San Francisco Bay Area Executive Coaching

7 Common Career Mistakes – Over-committing

I recently spoke with the Human Resources Director of an accountancy firm. She was interested in me speaking on career mojo and employee engagement at a leadership retreat in Northern California. She specifically wanted to know how I worked with coaching clients and organizations to tap into employees’ intrinsic motivation, and enhance their career development and engagement.

The HR Director and I spoke about my approach to executive/career coaching, and the factors that can tap into employees’ mojo or positive spirit. We also spoke about the Gallup organization’s findings on employee engagement.  Employee engagement has been at an historic low level. Company leaders need to tap into workers’ inherent motivation and creative drive to boost the number of actively engaged employees from the paltry 33 percent reported by the Gallup Organization.”

People want work that taps into their intrinsic motivation seeking mastery, autonomy, purpose and self-direction. Employees want their work to be meaningful in order to be happy and fully engaged. However, a number of people make career mistakes that jeopardize their career success. Enlightened organizations help people make the right career decisions.

The Human Resource Director is interested in me speaking at a workshop about my executive/career clients that have created meaningful work and are resilient and happy. She also wanted me to address how company leaders could regain their mojo, and stay engaged if they had slipped into nojo. We further discussed how organizational leaders can benefit by working with a seasoned executive coach to enhance their mojo and career well-being.

In Mojo: How to Get It, How to Keep It, How to Get It Back If You Lose It, leadership expert Marshall Goldsmith lists seven common career mistakes.

Common Career Mistakes

Goldsmith lists seven professional mistakes that contribute to career failures in otherwise competent, successful and smart people:
1.  Over-committing
2.  Waiting for the Facts to Change
3.  Looking for Logic in All the Wrong Places
4.  Bashing the Boss
5.  Refusing to Change Because of “Sunk Costs”
6.  Confusing the Mode You’re in
7.  Maintaining Pointless Arguments
a.  Let me keep talking.
 I had it rougher than you.
b.  Why did you do that?
c.  It’s not fair.

As you think about these potential pitfalls, try to pinpoint the ones to which you’re predisposed.  I will focus on the first career mistake in this seven part article series.

I am the executive coach for the president of an accounting firm. The president’s competency-based 360 feedback survey indicated that she is over-committed. The president and I are working on improving her effectiveness by reducing the number of her direct reports, and focusing more on the firm’s vision and business strategy.

1.  Over-committing

If you’re good at what you do and like your job, it’s easy to take on new challenges. You’re bursting with mojo. People want you in their meetings and on their teams.

The old adage, “If you want something done, just ask a busy person,” may apply to you. And if you’re ambitious, the last thing you want to admit to your boss or coworkers is that you can’t handle everything.
If you believe you have superpowers, you will box yourself into a corner by taking on too many tasks. At that point, the quality of work and good humor will begin to fail, and you’ll lose your mojo (and possibly much more).

Ironically, the habit of over-committing has an unintended consequence: It makes us appear under-committed — a perception rarely appreciated by customers, colleagues or bosses.

Are you working in a professional services firm or other organization where executive coaches are hired to provide career and leadership development for organizational leaders? Does your organization provide executive coaching to help leaders sustain their career mojo? During challenging economic times, leaders at all levels need to improve their emotional intelligence and social intelligence skills as part of overall career development.

One of the most powerful questions you can ask yourself is “Am I making the career mistake of over-commiting?” Emotionally intelligent and socially intelligent organizations provide executive coaching and career development for leaders who want to maximize their career mojo and be fully engaged at work.

Working with a seasoned executive/career coach trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I and Denison Culture Survey can help your people tap into their intrinsic motivation and create happy companies where people love to work. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected].

7 Common Career Mistakes – Turning Mojo Into Nojo

I recently spoke with the Human Resources Director of a San Francisco Bay Area company. She was interested in me speaking on career mojo and employee engagement at a leadership retreat in Northern California. She specifically wanted to know how I worked with coaching clients and organizations to tap into employees’ intrinsic motivation, and enhance their career development and engagement.

The HR Director and I spoke about my approach to executive/career coaching, and the factors that can tap into employees’ mojo or positive spirit. We also spoke about the Gallup organization’s findings on employee engagement.  Employee engagement has been at an historic low level. Company leaders need to tap into workers’ inherent motivation and creative drive to boost the number of actively engaged employees from the paltry 33 percent reported by the Gallup Organization.”

