SMART Power Coaching
Want to be great?
I started coaching CEOs in 1978. I was 28. My first client ran Hang Ten Sportswear, a California company owned by a New York conglomerate that didn’t know anything about marketing to the surf culture. They were losing market share like a dam bursting behind a torrent of new competition. My coaching worked for two years until the New York management decided the company was a cash cow instead of a growth business. Without smart investment Hang Ten withered just as the surf industry exploded into a new multi-billion category. That was my first experience with leadershit…something I’ve been fighting for over 30 years.
A year later I discovered Stephen Covey teaching a college sponsored workshop in Los Angeles. His Seven Habits of Highly Effective People so impressed me that I asked him if he wanted to start a leadership development business based on it. At first Stephen declined. But I persisted… relentlessly… for over eight months and the Covey Leadership Center was born.
I tell you that bit of history to let you know I have been designing, leading and coaching leadership change for three decades. I’ve continually worked with C-level leaders, critical position leaders and high potential leaders to help them become great by doing great things.
SMART Power Women
Most of the women leaders that I coach are on the high-wire between a VP and a C–level role… waiting for a seat at the big table. Because I’ve had this in-the-trenches view I understand how difficult it is for women to thrive in the man’s world of business leadership. It’s not men’s fault that business organizations are designed around typical male strengths of competitiveness rather than typical female strengths of collaboration…it just is.
Recently I was asked to interview and on-board Beth, the new chief marketing officer for a multi-billion dollar consumer electronics company. Her colleagues on executive leadership team were all meat-eating males. Their backgrounds were finance, operations, technology, legal, and engineering. I explained to her that the leadership team operated primarily on hard power. Goal focus, driving results, and relentless accountability are key hard power behaviors. Of course Beth was hired because she had well-developed soft power skills… customer empathy, value innovation and a proven ability to collaborate to achieve failure-proof execution.
After attending several executive meetings it became clear that although her colleagues conceptually valued Beth’s soft power skills they were beginning to dismiss her as a “woman.” They saw her desire to collaborate as an unhealthy need for consensus that just slowed things down. And rather than deeply understand their customers the men in the room simply wanted to discuss strategies to “goose Net Promoter Scores” higher.
Now I’ve noticed the natural tendency that whenever women start to feel a loss of power around men they try to act more like men. They speak louder, are often more insistent and frequently cuss to become one of the boys. This is a fatal mistake.
Brain research reveals that men and women’s brains are wired differently. Leadership research confirms that teams who have least 30% women members produce better business results including growth and profitability than one gender teams. So when the strengths of both men and women are harnessed results better.
The problem for many women is that the language and culture of business reflects the orientation of male brains rather than the strengths of female wiring so being the only woman on a leadership team can be very challenging.
I worked with Beth in three ways.
First, we focused on her executive presence skills. These are simple things about when to stand up and present versus when to stay seated and discuss. We worked on using declarative sentences and hard power language of measurable goals and a competitive desire to win. (I nearly always teach women leaders to use their empathy skills to reach male leaders using language and symbols that men are comfortable with. It is also vital to use the strategic framework – SWOT – to communicate the need for new initiatives.)
Second, I help Beth re-script her inner voice to be more intrinsically confident. This is important for almost all women. The woman’s brain is far more active than a man’s which creates habits of self-doubt and second-guessing which must be directly addressed. Ultimately confidence cannot be faked. Because under pressure, fear-based emotions will stimulate either withdrawal or blame which weakens leadership power. Mindfulness exercises designed specifically for leaders helped Beth stay focused on critical issues rather than make herself the issue.
Third, I helped Beth master the 5 Habits of SMART Power Leaders:
(This model is the culmination of a multiyear leadership study I led called Apple to Zappos: what today’s successful leaders are doing that no one else is. It is based on an in-depth examination of leadership of 21 of today’s most successful companies as measured by seven criteria. It also incorporates Hershey and Blanchard’s original research on Situational Leadership as well as Zenger- Folkman’s Extraordinary Leader competencies, Teresa Amabile’s Progress Principal research, multiple studies on leadership agility and a meta-analysis of gender differences of the human brain)
By using the 5 Habits of SMART Power Leaders, Beth was able to quickly establish herself as a senior strategic leader who was driving business results using her unique capabilities and gifts. She collaborated with her colleagues to help compress innovation to execution times from 36 weeks to 12 and make sure the innovations that were being developed were highly valued by the company’s most prized customers. Importantly she was able to accomplish all this by becoming a great woman leader rather than trying to mimic a man.
After nine months the company CEO said “ Beth is one of the most successful new executives he had ever recruited.”
My years of experience of developing and coaching individual women leaders let me to create a program for developing women leaders that is built on a revolutionary design combining high-potential men and women in small group training and individual coaching over six months. (In some cases I will train all women high-potential leader groups.)
- 6 months long
- Groups of 8 to 12 participants
- Each participant leads a critical business project
- 360° leadership assessment
- Six 3-hour learning sessions
- