Archive for the ‘Executive Coaching’ Category

Become a certified social + emotional intelligence coach!

Learn to coach social and emotional intelligence and become certified to administer the Social + Emotional Intelligence Profile (SEIP)®.

This highly-acclaimed course is conveniently delivered online by webinar, so there’s no need for expensive travel or time out of the office. Each class is a highly-interactive 90 minutes, and meets once a week for 8 weeks. Class participants report they learn a great deal from their colleagues in the classes, as well as from their expert instructor.

Our course is priced at $1,595 and payment plans are available. Upon completion of the course, you will earn 12 recertification credits from the ICF, SHRM, or HRCI.

ISEI Coach Certification Course

July 12 – August 30, 2016

3-4:30 pm ET

 Have questions?  Contact us!

www.the-isei.com | info@the-isei.com | 303-325-5176

 

 

Free webinar on social and emotional intelligence

connecting

Join us on Monday, June 27th, at 5pm Eastern Time (U.S.), for an informative 30 minute introduction to social and emotional intelligence! Learn what it is and how it is vital to our relationships, both at home and at the office. Each participant will have the opportunity to complete a free Social + Emotional Intelligence Profile (SEIP)® to determine your own strengths and areas of growth — including a 40-page downloadable report.

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Free Webinar on Social + Emotional Intelligence
Monday, June 27th, 2016
5-5:30pm ET
www.the-isei.com | info@the-isei.com | 303-325-5176

Are you a servant leader?

jackie robinsonArticle Contributed by Amy Sargent

Baseball great Jackie Robinson once said, “A life is not important except in the impact it has on other lives.” From the site baseballhall.org, we read this about the famed second baseman: “The impact Robinson made on Major League Baseball is one that will be forever remembered. On April 15 each season, every team in the majors celebrates Jackie Robinson Day in honor of when he truly broke the color barrier in baseball, becoming the first African-American player in the 20th century to take the field in the big leagues. He opened the door for many others and will forever be appreciated for his contribution to the game.”

How often do we stop to ponder how our life is impacting others (because it is) and more importantly, what kind of impact is it having?

Traditional leadership often refers to the accumulation and use of power to accomplish one’s goals. In contrast, a servant leader shares power and focuses on helping others achieve their goals.

Reflect for a moment on the person in your life who has been the most influential in shaping you to be who you are–someone who has possibly inspired you, empowered you, and/or led you well? Do you have that person’s face fixed in your mind? Now, what quality (qualities) do you most appreciate about him or her? I’m guessing it isn’t their amazing stash of wealth, their ability to dominate a meeting, or their knack for commanding everyone’s attention at any given moment.

I consulted Webster to see how he defines the word ‘servant’. Take a look at some of the specific words used in the definition (emphasis mine): servant | n. | One who serves, does services, voluntarily or on compulsion; a person employed by another for menial offices, or for labor, and is subject to his command; a person who labors or exerts himself for the benefit of another, his master or employer; a subordinate helper.

Serves…compulsion…menial…subject to command…labors for others’ benefit…subordinate helper….when I think of leading, I have to admit these are not the words that quickly come to mind, and they honestly are not that appealing. Yet a valuable competency of social and emotional intelligence is our ability to have a service orientation. John C. Maxwell, author, speaker, and founder of an international leadership development organization designed to help leaders, says it very poignantly:

 “True leadership must be for the benefit of the followers, not to enrich the leader.”

If that’s accurate, which I believe it is, then we need to figure out what this servant leadership thing really is.

What does it look like to be a servant leader? Leadership can take many shapes and forms, but those who naturally possess this ability to pilot others with a servant’s heart tend to be:

  • Good listeners. They tune into what their followers are saying (and not saying) and take action in response to what they hear.
  • Available. Servant leaders carve out time in their busy schedules to spend with their team members and readily offer their time and expertise.
  • Motivators. They are driven to help others succeed and know how to spur others to do so.
  • Encouragers. Those with a servant heart love to speak highly of others and build them up, both one-on-one and in public.
  • Satisfaction Seekers (for others). These leaders actively search for ways to increase their teams’ satisfaction and engagement levels.
  • Helpers. Servant leaders actually like helping others reach their goals more than they enjoy achieving their own.
  • Blame Holders. They refuse to ‘pass-the-buck’, and will take a hit for their teams if needed.
  • Overachievers. Servant leaders are willing to go above and beyond what is expected for the benefit of others.
  • Forgetful. These leaders make a point to move past “wrongs” once the issue has been dealt with appropriately. They forgive quickly, and help leverage team members’ strengths instead of focus on past weaknesses.
  • Anticipators. Servant leaders think ahead to foresee the needs and desires of those they lead…and act accordingly.

