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 Mike Malinchok
S2K Consulting, LLC offers one-on-one executive coaching, team coaching, and leadership training. You can choose to follow the Energy Leadership Development System, a focused one-on-one coaching program that is customized based on your specific goals and objectives, or we can create a unique program designed for your specific goals.
The name of this newsletter 'The Second Cup' was originally based on my own morning routine that requires a second cup of coffee before the cognitive portion of my day begins.
Recently,though, a good friend told me about the ancient Himilayan customs around sharing of a special tea mixture known as paiyu cha. Tradition goes that the second cup of the mixture is reserved for sharing with an honored guest.....a good friend.
The first reason tells you something about me. And, the second one......is all about you, my good friend.
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| Greetings!
Anabolic leaders are always working
"on themselves."
This week, part 4 of the discussion of the characteristics of anabolic and catabolic leaders focuses on how (and if) leaders assess themselves, and examine how their actions and attitudes affect their results, as well as impact the people around them.
Catabolic leaders operate in their own little worlds. They do what they do, and they rarely, if ever, stop to think about the consequences of what they are doing (and how they are doing it). If catabolic leaders do assess, they self-assess - that is, they don't ask for input from people around them, because they fear that in doing so they may appear weak. In addition, catabolic leaders know that they are right, and others are wrong (or incompetent, or lazy) - so why would they ask for others' feedback?
Anabolic leaders on the other hand, are always working "on themselves." Not only are they willing to take hard looks at themselves, but they also solicit, and consider, feedback from others, as they know this information is crucial if they are to continue to grow and develop.
Let's consider Catabolic Charles and Anabolic Alyssa, two leaders in the same company. Both manage several team members, and both recently had to deal with customer complaints they'd received. Charles t was quite curt as he told his team exactly what to do to correct the problem, and later, when his proposed solution didn't work he blamed his team members for not implementing the plan properly.
Alyssa not surprisingly, handled the situation differently. She and her team brainstormed a solution to the customer's complaint, and together decided what course to take. When their chosen plan didn't work out, instead of blaming her team, Alyssa sat down with them again to devise another solution. One of the questions she asked her team was how she could have handled the situation better, or supported them more. Alyssa learned some valuable information from their responses, and modified her behavior accordingly. Not only did Alyssa demonstrate that she was willing to learn and grow, but she also let her team know that it was safe to honestly give her feedback and trust her.
Anabolic leaders, by soliciting feedback and leaving their egos "at the door," grow, and by example, allow their colleagues and companies to grow and prosper as well.
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SOMETHING TO CONSIDER:
Executive Coaching:
Perk or Invesment?
Most of us are all too familiar with corporate cost reductions and the impact they have on employee morale. In the short term, not making the 'cut' list can have a positive impact on motvation. However, for long term, strategic management of high potential staff leaders, most experts agree that investement in talent development is a cruicial piece of businesss planning. Executive coaching is one cost-effective way you can recognize your leadership team's value and importance to success. It's also a tool to help in the development of your own succession planning.
Call S2K to schedule a complementary coaching session including review of the ROI model. |
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FIRE SIDE READING:
CONNECTED
The surprising power of our social networks and how they shape our lives.
by
Nicholas A. Christakis, MD. PhD.
James H. Fowler, PhD
Facebook....Linkedin.....i-meet, etc.
Connected shows that our world is governed by the Three Degrees of Influence Rule: we influence and are influenced by people up to three degrees removed from us....mosto of whom we do not even know.
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Thanks for sharing your 'second cup' with me, my good friend and CONNECTION!
Looking forward to our next time,
Mike Malinchok, CPC
President S2K Consulting, LLC
www.s2konpurpose.com |
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