I’d like to share with you a proven model for leadership development—a model that I’ve used to coach leaders, build teams, and help people around the world become more effective in both their professional and personal lives. This model works because it’s rooted in behavior. It’s not about theory or inspirational slogans—it’s about what you actually do, day in and day out, with the people you work with and care about.

As a leadership coach, I've seen firsthand how difficult it can be for people to receive feedback that challenges their self-perception. It can be tempting to dismiss the feedback, argue with the person giving it, or simply ignore it. But if you want to grow and develop as a leader, it's important to be able to handle feedback in a constructive way.

Mentoring and coaching are two of the most powerful tools for personal and professional development. When done right, they can help people to reach their full potential and achieve their goals.

Adding awareness gives us a choice to adjust our behavior! Once you’re aware of your triggers, you can arrange to avoid them.

How do you know someone is uncoachable? How do you distinguish a bad engagement from a good one? How do you detect a lost cause?

One reason that they are so effective in leading people is that they are always trying to improve themselves – not just asking everyone...

Stakeholder Centered Coaching is a comprehensive process that engages those directly affected by the leader’s behavior, harnessing their...

I cannot make the successful people I work with change. I don’t try. Too many people think that a coach will solve their problems.

The importance of the coach pales in comparison to the importance of the person being coached. This case study shares the essence of my...