Servant leadership may not be your current style, but if you want to begin to develop it, be encouraged that no matter how deeply ingrained your present behaviors may be, they can be remodeled. Becoming self-aware that there is room to grow is a terrific first step. But moving from a traditional leadership style to servant leadership is easier said than done. Break this valiant mission into small steps with simple, attainable goals. For example, try focusing on just one of the above qualities for the next few weeks. Brainstorm ways you can serve your teams in that way. Write them down. Post them in a place you can see them or put them on a to-do list. Set reminders on your smart phone. Grab an accountability partner to walk alongside you. Each and every day, make an attempt to do just one kind deed for a team member. Maybe it’s just looking up from your computer or phone when someone comes in to talk. Or spending an extra five minutes really listening to someone. Or taking them out to lunch. Or offering your talents to help on a project. Or making them a cup of coffee this morning.  If you’re struggling with ideas or follow through, team up with a coach to help you make the shift.

It may feel very unnatural at first, but like with anything, the more you practice it the more serving others will come natural. And the effort will be worth it. Robert Ingersoll says it best:  “We rise by lifting others.” Transitioning to a servant leader style can and will elevate your impact as a leader. And maybe, just maybe, those you affect will someday say this about you,  “He opened the door for many others and will forever be appreciated for his contribution to the game.”

“Your gifts are not about you.  Leadership is not about you. Your purpose is not about you.  A life of significance is about serving those who need your gifts, your leadership, and your purpose.” – Kevin Hall, author

10 Easy Ways to Destroy Trust

charliebrown and lucy

Article Contributed by Amy Sargent

How many times have we watched it happen? He takes a few steps backward in preparation to kick, that confident look of determination spreading across his face. This time we really want to see it. Just once. He charges forward at top speed to launch the pigskin to the other side of the field–and at the very last minute, she adeptly pulls the football away, causing him to land flat on his back in embarrassment and, I’d guess a considerable amount of pain.  If you were Charlie Brown, would you ever trust Lucy again?

Stephen M.R. Covey, in his book The Speed of Trust, says this:  “The first job of a leader—at work or at home—is to inspire trust. It’s to bring out the best in people by entrusting them with meaningful stewardships, and to create an environment in which high-trust interaction inspires creativity and possibility.” 

Trust is a competency of social and emotional intelligence that must be cultivated in order to gain the respect and following of others. Without it, our relationships fall apart because of our inability to create a safe atmosphere of dependability and reliability.  Listen to how Brian Tracy, Canadian author and speaker, puts it:

“The glue that holds all relationships together–including the relationship between the leader and the led–is trust, and trust is based on integrity.”

Trust is a component that is simply vital to our relationships with others, period. And interestingly, while it takes a long time to build trust, it takes only an instant to dismantle it.

Here are ten sure-fire ways to destroy others’ trust in you:

  • Betray confidences. If you gossip and share damaging information about others, it may temporarily make you feel better about yourself, and create a temporary affinity between you and the person you’re sharing with, but know that they will be thinking, “If you’re willing to talk about others behind their back, what will keep you from talking about me?”
  • Blame others for your mistakes. I know, it’s difficult to say “It’s my fault” or “I messed up.” It’s so much easier to point the finger at others when things go awry. But blame-shifting won’t go without notice.  It’s like a dimmer switch on respect.
  • Break your promises. There’s not much that devours trust more than not following through on what you’ll say you’ll do. Of course there are times when something comes up that you have to change your plans. But if you are consistently one who doesn’t deliver, others’ trust in you will be diminished.
  • Remain closed-off and never share personal matters of the heart. Obviously there is a time and place to tell all, but the lack of ability to share with appropriate self-disclosure will create a barrier between you and your teams. The “me too” mentality goes a long way in building bridges and helping others realize that you are all in this together. Without it, high walls of distrust are quickly constructed.
  • Be explosive and unpredictable. Have you ever blown a tire while driving? The sudden explosion can startle even the best of drivers and make steering extremely difficult, creating strong doubt that the car is going to perform as it should. If you are constantly letting your anger cause a knee-jerk reaction that ‘no one saw coming’, their trust in your performance will be left behind on the side of the road like pieces of shredded, burned rubber.
  • Tell little white lies, and while you’re at it, tell some whoppers, too. Not speaking truth can get you out of some sticky situations, but when the dishonesty is discovered (and these things have a way of somehow always making it to the surface), then how will people know when you are being honest and when you are not? Friedrich Neitzche, a German philosopher, said this: “I’m not upset that you lied to me, I’m upset that from now on I can’t believe you.”
  • Talk the talk but don’t walk the walk. I once knew an instructor who facilitated workshops on the importance of living authentically, tapping into the help of an accountability partner, but covertly hid her own dark, hurtful behaviors from even her closest friends and family. Unfortunately (or maybe fortunately?) the issues became public, and her credibility as a speaker on the topic was lost.
  • When conflict arises, turn on those close to you. Disagreements are a part of being in relationship. There are healthy ways to resolve conflict and unhealthy ways. Choosing to shut people out, quitting relationships (or being quick on the trigger to fire employees) is an easy fix—and a great way to destroy trust.  [Note there are times when boundaries need to be set with very unhealthy people in your life and relationships do need to be ended.  But if quitting is your go-to technique for resolving all conflicts, know that you are doing a good job of ruining trust].
  • Always put your own best interests ahead of everyone else’s. When others don’t feel like you regard what is important to them, their engagement and excitement for your plans, visions and dreams will wane. Believe it or not, making a habit of putting others first causes them to believe in you, trusting that you really care. To keep trust levels low, be sure to never consider the needs and desires of those around you.
  • Consistently treat some people better than others. It’s the old saying, ‘Watch how he treats the waiter’. If you are a respecter of persons, rolling out the red carpet for some while trampling others underfoot will breed a fair amount of disrespect and distrust.

