Guidance on leadership development & strategic planning.

Virtual Leadership Coaching: How to Face the Challenges of Limited Interaction

By Leadership Resources 06/25/2020
Woman presenting at a Leadership Resources virtual leadership conference

Regardless of whether the world returns to normal or adopts a “new normal,” change remains constant. The transformation of the physical workplace to the virtual office has been in the making long before the current pandemic, and will only accelerate moving forward. This technological shift has created countless opportunities and innovations, but it comes with a number of costs, too — most notably the lack of physical interaction. Humans are social creatures, after all, and sharing a physical location undoubtedly facilitates communication, strengthens interpersonal bonds, aids in education, and more.

That said, there is still plenty to be gained in the virtual space for everyone, including leadership coaches and their students. Let’s discuss how limited interaction presents challenges in terms of leadership coaching, and how virtual leadership coaching can break through these obstacles and bring its own value to the table.

How to Overcome Virtual Work and Learning

Embrace Connective Technology

As isolating as these times may be, consider how fortunate many of us are to have access to multiple forms of virtual interaction. Not only can we text and call one another — now, we can conduct prolonged online meetings of various sizes via Zoom, Google Hangouts, Facebook Live, and other proprietary video conferencing software. These tools might not replace the feeling of a physical workplace, but they act as a close proxy, allowing coaches and teams to have real-time discussions, share documents, ask questions, and even socialize.

Of course, these tools are only valuable if everyone in a given organization has access to them. So, virtual coaches must ensure that they, as well as their teams, share the same technology and know how to properly use it. Otherwise, some members may get left out, and/or significant time and effort may get wasted troubleshooting. In short, social technology is a virtual coach’s best friend, and the foundation for a strong online leadership development program, so long as everyone is on the same page.

Adjust Frequency and Format of Meetings Accordingly

If you are moving all or most of your operations to the virtual space, your organization will naturally take on a new rhythm. People work at different paces, and this fact may get amplified if they are working remotely. That said, there are occasions that require all team members to unite their thoughts and efforts. But it’s one thing to wrangle several people who share an office into an in-person meeting — it’s another thing to conduct a virtual meeting where every member must join remotely. 

In other words, leadership coaches may need to change how they schedule and run meetings and leadership training seminars to account for this physical separation. Virtual meetings might have to occur more frequently to maintain accountability, they may need to be shorter or longer depending on remote workflow, and they might need to be structured differently to ensure all voices are heard.

Think “Physical” Distance, Social Cohesion

Communication and performance management go hand in hand. The term “social distancing” has taken hold in the global lexicon, but some have argued that “physical distancing” is both more accurate and more helpful in these times. Indeed, humans can socially interact without sharing a physical space, and in fact, this social interaction may be more important now than ever before. This sentiment applies to a company’s culture, too.

Emotionally Intelligent Leaders White paper - Download

Business leaders and coaches must redouble their efforts to reach their teams on a personal level, especially when physically separated. The culture doesn’t merely cease to exist when the office is empty, after all. People make up the organization and good leaders help keep it together and strengthen it. Do not let limited physical interaction prevent this social cohesion. Before, during, and after virtual meetings, make sure to discuss matters outside the scope of work; hold weekly virtual social/team-building events; have fun with filters and backgrounds during video chats; the list goes on. 

Leadership is Not Limited to a Location

Making the change from a physical to a virtual workplace (even if it’s temporary or partial) is bound to yield some growing pains. That said, the pursuit of your company’s goals and leadership development remains firm. And with the advent of today’s technology, you don’t have to slow down or skip a beat when it comes to growing your business and its leaders as long you are adaptable and forward-thinking.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

Schedule A Call To Learn More Read More

The Success Chain: Turning the Past into Positive Outcomes for the New Year and Beyond

By Leadership Resources 01/06/2020
Leadership Resources success chain bricks falling

Within every workplace in the world, employees arrive at work each day with minds that are swirling with personal opinions, perspectives, attitudes, expectations, and assumptions. Each person has a rich background of experiences – not just work-related experiences, but also education, life, and societal experiences that shape their belief systems, behaviors, and even success.

We can’t see straight into our coworkers’ minds … but what if we could? What kinds of things would we see? Maybe we’d see someone who feels totally confused about the future, or a manager plagued by leadership stress. Maybe we’d see someone who feels composed and confident. Additionally, we would see those things change from moment to moment, and situation to situation.

