Recovering Leader

7 Leadership Strengths Are Weaknesses When Taken Too Far

If you don’t check your blind spot for your own blend of these seven strengths-become-weaknesses, you’ll be falling short of taking your A-game to the field every day, so why not give it a try? Read more →

Three Steps to Managing Perfectionism’s Side Effects

Many leaders chalk up their success in part due to perfectionism, to which I say it's "despite it" rather than "because" of it. Perfectionism comes at a steep price -- here are three ways to manage its side-effects. Read more →

3 Reasons to Avoid a Directive Approach

A very senior client got feedback recently that he should be "more directive" with his people--in fact, to tell them what to do and how to do it more frequently. When contacted for clarification, that person was unavailable because they were too busy. Of course they are. Let's go with that notion. Why not be VERY directive? Because: 1. You... Read more →

The Excessively Critical Leader

What's one to do? Everyone has a story of a nightmare boss. Why? Because overly critical people are in positions of authority with surprising frequency, and tend to be, well, memorable. They can be hurtful, insulting, angry, disapproving, intolerant, abusive—or any combination thereof. People who work around them are often stressed out or shut down, operating in coping mode—avoiding touchy... Read more →

7 Leadership Strengths Are Weaknesses When Taken Too Far

Consider a few of the typical strengths a leader may have: maybe they're a good delegator, a great relationship-builder, results-oriented, decisive, etc. Interestingly, our strengths become weaknesses when we overuse or misapply them to the situation. That's why I often hear my clients' colleagues say, "It's his strength, but also weakness at times..." So it's important to know which of... Read more →

LeaderTip: Informed versus Involved

Understanding the details has never been more critical for effective leadership. Yet it’s important to walk the line between being informed and getting involved. In my coaching practice, I’ve seen many examples of executives confusing command of the details with commanding the troops as to what do to about them. That marginalizes their skills, even as it drains your time... Read more →

LeaderTip: Maximizing Your Human Capital

Leaders need to be adept at launching their people into effective, independent action. That requires selecting / retaining people who are capable, self-motivated, and engaged in the aims of the organization and its leadership. It also requires the one(s) in charge to enable them to do their best work by providing the leeway, resources, support, and coaching they need. Both... Read more →

When a Leader's High Standards Turn Toxic

Consider a leader who’s smart, task-oriented, and has high standards. If their ambient level of stress is low, then their expectations of others and themselves likely aren’t problematic. If it’s high, then they may have a “should” problem—something I see in my coaching practice fairly regularly. These are leaders who fit the profile, and who are constantly disappointed and frustrated.... Read more →