Again, in the words of Stephen M.R. Covey,

“Above all, success in business requires two things: a winning competitive strategy, and superb organizational execution. Distrust is the enemy of both.” I submit that while high trust won’t necessarily rescue a poor strategy, low trust will almost always derail a good one.”

The Greatest Glory

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The Resilient Leader: Instilling Grit is an online, interactive, 6-week course designed to teach you not only how to become more resilient but how to coach others to bounce back after setbacks. You’ll earn 6 recertification credits from the ICF, SHRM, or HRCI upon completion.

Using Positive Psychology to Coach Emotional Intelligence

positive psychology

Online 6-week webinar from the Institute for Social + Emotional Intelligence®
Using Positive Psychology to Coach Emotional Intelligence

Tuesdays, March 1 — April 5, 2016

3:00 pm – 4:00 pm ET  Cost:  $795

Understanding positive emotions requires the study of contentment with the past, happiness in the present and hope for the future.  In our upcoming webinar course, we will explore the capacity of love and work, resilience, creativity, curiosity, integrity, self-knowledge, self-control, courage, compassion and wisdom, so you can bring the practice of positivity into your home, workplace and the lives of your clients.

Earn 6 recertification credits from the ICF or HRCI!

In the next 6 weeks, you will learn…

  • How to use positive psychology questionnaires to generate awareness
  • The latest theories about positive psychology and how it relates to health, life satisfaction, reduction of stress, and productivity
  • How to use the neuroscience of positive psychology to bring about behavior change in individuals and groups
  • How to build families and schools that allow children to flourish
  • How to build a workplace that fosters satisfaction, engagement and high productivity
  • How to foster civility and civil engagement in our communities
  • How to use the burgeoning suite of positive psychology tools, exercises and interventions to make a difference with our clients

Reserve your seat today!

Questions? Please contact us at info@the-isei.com.

Free webinar on how to help others develop emotional intelligence

shouldersThis FREE online class (delivered via webinar) is designed to give you an overview of social and emotional intelligence, its history, and its impact on individual lives, relationships, and employee engagement.  We’ll show you how coaches are expanding their practice and helping their clients build stronger companies with social and emotional intelligence and how HR reps are bringing social and emotional intelligence into the workplace.  It’s a preview look at what you will learn in our online Coach Certification Courses.

DATE: Thursday, February 25th, 2016

TIME: 12 PM ET

The first 20 people who register and attend this online class will receive a FREE Social + Emotional Intelligence Profile® (The SEIP® is a $75 value), to begin your own journey down the path of social and emotional intelligence.