People want work that taps into their intrinsic motivation seeking mastery, autonomy, purpose and self-direction. Employees want their work to be meaningful in order to be happy and fully engaged. However, a number of people make career mistakes that jeopardize their career success. Enlightened organizations help people make the right career decisions.

The Human Resource Director is interested in me speaking at a workshop about my executive/career clients that have created meaningful work and are resilient and happy. She also wanted me to address how employees could regain their mojo, and stay engaged if they had slipped into nojo. We further discussed how organizational leaders can benefit by working with a seasoned executive coach to enhance their mojo and career well-being.

In Mojo: How to Get It, How to Keep It, How to Get It Back If You Lose It, leadership expert Marshall Goldsmith lists seven common career mistakes.

Common Career Mistakes

Goldsmith lists seven professional mistakes that contribute to career failures in otherwise competent, successful and smart people:
1. Over-committing
2. Waiting for the Facts to Change
3. Looking for Logic in All the Wrong Places
4. Bashing the Boss
5. Refusing to Change Because of “Sunk Costs”
6. Confusing the Mode You’re in
7. Maintaining Pointless Arguments
a. Let me keep talking.
b. I had it rougher than you.
c. Why did you do that?
d. It’s not fair.As you think about these potential pitfalls, try to pinpoint the ones to which you’re predisposed. 

Are you working in a company or law firm where executive coaches are hired to provide career and leadership development for organizational leaders? Does your company or law firm provide executive coaching to help leaders maximize their career mojo? During turbulent economic times, leaders at all levels need to improve their emotional intelligence and social intelligence skills as part of overall career development.

One of the most powerful questions you can ask yourself is “Am I making avoidable career mistakes?” Emotionally intelligent and socially intelligent organizations provide executive coaching and career development for leaders who want to ignite their career mojo to be fully engaged at work.

Working with a seasoned executive/career coach trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I and Denison Culture Survey can help your people tap into their intrinsic motivation and create happy companies where people love to work. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected]

Career Mojo at Work – What’s Job Nojo?

I recently spoke with the Human Resources Director of a Silicon Valley company. She is also Director of an HR consulting group. She was interested in me speaking on career mojo and employee engagement at a leadership conference in Silicon Valley. She specifically wanted to know how I worked with coaching clients and organizations to tap into people’s intrinsic motivation and enhance career development and engagement.

The HR Director and I spoke about my approach to executive/career coaching, and the factors that can tap into employees’ mojo or positive spirit. We also spoke about the Gallup organization’s findings on employee engagement.  Employee engagement has been at an historic low level. Company leaders need to tap into workers’ inherent motivation and creative drive to boost the number of actively engaged employees from the paltry 33 percent reported by the Gallup Organization.”

People want work that taps into their intrinsic motivation seeking mastery, autonomy, purpose and self-direction. Employees want their work to be meaningful in order to be happy and fully engaged. Enlightened companies create work cultures that ignite innovation.

The Human Resource Director is interested in me speaking at a workshop about my executive/career clients that have created a clear work/life purpose and are resilient and happy at work. She also wanted me to address how employees could regain their mojo, and stay engaged if they had slipped into nojo. We further discussed how organizational leaders can benefit by working with a seasoned executive coach to enhance their mojo and create meaningful work.

Lost Mojo

In Mojo: How to Get It, How to Keep It, How to Get It Back If You Lose It, leadership expert Marshall Goldsmith introduces the term “nojo” — the opposite of mojo.

Nojo sufferers approach their work negatively. They’re bored, frustrated, dispirited and confused about the dark tunnel that envelops their career — and they aren’t shy about sharing their dissatisfaction with others.
Nojo happens when we experience a career failure and don’t get over it. Individuals who are incapable of looking inward to identify their role in a negative event get stuck — and stay stuck. As their spirit sours, they’re never able to recapture their mojo.

In some cases, people seem to have mojo one day and nojo the next. This volatility is often caused by a series of ongoing, hard-to-spot mistakes that in time lead to a crisis. If we can recognize our errors early, we can prevent events from spiraling out of control.