All of these swirling thoughts, in turn, are reflected in each person’s actions and behaviors not only personally, but also professionally. Each thought they experience, each assumption they make, each habitual expectation affects how they interact with others and get their jobs done.

Employers can’t change their employees’ past experiences, but the employees themselves can reframe their past experiences in a fresh way that can drive toward positive outcomes. With leadership development and ongoing coaching, a company can support its employees in identifying these things, understanding how they might be affecting their work, and building a shared future that looks better from the inside out. Establishing that awareness can help them make better decisions going forward.

Help yourself, your employees, and your organization achieve success this new year by getting to know The Success Chain.

How to Use the Past in Business to Your Benefit

The Power of The Success Chain

At its core, the Success Chain is based on your personal life experiences, which can have a significant impact on the way you think and feel, what you choose to do, and ultimately your results, to determine whether success will be achieved.

The Success Chain’s power comes from realizing the strong impact our thinking has on our behaviors and actions. We have the ability to think better, so therefore we can do better. We can think positively, take ownership, be proactive, and our actions will follow from our thinking.

The Success Chain, along with good leadership coaching, teaches us that we can choose to both view and do things differently. This creates better results further up the chain, which means that over time we will see more positive outcomes and increased success in our lives.

Linking it All Together for a Successful New Year

The success of an organization is driven by the success of its individuals and the results they achieve. The results those individuals achieve are built on their actions and behaviors. Their actions and behaviors are dictated by their habits of thought. Their habits of thought are created by their experiences.

With leadership training centered on the Success Chain, you can begin to better understand conditioning experiences to ring in a new, better year. Best of all, each component of this chain interacts fluidly. So, as you adjust your habits of thought and behavior, you will acquire new experiences, which will circle back and influence your thoughts once more, creating a positive feedback loop of true, continuous success.

Read Our Whitepaper: “Ensure Positive Business Outcomes & Results: Leveraging The Success Chain”

In this whitepaper, we’ll look at the Success Chain and its impact on our professional lives. We’ll explore how personal experiences can affect our work identities, and how anyone can use the power of the Success Chain to shift their thoughts and behaviors to achieve long-term positive outcomes and further develop qualities of an effective leader.

Ensure Positive Business Outcomes & Results, Download This Whitepaper

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow.

Read More

How Coaching Impacts Your Bottom Line

By Leadership Resources 05/01/2019
Leadership Resources two men doing business coaching

The most successful organizations understand that their growth largely depends on their people and culture. Staff members must feel encouraged and empowered to go above and beyond the bare minimum that’s required of them each day.

Coaching and leadership go hand in hand. The best leaders make coaching a part of their job, helping employees grow as individuals and members of a team, while also utilizing a coach themselves. In fact, good coaching can have a tangible impact on a company’s bottom line. Here’s how.

The Benefits of Leadership Coaching on Your Bottom Line

Retaining Good People

Business leaders must focus on hiring the best, most fitting candidates for their enterprise. However, welcoming a new hire aboard doesn’t matter much if that person abandons ship. In fact, high turnover rates can wind up greatly costing a business. According to a 2012 study by the Center for American Progress, replacing a highly-trained or skilled employee can cost a company approximately twice as much of their annual salary. In other words, it’s not just about finding the right people, but retaining them.

One of the best ways to keep employees on board is by injecting a company culture with a strong emphasis on developing people, with coaching being an important part of that. Good coaches treat staff members as equals, encouraging them to take on new responsibilities that reinforce their purpose and importance in the company. As these employees learn and grow, they will provide more value and maybe even become coaches to new employees. More people will choose to stay in this mutually respectful, upwardly mobile, and positive environment.

Keeping Employees Engaged

It isn’t enough to simply keep employees around, however. Keeping them engaged is vital to improving a company’s bottom line, too. Team members who are actively invested in their work are more productive and positive, and less prone to costly accidents and mistakes than those who are mentally checked out on the job.

Coaches help keep employees engaged in several ways. First, they remind employees why their role matters. Additionally, coaches can forge a clear development path for employees to follow. If staff members want to contribute more, their coach can help them work towards achieving that. Leadership coaching in particular prepares employees to take on larger leadership roles in the company.

