Tag Archives: Teamwork

The Best Leaders Are Great Coaches

Posted on 03. Jan, 2017 by .


screen-shot-2017-01-03-at-6-54-24-amGreat leadership is made up of numerous different elements and roles, which come together differently in different leadership styles. One role that’s often overlooked is that of serving as a coach.

If you’ve ever played or trained under a great coach, you already understand how vast their influence can be.

The best leaders, like the best coaches, give those around them permission to succeed and know how to help them reach their potential.

Here are some of the most important coaching ideas shared by great leaders—ideas that can benefit anyone’s leadership in any field:

Communicate with wisdom. As a coach and leader, you need exceptional communication skills. Your words should make people sit up, listen and feel inspired to act.

Challenge the unchallenged. It’s important to know how to challenge others without making them feel criticized or scorned.

Raise the bar. Set and maintain high personal standards. Keep raising the bar so others can follow suit.

Invest in teamwork. Teach those around you to value great collaboration even more than individual achievement. Demonstrate the truth of TEAM: Together Everyone Achieves More

Encourage boldness. Encourage others to make mistakes and take bold moves. Nothing great was ever achieved by not being courageous.

Embrace diversity. Understand and take to heart the value of diversity and take advantage of every opportunity to demonstrate and attest to its importance.

View people in terms of their potential. Recognize the unrealized potential in those around you. Even more important, help them see it for themselves.

Be available. Whatever your position, build a reputation as someone who’s approachable and quick to help.

Accumulate resources. Develop an extensive network both within and outside your organization. Make it available as a resource for others, not just yourself.

Provide solutions. Learn to seek out and develop win-win solutions and teach those skills to others.

Be an optimist. Cultivate an optimistic outlook that guides you to focus on the possibilities and connections that others might miss.

Create a compelling vision. Have a well-developed personal vision that you can communicate clearly and with inspiration. Present your vision in a way that encourages others to do the same.

Coaches are great leaders because they know how to unlock potential and motivate people to maximize their performance. In short, they help others learn to be their best. And that’s what leadership is all about.

Lead from within: Great leadership isn’t about what you accomplish yourself; it’s about what you inspire others to do.

For coaching, consulting, workshops, and speaking. Please feel free to contact us.
Photo Credit: Getty Images



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The Shortest Possible Course in Communication

Posted on 08. Jul, 2014 by .


Screen Shot 2014-06-23 at 6.26.20 PM

Everyone is busy and pressed for time, but we all want to make an impact—so here is the shortest course in communication I can give you.

The seven most important words:

I am sorry I made a mistake.

The six most important words:

I will learn to listen better.

The five most important words:

I truly believe in you.

The four most important words:

What do you think?

The three most important words:

I appreciate you!

The two most important words:

Thank you.

The one most important word:


And the last, least important, word:


If you want to have impact—if you truly want to make a difference—don’t let the world just hear you speak, but communicate through everything you do.

Be the kind of leader who holds it together. When times are tough (and they will be), be the kind of leader who does their best. But when you make mistakes (and you will make many), be the first to admit your mistake and say you are sorry.

Be the kind of leader who understands that listening is better than speaking. Too often we underestimate the power of the listening ear. Just to listen can be the greatest act of caring, with the biggest impact on connection.

Be the kind of leader who shows caring. The closest thing to being cared for is to care for someone else. Show appreciation and gratitude to others, speak up when you see hard work, and recognize effort.

Be the kind of leader who takes time on the busiest day. Never be too busy to appreciate others, to say, “Good job—I’m proud of you.” Gratitude inspires people to do great things.

Be the kind of leadership who celebrates in teamwork and collaboration. The strength of the team is each individual member. The strength of each member is the team. Be the kind of leader who engages with and is curious about each member, and set an example of open collaboration.

Be the kind of leader who puts we ahead of me. Don’t be the kind of leader who speaks in the terms of I and me. It is a simple but fundamental truth that by binding together as a single force each of us will remain strong and unconquerable.

Lead From Within: Leadership is far from simple. Sometimes we need quick reminders that communication is essential if we want to make a difference. What you say matters, and everything you do says something.

Lolly Daskal is the president and founder of Lead From Within a coaching and consultant firm that manages large scale corporate coaching and custom made leadership programs. Connect with Lolly Daskal

© 2014 Lolly Daskal. All rights reserved.

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Reward The Effort

Posted on 14. Dec, 2011 by .


Screen Shot 2016-05-28 at 1.39.44 PM This past week I had the privilege of sitting down and consulting with a well known CEO. He was visibly upset and somewhat frustrated.

He spoke about his dissatisfaction with his team and his disappointment with the organization’s results of the past year.

As he talked and I listened, I heard him say, “I do not believe in the idea of effort. I believe in rewarding results only.”

I had a hard time believing my ears. This is what I call a fixed mindset.

Here was a leader of a very large organization who expects his employees to work hard, put in long hours, make great sales, and grow the company, but then not be rewarded for their efforts. Could this be possible? Was there a way of showing him that his beliefs were the root of the problem?

For me, he was suffering from what I call “CEO DIS-EASE.”

He believed that effort was not to be rewarded.
He believed that effort was for those with deficiencies.
He believed that effort reduces you.
He believed that people should come fully prepared and their work should be “effortless.”

Could this CEO see that he was the one keeping his organization playing small? Could he see how it was his fixed mindset that was holding them back?

Did he actually believe that we’re supposed to be perfect from the get-go; that we are born with qualities that need no effort to be cultivated?

Did he imagine that Picasso came out of the womb painting?

Did he believe that Michael Jordan was an athletic superstar from birth?

How could I make the CEO understand that, even if we are a genius, even if we are the most talented, even if we are the most qualified, we still need to work at it?

Improvement is a life-long pursuit. Effort is an endless process. The truth is being a genius takes effort.It is effort that ignites the ability and turns that ability into accomplishments.

I waited until he finished speaking, and then I challenged his thinking.

I wanted him to understand that effort was and is the direct link to growth and results.

I needed him to see that, if you challenge yourself, you are open to development. When you are open to development, you are oriented towards learning. And when you are open towards learning, you have a greater chance of succeeding.

But if you’re afraid of trying; if you’re afraid of taking chances; and if you’re frightened by challenges, how will you grow? How will you take yourself to the next level? If you have to be perfect, or if you have to appear to know everything, how does anyone expect you to succeed?

In order to achieve success; in order to manifest creative achievement, and in order to be rewarded with results, you need the kind of perseverance and resilience that produces a mindset of growth.

A mindset of growth begins with a knowing that you can challenge yourself; that you can take chances; that you can give it your best effort; and you can be resilient in the face of setbacks. Once you’re free to take those risks, you will achieve results, and you will create greater success.

Why is effort so scary for some?

Because when you actually try and you don’t succeed, who can you blame; what excuse can you give, and how will you acknowledge your shortcomings?

Without effort, you can say “I could have been…” However, once you try and you don’t succeed, you can’t say that anymore. You cannot delude yourself anymore.

I left the CEO with some thoughts:

You do not want to say: “This organization could have been and should have been.” When you want people to grow, to succeed, to achieve results, then you have to focus on their development. You have to focus on challenging them and acknowledging their efforts.

In order to grow his organization into something meaningful and to get it to where he wants it to be, he will have to give it his all for the things he values most. Once he begins to acknowledge the people who make the effort, and recognizes their risks, their challenges, and their failures, only then will he be rewarded without reservation.

Lead From Within: You must realize that you have to work the hardest for the things you love the most. You have to fight for it with your whole life. Being resilient and pursing with perseverance is taking yourself to the next level. And the secret ingredient to making it all work is… EFFORT.

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