  • Grow your business; attract more clients
  • Stake out a new niche
  • Expand your coaching expertise skills and knowledge

“Leaders with higher social & emotional intelligence produce more powerful business results and greater profitability.”   –Steven Stein

As a coach, leader, or HR rep, you can positively change a person or an organization’s culture by improving their social and emotional intelligence. And the beautiful thing is that social and emotional intelligence can be learned. Through the Institute for Social + Emotional Intelligence (ISEI)®, you will learn how to use and effectively administer the Social + Emotional Intelligence Profile (SEIP)® to help clients:

  • Become more aware of their impact on the people around them
  • Learn to manage their emotions — anger and frustration — more productively
  • Manage conflict more effectively
  • Develop people skills (including communication and interpersonal skills)
  • Learn techniques to build trust in the organization and its leadership

The Neuroscience of Resilience

Article Contributed by Guest Author Sandra E. Clifton, M.Ed., PCC, CEP, ET/P

This past summer, in order to earn “core competency” hours to renew my ICF-credential as a Professionally Certified Coach (PCC), I attended a seminar at the Cape Cod Institute called “Bouncing Back:  Rewiring the Brain for Resilience and Well-being,” taught by Linda Graham, MFT.  Linda has been a marriage and family therapist for 25 years, and specializes in attachment, trauma, and mindfulness.  This five-day seminar was full of rich research that Linda embedded with personal anecdotes and practical exercises for professionals in the field of mental health, from states as far away as Texas.

One of the themes running throughout the course was the idea that, “You can’t stop the waves—but you can learn to surf,” a quote from Jon Kabat-Zinn and an apt visual for our location by the sea.  Participants in this workshop learned that resilience requires embracing upheaval as a catalyst for growth and that we can learn new ways to ‘ride the wave of change’ for optimal personal and professional progress.  Linda explained that the brain learns best “little and often”—in baby steps.  For example, research indicates that just five minutes of meditation a day is more effective that an hour once a week.

Each section of this course was framed with the “Six C’s of Coping”:  Calm, Compassion, Clarity, Connections, Competence, and Courage—with the idea that flexibility and neuroplasticity invigorate these coping skills.  In fact, the brain can actually encode new wiring and neural pathways to trump negative experiences with positive ones, when we work with a practiced therapist to help rewire trauma with new and positive experiences.  The goal of our work with clients is always integration, and Linda highlighted that, through positive attunement with our clients, a single dose of the “happy chemical,” oxytocin, can improve the entire chemistry of the brain.

If you are interested in learning more about resilience, you can find Linda Graham at http://lindagraham-mft.net/.  As well, the Institute for Social + Emotional Intelligence has an upcoming 6-week online course entitled The Resilient Leader:  Instilling Grit beginning October 20th.  Click here for more details:  https://isei.worldsecuresystems.com/BookingRetrieve.aspx?ID=35693

 

Sandra E. Clifton, M.Ed., PCC, CEP, ET/P

www.cliftoncorner.com

The Resilient Leader: Building Strength Through Adversity

We are offering an exciting specialty course in Social + Emotional Awareness starting May 6th entitled The Resilient Leader:  Building Strength Through Adversity and would love for you to join us!

In today’s world, fundamental change occurs in seconds, whereas twenty years ago it took months.  Resilient leaders are now a necessity and the demand for them is exploding.  Human capital challenges were the #1 CEO concern in 2013 and most are associated with employee and manager capabilities.  Companies are searching for ways to lower employee stress and stop the accompanying decline in individual performance.  This is our “new normal.”

Be on the leading edge and be able to develop your own proprietary model for Resilience Coaching.  The course content for The Resilient Leader:  Building Strength Through Adversity is founded upon the works of Drs. Seligman, Reivich, Schatte, and Seigler, and the U.S. Army’s extensive work with the University of Pennsylvania.

Here’s how this course differs from others you have taken elsewhere:

  • There is abundant theory matched with both application and the opportunity to practice in a learning environment
  • You will create your own “Resiliency Coaching Framework” and have the chance to employ it
  • If you put your “all” into this program you will finish with a high degree of confidence in your ability to help clients build their resilience
  • You will have the tools and the resources to grow in this critical coaching focus area
John MooreThis exciting class will be facilitated by Colonel (Retired) John Moore, CEO of Moore Strength Executive Leadership and Business Advisors.  John is an ICF Credentialed Professional Certified Coach (PCC) and an ACTP Certified Executive Leadership, Business, and Marketing Coach (John Moore Bio).   The cost for the class is $795 and you can earn 6 CCEUs from ICF or 6 re-certification credits from HRCI.
Register today for The Resilient Leader:  Building Strength Through Adversity
Tuesdays, May 6-June 10, 3 PM ET  
We hope to ‘see’ you in class!

Resilience

“If you’re going through hell, keep going.”  –Winston Churchill

No one gets through life without hardships, setbacks, troubles, difficulties and sometimes even tragedy.  Resilience is the ability to bounce back from life’s challenges, to pick ourselves up, dust ourselves off and carry on.