Improving Company Culture

Coaching and leadership development ultimately improve a company’s culture across the board, which yields net positive effects both internally and externally. Inside the organization, a positive culture spreads contagiously from employee to employee, naturally boosting productivity and engagement. From the outside, consumers and clients take notice of this atmosphere, which will gravitate them towards it. In this way, a brand’s culture and values and reputation are inextricably linked.

Great coaches work hard to maintain these values by reinforcing them in their actions, discussions, and lessons. By demonstrating what strong leadership looks like, coaches provide an example that their team can follow as they learn and grow within the company. Businesses might also invest in an employee leadership development program, where employees can learn important skills and methods from leaders and coaches.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow.

Schedule A Call To Learn More
Read More

"I'm My Own Worst Enemy" and Other Pitfalls of Being Your Own Coach

By Leadership Resources 02/21/2019

Most of us have heard the phrase, “I’m my own worst enemy.” Indeed, many of us can probably relate to this idea. To be one’s own worst enemy is a common human pitfall because we are ultimately the one in control of our actions. Some of the decisions we make may satisfy us in the short term but harm us in the long run, like ordering pizza instead of cooking those vegetables in the fridge, or avoiding that phone call. We can defeat ourselves more easily than any mustache-twirling villain could attempt.

Some of us, however, have a hard time admitting this inherent and common flaw. We claim that we don’t need external influences to guide us on our way or prevent us from making poor choices. While some people are more self-aware than others, everyone can benefit from having a coach in any aspect of life. Being your own coach comes with a number of caveats that can stifle or even harm your progress. This is especially true when it comes to leadership development. Let’s examine some of these pitfalls of self-coaching.

The Pitfalls of Being Your Own Coach

Falling Back Into Bad Habits

We all form habits in our lives and they both serve us and stunt us in significant ways. These habits allow us to operate efficiently, but mindlessly. For instance, one may wake up at 6 AM every day, shower, brush their teeth, get dressed, have breakfast, and head out the door, but do it all without a moment of reflection. And this normal morning routine just outlines a neutral habit.

Bad habits are those that we fall into at our lowest moments, or that negatively affect us in some way. These might include avoiding difficult conversations, smoking a pack of cigarettes each day, or spending too much time on social media at work. Whatever they may be, bad habits can be difficult for a person to notice, admit, and/or change on one’s own. If you’re your own business coach, you’ll have a much harder time breaking or even recognizing these regular behaviors.

Unlock The Leadership Potential Within Your Organization. Download this whitepaper.

Limitations of a Single Perspective

No matter how much empathy we have, we’re ultimately restricted by our own point of view. Reading, listening, attending conferences, and speaking with others helps one gain perspective and perhaps address personal shortcomings. But by avoiding external leadership coaching, one has a much harder time seeing oneself in an objective light.

Having a business coach greatly helps us improve ourselves and our leadership skills. It gives us an additional perspective that calls out our bad habits while showing us another way of operating. We can use our mentors as exemplars of better behavior.

Lack of Direction

Even if we discover our bad habits, eliminate them, and manage to gain perspective without having a dedicated coach, there is still a problem: where do we go next? The hardest part of achieving lasting leadership growth on one’s own is seeing a clear path forward. We can set goals for ourselves, but they may not be the best goals or the right goals at that moment.

We Need Someone to Challenge and Push Us

Again, an outside perspective is invaluable for development of any kind. We can’t exactly give ourselves a proper performance management evaluation. We need a coach to point out the places where we’ve improved, and the places that could still use some work. By focusing on the latter, we can map out the best direction for continued growth and success.

In other words, an outside coach will challenge us, pushing against our bad habits and calling us out when we try to make excuses. Both our actions and our ways of thinking need to be kept in check. This is both a short- and long-term project. A good coach will keep us on our toes on a daily basis. This daily accountability will add up and eventually become a successful routine. By challenging our negative thoughts and habits, an outside coach can ultimately transform our actions in the long-term.Everyone needs a coach to help defeat our own worst enemies. At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow.

Schedule A Call To Learn More Read More




Let us help you achieve your vision. A member of our team will respond within 24 business hours to arrange an initial discovery session with one of our growth consultants.

  • This field is for validation purposes and should be left unchanged.