An organization is a community of discourse.
Leadership is about influencing the nature of the discourse.
–Robert Kegan
Harvard University
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Someone exercising leadership is orchestrating the process of getting factions with competing definitions of the problem to start learning from one another.
– Ron Heifetz
Harvard University
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Years ago, an experienced coach and mentor began our meeting by asking about my first child. Just 18 months old, he was eagerly crawling and using a few words.
“It’s a fascinating time,” I replied. “You can almost hear the wheels turning in his head as he experiments to find out what combination of noises and movements is going to get him what he wants.”
I heard myself and paused to absorb the insight.
“Wow!,” I continued. “That is still how I spend most of my day.”
But not every day. How often do you actually examine how well your “noises and movements” are serving you? Don’t we all expend a lot of energy just repeating tired and familiar strategies rather than observing our results and experimenting with new communications?
It is rare to be as eager and innovative as a baby yet how can we fail to be impressed with the child’s rapid progress? One reliable technique for enhancing our learning, of course, is to work with a supportive and insightful executive coach.
How do you stay green and growing?
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It is extraordinary to think you can be excellent at something without a coach. The notion that Roger Federer would not have several coaches is ridiculous.
One of the best things that happened to me was to get a coach.
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Most of my CEO executive coaching clients have detailed, measurable goals. We use them as navigational aids, comparing interim results with plans and expectations, to help the client make adjustments to their attitudes and activity. I was in the midst of one such review when the client took the conversation in a novel and fruitful direction.
I asked, “Have you looked into that club for sharing exotic sports cars we discussed?”
“I’ve been thinking about that, ” he responded. “Why
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