Teresa Schwab, LMSW, MCC’s Post

❓𝙃𝙊𝙒 𝙈𝙐𝘾𝙃 𝙏𝙍𝙐𝙎𝙏 𝘿𝙊𝙀𝙎 𝙔𝙊𝙐𝙍 𝙏𝙀𝘼𝙈 𝙃𝘼𝙑𝙀 𝙄𝙉 𝙔𝙊𝙐? Trust isn't just a nice-to-have; it's the foundation of every successful #team driven by a #leader who is reliable, competent, understanding and can show empathy. When team members trust their leader, they're more #committed, #communicate more openly, and are willing to take necessary risks. This not only accelerates #problemsolving and #innovation but also enhances job satisfaction and loyalty. ❓If you are leading a team or an organization, do you know how to inspire and instill trust in the people you lead? ❓Before you answer the question, do you know that there are two types of trust? "𝘙𝘦𝘴𝘦𝘢𝘳𝘤𝘩𝘦𝘳𝘴 𝘩𝘢𝘷𝘦 𝘵𝘳𝘢𝘥𝘪𝘵𝘪𝘰𝘯𝘢𝘭𝘭𝘺 𝘥𝘪𝘷𝘪𝘥𝘦𝘥 𝘵𝘳𝘶𝘴𝘵 𝘪𝘯𝘵𝘰 𝘵𝘸𝘰 𝘣𝘶𝘤𝘬𝘦𝘵𝘴" (Dinh;, Reyes, Kayga, Lindgren, Feitosa, Salas, 2021). Here they are: 1️⃣ 𝘾𝙊𝙂𝙉𝙄𝙏𝙄𝙑𝙀 𝙏𝙍𝙐𝙎𝙏 2️⃣ 𝘼𝙁𝙁𝙀𝘾𝙏𝙄𝙑𝙀 𝙏𝙍𝙐𝙎𝙏 Cognitive Trust is based on the confidence you inspire by your skills, reliability, and integrity while affective trust stems from emotional bonds and the care you show for your team's well-being and interests. 🧐 Take a look at the carousel below first to understand the difference between the two type of trust. Then see what type of behaviors are indicative of a team that has developed trust in you as their leader. When you want to know more about developing and elevating the level of trust your team has in you, I invite you to book your #confidential #consultation with bCoached | Executive & Team Coaching | Leadership Development Coaching | Hogan Assessment Systems by using the link below: 👉 https://lnkd.in/dDt88Tga #trust #leader #leadership #leadershipdevelopment #leadershipcoaching #leadershipdevelopmentcoaching #executivecoach #executivecoaching #interperesonalskills #team #teamcoach #teamcoaching

Have you ever realized that the lessons you learn as a leader can have a profound impact on your personal life too? For me, the skills I learned in my professional journey didn’t just shape my work—they transformed my relationship with my son as well. As a coach, I’ve always focused on empowering others by listening deeply, asking powerful questions, and helping them develop new perspectives rather than dictating. I used to reserve this approach for helping executives and teams, believing that my role as a coach was confined to the workplace. But one evening, I found myself applying these same principles at home. My son was frustrated with a situation at school -he is only 8 years old-, and instead of stepping in to solve the problem for him—as I normally would—I chose to listen, ask him open-ended questions, and let him explore his own solutions. The results were remarkable. He not only assessed the situation from a more objective place, but he also developed confidence in his own problem-solving abilities. It was a lightbulb moment for me: the leadership and coaching skills I practiced at work could be just as powerful in nurturing my son’s growth and independence. I cannot say I am the master of this at home, but I am progressing each day. Seeing this as the perfect surprise for my clients when dealing with their youngsters at home are also very fulfilling,too. I’ve come to realize that being a leader and coach isn’t about the title or the setting—it’s about how you choose to show up for those around you, whether they’re your team members or your loved ones. Reflection: How can you bring the principles of leadership and coaching into your personal relationships to create more positive and empowering interactions? 👉 If this resonates with you, share your experiences and follow for more insights on integrating leadership and coaching into all aspects of life. #Leadership #ExecutiveCoaching #LeadershipDevelopment #Leaders #Parenting #PersonalGrowth #WorkLifeBalance #DuyguAlptekinGursu

