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Master the art of self-leadership and become a human-centered leader.
Leadership is more than a title—it's the ability to inspire others to follow and become the best version of themselves. Effective leadership begins with mastering oneself, as who we are at our core ultimately shapes how we lead. We are a leadership coaching, development, and trusted advisory practice that partners with leaders to maximize their potential as a human-centered leader by mastering their personal leadership, understanding their leadership style, and strengthening their leadership fitness. Employing these appropriately based on each individual and context leads to better decisions, performance, outcomes, and overall well-being for leaders, their teams, and their organization.
“Coaching is one of the most important investments you will ever make in your life. It’s an investment in your growth and future. It’s a time and financial commitment, yes, but it yields an exponential return.”
Dr. Marshall Goldsmith—Professor of Management Practice at the Dartmouth Tuck School of Business
Ranked the #1 Leadership Thinker in the World.
is understanding, developing, and mastering yourself to better understand, inspire, and connect with others at a deeper human level.
The art of self-leadership
Nearly 45% of employees
face stress or burnout every week.
HARVARD BUSINESS PUBLISHING
Only 23% of employees
are engaged in the workplace.
GALLUP
Only 23% of employees
trust the leadership in their organization.
GALLUP
Why Employee Perceptions of Leadership Matter
When leaders are trusted and inspirational, employees find meaning in their work, feel like part of your culture and perform better. Great leaders coach people to succeed. They communicate clearly, support and advocate for employees, and cultivate the type of work environment that breeds innovation and collaboration. Most employees indicate their leader is not fulfilling these responsibilities.
Why Leaders' Experiences Matter
Leaders are feeling the squeeze. Today’s post-pandemic workforce era has been marred by widespread disruptions, including declines in employee engagement, satisfaction, and overall wellbeing, record turnover and hiring rates, and an unprecedented increase in hybrid work. Ultimately, it's the leader's job to bring stability to disruption and lead their teams into the future, yet these responsibilities have never been more demanding. As a result, leaders’ own employee engagement and overall satisfaction have substantially declined, and their intent to leave has increased.
Why Exceptional Performance Management Matters
Traditional performance management practices, with decades-old, rigid and frustrating review processes, are not only antiquated—they're ineffective. Shifting from a mindset of old to new performance management requires leaders to think of themselves as coaches, not bosses. And when leaders have timely, performance-related conversations that reflect this principle, manager-employee interactions feel encouraging, engaging and rewarding in ways that annual reviews do not.
Why Employee Engagement Matters
A lack of training, know-how, and leadership skills creates a toxic work environment, leading to a lack of employee engagement, absenteeism, and staff turnover. Employee engagement is the involvement and enthusiasm of employees in both their work and workplace. Measuring and managing engagement in your organization is critical to the success of your employees and organization as a whole. Engaged employees have higher wellbeing, better retention, lower absenteeism and higher productivity. Highly engaged teams outperform the rest in business outcomes critical to the success of your organization.
GALLUP measures employees' perceptions of their interactions with leaders and managers, as well as their experiences related to performance management in their organization. GALLUP tracked employee engagement across thousands of organizations globally using their engagement survey, which measures employees' perspectives on the most crucial elements of your workplace culture.
begins with employees'
trust in their leadership
and leadership treating employees with respect.
Human-centered leadership
Employees who strongly agree they trust the leadership of their organization are :
4x
as likely to be engaged
58%
less likely to be watching for
or actively seeking a new job
GALLUP
Respecting employees and their needs has a greater impact on employees’ sense of safety, trust, and ability to focus than any other leadership behavior. Employees who feel their leaders treat them with respect are:
HARVARD BUSINESS REVIEW
55%
more engaged
63%
more satisfied with their jobs
58%
more focused
110%
more likely to stay
with their organization
Our solutions help you
gain insight into:
What it is that you want?
The desire to make better decisions? Implement change? Resolve conflict? More autonomy? Work/life balance? More influence? The desire to help develop others? People’s core motives, values, and unconscious biases affect every aspect of their lives, from what they find rewarding to how they make decisions. Understanding employee needs and values is vital to creating a trusting, engaged, and motivated workforce.
How will you get what you want?
Career success depends on personality as well as education, experience, and technical skill. Bright-side (or everyday) personality characteristics predict success in careers, relationships, education, and life.
What will get in your way?
When people stop self-monitoring, strengths can become weaknesses. The ambitious salesperson turns into a cutthroat competitor. The meticulous accountant turns into a nitpicking micromanager. If these dark-side personality characteristics go unrecognized, they can derail careers of both a leaders and their employees.
93% of employees say that they would
stay at a company longer if it simply invested in helping them learn.
Linkedin Workforce Learning Report
AFFILIATIONS AND CERTIFICATIONS
Master Yourself,
Inspire Others.
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