Are You Ready to Work on Your Leaders’ “Inner Game”

Is your leadership a competitive advantage?

Or is it costing you?

Over 25+ years of helping clients develop their managers, we have been very selective in any new programs (and associates, for that matter) we bring on.

I am excited to announce to you our latest offering today!

It’s called Leadership System™ and was developed by The Leadership Circle (TLC). As many of you know, we have been working with their 360º profile and culture survey instruments for over a decade.

Those who have followed our updates have heard me wax ebulliently about TLC’s tools and how they are different from other 360º’s and surveys. They shift training and coaching from the so-called outer game of leaders’ behaviors, decisions, and competencies to their inner game of assumptions, beliefs, and ingrained thought patterns.

Here is the reality about leader development:

  • It is the leader’s inner “operating system” that drives how effective he (she) is in his outer world of making good decisions, handling complexity, bringing out the very best in their teams and–of course–getting superior results.
  • A leader’s inner OS seldom responds to training in skill and competency development that most programs deliver. For example, if a manager has a deep seated fear of letting go of control, most delegation skills training you throw at him/her will be wasted. It will not bring about the desired permanent behavior change. Delegating techniques alone will not result in delegation.
  • To bring about lasting change in the leader’s inner game requires a development process that:
    1. Unfolds and addresses current assumptions and beliefs,
    2. Combines spaced learning sessions over time, focused application of new approaches in the workplace, and regular feedback from peers and staff who experience the impact of the leader’s new approaches.

And here is the bottom line:

  1. Your organization will never outperform the effectiveness of your senior leaders.
  2. Effective leaders outperform ineffective leaders every time.
  3. The most effective leaders possess a competent outer game of behaviors that boot up on a mature inner game.

Contact me and we’ll discuss how best to customize components from the Leadership System™ to remove the limits to the results your senior managers are able to produce.

 

Focus by Simon Sinek What I’m Reading

Leaders Eat Last: Why Some Teams Pull Together and Others Don’t by Simon Sinek

I know. I listed this book in this slot last month. Then I was only reading it. Now, it’s read. And it is a worthwhile read. Sinek covers some not often thought about elements of leadership, through the lenses of anthropology and of neurotransmitters.

He reminds us how we humans are wired–to filter every situation, every event, and every interaction first for potential danger and threats. This is why trust is so critical in the team and integrity is so critical from the leader, why we need to feel valued, genuinely cared for, and secure if we are to do our best work, and why managers at all levels should build what he calls a “circle of safety” around those they lead.

The author does a great job of clearly laying out the role and impact of four key chemicals (neurotransmitters): Serotonin, Endorphins, Oxytocin, and Dopamine. And then he talks about Cortisol, the brain chemical that alerts us to the hint of danger and prepares us for flight or fight.

This book will certainly inform my presentations in the future. I hope it will help you too.