It’s the ability to rise above adversity, sometimes terrible adversity such as violence, war, the loss of a loved one, loss of income, loss of household due to hurricane or flooding, or ill-health.

A key emotional intelligence skill, resilience can be learned and cultivated.  It builds on a number of other emotional intelligence and self-management skills, including personal power, optimism, agility, and having a bias for action.

Resilient people don’t let adversity define who they are.  Research on resilient people indicates they share certain qualities.  Here are 10.  They:

  1. Maintain a strong support system (friends, family and others), and are willing to accept help from others.  Others in a strong support system want to help.
  2. Practice extreme self-care.  Get enough sleep, eat healthfully, and take time for exercise and mindfulness.
  3. Define themselves from the inside out, from a place of strength and inner personal power.  They believe in themselves, and define themselves as capable, competent, and strong.  They dismiss or disregard the inner critic and instead maintain a sense of positive self-regard.
  4. They reframe the situation.  They try to find the good, the positive, the silver lining if at all possible.  One person said to me recently, “One thing I learned from all this is what an incredible array of friends I have, and how much they truly care about me.”  Sometimes they learn something about themselves and find they have grown in response to the adversity.
  5. They have the ability to manage their responses to strong emotions and impulses, and do so in a healthy manner (and not through drugs and alcohol).
  6. They are “school of life” learners, skilled communicators and problem-solvers.
  7. They view adversity as a temporary challenge, as something they will get through and come out on the other end stronger than when they went in.
  8. Similarly, they keep things in perspective.  They take the long view, the big-picture view, of life and are able to avoid thinking traps such as personalizing others’ behaviors, jumping to conclusions, or magnifying surmountable problems.
  9. Resilient people avoid seeing difficulties as insurmountable.  Rather they begin to set realistic plans and goals, and take small steps to move forward.  They have a “bias for action.”
  10. They accept change as the “new normal” – they know what is within their power to change, and what is not, and they actively work on what is.  They accept that change is part of life, and they are agile and flexible in response to change.

These are just a few tips regarding how we can support our clients in boosting their resilience.  If you would like to learn more, we are proud to announce a new course on Coaching Resilience, May 6 through June 10, 3PM ET, and proud also to introduce you to a new instructor who designed the course, Col. John Moore (Retired).

John MooreColonel (Retired) John Moore, CEO of Moore Strength Executive Leadership and Business Advisors.  John is an ICF Credentialed Professional Certified Coach (PCC) and an ACTP Certified Executive Leadership, Business, and Marketing Coach.   

As a West Point graduate, Army Officer, and Airborne-Ranger John has been leading successful organizations and developing leaders for over 30 years.

He holds a Master of Arts in Leadership Development from the US Military Academy at West Point, a Master of Arts in Strategy Studies from the US Army War College, and a Bachelor of Science from the US Military Academy where he was a distinguished graduate in the top 5% of his class.

John’s leadership in key positions within organizations ranging from 30 to 180,000 people was marked by courage and a commitment to excellence in performance and character.  He has combat experience at every level and was the operational Chief of Staff during the surge in Iraq in 2007-2008.

Upon retiring from the Army John founded Moore Strength Executive Leadership and Business Advisors where he has created models for developing exceptional leaders throughout organizations, creating positive organizational climates, and building steady business growth.

John’s broad leadership and operational experience in complex and demanding environments, leadership education, tenures as a leadership educator; trainer; and coach; and his challenging and accountable coaching approach uniquely contribute to client success and achievement.

He is trained and certified in Social and Emotional Intelligence through the ISEI and will soon be credentialed as a PCC.  He is a highly sought-after speaker and seminar leader on topics ranging from strategic planning, strategic communications, building high performance cultures, business growth, personal and organizational resilience, change management, and inspirational leadership.

The Resilient Leader:  Coaching Resilience Course Objectives

You will learn how to teach your executive coaching clients:

  • What managerial/leadership coaching is, and why and how it works
  • The tools and skills they need to develop to take a coach approach to leadership and management
  • How to conduct a coaching conversation
  • An overview of the leadership coaching process (including gathering data on performance, how to discuss and provide feedback on recent performance, how to develop an action plan for moving forward, how to implement the development / action plan and how to evaluate continued progress and performance)
  • How they can support and challenge their best performers to greater levels of success
  • How they can integrate coaching seamlessly into their everyday interactions with their direct reports
  • How they can shift their mindset from supervisor to coach

You can contact John at john.moore@moore-strength.com or by calling (913)217-5276.

Upcoming Classes