The world needs great leaders and I believe that you became a leader to help make the world a better place. But being a great leader isn’t always easy. People are complex and confusing. Teams experience conflict. Personalities clash.
You do your best, but often leaders are promoted (thrown into the deep end) and expected to learn as you go (sink or swim). If and when that happens, the team suffers while you learn the ropes, and your vision of being a great leader can become tarnished. To me, that’s a travesty and I’m here to help.
I believe that we need to look at learning and leadership development differently. The old classroom style of learning isn’t as effective as it needs to be. That being said, there is a place for in-person learning. The key is the process that surrounds the implementation of that learning. There needs to be more responsibility on the side of learning providers to make sure that you are not left on your own. That’s why I consider myself your Learning Partner, and not just your vendor.
- Masters Degree in Leadership; University of Guelph; Ontario, Canada
- Diploma in Adult Training and Development; University of Toronto/OISE; Ontario, Canada
- Diploma in Computer Programming and Systems; DeVry Institute; Toronto, Ontario, Canada
As a believer in life-long learning, I continuously upgrade my skills to ensure my own knowledge is current and relevant. This had lead to several certifications over the years.
- Myers-Briggs Master Practitioner
- Balanced Scorecard Professional
- Managing Organizational Transitions
- Distinguished Toastmaster
My coaching philosophy …
My style when coaching leaders is to be like an athletic coach, where not only do I provide the inspiration and motivation to push you, I also teach you the things that I know so that you can apply them. You have many of the answers to your problems inside, but I bring considerable knowledge and experience to our relationship. That means that sometimes I’m the cheerleader, sometimes I’m the teacher, sometimes I’m the mentor. Above all else, I’m your trusted Advisor.
When I work with leadership teams, I help you to really drive the behaviours that make teams successful. I’m not shy to share my opinion, or to speak truth to power. If you’re looking for someone who will tell it like it is and not hold back, we’ll get along famously.
My leadership development philosiphy…
When it comes to developing leaders, I believe there needs to be a true partnership where we are each responsible and accountable for results. My success is dependant on your success, and yours is dependant on mine.
Your job is to do the heavy lifting of applying what you learn. My job is to make sure what you learn is relevant, practical, and doable.
What does this really mean? It means that I will partner with you to deliver the best solution. I’m not a fan of one-and-done type of learning events. I’m happy to do a one-off workshop for your or your team, but that puts the full responsibility on you and them to apply what you’ve learned. The truth about learning and why leadership development programs so often fail to deliver great results, is that people struggle to fully apply their new knowledge back on the job. You’re excited and your intentions are good, but life, and the job, gets in the way.
This is why my philosophy includes building support and feedback to ensure your success. Sometimes this feedback includes measuring the effective of our time together. This is important because whoever is paying the bill wants to know there is a positive, and significant, return on investment.
There are many tools in my tool belt. Some of them I designed myself and others I draw on the expertise and wisdom of others. To me, assessments are a way to help generate discussion about multiple aspects of your leadership style and capability. Here are just a few of my favourites.
- MBTI: as a Myers-Briggs Master Practitioner, I have seen time and again the power that is unleashed in people when they truly understand their natural gifts and talents and can find ways to use them every day. Over the years I have found this to be one of the most powerful tools I use when working with leaders and leadership teams.
- 5 Behaviors of a Cohesive Team: based on the work of Patrick Lencioni, author of 5 Dysfunctions of a Team, and The Advantage, I am a strong proponent of Organizational Health. The 5 Behaviours assessments help to understand where the team is weak, and the personal development version helps individuals learn how to make a stronger contribution.
- 360 Feedback: as a leader, you need to know exactly what your strengths and weaknesses are, and not just from your own perspective. Understanding how your style comes across to others can be a truly eye-opening experience because how we’re perceived is often not how we intend to come across.
- 6 Types of Working Genius: this powerful assessment created by Patrick Lencioni provides insights that are 80% productivity and 20% personality. It is the fastest and simplest way to discover your natural talents at work.
As I look for more ways to help you develop as a leader, I will continue to add to my repertoire of resources. My hope is that my words inspire you to be all that you can be.
- The Ruby Report; How Organizations Can Profit by Promoting Women Leaders
- Leadership Gurus Speak Out
- 10 Principles Every CEO Must Know To Play And Win
- 10 Commandments of Ethical Leadership
- Powerful Presentations for Women