I started a strategic coaching process with a manager, and it was quite interesting to see how his immediate reaction was to avoid recognizing himself as a #leader: ❗️If others recognize me, that’s fine, but doing it myself seems arrogant. ❗️I am not someone who always seeks to stand out. ❗️I will never seek to prioritize my own interests, etc., etc. Everything revolved around a somewhat negative connotation > 😬 how far he was from the true concept of what being a leader really means. Throughout my professional experience, I have identified two key words that embody the true concept of leadership: IMMERSE and EMERGE. ⚠️ They might seem contradictory, but they are not. Let me explain how they complement each other: Some people feel a certain degree of apprehension about acknowledging their role as a leader because, in some way, it makes them feel distanced from their teams: “me here, you there.” This is where the concept of emerging is wrongly associated, with the leader seen as someone who seeks to stand out above others: ❌ Not at all ❌ When talking about effective #leadership, the starting point is immersing oneself in the team — diving into the work dynamics and understanding individual and collective #strengths — to guide, support, and boost each member’s growth. By immersing oneself, not only does one connect with people, but #strategies are also created to bring out the best in them. When a leader immerses with the purpose of understanding and empowering, what emerges is not their own image but collective success. It is a process that optimizes resources, promotes autonomy, and, most importantly, achieves objectives collaboratively. ✨In other words, a true leader who immerses makes the team emerge. This is the part of my job I love most: helping leaders grow by diving wholeheartedly into their teams and empowering them to emerge and shine sustainably over time. So tell me, what key words best capture your leadership style? Adriana Romero Promoting Healthy Productivity

One Overlooked Step to Becoming a Great Manager. Excelling at managing a team effectively can seem overwhelming, but the truth is that some of the best tools for success are already within you! Self-discovery is the foundation for becoming more impactful. It's about understanding your strengths (think of being a natural motivator or strategic mastermind) and weaknesses (maybe micromanaging or struggling with public speaking). But it doesn't stop there. Research by Zenger Folkman (Do Great Leaders Really Need Self-Awareness?) shows that self-aware leaders are rated 79% more effective by their teams. That's a massive difference! Why? Because self-aware leaders can leverage their strengths for maximum impact and actively work on their weaknesses. They can tailor their communication styles, delegate effectively, and create a more positive work environment for everyone. So, which practical steps you can take to improve yourself? 1. Embrace Self-Discovery: Don't just skim the surface! Personality assessments like DISC and MBTI can provide valuable insights, but they're just the beginning. Reflect on real-life situations where your strengths shone through, and identify areas where you could have done better. 2. Seek Feedback: Don't be afraid of 360 feedback. Gather anonymous feedback from colleagues, superiors, and direct reports. This can reveal blind spots and areas for improvement you might not have noticed on your own. 3. (CRITICAL) Commit to Growth: Self-discovery is just the first step. The real magic happens when you commit to working on leveraging your strengths and working on your weaknesses. Take a course, hire a coach, or find a mentor – invest in your growth as a leader! Ready to embark on your leadership self-discovery journey? Let me know in the comments below! I'm happy to share some resources to get you started. P.S. Check out our Leadership Development Program (link in the comments below) for a comprehensive approach to becoming the best manager and leader you can be. #leadershipdevelopment #selfawareness #coaching #management #leadership