Are you working in a company or law firm where executive coaches are hired to provide career and leadership development for organizational leaders? Does your company or law firm provide leadership coaching to help leaders unleash their career mojo? During uncertain economic times, leaders at all levels need to improve their emotional intelligence and social intelligence skills as part of overall career development.

One of the most powerful questions you can ask yourself is “Have I slipped into career nojo?” Emotionally intelligent and socially intelligent organizations provide executive coaching and career development for leaders who want to fire up their career mojo and be fully engaged at work.

Working with a seasoned executive/career coach trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I and Denison Culture Survey can help your leaders tap into their intrinsic motivation and career mojo and create happy companies. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected].

Creating Career Flow States – What’s Job Mojo?

Creating Career Flow States

I recently spoke with the Human Resources Director of a company. She is also Director of an HR consulting group. She was interested in me speaking on career mojo and employee engagement at a workshop in Silicon Valley. She specifically wanted to know how I worked with coaching clients and organizations to tap into people’s intrinsic motivation and enhance career development and engagement.

The HR Director and I spoke about my approach to executive/career coaching, and the factors that can tap into employees’ mojo or positive spirit. We spoke about the concept of flow and my work helping leaders create a culture where flow and happiness creates full engagement.

The Human Resource Director is interested in me speaking at a workshop about my executive/career clients that have created a clear work/life purpose and are happy at work. We further discussed how organizational leaders can benefit by working with a seasoned executive coach to enhance their mojo and create meaningful work.

Defining Mojo

Historically and culturally, the word “mojo” has been associated with witchcraft and voodoo—specifically, the ability to cast spells. Over the years, it has become urban slang for personal power, magnetism and charisma.

In business speak today, mojo refers to the moment we do something purposeful and powerful — an act lauded by others. In sports, business and politics, the term has evolved to describe a sense of positive direction.

For some, mojo represents personal advancement: moving forward, making progress, achieving goals, clearing hurdles, passing the competition — and doing so with increasing ease. What you’re doing matters, and you enjoy it. Star athletes call this being “in the zone.” Others describe it as “flow.”

Mojo plays a vital role in our pursuit of happiness and meaning, as it involves achieving two simple goals: loving what you do and showing it.

Are you working in a company or law firm where executive coaches are hired to provide career and leadership development for organizational leaders? Does your company or law firm provide leadership coaching to help leaders ignite their career mojo? During hard economic times, leaders at all levels need to improve their emotional intelligence and social intelligence skills as part of overall career development.

One of the most powerful questions you can ask yourself is “Am I energized by my career mojo?” Emotionally intelligent and socially intelligent organizations provide executive coaching and career development for leaders who want to tap into their career mojo and be fully engaged at work.

Working with a seasoned executive/career coach trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i can help your leaders tap into their intrinsic motivation and career mojo and create happy companies. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected].

Creating Career Flow States – What’s Job Mojo?

Creating Career Flow States

I recently spoke with the Human Resources Director of a company. She is also Director of an HR consulting group. She was interested in me speaking on career mojo and employee engagement at a workshop in Silicon Valley. She specifically wanted to know how I worked with coaching clients and organizations to tap into people’s intrinsic motivation and enhance career development and engagement.

The HR Director and I spoke about my approach to executive/career coaching, and the factors that can tap into employees’ mojo or positive spirit. We spoke about the concept of flow and my work helping leaders create a culture where flow and happiness creates full engagement.

The Human Resource Director is interested in me speaking at the workshop about executive/career clients that have a purpose and are happy at work. We further discussed how organizational leaders can benefit by working with a seasoned executive coach to enhance their mojo and create meaningful work.

Defining Mojo

Historically and culturally, the word “mojo” has been associated with witchcraft and voodoo—specifically, the ability to cast spells. Over the years, it has become urban slang for personal power, magnetism and charisma.

In business speak today, mojo refers to the moment we do something purposeful and powerful — an act lauded by others. In sports, business and politics, the term has evolved to describe a sense of positive direction.

For some, mojo represents personal advancement: moving forward, making progress, achieving goals, clearing hurdles, passing the competition — and doing so with increasing ease. What you’re doing matters, and you enjoy it. Star athletes call this being “in the zone.” Others describe it as “flow.”

Mojo plays a vital role in our pursuit of happiness and meaning, as it involves achieving two simple goals: loving what you do and showing it.

