Helanie Scott

Align4Profit Leadership Development Blog

In the following posts of the Align4Profit leadership development blog, you’ll find fascinating news, helpful advice, and easy-to-implement leader-as-coach techniques and tips for leaders in all kinds of organizations.

Read and enjoy. We welcome your comments!

August 12, 2013

Real Feedback Creates Really Great Leaders

Why do leaders accept mediocre performance and allow their team members and peers to continue their normal dysfunctional behavior? It’s not an easy question to answer, because the answer resides in the hearts and deep psychological make up of the people involved. But I know that real feedback can solve the problem. But first, leaders have to stop avoiding real feedback with the kinds of excuses illustrated below. I so often witness, spoken or unspoken, the countless ways managers do […]
August 5, 2013

Mediocrity Kills Great Leadership

“Tyranny of Incrementalism will kill organizations.” —Mike Rawlings, Mayor of Dallas Most organizations and leaders resort to incremental change. Instead of following through with all the deliberate practices required of an intimate leader in order to implement full and sustainable change, too many simply: Make modest adjustments that will maintain the status quo under the same overall patterns Do not question the fundamental assumptions on which management is based Do not change any of the key elements of the company’s […]
July 29, 2013

How to Eliminate 14 Motivation Roadblocks

A leader’s job, as I’ve said many times, is to drive accountability and motivate engagement — the kind of accountability and engagement that deliver High Commitment and High Performance. I spend a lot of time describing how to do this, what behavior to model, and what skills to use. Now after considering a list of ten motivational drivers, I’ve decided to create my own list of at least as many motivational roadblocks that need to be eliminated in many organizations. […]
July 22, 2013

4 Steps Toward Executive Maturity

Today’s best companies are searching for leadership talent that can act with executive maturity. What does that mean? For one thing, executive maturity is the opposite of reacting emotionally, that is, without thinking. Intimate leadership enables today’s management teams to empower and enrich relationships between co-workers, colleagues, and even customers. Being an intimate leader means that you maintain excellent control of emotional responses in a variety of scenarios. All of us stock an inventory of automatic responses in our response […]
July 15, 2013

Intimate Leadership Begins with an Accurate Self-Image

In my blog post Don’t Cut Yourself with Your Double-Edged Sword, I write about how your leadership assets can also work as liabilities. I advised you to balance the emphasis you put on driving accountability versus motivating engagement based on how you are perceived by your employees. But before you decide what behavior you need to dial up or down, you need to become keenly, intimately and accurately aware of how you behave.
March 24, 2014

Help us with the 4 Ups! Survey

It’s a fact: frequent, open, honest, and candid communication is essential to organizational health. Yet in my practice, far to many clients complain that it just doesn’t happen. I’d like to understand better why some leaders have problems communicating. So I am surveying leaders all around the world to find out. Help me solve this problem You can help me by taking a simple, two-question survey. I will use the results to attempt to answer the following questions:
March 17, 2014

Where Do You Stand on the Feedback Staircase?

Great leaders understand that if they want their employees to improve, they have to give each one honest, direct, and timely feedback. And the same goes for leaders. To improve, you have to seek out and welcome feedback from your manager, your peers, and your employees. In my paper Breakfast of Champions, I offer steps to take to improve the way you receive feedback. Here I’d like to take you step by step through each step on what I call […]
March 10, 2014

Tenacity in the Balance

Many great plans, dreamed up and designed in the heat of creative passion, end up discarded for lack of leadership Tenacity. As a tenacious leader, you not only have to set expectations and inspire the plan with a firmness of purpose, you have to follow through on execution to the very end with fierce determination. Of course, like all Six Attraction Powers, Tenacity must be applied carefully in a balanced approach. Tenacity will serve you, your team, and your organization […]
March 3, 2014

4 Ways to Make Reflection More Powerful

Leaders who consistently make time for Reflection help not only themselves but also everyone around them. By reflecting on how you need to behave in order to get the best out of everyone, you will consistently make progress driving accountability and motivating engagement. Reflection makes the difference between a well-guided team and organization and one that constantly gets tossed around on the tides of change. Like all Leadership Attraction Powers, you must carefully balance your use of Reflection. Use this […]