Use Power of Intention to Grow Your Career

family airplane

Liza Sichon explains how the Power of Intention helped grow her career. Liza reports:

One evening, I was pondering my next career move and thought it would be cool to take the kids on a trip to Europe the next year.  The idea grew on me and before I knew it, I entertained a string of “What If” possibilities for my career and my family.

What if?

What if we actually move to Europe for a couple of years? What if I take an international assignment in Europe?  Wouldn’t that be really nice?  The more I thought about it, the more attractive the idea became. I started thinking of what is possible: new experiences , new learning, meet new people and all the tangible and intangible benefits that my family and career could have.

That night, I did not sleep at all. I planned, strategized and got really excited about the possibilities.  This desire and intention continued to grow day by day, a seed was planted and it started to grow.  I shared the idea with my husband – he thought I was crazy.  I shared it with my trusted colleagues and a few months later, I was offered the job to lead human resources International – responsible for the regions outside the United States.

I cannot forget my boss’ words to me – you can live anywhere, as long as it is outside New Jersey (our headquarters). I narrowed our choices to London, Singapore and Brussels and eventually chose Brussels.  It is where our company’s European headquarters was located, a central location between Asia and the US and a more convenient time zone to connect globally.

My husband saw the possibilities and with his support, we were on a plane to Belgium a few months later.

The entire preparation and move was of course, complex and difficult, and we focused to get it done. I do not know if it was desire, focus, intention, God’s will, family support or a combination of all that made it happen.  The intent was strong enough to handle any hurdle or obstacle that came our way. If you find yourself wanting something more from your career, here are a few things to think about:

  • Think and Dream It – What is it that you really want?.  Visualize it and see the picture in your mind.  Stay with the dream.  If it is strong and coming from your heart, continue to think about what is possible.  Eventually your heart and mind will align and focus on the dream.
  • Speak It – Share it with your loved ones, your supportive colleagues, your mentors.  Speak your career aspirations to others, no matter how outrageous it may sound.  Ask for advice and listen.  Filter your listening to what is possible.
  • Work It – Take the first step to get closer to the goal. Ask around, pursue some leads. Take some phone calls.  Work on the details.  Work hard at it and do not give up.

Moving our family to Europe and back was not easy.  It was exhausting, the experience tested our resilience while we attended to the many details of the move, selling our home, moving our stuff to storage, giving away some items, settling down and going though the repatriation process after two years.  It was well worth it. It was one of the most enriching experiences for our family and my career on all fronts.

If you have the desire for a career shift, listen to that inner voice and work with a coach to make your career goals happen.

 

Should I bring in an executive coach? Where’s the ROI in that?

Can an Executive Coach help me increase revenue?

Can Executive Coaching help me increase revenue?

Can an Executive Coach help me increase revenue?

Yes. Liza Sichon explains…I was asked to coach a general manager of a growing business. He needed to increase his revenue by 400% in the next three years. In order to achieve this, he chose four critical objectives to work on: develop his team, hire additional staff, establish processes and identify tools to sustain his new business.  He also wanted to develop his own personal leadership style.

 

He also needed to prioritize these objectives.  My client realized that he allowed several distractions to get in his way. The corporate politics, changing agenda and his team’s own inability to handle conflict were some of the items in the way. My client also identified what was in his own way – his limiting beliefs and lack of confidence. He needed to build stronger alliances with his peers instead of unconsciously alienating them. None of these would have been brought to the surface without the assessment and coaching conversations.

 

In order to calculate the qualitative value of executive coaching engagement, we identified a few key behavioral changes, as measured by a pre and post interview or survey instrument along with a few key quantifiable measurements selected at the beginning of the coaching relationship.

 

My client was very good at setting stretch goals and realized through feedback, that his team wanted him to believe in them.  He appeared formal and no-nonsense to his team who needed to have a stronger relationship with him. My client struggled with the human elements of building trusting relationships.  Through our coaching and 360 assessments, he was able to increase his self-awareness of how he can come across as too focused on the task and seemingly not caring about the people.  He learned new ways to improve his behavior with this direct team.

 

As he became more comfortable in his own leadership role, he was able to stretch his own team leaders and raise his standards.  He transitioned from being a leader who told people what to do, to a leader who empowered his team.  His team responded to his new style, began to trust him more and went above and beyond to deliver results.

