our A.M. Leadership Coaching™

How to. Why to. When to. They each affect healthy communication. Leaders will benefit from recognizing, respecting, and adapting to various styles and developing their own skills.

“Leaders who don’t listen will eventually be surrounded by people who have nothing to say.” – Andy Stanley

Looking inwardly to understand our traits, tendencies, and triggers allows leaders to grow outwardly in influence and in their ability to regulate reactions thoughtfully, respectfully, and genuinely.

Leaders have responsibility for the optimal development of others. PERIOD. Always remember to ask, listen, identify, resource, and champion.

“It’s only when we develop others that we permanently succeed.” – Harvey S. Firestone

Building & activating a team requires engagement. Cast the vision, seek input, determine roles, empower with responsibilities, foster inter-connectivity, and agree to benchmarks, end goals, and accountabilities. In short, apply the 3 Vs.

“A team is not a group of people who work together. A team is a group of people who trust each other.” – ?

A magic formula for succeeding among various teams and team members does not exist. But, a best formula and key ingredients are Process + People + Teamwork + Time.

Expontentially increase your impact by developing others in their abilities, in their career, and in their leadership experience. Leave a legacy that outlives you. So many benefits to delegating when it’s done right. Consider skills. Give authority. Agree to accountability.

“Leadership is not wielding authority – it is empowering people.” – Becky Brodin

A close cousin to “delegation”. They strengthen each other. Key elements to foster, model, and work toward are alignment, agreement, resourcing, benchmarking.

“It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” – Steve Jobs

Getting to the next level in life or career, as a team or an individual, often requires new ways of thinking and doing. When leaders embrace, foster, and celebrate creative thinking and idea generation within mission, they’ll be surprised by new, unexpected ways to achieve goals.

Feedback should be a non-negotiable. The keys are to be proactive, constructive, nimble, and responsive with Feedback Loops. Situational considerations include formally & informally; 360 & inclusive; internal & external.

Conflicts are to be expected on teams of more than 1 person. When conflicts go unaddressed, they can derail progress, splinter teams, and diminish outcomes. Leadership principles to apply include intentionality, listening, impartiality, and patience.

Few things hold back a leader’s development more than poor time management. Poor time management is a symptom and a choice. It encompasses and reflects needed growth in prioritizing, delegating, team-building… so many of our 13 competencies of A.M. leadership.

Change is inevitable when a team or an organization is growing and moving forward. How leaders handle significant change can have lingering, impacts on team productivity, morale, and trust. Leaders prioritize communication, listening, stability, transparency, inputs, and empathy. Same principles apply to Crisis Management.