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!

December 11, 2017

Help your managers set high-quality goals for 2018

Help your managers set high-quality goals for 2018 Research shows that 45% of Americans make New Year’s Resolutions, while only 8% are successful in in achieving them. Around this time of the year and into early the new year, your leaders will be working with their employees to set goals. Hopefully your managers and employees will partner to write SMART goals. If you want to really help your leaders succeed in developing actionable goals this year, encourage your leaders to […]
September 18, 2017

Six Solid Reasons to Engage Align4Profit

Six Solid Reasons to Engage Align4Profit If you’ve ever been tempted to assume that all leadership development approaches are basically the same, you’re right. And wrong. True. Around the middle of the 20th century, organizations began approaching leadership as something people can be trained to do and do well. So since then the practices of leadership development have evolved into a wealth of best practices. Providers of these best practices, therefore, must distinguish themselves in the way they deliver leadership […]
June 19, 2017

High Commitment and High Performance — Striking the Balance

High Commitment and High Performance — Striking the Balance Navigating between the poles of profit and people or returns and trust is at the center of every leader’s job. However, urged on by the demand for performance and results in tough economic times, leaders have placed more emphasis on High Performance or driving accountability over High Commitment or motivating engagement. In response, some leadership models have attempted to correct this over-emphasis by advocating more vehemently for engagement. Either approach has […]
November 14, 2016

Five Keys to Artful Communication

Five Keys to Artful Communication Some leaders are very good at bringing up topics in conversation and coaching. Even difficult or sensitive topics seem to be easy for them to openly bring to the table. When a conversation is in full force, they keep the objective in focus. They listen and drive judiciously to mutually agreed-upon resolutions. Then they gain heartfelt commitment by achieving mutual understanding and agreement and by focusing on personal interests. Finally, they follow-through to ensure that […]
November 7, 2016

3 x 3 Engagement: The key to your next career move

What happened the last time you ran into one of your higher-ups in the hallway or on an elevator? Chances are they said something along the lines of, “Hello, how are you?” What was your reply? A standard, “Fine. Thanks. Busy. How are you?”? Maybe you commented on your favorite sports team or the weather. “Hot enough for you?” Or did you open the door to a mutually beneficial encounter? It’s not always easy to quickly and effectively engage anyone […]
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 […]
August 4, 2014

4 Reasons for Feedback from Multiple Sources

Feedback from multiple sources is always more reliable than any one source. Especially when the feedback conflicts with what someone already believes to be true. For example, if one person tells you that you have a green tail, you can confidently assume they are mistaken. If two people make the same observation, you might conclude they are in cahoots and pulling your leg. But when a dozen people insist, it may be time to embrace your tail! Four for More […]
June 9, 2014

One Feedback Style Does Not Fit All

Only when leaders intimately understand each of the people they lead can they personalize their feedback style according to what works best for each. People don’t like to be generalized. Only personalized feedback gives them what they need in order to take appropriate action. To offer personalized feedback requires Leadership Intimacy—an intimate understanding of what each employee desires as motivation. Here I would like to share research that supports our claim. A study by Joshua Freedman and Carina Fiedeldey-Van Dijk, […]
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 […]
July 1, 2013

Selecting Your Accountability Partner

An accountability partner is someone who coaches you an helps keep you focused on and headed toward your goals as an intimate leader. The relationship uses the power of positive peer pressure to motivate and guide you. Peer pressure is a wonderful motivator and a great tool to help anyone along their transformation journey. Social physiologists learned a long time ago that your success is multiplied when you:
October 22, 2012

Feedback—the Breakfast of Champions

There may be no better model for excellence in leadership than the coach model, because no group of people works more effectively than a well coached sports team. Watching a great coach working from the sidelines of a basketball court or football field, it’s difficult to miss one of the most important elements of coaching—feedback. Great coaches understand that to improve an athlete, they have to give each player honest, direct, and timely feedback on their performance. But coaching feedback […]