 

What do I get in return for executive coaching?

When will I see my ROI when hiring an HR coach?

When will I see my ROI when hiring an HR coach?

“Executive coaching engagements for senior executives run an average of 6-12 months at a minimum,” says Liza Sichon of Executive HR Coach. “To have a coaching engagement less than this, in my opinion, would not result in substantial benefit for the client and the company.”

 

To calculate the value and ROI (Return on Investment) of executive coaching, identify the quantifiable and qualifiable objectives of the coaching engagement and the cost of the coaching.

 

The quantitative ROI is calculated by dividing the benefit (return) of an investment by the cost of the investment, the result is expressed as a percentage or ratio.

 

ROI = (Gain of Investment – Cost of Investment)/Cost of Investment

Most coaching engagements and research claim to have at least a 500-700% ROI of executive coaching. (ICF article, AM Grant 2012)

Some of the additional metrics used to measure coaching success are:

  • Retention or planned attrition of key direct reports
  • Placement or promotion of client into key role
  • Leadership development, as measured by Cultural improvement measurements and 360 Leadership Impact surveys
  • Behavioral Improvement
  • Employee Engagement improvement
  • 360 Improvement results like Emotional Intelligence 360 surveys.
  • Client well-being, decreased stress, work life balance and/or  improved engagement.

 

Why do we need assessments in coaching?

Why do we need assessments in coaching?

Why do we need assessments in coaching?

Assessments reveal information that are either known or unknown to the client.  Some of the information we gather through assessments are the culture of the organization, leadership style, team dynamics, management strengths and areas of development, personal motivations and natural skills, to name a few.  Assessments reveal blind spots, hidden or underused talents, overused strengths and patterns.  Assessments give you a clear picture of what you are experiencing in an objective and quantifiable format. Taken over time, assessments will provide you with a picture of your progress.

 

There are many proven valid and reliable assessments in the market today, the choice of which assessment to use in a given situation is a competitive advantage of the executive coach.  There are executive coaches who are certified and promote only 1 or 2 proprietary assessments, there are also coaches who are certified in several assessments.  What is important is not the number of certifications that a coach has.  What is critical is to have a coach who can identify the true problem that you are trying to solve and provide the appropriate assessment to reveal a picture of your current situation, strengths and areas of improvement.

 

Assessments will also save  you precious time.  They provide you with information that would take months or even years to collect.  The ROI of leadership assessment tools are exponentially high.  In an investment in time of an hour or so, an on-line assessment can give you a wealth of information that you can use to improve your own leadership or company culture.  The use of assessments as the foundation of executive coaching, provides a high ROI in improved performance of the leader and his team.

 

What has been the most valuable assessment that you have taken?  Why is it valuable?

Why bother getting a career coach? I’m doing just fine, I think.

Why should you get a career coach in the first place?

Career Coach Liza Sichon

How can Liza Sichon help your career today?

As you progress in your career, you will need to plan and strategize how you can grow with someone you can trust. What are the key learning experiences that you need to have to realize your dream career? A trained career coach will help you grow your leadership and your career.

Three benefits you will realize from your career coach

  • A career coach can hold up the mirror and reflect back your problems, thoughts and ideas back to you. Your career coach will listen attentively and objectively. She will ask you deeper questions on matters involving your career that you haven’t considered. Sad but true, people need extra training on how to listen. Coaches have that training. Therapists have that training. Coworkers, spouses and friends…probably do not.
  • A career coach is a trusted confidant. You get a supportive and trusting professional relationship focused on your career goals. You share your concerns confidentially with your career coach. You work together and create a strong bond. You may explore different options and avenues that you didn’t know existed. A career coach will create a secrecy pact with you. Coaches are bound to keep your conversations confidential. You can be open and honest with your coach. Your thoughts and feelings will remain private. Can you say the same about secrets you tell your friends, neighbors and coworkers? Is your career advancement worth a conversation with a coach?
  • A career coach will challenge you to think outside your boundaries or free you of your limiting thoughts. The career coach may push you out of your comfort zone to explore areas where you haven’t ventured. You can expand your thinking about where you are taking your career. Friends, neighbors and coworkers will tell you, “You have a nice car, a nice house and nice clothes. You have made it.” A career coach will challenge you to evaluate your career and be clear on your long term vision. You will set higher expectations and enjoy the rewards.