Are you working in a company or law firm where executive coaches are hired to provide career and leadership development for organizational leaders? Does your company or law firm provide leadership coaching to help leaders ignite their career mojo? During hard economic times, leaders at all levels need to improve their emotional intelligence and social intelligence skills as part of overall career development. One of the most powerful questions you can ask yourself is “Am I energized by my career mojo?”

Emotionally intelligent and socially intelligent organizations provide executive coaching and career development for leaders who want to tap into their career mojo and be fully engaged at work.

Working with a seasoned executive/career coach trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i and Denison culture Survey can help your leaders tap into their intrinsic motivation and career mojo and create happy companies. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected].

7 Career Mistakes That Turn Your Mojo into Nojo

7 Career Mistakes

I recently spoke with the former Human Resources Director of a law firm who had lost her job in the recent recession. She is now Director of an HR consulting group. The former HR Director who is also an attorney was interested in me speaking on career mojo and engagement at a workshop in Silicon Valley. She specifically wanted to know how I worked with coaching clients and organizations to tap into people’s intrinsic motivation and enhance career development.

The HR Director and I spoke about my approach to executive/career coaching, and the factors that can derail one’s career. We discussed a number of mistakes otherwise competent and smart people make managing their careers. She was very open about mentioning some of her own foibles.

The Human Resource Director is interested in me speaking at the workshop about executive/career clients that have made predictable career mistakes. We further discussed how organizational leaders can benefit by working with a seasoned executive coach to avoid these mistakes and regain their mojo.

If you’ve been working hard for any length of time, in any field, chances are you’ve experienced at least one humiliating career failure. Career “hiccups” can kill your spirit and make it difficult to regain your motivation and drive.

Some of the “bad” things that happen to hardworking, well-meaning, capable people each day include:
•  Missing the big opportunity
•  Getting passed over for a promotion
•  Getting demoted
•  Losing a lot of money
•  Getting fired
•  Going bankrupt

What happens to us when our worst career nightmares come true?

There may not be scandalous headlines in the local papers, but with the emotional turmoil you’re experiencing, there may as well be.

Public or company humiliations suck the air out of one’s spirit, making it hard to carry on with dignity and drive. Our lifeblood and mental energy are drained.

Career-altering events can happen to anyone — and they do. But when they happen to us, they seem incomprehensible, largely because we’ve worked so hard to be nice, dedicated and well-meaning.

But even when we can partially blame the economy, there comes a time when we must take a hard look at what we could have done differently. Despite faltering companies, imperfect leaders, coworkers who don’t like us and other external variables, we must eventually engage in private, honest introspection. It’s time to ask: What part did I play in the events leading up to the career crisis?

Are you working in a company or law firm where executive coaches are hired to provide career and leadership development for organizational leaders? Does your company or law firm provide leadership coaching to help leaders maintain their career mojo? During hard economic times, leaders at all levels need to improve their emotional intelligence and social intelligence skills as part of overall career development.

One of the most powerful questions you can ask yourself is “Am I maintaining my career mojo?” Emotionally intelligent and socially intelligent organizations provide executive coaching and career development for leaders who want to be maintain their career mojo and be fully engaged at work.

Working with a seasoned executive/career coach trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i can help your leaders tap into their intrinsic motivation and career mojo and avoid costly career mistakes. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected].

Hiring an Executive Coach – ROI Questions to Ask

Hiring an Executive Coach

I recently spoke with the Human Resources Director of a professional services firm regarding providing executive coaching for the firm president. The HR Director asked some very important questions to determine fit. She specifically wanted to know how I worked with different personality styles and my approach to leadership development.

The HR Director and I spoke about my approach to executive coaching, and my belief that possessing a psychological understanding of human behavior and business acumen are essential competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation, resiliency, and tapping into employees’ intrinsic motivation are core competencies.

The Human Resource Director is interested in partnering with me in helping the president to become a more motivational and inspiring leader. We further discussed how members of the firm’s leadership team can benefit by working with a seasoned executive coach

Are You Ready to Hire a Coach?

A  Harvard Business Review article (December 2004) asks this question: Is executive coaching at U.S. companies destined to play the role occupied by psychoanalysis in some Neil Simon version of Hollywood: A virtual prerequisite for anyone who aspires to be anyone?

