Leaders By Design

Strong leadership enhances organizational culture by fostering personal worth, ensuring employees feel valued, respected, and motivated. By practicing self-awareness, recognition, integrity, and empathy, executives can create a positive, high-performing environment that drives both individual and organizational success.

Great leaders don’t just manage tasks—they master their own psychology. This article explores the five key personality traits that shape leadership effectiveness and drive performance, collaboration, and innovation. We explore how coaching empowers leaders to strengthen Adaptability and Emotional Resilience, fostering trust, agility, and strategic thinking. Ready to elevate your leadership? Dive into the full article.

Great leaders don’t just rely on authority—they balance positional, political, intrapersonal, expert, and interpersonal power to create meaningful influence. By combining these sources with strong communication skills, leaders build credibility, inspire others, and foster deeper connections.

Charisma isn’t just an innate trait—it can be learned by cultivating presence and influence. The three key elements of charismatic communication are verbal, vocal, and visual, each playing a crucial role in how others perceive and respond to you. By being mindful of these aspects in every interaction, you can enhance your presence and naturally develop greater charismatic influence.

Great leaders never stop learning—staying coachable is the key to long-term success. Embracing feedback, adaptability, and continuous growth ensures you lead with vision, emotional intelligence, and impact.

𝗘𝗠𝗣𝗔𝗧𝗛𝗬 𝗜𝗡 𝗟𝗘𝗔𝗗𝗘𝗥𝗦𝗛𝗜𝗣: 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝗖𝗙𝗢𝘀 𝗶𝗻𝘁𝗼 𝗖𝗘𝗢𝘀 In our years of coaching executives, one behavior stands out as essential for success: empathy. A six-year case study of a CFO at a mid-sized pharmaceutical company illustrates this, especially when transitioning from CFO to CEO. The board had identified the CFO as a potential successor to the retiring CEO. While skilled with numbers, they needed reassurance that he could inspire, listen to, and support the organization. We were hired to work with him to ensure he developed the necessary leadership skills. 𝗧𝗵𝗲 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 This included psychological assessments, 360-degree interviews, shadowing, self-assessment, and communication training. Several areas for improvement emerged: - Domination of conversations - Lack of active listening - Defensive reactions to feedback - Dismissing others' ideas - Lack of empathy One interviewee said, “He dominates conversations, leaving little time for others. His stories overshadow the agenda, leading to frustration.” 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗶𝗻𝗴 𝘁𝗵𝗲 𝗙𝗹𝗮𝘄𝘀 The feedback revealed an empathy deficit. In discussion, he understood how his dominant ego prevented him from understanding his team’s needs and unintentionally created an environment where others felt unheard and undervalued. Empathy involves aligning with others’ emotions, validating them, and engaging in dialogue—essential skills for any leader. 𝗔𝗱𝗱𝗿𝗲𝘀𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗘𝗴𝗼 Through coaching, the CFO realized his lack of empathy stemmed from a rigid view of masculinity, where emotions were suppressed. He understood that he needed to build relationships and show genuine interest in his employees to be a successful CEO. 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝘁𝘆𝗹𝗲 The CFO’s transformation was gradual. Over months, he reached out to colleagues across departments to discuss numbers and understand the people behind them. He improved his listening, engagement, and relationships, making him more effective in his role as empathy became central to his leadership style. 𝗔 𝗝𝗼𝘂𝗿𝗻𝗲𝘆 𝗼𝗳 𝗚𝗿𝗼𝘄𝘁𝗵 After a year, the CFO had made significant progress. The board appointed him CEO, on condition that he retain his coach. Once in the role, he conducted a "listening tour" across company facilities, reinforcing his commitment to understanding his employees. It was a remarkable turn-around and the company prospered. This case demonstrates how empathy can transform leadership. The CFO drove company success and was recognized by the board as having the magic touch with finance and people. 𝘌𝘮𝘱𝘢𝘵𝘩𝘺 𝘪𝘴 𝘮𝘰𝘳𝘦 𝘵𝘩𝘢𝘯 𝘢 𝘴𝘰𝘧𝘵 𝘴𝘬𝘪𝘭𝘭—𝘪𝘵’𝘴 𝘬𝘦𝘺 𝘵𝘰 𝘦𝘧𝘧𝘦𝘤𝘵𝘪𝘷𝘦 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱. Full article: https://lnkd.in/eA42sxGi #EmpathyInLeadership #LeadershipDevelopment #EmotionalIntelligence #EffectiveLeadership

