AMP Leadership Coaching for Good™

It’s more than a cliche, it’s true… Leadership success begins & ends with trust. And trust-building is more than “trust falls”, “ropes course”, and “empathy circles”. It’s understanding, modeling, and fostering the 2Cs, 3Es, and 5Ls of Trust. We’ll unpack these to help leaders model trust, foster trust, and to give it before it’s given.

“As a leader, you can have the best strategy, vision, plans, values, or purposes in the world, but if people don’t trust each other, your organization will be average at best.” – Gifford Thomas

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

Growth is possible and a path forward is discoverable & attainable. Envision it. Getting to the next level involves new ways of thinking & doing – dreaming, innovating, problem-solving. Leaders who model, foster, and celebrate “dreaming out loud” within mission will be surprised by, and learn from, new, unexpected ways to achieve goals.

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

Few things hold back a leader’s development more than focusing on the wrong things and managing time poorly. Poor prioritization is a choice and can be unlearned. It affects, and reflects, growth opportunities in self-awareness, collaboration, delegating, team-building… so many of our AMP 13 competencies.

Our way of capturing “Continuous Improvement”.

To be better, do better, or do more are essential goals & benchmarks for leaders and their teams. To optimally move forward as a team, always welcome feedback & inputs – embedded in the team’s DNA and modeled by the leader. Be proactive, nimble, constructive, and responsive. Consider formal & informal; 360 & inclusive; internal & external; perspectives, experience, & data.

Commonly referred to as “Change Mangement”.

Change is inevitable for a team or an organization that is 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.

This is our 3rd of 3 people-centered competencies – additive to coaching & team-building. Know, understand, appreciate, and support each team member, their uniquenesses, and their life journeys. The most effective leaders navigate the nuances of individuals.

Leaders have responsibility for the optimal development of others. PERIOD. Consistently & authentically ask, listen, identify, resource, and champion.

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

Building, aligning, & activating a team requires attentive engagement. Cast a vision, seek refining inputs, align on goals & benchmarks, define roles, empower thru responsibility & accountability, foster connection throughout. In short, apply the 4 Vs… vision, voices, vector, victory.

Conflict management fits here too. Conflicts will occur on teams of more than one. Unaddressed, conflicts can derail progress, splinter teams, and diminish outcomes. Leadership principles to apply include intentionality, listening, impartiality, and patience.

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

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