Leadership Intimacy

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!

July 27, 2015

12 Ways to Give Great Feedback

Too often feedback afflicts both managers and employees with fear and loathing—the fear of an upcoming feedback session and the loathing that follows. All of it unnecessary. Keeping ten positive principles in mind can help you to start giving great feedback immediately. Before we visit what to do, take a look this three-minute video from the Center for Creative Leadership. It identifies ten common mistakes many leaders make trying to avoid tough feedback challenges. Now that you know what not […]
July 13, 2015

Why Women Leaders Still Fall Behind

Women are making huge strides around the world. As I write, the victorious women of the United States national soccer team are enjoying their ticker-tape parade in New York City—the first such honor for a women’s sports team. Have you noticed women’s success in sports? Female athletes took 55.8 percent of all Olympic medals for the US in 2012 and 60 percent of their total medals. And it’s not just sports where you find women in the vanguard. Corporations with […]
July 6, 2015

Five Ways Extraordinary Leaders Motivate

Some leaders motivate much more effectively than others. The greatest examples come to mind immediately. Born in South Africa, I think first of Nelson Mandela. But we have many examples to emulate. As a leader within an organization, you probably won’t be asked to transform a nation by motivating its population, but you can transform yourself into an extraordinary leader. You can begin by studying how great leaders motivate and incorporate their methods into your current set of leadership skills. […]
June 29, 2015

How Rudeness Ruins Work

Christine Porath, an associate professor at the Georgetown University McDonough School of Business, has been studying the rise of rudeness in the workplace for nearly 20 years. Her disturbing findings warrant the attention and response of leaders around the world. She summarizes the gist of her research in her New York Times article, No Time to Be Nice at Work. Even though a growing number of people are disturbed by incivility, I’ve found that it has continued to climb over […]
June 15, 2015

When to Coach. When to Mentor.

Coaches and mentors perform very different functions in the development of the people they help. Their responsibilities overlap, because both are concerned with another’s development. But leaders must recognize the significant differences between coaching and mentoring in order to get the most out of each. Since both, when executed well, profoundly benefit your employees and your organization’s bottom line, it’s important to understand each and provide both. In the graphseen here, I’ve illustrated how coaching and mentoring each contribute to […]
May 19, 2014

Two Out of Five for Leadership Intimacy

Study after study has confirmed the connection between employee engagement and increased productivity, performance, and customer satisfaction, along with the reduction of absenteeism and turnover. Therefore any company that wants to compete successfully today must go beyond fostering job satisfaction and ensure that it fully engages its employees. But is that enough? Especially after your competitors have embraced employee engagement? The Society for Human Resource Management (SHRM) conducts an annual survey in an attempt “to identify and understand the factors […]
May 12, 2014

The Pros and Cons of Reinforcement and Redirection

If you’ve read, Call & Response Coaching, you understand that leaders can and must influence and empower High Commitment and enable High Performance in two ways—with skillful Reinforcement and Redirection. Both approaches of the Call & Response model are necessary. But lately I see research attempting to answer the question, Is there a proper or optimum ratio of Redirection and Reinforcement that a leader should aim to achieve? According to analysis presented in The Ideal Praise-to-Criticism Ratio by Jack Zenger […]
February 3, 2014

Four Critical Behaviors of Balanced Accountability

You’ve heard the adage, If you’re not part of the solution, you’re part of the problem. Something very similar applies with regard to Accountability. Namely, you are either driving too little, too much, or just the right balance of Accountability. There is only a very small sweet spot that can be called driving the right level of Accountability. Balanced Accountability addresses the performance side of leadership and the ultimate goal of Leadership Intimacy and achieving High Commitment and High Performance. […]
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.