San Francisco Bay Area Executive Coaching

Building Healthy Companies - Elements of Happiness

There is a great deal of exciting research in the area of happiness including findings from positive psychology, brain physiology, appreciative inquiry, and emotional intelligence. You might find further reading in these areas enlightening.

A great deal of my executive coaching with clients is informed by focusing on clients strengths and improving emotional intelligence and social intelligence. Positive psychology and appreciative inquiry focus on what is right with people and organizations leveraging strengths for achieving success. There is a great deal of attention to gratitude and appreciation.

Are you leveraging your strengths?

How to Create Happy Companies - Happy Employees Drive Business Success

Some companies are so focused on the bottom that there is no joy working there. People show up for work but are drained and have little energy.They are more focused on what is wrong than making a significant contribution to the success of the business.

I am consulting with a company that just won a “Great Place to Work” award. People are starting to play more and have fun at work. The revitalized energy is infectious.

Are you happy at work?  What creates your sense of fulfillment?

How Leaders Can Motivate Younger Workers - Questions to Ask Younger Generations

Great leaders know how to inspire and motivate all kinds of people. Workers are motivated in different ways.

You need to discover what is meaningful to each employee on a deep level. Why do they come to work? Why do they stay? I coach a number of "older" leaders who are sometimes baffled by the "inner workings" of their younger colleagues

Do you feel that you know your younger workers? Taking a coach approach and learning to ask powerful questions can often reveal what truly matters.

Boomers Versus Gen Xers - Hours and Input

Boomers  and Gen Xers have different work habits. Boomers value putting in long hours and Gen X employees are concerned with completing work and less on the time it takes.

I am the executive coach of a young executive in a privately owned company. The Baby Boomer owners value "face time". The company culture strongly encourages hard work and long hours. The Gen X executive gets her work done, but has other priorities. There is a clash between how the generations view work.

What coaching suggestions would you have in this scenario?

Gen Xers and Millennials - Perspectives on Time, Technology and Loyalty

Young people in the workplace sometimes have different values and priorities than the older generation. They value time, technology and loyalty in different ways.

I am providing leadership consulting and executive coaching for the senior leadership team of a San Francisco Bay Area company. The CEO hopes to sell the company in the next one to three years. He has been totally transparent in sharing this information with his young workforce. He has little fear of his people leaving because they love his leadership and are steadfastly loyal to him.

How does loyalty show up among young workers in your organization?

Managing Different Generations: Inspiring and Motivating Gen Xers

I was born in 1946 right after World War 11. I am definitely a Boomer!

I often find it fascinating coaching clients across different generations. What motivates one person is very different for another. Each person is unique, but there are some interesting generational themes and patterns.

Do you see the various generations having different values and beliefs about workplace success ?

Leading with Humility: 3 Keys to a Healthy Ego

How humble are you? Enlightened leaders drive the bus. Their egos get parked at the back of the bus.

When I am working with companies to help them develop a leadership competency model, integrity and humility often come up at the top of the list. High-performing and emotionally intelligent leaders know when to check their egos at the door.

How healthy is your ego?

Leaders' Ego in Control: Four Warning Signs of Big Ego

Are you driven by your ego? Enlightened leaders live in the present moment.

The high flying leaders that I coach are typically very self-effacing. They have a presence that exudes confidence and attracts people to them.

What type of leader are you?

Emotional Intelligence and Team Building: How to Handle a Disruptive Executive

The workplace is  full of great people wanting to work collaboratively with others. However, as we know life is not simple and some people are difficult. Of course this could describe me or you! Beauty is in the eye of the beholder.

I am currently coaching an executive team.  One of the executives is very disruptive. The team leader  realizes the team is dysfunctional but avoids conflict and enables "bad behavior".

What would you do with a disruptive team member?

Big Ego Leaders: Liability or Asset?

In the "War for Talent" high potential leaders are in great demand. The problem is when a talented leader believes that the road to success is paved by his/her capability alone. Enlightened leaders have a more collaborative mind-set.

Companies and law firms have referred a number of very talented leaders to me for executive coaching because the person is perceived as being arrogant or condescending. I'm frequently asked if someone like this can change or is it ingrained in their personality. Fortunately, most leaders who fit this personality profile can change. Self-awareness is critical coupled with 360-degree feedback from their boss, peers and direct reports.

What are your thought s regarding the pros and cons of someone with a big ego?