication or actions send to the team? 𝐖𝐡𝐚𝐭 𝐬𝐡𝐨𝐮𝐥𝐝 𝐈 𝐚𝐝𝐣𝐮𝐬𝐭 𝐢𝐧 𝐦𝐲 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡? - 𝐂𝐥𝐚𝐫𝐢𝐭𝐲: Am I setting crystal-clear expectations and holding people accountable? - 𝐄𝐦𝐩𝐚𝐭𝐡𝐲 𝐯𝐬. 𝐁𝐨𝐮𝐧𝐝𝐚𝐫𝐢𝐞𝐬: Am I balancing understanding their challenges with protecting the organization’s goals? - 𝐂𝐨𝐮𝐫𝐚𝐠𝐞: Do I face difficult conversations confidently, or delay them? 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐬𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐚𝐛𝐨𝐮𝐭 𝐨𝐭𝐡𝐞𝐫𝐬 - 𝐢𝐭’𝐬 𝐚𝐛𝐨𝐮𝐭 𝐰𝐡𝐨 𝐰𝐞 𝐚𝐫𝐞 𝐚𝐧𝐝 𝐡𝐨𝐰 𝐰𝐞 𝐬𝐡𝐨𝐰 𝐮𝐩. These situations often mirror unspoken dynamics: - 𝐓𝐡𝐞 𝐟𝐞𝐚𝐫 𝐨𝐟 𝐥𝐨𝐬𝐬: What if I lose this person and can’t replace them? - 𝐓𝐡𝐞 𝐧𝐞𝐞𝐝 𝐟𝐨𝐫 𝐡𝐚𝐫𝐦𝐨𝐧𝐲: Am I over-prioritizing avoiding conflict? - 𝐓𝐡𝐞 𝐫𝐞𝐟𝐥𝐞𝐜𝐭𝐢𝐨𝐧 𝐨𝐟 𝐭𝐡𝐞 𝐥𝐞𝐚𝐝𝐞𝐫: Sometimes, the behavior I see in my team points to changes I need to make in my leadership style. This is more than a practical dilemma; it’s a chance to grow as a leader. What do you think? When faced with a challenging team member, how do you balance personal growth, team needs, and organizational success? I’d love to hear your thoughts. #LeadershipChallenges #TeamManagement #ExecutiveCoaching #OrganizationalPsychology #CareerGrowth

This can be a challenge! These can go hand-in-hand: this is a leader who gets in touch with others, empowers, takes ownership, provides constructive feedback, and models what they want to see.  What is empathy?  Definitions are really important here. Empathy is about listening and understanding the other person's perspective. Listening is key here. It is about holding space for the other person and their feelings without trying to problem-solve or fix anything, passing judgment, or bringing ourselves into it (source: Theresa Wiseman's Four Attributes of Empathy and Brene Brown's "Atlas of the Heart"). Why is it important?  Empathy helps strengthen our relationships and provides a sense of safety and collaboration. It also helps us identify needs, connect to others, and also helps with creativity ("What Is Empathy?", VeryWellMind). What is accountability?  Accountability is about responsibility. It is about owning our mistakes, transparency, and direct, assertive communication. It takes vulnerability, which is an act of courage due to the risk involved (Brene Brown). Holding others accountable can be a risk as well and clearly communicating expectations and holding people to their commitments can help form cohesive teams.  With accountability, mistakes become opportunities for growth and learning--and successes are celebrated.  https://lnkd.in/gUAnse-M

I’ll let you in on the secret →Your MRI does nothing for you An MRI without a doctor, surgeon, & physical therapist does no help for your unhealthy life or body that is broken The personality test for yourself & your team - MRI Leadership Development Plan - doctor, surgeon, & physical therapist Since I couldn’t find the best work culture {see yesterday's post} I decided I’d spend the rest of my life investing in  individuals & teams helping create places where people want to work not where they have to work Here’s how I partner with you to eliminate those work culture and performance challenges. 5 Voices for Teams Workshops to create high-performing, healthy teams by enhancing communication and understanding. →Perfect for leaders who want to make the most of their team's potential. Here's the scoop: →Self-Awareness: Know your primary and secondary voices—how you naturally communicate. →Understanding Others: Recognize your teammates' voices to foster empathy and collaboration. →Effective Communication: Learn how to communicate better and avoid misunderstandings. →Leveraging Strengths: Harness the unique strengths of each team member. →Addressing Challenges: Spot and work on blind spots for continuous improvement. →Building Trust: Promote open communication and build a cohesive, trusting team. →Optimizing Team Performance & Art of Collaboration: Equipping your team to operate at their highest best. →Kryptonite: Fully understand and be aware of organizational culture killers Executive Leadership 1:1 Coaching A deep dive into your specific type indicators to understand your personality and its impact on your leadership. These sessions unlock the power of your personality, making you a more effective leader with tailored strategies for growth. Here's the scoop: Type Dynamics: Learn about the key dynamics: →Extraversion (E) vs. Introversion (I): How you gain energy. →Sensing (S) vs. Intuition (N): How you take in information. →Thinking (T) vs. Feeling (F): How you make decisions. →Judging (J) vs. Perceiving (P): How you approach the outside world. In-Depth Analysis: Understand your strengths, potential blind spots, and decision-making process. Personalized Insights: See how your type affects your interactions and leadership style. Practical Applications: Develop strategies to leverage your strengths and address growth areas. Real-World Scenarios: Apply insights to real-life leadership challenges with guided support. Action Plan: Create a personalized plan with goals and accountability measures. Ongoing Support: Regular check-ins for continuous improvement. Once you develop your leadership skills, your team performance & organization’s profit will grow! "What strategy would you use to level up your leadership game?" PS: With my leadership development plans,  I can help you create high performing teams by expanding their capacity and improving their overall health.. 🔗 The link to chat is in my featured section.