Leaders: Avoid These Fatal Flaws

Leaders need to be confident, decisive, and willing to take risks, but these same traits can quickly become liabilities if they are taken to extremes. Positive characteristics such as optimism, confidence, and intelligence can turn into delusion, arrogance, and unhealthy competitiveness if left unchecked.

Today, at 9:00 a.m. Pacific Time (12 noon Eastern) Master Certified Coach Madeleine Homan Blanchard will be conducting a free webinar exploring some of the common ways that otherwise successful executives derail their careers.  Participants will learn how to help themselves and others identify and moderate behavior to be more effective as a leader. Over 1,400 people have registered for complimentary event, but there are still a few seats available for last minute attendees.  Follow this link to learn more, Leaders: Avoid These Fatal Flaws

Special After-Event Online Chat!

Immediately after the webinar, Madeleine will be answering questions here at The Coaching Source for about 30 minutes.  To participate in the online discussion, follow these simple instructions.

Instructions for Participating in the Online Chat

  1. Click on the COMMENTS link below 
  2. Type in your question for Madeleine

It’s as easy as that!  Madeleine will answer as many questions as possible in the order they are received.  Be sure to press F5 to refresh your screen occasionally to see the latest responses.

I hope you can join us later today.

10 thoughts on “Leaders: Avoid These Fatal Flaws

  1. How do you treat a situation in which you are the most experienced person in the team and the executive producer tells you not to do things when they should be done? Thanks!

    • Hi Brad,
      This is a tough one, but the key is to assess style and preferred thinking mode of person and then make a clear case for the way to go.

  2. Madelane, – thank you for your seminar. It’s a wonderful and relevant topic that I wish more managers paid attention to – but it’s not an easy road to increase self-awareness.

    Question for you – how do we facilitate HR representatives to partricipate more fully in partnering with managers so that managers have a more open/honest/and effective relationship with their direct reports. If manager’s are not contantly educating themselves in the management theories and tools (I don’t know many who are), how can HR professionals within an organization, using one on one feedback sessions, help managers improve their effectiveness.

    Most organizations provide some form of training, but I believe it is in the individual coaching where the self-awareness piece can be influenced the most.

    • I am a beleiver in coaching, but yes, i think it is probably the best way to go. Also influencing the culture to be a feedback culture is a good long term strategy.

  3. Hi Madeleine–here’s a question from the webinar–what advice do you have for approaching a manager who is treating direct reports differently–in this case only developing one team member?

    • If you are the person’s direct report, the best approach is to ask for development conversations and opportunities. Be clear in the request and ask specifically for what you want.

  4. I’d like to hear your thoughts on how involved the supervisor of the coachee should be in setting the coaching goals. Should the supervisor be involved, or should coaching goal setting involve only the coach and coachee?

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