Companies should not jump on the coaching bandwagon expecting stellar results simply because other fast track organizations are doing it. Executive coaching is not an end unto itself.

In spite of its apparently robust potential, the very act of hiring a coach will not get the results needed unless there is sufficient preparation and planning. In other words, don’t seek coaching just because other fast movers in the firm seem to be benefiting from it

Coaching is effective for executives who can say, “I want to get over there, but I’m not sure how to do it.”
Here are some questions to ask in order to enhance the return on the investment in a coaching program:

•    As an organization, are you committed to coaching as a process rather than just an event?
•    Is the coachee’s immediate supervisor committed to the coaching process?
•    What are the types of changes that you hope will result?
•    Have you established internal measurements to identify when you have achieved success?
•    Do you have benchmarks on those measures to identify the baseline?
•    Do you have a control group identified?
•    Are you using the right period of time (at least 18 to 24 months) to properly achieve the results you are looking for?
•    Have you considered indirect measures such as employee satisfaction or turnover?
•    Are you measuring the coach on the results that the coach achieves or the time that the coach spends?
•    Have you ensured that one of the measurements is perceived improvement, as viewed by those who work with the coachee on a frequent basis?
•    Based on everything that you know about the coachee, is there a reasonable probability that the coachee will change?

Are you working in a company or law firm where executive coaches are hired to provide leadership development for organizational leaders? Does your company or law firm provide leadership coaching to help leaders be more effective leaders? During hard economic times, leaders at all levels need to improve their emotional intelligence skills.

One of the most powerful questions you can ask yourself is “Do I ask the right questions when selecting an executive coach?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for leaders who want to be more effective at leading and motivating others.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i CPI 260 and Denison Culture Survey can help you create an organizational culture where inspiring leaders tap into the intrinsic motivation of employees to improve individual and organizational performance.

You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm

I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected]

Selecting Good Executive Coaches - Three Key Elements in the Coaching Relationship

Selecting Good Executive Coaches

I recently spoke with the Human Resources Director of a professional services firm regarding providing executive coaching for the firm president. The HR Director asked some very powerful questions to determine fit. She specifically wanted to know how I worked with different personality styles and my approach to initiating sustainable behavioral change.

The HR Director and I spoke about my approach to leadership coaching, and my belief that possessing a psychological understanding of human behavior and business acumen are critical competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation and resiliency are core competencies.

The Human Resource Director is interested in partnering with me in helping the president to become a more motivational and inspiring leader. We further discussed how members of the firm’s leadership team can benefit by working with a seasoned executive coach.

Three Key Elements in the Coaching Relationship

A survey of the current literature and of experienced executive coaches reveals the importance of a three-level qualification process to ensure effective coaching.

Coaching is a three-way partnership between:
1. The organization hiring the coach.
2. The executive to be coached.
3. The coach.

All involved must agree on specific goals and parameters. The organization needs to have clear goals and a purpose for the coaching program. There must be top-level support and visible links to business imperatives.

The executive has to be willing to accept the process of coaching, including listening to feedback, examining assumptions and beliefs, and making behavioral changes.

The coach must be committed to being candid while fostering a supportive environment. The coach must have a sense of the executive’s world from a personal, business, and social perspective and be able to hold out a mirror to the executive to foster behavioral changes. At the same time, the coach must be able to maintain trust and navigate sensitive political issues with the organization.

As in any triangular relationship, the key is defining and clarifying goals, roles, and accountability. For coaching to produce results, the goals should be measurable. Many times this involves using 360-degree assessments before and after coaching.

Executive coaching may not be for everyone, and organizations and clients should consider their purposes and goals before engaging coaches. While the results may not be directly measurable in dollars, there is no company that can’t benefit from more candor, better communications, and more conscious awareness of how its leaders interact with people in order to maximize talents and resources.

Are you working in a company or law firm where executive coaches are hired to provide leadership development for organizational leaders? Does your company or law firm provide leadership coaching to help leaders be more effective leaders? During tough economic times, leaders at all levels need to improve their emotional intelligence leadership competence.

One of the most powerful questions you can ask yourself is “Do I know the essential characteristics of a great executive coach?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for leaders who want to be more effective at leading and motivating others.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i CPI 260 and Denison Culture Survey can help you create an organizational culture where authentic leaders motivate others to improve individual and organizational performance . You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected]