How often do you make mistakes at work? They can range from small ones with little consequence, such as wearing socks that do not match or forgetting a colleague’s name, to major blunders that can result in the loss of business, time, reputation, or even employment.

I still consider the risk to be worth it. The greater risk to me would have been to breach confidentiality, which is essential to an executive coaching relationship.

I’ve shared this quote with you before and am doing so again as it’s one of my favorites and it absolutely bears repeating!

Be honest with yourself; how much have you learned by talking? But listening well and generously is easier said than done. It takes more than just hearing what another person is saying.

As a leader, people will follow you whether you choose to be intentional about being an example or not. For instance, you can talk about how important it is for your team to collaborate, but unless you are regularly collaborating with them, the practice will have difficulty taking root.

We have developed a culture in which effort is considered a success, not only in parenting but in the corporate world. I do believe that this was born out of a genuine desire to be more positive, supportive, and encouraging than previous generations were thought to be. But have we taken it too far?

“People do not care how much you know until they know how much you care.” This is a favorite quote from Teddy Roosevelt, one which embodies everything I believe about coaching. Executive leadership coaches…

We all manage ourselves, our companies, and our teams by setting goals; ideally, with goals that require a stretch but are achievable. Perfection - if it indeed exists - is an ever-evolving ideal and therefore does not make a realistic goal.

If you work in an office environment, you might easily think workplace safety pertains solely to physical safety; your office has no heavy machinery, forklifts, or clearly contagious employees, so it must be safe, right? Not necessarily.

Employee morale is at an all-time low. Productivity is way down, and negative Glassdoor comments are increasing. Why is morale low? There could be hundreds of reasons…

Stop holding people accountable; it doesn’t work. But leadership coaching is built around accountability, so how can I say it doesn’t work?

You’ve figured out the perfect solution. You tell your team how excited you are, assign responsibilities and send them off. You notice a couple of people looking resigned…

Life can feel totally out of control sometimes. People change their priorities. Pandemics happen! We can feel overwhelmed. However, we are not powerless…

There are clear-cut situations in which people are in danger, but most have multiple shades of gray. Blowing the whistle may keep some from harm but put others squarely in its path…

Group communication is challenging. Communicating effectively takes intention, planning and practice. A few tips…

Integrity at its core is about respect for others and your community, but primarily for what you hold to be true and important.

My role in brand extension required new ideas, products and markets. In one company, several of the other executives were dead-set against anything I came up with.

Should you have the good fortune to achieve a measure of success in your professional life, it’s tempting to sit back and get comfortable. But rest assured, the market and your competitors are not relaxing!

We do judge others based on superficial details such as grammar errors, habits, behaviors and appearance. Some of us work hard to get past or de-prioritize those judgments and assumptions.

A basic tenet of our coaching practice at Momentum Consulting is accountability, an essential component of executive leadership training, both with individuals and teams. Those of you familiar with us have surely heard one of us say “…there’s no blame in accountability, and no accountability in blame”.