The sky is the limit for Daphne

I have a new client, Daphne. She thought she would remain a middle manager forever. “That’s just how it is with women in the workplace,” she told me. “We have a glass ceiling. Career growth is not as promising as it is for men. Also, I am already 48. I cannot advance.” Her employer knew she had potential and brought in a career coach for her. I am helping her overcome those self-limiting beliefs.

In just a few months, she has reevaluated her career. She sees more senior level opportunities. She is asking what she needs to do before she can become a serious candidate for a VP role. She no longer thinks only men can advance. Daphne believes the sky is the limit.

For more, see http://executivehrcoach.com/career-coach-need-one/ and http://www.linkedin.com/in/lizasichon

What does success with an executive coach look like? Can one help me?

Are you working harder than ever but seeing your friends getting the good promotions? It may be time for an executive coach.

I spoke with Liza Sichon of http://Executivehrcoach.com about career stagnation. She feels an executive coach may help get you, and your career, back on track. Liza told me about a client, Daphne

How Liza helped Daphne, and can help you too.

Daphne thought she would remain a middle manager forever. “That’s just how it is with women in the workplace,” she told me. “We have a glass ceiling. Career growth is not as promising as it is for men. Also, I am already 48. I cannot advance.” Her employer knew she had potential and brought in an executive coach for her. I am helping her overcome those self-limiting beliefs.

In just a few months, she has reevaluated her career. She sees more senior level opportunities. She is asking what she needs to do before she can become a serious candidate for a VP role. She no longer thinks only men can advance. Daphne believes the sky is the limit.

An executive coach can help you in these ways:

  • An executive coach can hold up the mirror and reflect back your problems, thoughts and ideas back to you. Your coach will listen attentively and objectively. She will ask you deeper questions on matters involving your career that you haven’t considered. Sad but true, people need extra training on how to listen. Coaches have that training. Therapists have that training. Coworkers, spouses and friends…probably do not.
  • You get a supportive and trusting professional relationship focused on your career goals. You share your concerns confidentially with your executive coach. You work together and create a strong bond. You may explore different options and avenues that you didn’t know existed. A coach will create a secrecy pact with you. Coaches are bound to keep your conversations confidential. You can be open and honest with your coach. Your thoughts and feelings will remain private. Can you say the same about secrets you tell your friends, neighbors and coworkers? Is your career advancement worth a conversation with a coach?
  • it may be time for an executive coach

    If you’re not happy at work, it may be time for an executive coach

  • An executive coach will challenge you to think outside your boundaries or free you of your limiting thoughts. The coach may push you out of your comfort zone to explore areas where you haven’t ventured. You can expand your thinking about where you are taking your career. Friends, neighbors and coworkers will tell you, “You have a nice car, a nice house and nice clothes. You have made it.” An executive coach will challenge you to evaluate your career and be clear on your long term vision. You will set higher expectations and enjoy the rewards.

For more, see Linkedin.com and What would you say to your younger self?

Stuck at the same old job? Maybe an executive coach is the answer.

Are you working harder than ever but seeing your friends getting the good promotions? It may be time for an executive coach.

I spoke with Liza Sichon of http://Executivehrcoach.com about career stagnation. She feels an executive coach may help get you, and your career, back on track. Liza said an executive coach can help you in these ways:

  • An executive coach can hold up the mirror and reflect back your problems, thoughts and ideas back to you. Your coach will listen attentively and objectively. She will ask you deeper questions on matters involving your career that you haven’t considered. Sad but true, people need extra training on how to listen. Coaches have that training. Therapists have that training. Coworkers, spouses and friends…probably do not.
  • You get a supportive and trusting professional relationship focused on your career goals. You share your concerns confidentially with your executive coach. You work together and create a strong bond. You may explore different options and avenues that you didn’t know existed. A coach will create a secrecy pact with you. Coaches are bound to keep your conversations confidential. You can be open and honest with your coach. Your thoughts and feelings will remain private. Can you say the same about secrets you tell your friends, neighbors and coworkers? Is your career advancement worth a conversation with a coach?
  • it may be time for an executive coach

    If you’re not happy at work, it may be time for an executive coach

  • An executive coach will challenge you to think outside your boundaries or free you of your limiting thoughts. The coach may push you out of your comfort zone to explore areas where you haven’t ventured. You can expand your thinking about where you are taking your career. Friends, neighbors and coworkers will tell you, “You have a nice car, a nice house and nice clothes. You have made it.” An executive coach will challenge you to evaluate your career and be clear on your long term vision. You will set higher expectations and enjoy the rewards.