If you’re a manager scared of failing and letting people down... You're not alone. Over 75% of people experience imposter thinking and it can get stronger when you step into people management. Here’s 3 mindset shifts that will help you shift that thinking 👇🏻 1️⃣ “It’s not my job to know everything - it’s my job to help my team use their strengths” Being a manager doesn’t mean you have to be the expert. Focus on how you can leverage your teams strengths so they can take the lead. 2️⃣ “I’m here to help my team grow, not do everything for them” Encourage your team to experiment and fail. People grow when they are allowed to try new things without fear of judgement. 3️⃣ “I’m here to coach, not fix everything. Focus on coaching, not solving. Rather than coming up with all of the solutions, ask the right questions, and let them find their own answers. Your team doesn’t need you to be perfect, the expert, or the fixer. Your team need you to create a space where they can use their strengths and expertise to do great work. When you let go of needing to be the ‘perfect leader,’ you’ll actually start creating a high performing team - and quieten the imposter thinking spiralling in your brain! I've also created a freebie to support you - 'The Imposter Survival Guide - 5 Strategies to Breakthrough Self Doubt As A Leader' If you want to grab a copy, comment 'Guide' below and I'll send you the link. Or you can grab it via the link in the comments (if it's not hidden by LI 🫠) -- Hey 🙋🏻♀️ I’m Tash. The People Leadership Coach helping you master your leadership skills so people actually want to follow you. #ImposterSyndrome #imposterthinking #leadership #LeadershipSkills #leadershipmindset #management 

One Overlooked Step to Becoming a Great Manager. Excelling at managing a team effectively can seem overwhelming, but the truth is that some of the best tools for success are already within you! Self-discovery is the foundation for becoming more impactful. It's about understanding your strengths (think of being a natural motivator or strategic mastermind) and weaknesses (maybe micromanaging or struggling with public speaking). But it doesn't stop there. Research by Zenger Folkman (Do Great Leaders Really Need Self-Awareness?) shows that self-aware leaders are rated 79% more effective by their teams. That's a massive difference! Why? Because self-aware leaders can leverage their strengths for maximum impact and actively work on their weaknesses. They can tailor their communication styles, delegate effectively, and create a more positive work environment for everyone. So, which practical steps you can take to improve yourself? 1. Embrace Self-Discovery: Don't just skim the surface! Personality assessments like DISC and MBTI can provide valuable insights, but they're just the beginning. Reflect on real-life situations where your strengths shone through, and identify areas where you could have done better. 2. Seek Feedback: Don't be afraid of 360 feedback. Gather anonymous feedback from colleagues, superiors, and direct reports. This can reveal blind spots and areas for improvement you might not have noticed on your own. 3. (CRITICAL) Commit to Growth: Self-discovery is just the first step. The real magic happens when you commit to working on leveraging your strengths and working on your weaknesses. Take a course, hire a coach, or find a mentor – invest in your growth as a leader! Ready to embark on your leadership self-discovery journey? Let me know in the comments below! I'm happy to share some resources to get you started. P.S. Check out our Leadership Development Program (link in the comments below) for a comprehensive approach to becoming the best manager and leader you can be. #leadershipdevelopment #selfawareness #coaching #management #leadership

"They expected me to give an answer cause I'm the boss" I was with a group yesterday. We were talking about how we can improve the way we communicate with our team members. We were diving into empowerment using coaching skills. In coaching conversations, you allow for the person you are coaching to also think more clearly about what they are required to do. In the convo you gain clarity, thought processes, different possible routes to a solution, different possible issues and more importantly knowing what the next step will be for both parties. The whole discovery process helps the coachee discover their real capability in executing their work or at the very least, critically think about it. So what if....the coachee doesn't want all that - answering questions and taking time to discuss - and just want answers from you because you're the boss? 🤔 Sure. Nothing is stopping us from giving answers. We can, and in some situation it is warranted for leads to do so. However, if we are conscious about nurturing future leaders, team members that are trustworthy and highly independent, taking time to coach or even mentor is highly beneficial in the long run. You are actually helping, thru coaching, to develop you're team further. The questions we may need to ask maybe a lot more at the start but in the future, we may not need to ask as much. Trust, ownership and accountability will take over. That little thing is what we call effective delegation and empowerment. Empowerment is a process that needs time and a steady approach. From my experience, true empowerment requires a lot of effort on both team lead and subordinates. Slow and steady wins the race. So guys, if you are meeting up with a team member, spend some time having quality conversations with your subordinates when getting them to do a piece of work. Use great questions to steer the conversation. Have you had similar instances before at work? Happy developing your team members ☺️ #coaching #empowerment #delegation #teammanagement #leadership #theincompleteleader

