Monthly Archives: June 2016

Every Leader Needs an Executive Coach, Except Those Who Need One Most

Every Leader Needs an Executive Coach, Except Those Who Need One Most In over 30 years of coaching, PsyPerform have repeatedly observed this: “Every leader needs an executive coach, except those who need one most.” What does that mean? That repeatedly, executives who most need a coach, are least likely to hire one, and those […]

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Expectation Effect in Executive Coaching

Expectation Effect in Executive Coaching As anyone who has studied coaching for more than five minutes knows: the biggest predictor of successful outcomes is the quality of rapport between the parties. Of the multitude of factors involved in creating rapport, one will be explored in this article: the expectation effect in executive coaching.   Some […]

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Selling in Executive Coaching

Selling in Executive Coaching “What!? Where is there any role for selling in executive coaching?” It won’t be the first time I’ve heard those words when training executives in coaching skills. Before anyone concludes that such is an unreasonable question: it is not. It is entirely reasonable, particularly when expressed as: “Coaching is about helping […]

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Executive coaching: Beyond will-power

Executive Coaching: Beyond Will-Power Everyone has heard of will-power. A few executives may have heard of won’t-power. Those two are just half the story. There are two more (at least): want-power and don’t-want-power. In “Executive coaching: Beyond will-power” we explore all four. What are they, and what is their role in executive coaching? Let’s cover […]

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Active Learning in Executive Coaching

Active Learning in Executive Coaching Here is a little known secret: active learning in executive coaching can make the difference between spectacular success and repeated promotions, and, stable lack of progress. Years ago, one of my friends had been his school table tennis champion. I love to learn, so when he asked me to meet […]

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Executive Coaching Results: Fate, trait or state?

Executive Coaching Results: Fate, trait or state? Many bosses leave staff disengaged, cold, and uninspired. Yet some leaders and executive coaches are able to secure performance from almost everyone. What explains the difference? What accounts for the difference in executive coaching results: fate, trait or state? If you are in the field of leadership, you […]

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Leadership after effects

Leadership after effects, what are they, what can they tell us, what do they mean for you? Leadership is a hugely complex field of study, multi-disciplinary, and massively inaccessible. Leadership involves one (or more) consciousness(es) influencing other consciousnesses, through inaccessible processes, where we don’t even know what consciousness is, let alone how those processes impact […]

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Is Leadership art or science?

Is Leadership art or science? Is leadership art or science may be a more important question than it seems. If leadership is science, that suggests one series of methods. If leadership is art then other methods are suggested. There is another option: leadership is both art and science. Perhaps even more options: leadership is in […]

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Psychometric “Tests”: A call to evidence or a call to action.

Psychometric “Tests”: A call to evidence or a call to action. Of the thousands of psychometric “tests” the LSAT (Law Schools Admission Council  www.lsac.org) test is one of the best and most accurate predictors of performance ever devised. The LSAT’s  mean validity is 0.37. Meaning, it can predict at the 0.37 level whether an applicant […]

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Leaders: Trust is ALL!

Leaders: Trust is ALL! That’s a bold statement. “Leaders: Trust is all!” Can it be supported? Is there any trust in the statement “Leaders: Trust is all!”? Sometimes apparent truisms like this can best be explored by testing them in extremis. Can a person lead if people do not trust them? It appears to be […]

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