HOW TO DEAL WITH THE OFFICE BULLY 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝗳𝗼𝗿 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗶𝘀𝗮𝗿𝗺𝗶𝗻𝗴 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗔𝗴𝗴𝗿𝗲𝘀𝘀𝗼𝗿𝘀 Workplace bullying is a significant issue that affects employees and organizations globally. As executive coaches, we’ve seen how leadership behavior shapes workplace culture and productivity. While we can’t always change the bully, changing our approach can make a big difference. Our book, The Bully-Proof Workplace, provides practical tools to combat bullying, which harms morale, creativity, and productivity. 𝗪𝗵𝗮𝘁 𝗶𝘀 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗕𝘂𝗹𝗹𝘆𝗶𝗻𝗴? Bullying involves repeated attempts to demean, dominate, or coerce others, leaving them demoralized. Bullies lie, obstruct truth, boast, and act impulsively. They abuse power, show little remorse, and are often unaware of their impact.  𝗧𝘆𝗽𝗲𝘀 𝗼𝗳 𝗕𝘂𝗹𝗹𝗶𝗲𝘀: We’ve identified four major types of workplace bullies: 1. The Belier: Uses slander and gossip to manipulate outcomes. 2. The Blocker: Relies on negativity and inflexibility to assert control. 3. The Braggart: Displays narcissism and superiority to demean others. 4. The Brute: Employs aggression and intimidation to enforce compliance. All types share a deep-seated fear and insecurity driving their need for control. 𝗛𝗼𝘄 𝘁𝗼 𝗔𝗱𝗱𝗿𝗲𝘀𝘀 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗕𝘂𝗹𝗹𝗶𝗲𝘀 Passivity won’t resolve bullying. Instead, take proactive steps to hold bullies accountable and foster a culture of respect and integrity. 1. Document Incidents: Identify patterns by documenting repeated incidents, including details about the situation, the bully’s behavior, and its impact. Aim for around 10 incidents to build a case. 2. Confront the Bully: For most bullies (Belier, Blocker, and Braggart), schedule a private meeting to address the behavior directly and non-punitively. Prepare a script to guide the discussion, focusing on documented incidents. In most cases, bullies will back down because they may really be just lacking in self-esteem and self-respect. 3. Involve HR When Necessary: If the situation doesn’t improve, engage HR. Share your documentation and explain your previous efforts to resolve the issue. 4. Seek Additional Support: Resources like The Bully-Proof Workplace offer further strategies for navigating conflicts and coexisting with bullies. 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗕𝘂𝗹𝗹𝘆-𝗙𝗿𝗲𝗲 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 Organizations must proactively create environments where bullying cannot thrive. This includes hiring, training, and developing employees who value honesty, respect, and collaboration. Addressing workplace bullying is challenging but essential for individual well-being and organizational success. With the right tools and mindset, healthier, more respectful workplaces are possible. Full article: https://bit.ly/4ahncTb. Our book, The Bully-Proof Workplace, on Amazon: https://a.co/d/3YLnx4U #WorkplaceBullying #LeadershipDevelopment #WorkplaceCulture #TeamSuccess

𝗜𝘀 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺 𝗥𝗼𝘄𝗶𝗻𝗴 𝗶𝗻 𝗦𝘆𝗻𝗰 𝗼𝗿 𝗥𝗼𝗰𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗕𝗼𝗮𝘁? In leadership circles, teamwork is a recurring theme, but few stories illustrate its importance as vividly as Daniel James Brown’s book, The Boys in the Boat. It recounts the inspiring journey of Joe Rantz and his crewmates as they competed for gold at the 1936 Berlin Olympics. Their story underscores a timeless truth: success is rarely about individual brilliance—it’s about collective effort. 𝗧𝗵𝗲 𝗣𝗮𝗿𝗮𝗱𝗼𝘅 𝗼𝗳 𝗥𝗼𝘄𝗶𝗻𝗴: 𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵 𝗮𝗻𝗱 𝗦𝘆𝗻𝗰𝗵𝗿𝗼𝗻𝘆 Rowing is a sport of paradoxes. The crew’s eight powerful rowers are directed by the smallest person in the boat—the coxswain. This individual must possess empathy, strategy, and impeccable leadership to guide the team. In 1936, that role was filled by Bobby Moch, whose ability to unify his team was as vital as the raw power of the rowers themselves. As the boat gains speed, teamwork becomes exponentially more challenging. At a racing stroke rate of 36 beats per minute, even the slightest miscue—an oar out of sync or an uneven pull—can disrupt the entire team. To succeed, every member must move in harmony, adapting to each other’s strengths and weaknesses. It’s not just a physical challenge but a psychological one: strong egos and individual drive must yield to a shared goal. 𝗧𝗵𝗲 𝗛𝘂𝗺𝗶𝗹𝗶𝘁𝘆 𝗼𝗳 𝗚𝗿𝗲𝗮𝘁 𝗧𝗲𝗮𝗺𝘀 What made the 1936 crew exceptional wasn’t just their skill or their boat, the Husky Clipper. It was their ability to abandon individual egos and perform as a synchronized whole. They embodied what Brown describes as a "collective will," achieving a rare flow state where each person became an extension of the others. This kind of humility—opening one’s heart to teammates, adjusting to others' needs, and suppressing individual frustrations—is what transforms a group of talented individuals into an unbeatable team. 𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝗮 𝗿𝗼𝘄𝗶𝗻𝗴 𝗰𝗿𝗲𝘄: ➡️ The coxswain leads with vision and strategy, ensuring everyone stays on course. ➡️ Rowers move in perfect sync, each pulling their weight without ego, because one out-of-sync stroke can sink the entire effort. ➡️ The goal? Unity and momentum. 𝗧𝗵𝗲 𝘀𝗮𝗺𝗲 𝗮𝗽𝗽𝗹𝗶𝗲𝘀 𝘁𝗼 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺: ➡️ Unified Effort: Individual stars are great, but coordinated teams win championships. ➡️ Empathy & Humility: Leaders and team members who value each other create unstoppable synergy. ➡️ Purposeful Leadership: Like the coxswain, leaders must guide with clarity and compassion to align the team. In short, success isn't about having the strongest individuals—it's about creating the strongest team. As leadership coaches, we guide executives to be aware of the influence they have on others, model exceptional team behavior, and prevent creating competition between team members to achieve specific behavioral outcomes. https://lnkd.in/eDWWgh-B #Leadership #Teamwork #TeamSuccess #Collaboration #BusinessGrowth