How Liza helped Daphne, and can help you too

Liza told me about her new client, Daphne. Daphne thought she would remain a middle manager forever. “That’s just how it is with women in the workplace,” she told me. “We have a glass ceiling. Career growth is not as promising as it is for men. Also, I am already 48. I cannot advance.” Her employer knew she had potential and brought in an executive coach for her. I am helping her overcome those self-limiting beliefs.

In just a few months, she has reevaluated her career. She sees more senior level opportunities. She is asking what she needs to do before she can become a serious candidate for a VP role. She no longer thinks only men can advance. Daphne believes the sky is the limit.

For more, see Linkedin.com and What would you say to your younger self?

 

My career is stagnant. How can an executive coach help me?

Are you frustrated at work? It may be time for an executive coach.

I spoke with Liza Sichon of http://Executivehrcoach.com about career stagnation. She feels an executive coach may help get you, and your career, back on track. Liza said an executive coach can help you in these three ways:

      • An executive coach can hold up the mirror and reflect back your problems, thoughts and ideas back to you. Your coach will listen attentively and objectively. She will ask you deeper questions on matters involving your career that you haven’t considered. Sad but true, people need extra training on how to listen. Coaches have that training. Therapists have that training. Coworkers, spouses and friends…probably do not.
      • You get a supportive and trusting professional relationship focused on your career goals. You share your concerns confidentially with your executive coach. You work together and create a strong bond. You may explore different options and avenues that you didn’t know existed. A coach will create a secrecy pact with you. Coaches are bound to keep your conversations confidential. You can be open and honest with your coach. Your thoughts and feelings will remain private. Can you say the same about secrets you tell your friends, neighbors and coworkers? Is your career advancement worth a conversation with a coach?
it may be time for an executive coach

If you’re not happy at work, it may be time for an executive coach

      • An executive coach will challenge you to think outside your boundaries or free you of your limiting thoughts. The coach may push you out of your comfort zone to explore areas where you haven’t ventured. You can expand your thinking about where you are taking your career. Friends, neighbors and coworkers will tell you, “You have a nice car, a nice house and nice clothes. You have made it.” An executive coach will challenge you to evaluate your career and be clear on your long term vision. You will set higher expectations and enjoy the rewards.

How Liza helped Daphne, and can help you too

Liza told me about her new client, Daphne. Daphne thought she would remain a middle manager forever. “That’s just how it is with women in the workplace,” she told me. “We have a glass ceiling. Career growth is not as promising as it is for men. Also, I am already 48. I cannot advance.” Her employer knew she had potential and brought in an executive coach for her. I am helping her overcome those self-limiting beliefs.

In just a few months, she has reevaluated her career. She sees more senior level opportunities. She is asking what she needs to do before she can become a serious candidate for a VP role. She no longer thinks only men can advance. Daphne believes the sky is the limit.

For more, see Linkedin.com and What would you say to your younger self?

 

Are global leaders born or made? You may be surprised…

Are global leaders born or made?

Are global leaders born or made?

Are global leaders born or made?

This is a very common question frequently asked in our workshops. Another common question is — where do I begin to develop myself as a global leader?  How do I identify young talent who have global potential?

 

I think the answer is both. Global leaders are born with that special gene, have it in them to be global citizens and at the same time, they can further develop themselves to be effective global leaders. Being in the global spotlight starts with a deep curiosity, appreciation and respect for cultures and lifestyles other than your own.