TIP of the week: STOP GIVING FEEDBACK Whatever your title is, you are not ENTITLED to just give feedback to whomever whenever you like. Feedback is supposed to be a gift, but is often a punch in the face instead. You must never GIVE feedback, you can only OFFER it. When you GIVE feedback, you: ⮾ jeopardise the relationship ⮾ catch the person off-guard ⮾ create defensiveness and resistance ⮾ undermine the recipient's confidence ⮾ make the interaction feel like an ambush ⮾ deny the person an opportunity to prepare ⮾ risk coming across as arrogant or dismissive Instead, when you OFFER feedback, you: ☑ encourage a growth mindset ☑ foster a sense of mutual respect ☑ create a space for open dialogue ☑ show that you value their perspective ☑ build trust and strengthen relationships ☑ give the recipient time to prepare mentally ☑ empower the recipient to take actionable steps Remember, feedback is a two-way street. When you offer feedback, you invite collaboration and improvement. If you’re a leader, it’s your responsibility to transform feedback from a dreaded event to a constructive and empowering experience for everyone involved. PS! How do you make your offering for feedback both respectful and productive? ------------------------ 📌 I'm a holistic leadership coach and I help leaders become the person everyone wants to work with. ------------------------ ♻ Share to your network to help build better leaders. 🔔 Follow me Signe Korjus for more insights and inspiration on #leaderdevelopment #leadership #coaching #peopleandculture

As a former principal and now leadership coach, I've come to realise the challenges associated with providing feedback that motivates individuals to improve. Reflecting on my early leadership journey, I remember how hard  it often felt to deliver constructive feedback effectively. So, what gets in the way? According to Therese Huston, a renowned cognitive scientist and feedback expert, several factors come into play, including time constraints, reluctance to address difficult issues, and a lack of knowledge on how to provide feedback. But here's the key: understanding the importance of feedback and taking the right approach can make all the difference. Huston emphasises the initial step of recognising the three distinct types of feedback: 1️⃣ 𝐀𝐩𝐩𝐫𝐞𝐜𝐢𝐚𝐭𝐢𝐨𝐧: Expressing positive feedback and acknowledging the valuable contributions that individuals bring to the table. It reinforces actions and behaviours that should be continued. 2️⃣ 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠: As someone who now specialises in coaching, I strongly believe in its power to guide individuals through change and challenges. By posing targeted questions, we can assist others in navigating their path towards growth and success. 3️⃣ 𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐨𝐧: Providing individuals with a clear understanding of where they stand in relation to their goals and expectations. It involves communicating whether they are for example on track for a promotion or meeting desired standards. According to Huston, leaders often assume that team members desire a certain type of feedback, when in reality, they may crave another. To address this, she recommends using statements like: 🔹 "I'd love to give you some feedback. What would be most helpful for you right now?" 🔹 "Do you want me to share what I appreciate about your work?" 🔹 "Would you like coaching to help determine your next steps?" 🔹 "Are you interested in understanding where you stand?" This approach empowers individuals to express their preferences and ensures that feedback aligns with their needs and aspirations. What are your thoughts? #EmpowerYou #FeedbackMatters  #LeadershipJourney

Once of the questions I get asked the most when coaching leaders is “Can I say that?” The simple answer is YES! With some restrictions! When speaking to your team there is the obvious, watch your tone and don’t call people names, swear at them or attack them as a person. Also ask yourself the following: Is what you are about to say in line with your Vision, Mission and Values? Are you reacting to a different style, that while different is still in line with the culture? You have considered what you are going to say and where your personal energy is at? When we step into the role as a leader, we suddenly become more aware of what we are about to say, knowing that it will affect not only the person we are talking to but the whole team. Unfortunately, this sometimes causes leaders to say nothing. Saying nothing is not a better choice, the problem will not work itself out, it will most likely get worse. The longer it goes on, the more stories people create about the situation. As the leader Yes, you can say that. It is a big part of your responsibility. Hi, I’m Lisa and I empower leaders who are ready to lead with ease, confidence and effectiveness and those who are committed to team and career acceleration. Follow me here 🔔 or discover what's possible for you with a free 20-minute coaching call, by signing up to the email list on my website. Link in comments. #leadership #personaldevelopment #success #leadershipdevelopment #coaching