The Power To Influence

In today’s fast moving business world, leaders need influence more than any other skill. Traditional thinking says that you must develop relationships over the long term in order to know someone well enough to exert real influence. But busy executives don’t always have the luxury of time. This article highlights case studies that demonstrate some simple short cuts to becoming influential.

Mentor or Coach?

Despite the explosive growth of coaching as a tool for developing talent within organizations, many people are still not 100% sure of how coaching differs from other types of developmental intervention. One such intervention most commonly confused with coaching is mentoring. In this article a clear distinction is drawn between the nature and application of the two techniques.

The Consultant vs. Coach Dilemma

Often in executive coaching the client asks for the Coach’s opinion or advice on a particular issue. Throughout Coach training we are taught not to give advice, only to question the client in a way that helps him or her discover their own solution. This Coach vs. Consultant Dilemma article looks at ways in which a Coach can give some advice and still maintain his integrity as an expert Coach.

Who Needs an Executive Coach?

This article looks at the growth in executive coaching in Singapore and why it is becoming ever more popular as a means of developing top talent in the private and public sector. The article goes on to explain the differences between coaching and the more traditional forms of human development such as training and mentoring.

Healthy Body, Healthy Mind

The further you rise up the corporate ladder the more responsibility you will shoulder and increased stress comes with the territory.  However, if not given due respect, stress can cause serious health problems and lower work performance.  This article looks at the dangers of executive stress and suggests some simple ways to relieve the pressure

Executive Coaching, The Next Management Panacea

Executive coaching is well established in the USA, Europe and Australasia. In Asia it’s still considered new and unexplored as a way to improve the performance of leaders. When used correctly the results from professional coaching can be stunning.

Where Succession Planning Fails

An individual may be earmarked for promotion for what on the surface appear good, logical reasons. He or she has received consistently good performance appraisals, feedback from colleagues is positive on their expertise in the job and they regularly meet or exceed their KPIs. All the right reasons for a well deserved promotion, one might think. So why do some promotions turn out to be disastrous? This article looks at some of the common reasons for failure.

Mirrors All Around

360-degree assessments have grown in popularity in Asia, but what is their value and how are they perceived by those that are subjected to them? Looking at yourself in a behavioural mirror can be surprising and sometimes feel threatening.

Coaching The Next Generation

Populations in most developed countries are aging fast and bright young men and women are being groomed to step into leadership positions vacated by experienced retirees. Their CVs are filled with certifications, MBAs and high academic achievement. However, companies need to think carefully about how they prepare these youngsters to take up the challenge of management.

Leadership Development

Developing leaders in any organisation is essential to success. But what is leadership? How do you define it and how do you measure it? There are ways to quantify leadership behaviours and in doing so pave the way for targeted development of executives and managers who demonstrate high potential.

Hit Your Peak Performance

Most managers in commercial and governmental roles do their jobs averagely well and produce average results. How different would their results be if they realised their full potential and worked at maximum effectiveness? It takes more than just a management training course for managers to reach their full potential.