 

I believe global citizenship is a yearning, a calling and a seed planted in you that needs to grow, be fulfilled and expressed. You know it when you have it. You are naturally curious about what is in store for you out there. You have an adventurous mind & spirit and make traveling to distant places a priority whether in your studies, for leisure, for work and in general, in your life. Traveling to a new country or city is the highlight of your vacation, you do not like to go to the same place every time you take time off. You are comfortable in strange, unusual or vastly different settings and find a way to connect what is new and unfamiliar to something that you can appreciate.

 

Having this inborn curiosity is not a guarantee that you will be successful global leaders. There are leadership behaviors that you need to acquire to be successful globally. The global behaviors described in the book by Sharkey, Cook et.al, Winning with Transglobal Leadership, 2011 and its accompanying 360 Transglobal Leadership survey are used by global companies to develop global leaders in today’s fast paced & complex global world. I also recommend that you work with an executive coach to identify your strengths and areas of improvement.

 

Content from http://executivehrcoach.com/global-leaders-born-made/ and http://linkedin.com/in/lizasichon

I am a female expat. How can I support my stay at home husband?

As a female expat, how can I support my husband who now has to be a stay-at home dad?

Female expat has a stay at home husband

Female expat has a stay at home husband

This is perhaps the biggest worry of most female expats. While we are confident about the expectations of our role, and our technical ability to do the job, we may be concerned about our spouses’ adjustment in a new environment. Generally, children adjust quickly to a new environment, the structure of the school, new friends and routine activities help children adjust smoothly. In general, female spouses get very busy setting up their new households, meet new people in their children’s schools, groceries and know how to keep themselves occupied.

 

The female expat’s biggest worry is their spouse. Male spouses suddenly find themselves out of their comfort zone as stay at home dads, now caring for brand new responsibilities like child-care, attending parent teacher meetings and conducting various household duties. Here are some tips for female ex-pats to help your spouse adjust to their new life while you are immersed and focused on your new expat assignment:

 

  1. Local networks. Finding the STUDS was a life saver for us when we moved to Belgium. STUDS stands for Spouses Trailing Under Duress Successfully, husbands or significant others of female ex-pats from all over the world with common interests. They have a biking group, wine tasting events and my husband quickly joined the golf group. They played golf every morning they could and hang out together for lunch comparing grocery sale prices, dry cleaners, Parent-teacher information and commiserated about local cultural differences. Encourage your spouse to check out local meet ups in your city and find the time to create new friends together.
  2. Hobbies and interests. Aside from golf, my husband became the coach of my daughter’s little league team and with other chaperone mothers, traveled to different cities in Europe to compete. The mothers and kids were pleased that they had a dad with them.
  3. Acknowledge loneliness or homesickness. You are both fish out of water in this new place and the feeling is real, it is normal to feel this way. Plan your next home leave or tour your new environment, the assignment will move so fast that before you know it, it is time to go back home. If your relatives and friends can visit, invite them over.
  4. Time for each other. You or your children may be traveling and this can cause some anxiety for you or your spouse. I’ve accepted that we are a global family and whatever city I was in, I would say to myself, I am home. Home is not a physical place, it is where my heart is. I would take our family picture wherever I went and it is the first thing that I would unpack and place near my bed. My husband and I would call each other daily, no matter where I was. With free video calls, it is possible to feel connected and make time for each other even when you miles apart.

 

Content from http://executivehrcoach.com/global-leaders-born-made/ and http://linkedin.com/in/lizasichon

I need this overseas assignment to work. Do I need an expat coach?

“I am going on an expat assignment.  What do I need to know?”

Global leader on an expat assignment

Global leader on an expat assignment

Being an expat global can be overwhelming, with many moving parts and critical priorities that all need your attention. A lot is at stake. You feel the pressure to produce. You may be constantly jet lagged due to travel and late night conference calls. You do not want to disappoint your bosses and you certainly want to ensure your family’s happiness and well-being while away from home.

 

In order to ensure that you are successful in your ex-pat role, there are a few items that need to be top on your priority list.

