You’re an executive who needs to improve team management skills. What coaching services should you consider?

1. I’d state my intentions, that I want to become a better version of myself. This serves two purposes: A) Serves as a verbal commitment, a social contract that holds me accountable. B) Reduces fear among those around me, and sets expectations for the questions that will follow. 2. Ask my team, “What would you love for me to learn through this process?” Taking the focus off my actions may open more honest dialogue. 3. The results of 1 and 2 would inform where I turn for what kind of development support.

I think it's important to understand your own strengths and weaknesses, as well as those of your team members so I would have the entire management team take an assessment that provides insights into our behavioral styles, our motivators, and our levels of emotional intelligence. This would accomplish the following: 1. By participating with the management team in this exercise, it will lessen the stress and apprehension they might have. 2. The results will help provide a baseline of where everyone is in their development. 3. Create a plan to enhance strengths and a plan to develop weaknesses and delegation skills. 4. Agree to review progress at regular intervals.

Best way, IMHO is to do a 360-degree assessment. Most of us get buried in day-to-day and can't see further than our noses. 360 will surface how and what your leadership style is, as well as how you approach problem-solving. The key is to be open and accept the results sober and without judgements.

a weakness can turn into a strength if we acknowledge it and don't try to cover it up. a weakness can encourage to ask for help, trust others and show that we are humans and not machines

First step is about setting audacious goals. Aligned with the purpose, the “why” of the leader. Reflections of strengths & weaknesses come next, still in a empowering way. 360 feedback conversations is what I lean on, not the good old psychometric assessments. Deeper stuff emerge along the way - beliefs, biases, values, beliefs, needs & all other self-limiting stuff. They are required to move to new awareness & thus actions.

Communication is the leadership toolbox that turns ideas into action, ensuring your team is on the same page. It's about more than talking; it's about making sure your message lands, building trust and driving collaboration. Executive coaching polishes this tool, teaching you the right technique for every job, from presentations to tough talks.

Leaders need more than just IQ; they should also focus on EQ (emotional intelligence) and CQ (conversational intelligence) for effective team management. Good communication is key to successful leadership, building trust, collaboration, and clear expression of vision. Executive coaching plays a vital role in improving communication skills for various situations, like meetings, presentations, negotiations, and tough conversations.It enables leaders to communicate with impact by understanding the importance of verbal as well as non verbal communication.

Effective communication is enhanced significantly when we ask the right questions and truly listen to the responses, which builds honesty, trust & understanding, which in turn provides unity & clarity.

Communication is very important skill in management. Communications can make or break the deal whether it is in personal or professional life. Using suitable words, with right tone of voice help people to communicate easily and made the audience attentive to listen the speaker. Communication plays vital role in motivating and demotivating subordinates or team members. Leaders always use their communication power to improve the moral of their team members to win the game. With proper communication tough jobs became easy and improper communication made easy job tough. The best communication is one in which, the listener or recipients understands it in the same way/ manner in which the speaker wants it to be.

I have found that many leaders feel pressure to move fast and don’t even realize how much information they are holding in their head. It is critical that leaders build in reflection time for a variety of purposes but certainly one is to think through what their team may want or need to know and then also create a feedback loop to be sure they are getting it.

Most executives want to "delegate" but end up "allocating" , "giving", "abandoning", or "assigning" their work. Delegation has wider and broader meaning. Delegating can empower and develop team members and help the executive.

Many leaders have been successful in their execution and getting a results. They find it hard to let go and empower their teams to get results. It is important for leaders to take a strategic timeout to consider: - what are the bigger picture/ more strategic things they should be focusing on and blocking time for - what are the priorities they should be spending time in - what are the activities their team members should focus on and they should let go - what meetings are they In that their team members can attend instead of them - recognize that their team’s success is their success - coaching and mentoring are key to empowering teams - when team members feel they are empowered and providing their value, they will be high performing

Delegation empowers employee to take control and become accountable in larger forum. In my experience this has helped by organization to grow faster, since employees feel more confident to lead the activity and present themselves on bigger forum. This is also seen as level up for employees in terms of career growth. It boosts their confidence to achieve target goals with ownership.

Delegation and Empowerment is the only way to leverage a Team strength, getting a result higher than the sum of team members' results. The only way to make this approach effective is through a consistent path that starts with Empowerment, moves through Delegation and is finalized with Outputs' Control.

Mastering delegation is pivotal for effective executive team management. It involves assigning tasks based on team members' skills and potential, optimizing resources, and fostering growth. Executive coaching is instrumental in overcoming delegation challenges like fear of losing control or micromanagement tendencies. It equips leaders with the skills to delegate effectively, including goal-setting, providing support, and recognizing achievements. This not only enhances time and resource utilization but also empowers team members to take ownership and excel in their roles.

