Unleash Your Leadership Potential With Colleen Boselli!

Learn about the power of identifying and maximizing strengths for better leadership, emotional intelligence, and team collaboration with Coach Colleen!

Oceanside Current

Author: Sarai Garcia Editor: Irene Qin

Welcome to Oceanside Current, our biweekly newsletter where you can stay current on Oceanside Perspective news and announcements! Get first dibs on future content releases, event sign-ups, research projects, and product launches.

In this insightful interview, esteemed Executive Coach, Colleen Boselli , empowers professionals to recognize their authenticity and maximize their strengths.

With more than 30 years of practice as a corporate leader, consultant, and business coach, Colleen co-founded Strength Catalyst Partners in 2007, while working with executives globally. She's worked alongside those at Alphabet/Google, Pfizer, Apple, and LinkedIn, providing her insight with an extensive background in marketing and advertising. Colleen also serves on Oceanside Perspective's advisory board as Strengths Coach, with advice stemming from her skills in situational analysis, logical reasoning, and personal branding.

O.P. founder and CEO Helen Wang sits down with long-time friend, Colleen, to discuss the impact of identifying and differentiating between energizing and draining strengths. Listen as an experienced leadership coach highlights the importance of regularly reassessing strengths to adapt to evolving roles and life situations, while stressing the value of tools like the strengths profile for dynamic self-awareness and effective team management.

Watch the full interview on Youtube! Or listen to it on the go with Oceanside Chat, available on all podcast platforms!

Message In A Bottle

We've learned a lot from Colleen's knowledge on utilizing your strengths and harnessing your potential. Here's what we took away from her interview!

1. ?? Strengths Are Dynamic and Evolve Over Time: Strengths change with life experiences, job roles, and personal growth. Regular reassessment is essential to stay effective in new environments.
2. ??? Energizing vs. Draining Strengths: A true strength not only makes you good at something but also energizes you. Identifying strengths that energize versus those that drain is crucial for maintaining balance and avoiding burnout.
3. ?? Self-awareness Fuels Emotional Intelligence: Self-awareness is the foundation of emotional intelligence, helping leaders manage behavior and connect better with their teams.
4. ?? Strengths-based Leadership Improves Team Efficiency: Leaders should focus on their strengths and build teams to fill gaps, reducing stress and boosting productivity.
5. ??? Life Events Can Shift Strengths and Priorities: How life events can lead to reevaluating strengths.
6. ?? Effective Leadership Leverages Complementary Strengths: Leaders don’t need to excel in everything. A diverse team with complementary strengths creates a more effective and well-rounded group.

What are your strengths and how do you apply them? For me, the Strengths Profile assessment and Colleen's coaching session have given me the resources to recognize and utilize my unrealized strengths–like Courage and Self-Belief! I've since had opportunities to apply them to my leadership style with measurable success. Share your insights with us through Message in a Bottle or in the comments section!

Thanks for Contributing to Our Research Project!

Thank you to everyone who filled out our last survey about generational diversity in trust. This research is conducted by University of California, San Diego - Rady School of Management graduate student Natalie A. in collaboration with our founder Professor Helen Wang!

Background - In today's business world, organizations employ up to 5 generations. Each generation may have their own values, customs, and manner of speech. This study aims to explore how individuals understand and navigate cultural nuances to collaborate in diverse professional settings.

From our last survey, 80% of respondents felt trusted in their organization, yet just under 50% of respondents trust the leadership in their organization.

All generations agreed that empathy is the most important?element to build trust. Our respondents shared that leaders can build trust by being:?

• Authentic: Leaders should be honest and follow through on their commitments.
• Transparent: Clear communication and sharing information is critical.
• Caring: Leaders should support their teams and care about them.
• Knowledgeable: Leaders need to be knowledgeable and make good decisions.
• Collaborative: Leaders should include others in the decision process.

Please continue to support our research by filling out our next survey, which assesses Generational Diversity in Influence.

Deadline - Friday 11/8

Survey - Generational Diversity in Influence

Your insights would be invaluable to this research. This brief online survey should take no more than 5 minutes to complete. All responses will remain anonymous. Thank you for your support!

Thank you for tuning in to this edition of Oceanside Current and be sure to be on the lookout for our next newsletter to stay current!

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