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3 Keys to Leadership Success

Leadership Success

I’ve learned over the years that my most effective executive coaching leadership clients know the “why” of what they are passionate in achieving. They get excited in my office telling me inspiring stories of their hopes and struggles. They are optimistic and forward thinking.

One of my law firm Managing Partner clients confided in me this week that he was struggling to convince several of the partners on a new strategy for the firm. He logically countered every differing point of view, and yet hours later no one had changed their mind. It was as if the big egos in the room were locked in a battle of who was right and blaming the others for perceived failures.

I asked him “Can you give me a time when you did influence them?” “How did you do it?” He responded “When I allowed myself to get visibly emotional”. Not his strong suit. I suggested that he give it a try again and see what happens.

At our next meeting, he reported that it interrupted the pattern of a battle of wits and got everyone’s attention. The partners thought that if he was so passionate about his belief in the new strategy that they shifted into listening mode rather than presenting endless logical arguments that created gridlock.

Emotionally intelligent leaders know that creating a workplace culture and climate where emotions are appropriately expressed increases engagement and moves things forward.  In order for people to be fully engaged, they need to feel they are following leaders who inspire them emotionally.

3 Leadership Success Keys

Numerous studies indicate that sustainable business success depends on three key leadership a

1. The greater good. Leaders must influence others to join a cause greater than making a profit or creating good products or services. They give employees reasons to believe in the company and its leadership ideals. They establish themselves as credible, trustworthy and unselfish—role models who are looking out for the group and individual performers. They ask others to join “us,” without sacrificing their “me.”
2. Clear vision. Continual change may be traumatic for employees, so leaders must paint a convincing picture of the future that motivates and prepares people for what’s coming.
3. Cohesive culture. Employees expect their leaders to read a situation in emotional terms and proactively foster a climate of participation and collaboration. Leaders also devote time and energy to grooming talent, as well as recognizing and rewarding good work.

Each of these leadership roles requires emotional awareness and, most importantly, the ability to express appropriate feelings effectively. Having clear ideals and beliefs serves no good if leaders cannot connect on an emotional level with those they lead.

In turn, leaders must learn how to express their own emotions.Years of education and training, with an emphasis on cognitive skills, may mean they’re far from adroit at managing their own feelings.

Because most emotions are perceived nonverbally, there may be a disconnect between what leaders say and what they actually communicate. Emotional astuteness requires an awareness of what one feels, verbalizes and conveys through nonverbal communication. Conversely, leaders must learn to read others’ emotions—individually and in groups—to ask the right questions and build trust.

Are you working in a professional services firm or other organization where executive coaches provide leadership development for enlightened leaders? Does your organization provide executive coaching to help leaders develop an emotionally intelligent business environment?  Enlightened leaders tap into their emotional intelligence and social intelligence skills to fully engage employees.

One of the most powerful questions you can ask yourself is “How can I improve my ability to express appropriate feelings effectively?” Emotionally intelligent and socially intelligent organizations provide executive coaching for collaborative leaders who are curious about creating sustainable businesses.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you create a happy and prosperous business where everyone is motivated and fully engaged.You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.
For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

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