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RdL is very fortunate in that we get to coach and partner with clients in over 15 countries. We see and experience some of the best, and some of the worst leaders and managers. Just like an elite athlete, RdL not only offers coaching to its clients, but also receives coaching from a Business Results Coach to ensure we remain focused on innovation and delivering leading edge solutions for our clients. In a recent coaching session, as I was speaking of my experiences and observ

We often feel we know what our people want, or we fabricate our own ideas to create our perceptions, but do we ever ask them and confirm what they really really want? Great leaders spend quality time with their people building trust and understanding so they can deliver in line with each person's needs. Here are RdL’s top 10 employee wants from their leader. Employees want purpose. They want to know that what they're doing on a daily basis has some purpose behind it. "What

We should never underestimate the value of a great leader. We can all play the role of a leader no matter what role or position we have. Leadership is a choice, not a rank or a job title. 5 Habits of a great leader 1 - Value and respect your people 2 - Look to give praise even if it is small 3 - Use your power infrequently and only when critical 4 - Surround yourself with people who are better than you 5 - Share your vision so everyone understands the goal

It can be extremely difficult to deal with a boss who is shutting you out or does not want to listen to your ideas. They may; Exclude you from crucial meetings, Stop answering or deflect your questions, Disparage your input, and/or Ignore your needs for resources or other support. There may be a number of reasons why your boss is taking these actions, but to be honest, there is no excuse. The reasons fall into two core categories, Intentional Unintentional Some of the inten

As a coach, I am exposed to a wide variety of people and issues, and one of the issues that I feel is holding far too many people and companies back, is that they are amazing at identifying problems, but very few come prepared to discuss the solution. I have been working with two extremely large multi nationals in the natural resources sector and I can see that I could really make a difference if they would only be open to being solution focused and open minded to other ways

In my role as an executive coach, I am exposed to many challenges faced by leaders across many industries and at many levels, yet 1 factor continues to raise itself, and that is of Micro Managing. I call this “Playing in someone else’s sandpit”, and almost always ends in a failure – Bust. The question remains, why do senior leaders feel the need to play in someone else’s sand pit. There are many reasons, but 5 of the more common factors are; Lack confidence in oneself. Ins

I was coaching a group of leaders within a large multi national mining company and I was speaking with one of the up and coming Supervisors on the job. Being a mining company, and standing in the mining pit, there were plenty of rocks and stones around us. This specific supervisor was seeking guidance on how to be a better leader and he knew the role I was playing with his boss. Developing and coaching indigenous people needs to be relative, so I used the resources around

Being an executive, and life coach is all about helping people be at their best both professionally and personally on a sustainable basis. I am often called in by organisations to assist and coach employees that are either on a Performance Improvement Plan, (PIP) or at a minimum, are under performing. It is easy to blame the employee, or the junior leader for failing to deliver, and this is usually the first port of call for many, however, does this truly reflect what is ha

I was conducting coaching with a senior leader in a large multinational organisation, and a leading company in their field, and we were discussing why people are just not making decisions. As we dug deeper into work related examples, it became clear that the workplace culture of the company for the past 20+ years has been that the CEO makes all the decisions and no one else. People could suggest, but the CEO had the ultimate control. This created a culture of fear to make

Coaching for One (CfO) is a newly released product by RdL following successful completion of the pilot program. The principal is very clean and simple, purchase a coaching package and receive dedicated 1 on 1 executive and personal/life development coaching to build your skills, raise your awareness, improve your relationships (both professional and personal), improve communication, set and achieve stretch goals and have a positive mindset, overcoming any perceived demons or

The cost to replace staff in a tight market is extremely high and you will never be guaranteed of the quality talent you lost. Retaining your key people needs to be the core focus for all companies. Here are some great tips to assist in retaining your talent Make their development your top priority Acknowledge their great efforts Allow for flexibility – both how things are done and working arrangements Communicate well at all levels – this includes listening Have a top-rate

We all know that robots do an amazing job of delivering in line with what they have been programmed to do. They never do any more or any less than their program. The emerging issue with many companies is that not only are they introducing robotics to their operation, but they have created a workforce of human robots. They have created a culture where people are no longer invited to contribute or share ideas and, in many instances, are shut down by old fashioned managers wh