It is essential for executives to master giving and receiving feedback from all their employees, directors, fellow line managers and stakeholders. Many Executives, Unfortunately, selectively listen to feedback, and do not entice their employees to provide their input, due to being overwhelmed with so many tasks as well as poor time management. Executive coaching can help them work on their weaknesses to improve their work culture, and optimize the performance of their teams

Relationship is KEY here. Any model that claims superiority is naive. First and foremost, Feedback is functional and purposeful. The feedback giver should have a relationship with the feedback receiver. Like superior-subordinate, mentor-mentee, coach-coachee, teacher-learner, advisor-seeker, doctor-patient etc... You got the drift? Second is emotional control. Feedback has to be given in a manner that is non-judgemental and objective. If you cannot master your own emotions, any feedback will be taken Negatively! Third, Be tolerant and "Don't Sweat the Small Stuffs". Do not be a nick-picker and expect anyone to be perfect. Are you? Choose the strength you want to develop.

In my experience providing feedback is very important tool in executive development. A constructive feedback helps to improve the work environment and help to improve the productivity. Feedback helps in learning and enhancing the skills resulted into improvement in the performances. Providing feedback is an art as positive feedback improve the learning ability of team players whereas negative feedback may demotivate team players, so it is very important to provide feedback considering overall situation, conditions and environment.

I've experienced clients who felt they delegated well. As we worked together, they discovered that the "how" of working together involved much more than assigning tasks. It centered on what the relationship meant and how they and their teams experienced the tasks that they needed to confront.

While feedback is important, it can often be taken out of context and puts people in a uncomfortable space. Good feedback should be approached as a gift for the individual and they feel appreciative to receive it. A better concept than feedback would be to consider feedforward which instead of focusing on the positive or negative takes a more future-looking approach.

Two tools I love to help my clients get familiar with are CIA and SCARF. Control, Influence and Accept for classification of a situation and its characteristic parts e.g. I can’t control the weather but I can bring good equipment to influence my experience of it. I can accept there’s less sunshine in London than LA. ☀️ Status, Certainty, Autonomy, Relatedness and Fairness to help understand and negotiate your way through conflict. Also grounding your nervous system to help you and the other party stay in the rational and collaborative zone.

Often times what hinders people isn’t a lack of skills or techniques found in a podcast or book but rather, the person glaring from the mirror. Executive coaching helps you confront that person in the mirror in a constructive, fruitful and future focused way that will help you understand your blind spots so that you can tailor unique solutions that not only work for you but transform you.

To handle conflicts and challenges effectively, consider coaching services that offer proven conflict resolution frameworks and tools. Utilize techniques such as interest-based negotiation, active listening, and emotional intelligence development. Best tools include the Thomas-Kilmann Conflict Mode Instrument for understanding conflict-handling styles, and the Harvard Negotiation Project's "Getting to Yes" method for principled negotiation. These methods are supported by extensive research and have demonstrated effectiveness in resolving conflicts and fostering productive team dynamics.

Un ejecutivo exitoso mantiene siempre la tranquilidad, está al tanto de todo lo que ocurre en su área de trabajo y se preocupa por transmitir serenidad a sus colaboradores. Esta capacidad requiere de un carácter templado, que se va adquiriendo con el tiempo. El Coaching Ejecutivo ayudará a mejorar tu carácter y a permanecer tránquilo ante situaciones desafiantes y conflictos.

Conflict is inevitable in any team, but effective leaders know how to navigate and resolve disputes constructively. Invest in conflict resolution training to build the skills needed to address challenges head-on. Reflecting on an experience, overcoming a team conflict resulted in a stronger bond, as we collectively learned from the situation and implemented strategies to prevent similar issues in the future.

One of the most important skills leaders should develop is Listening, it goes hand in hand with humbleness, as leaders we should listen carefully to others, use our power to empower others and give them the ability to influence others. We also need to set the example as good listeners and being humble.

Nowadays we should talk about Team Leadership and this means empowerment, engagement, authenticity, etc. All above is based on psychological safety on it’s best- fearless culture to innovate, challenges each other, etc. Leaders in any level should have a good self-awareness, be conscious about own believes, behaviors, emotional triggers and those impact to others. This is a lifelong learning. Luckily there are many tools to support that- 360, DiSC, OPQ32. My favorite is LCP, which help to discover from where are you coming (defensive coping behavioral strategies) and what are your strengths regarding creative leadership competencies. But the easiest tool to use is always ask feedback and if trust is there- you will receive a real gift.

A lot of leaders get confused between asking and telling while coaching. Executive coaching is all about your ability to ask the right questions to facilitate the insights in others. If you are telling what to do then you are not coaching the person. So be mindful of the difference and you can refer to TAPS model of coaching to learn more about it.

Be aware that your presence -- the non-verbal signals you send -- set the tone for every interaction, whether it's 1:1, a team meeting, or a presentation. Executive presence coaching guides you to make the subtle changes needed to show up in a way that says "I know what I'm doing, and you're in good hands with me."

Executives who struggle with team management skills may need to examine some of their assumptions. For example, how much do they value the need to ask for help? How well do they set the conditions for others to yield to each other for the sake of the team? Have they assumed that just because a group of people work together need to be a team? If so, do they have a shared goal? If an executive truly would like to get better at team management, have a skilled facilitator lead a working session with the team. In the session, they can facilitate three layers: a working session around a specific goal of the team (or a session to get clear on the team's goals), individual leadership skills and teaming skills.