 

  1. Be clear with your stakeholders on the goals & objectives of your assignment. How will your success be measured, how quickly does your boss expect to see these results
  2. Decision Making – As an ex-pat, you are going to make several decisions, some simultaneously, some urgent, some without all the information that you need.  What decisions do you need to run by headquarters and which decisions are you empowered to make.
  3. Team – ensure that you have the best team in place or move quickly to have the right people. You will heavily depend on your local team and you need to be able to trust them.
  4. Communications – what is the frequency and method of communicating back to HQ and how often do you need to provide updates? This is where most ex-pats get frustrated. Agree upfront with your bosses on how to proactively connect with each other.
  5. Cultural and Language training – do not pass up the opportunity to learn about the cultural nuances and local language of your host country. Many ex pats feel that this is not necessary and pass this up. Local language is generally more of a necessity for day to day living than it is in the office since most business conversations are conducted in English.
  6. Global leadership development and ex-pat coaching – Cultural and language training is not enough. In order to be effective, you need to acquire new leadership skills that will help you succeed in a global multi-cultural & multi-lingual environments. Our Transglobal Leadership TM workshop (Sharkey, Cooke et al) can be customized to your needs. It includes an extensive 360 assessment of your global readiness, strengths and areas of development; ex pat coaching and a strategic action plan for your first 100 days. We do an individual customized program or a group program tailored to your company’s needs. My ex pat coach in Belgium was a life saver who eventually became a close family friend. I confided in him and his insights and advice have been invaluable. Please contact me for more information.

Content from http://executivehrcoach.com/global-leaders-born-made/ and http://linkedin.com/in/lizasichon

Can a global leader fail after moving to another country?

How can my top global leader fail after moving him?

Can a global leader fail after moving to another country?

Can a global leader fail after moving to another country?

I have an executive who was very successful in Europe. We promoted him to the United States to head a larger group.   After two years, he has been unable to replicate his success in Europe. He has alienated his team and has not achieved expectations. He also has the lowest employee engagement scores. How has this happened and can an executive coach help him?

 

It appears that his success formula in Europe no longer works. It needs to be updated. This is not surprising. A new expat leader needs to build a new success strategy in a new environment. Definitely, an executive coach can help him.

 

Before you contract with an executive coach, it is important to find out the willingness of the executive to work with a coach. Establish a clear contracting agreement with your executive on the value of an executive coach. Honestly point out what is at stake, identify the problem that needs to be solved, and document the expected outcomes. Document the consequences if this problem is not resolved. Once this is clarified, the accountability lies on the executive being coached. He or she needs to take full responsibility to contract with the executive coach. He needs to set the goals of the engagement, set the expectations and work on improving behaviors that will make him more effective.

 

I establish trusting working relationships with my clients where we can be totally open and honest with each other both ways. We identify the specific areas that need development and create a 100 day strategic plan to accomplish our objectives. Depending on the specific need, I may recommend an assessment, interview key stakeholders, observe the executive at work or facilitate a leadership session with the executive’s direct reports. Each executive coaching engagement is unique and customized to meet the expected outcomes.

 

Most often the success formula in one’s own home country does not work automatically in another region. This happens unless it is purposefully redesigned to adapt to the new environment, culture and expectations of the new team.  This is where most leaders make the mistake and fail.  They naively think that their local leadership style is transferable.  In this particular case, the European leader had an authoritarian style that made him successful in his local market.  The US team did not appreciate being told what to do, did not feel that he was communicating with them and was paralyzed when he started firing a couple of leaders who have been with the company for a long time.  They lived in fear that they would be next, thus results are down, attrition is up and employee engagement reached an all time low.

 

We had our work cut out for us.  We first had to establish a high level of trust before we could begin to work on our tough issues.  This took a long time because he was in total denial that his success formula no longer worked.  Once we got past that, we did a 360 assessment so he could identify what areas in his own leadership worked against him.  There has been some incremental progress. Results were starting to improve and he is starting to get more relaxed.   Unfortunately, these kinds of changes do not happen overnight.  This leader has his work cut out for him and it will take several executive coaching sessions to see more visible results.

 

Going forward, it would be better to hire an executive coach at the very beginning of the expat assignment.  This way the level of awareness and change can happen during the first months in a new country.

 

Content from http://executivehrcoach.com/global-leaders-born-made/ and http://linkedin.com/in/lizasichon

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Why Hire a coach?

Top Reasons Coaches are Engaged:

(HBR Jan 2009)

    • Develop high potentials or facilitate transition: 48%
    • Act as a sounding board: 26%
    • Address derailing behavior: 12%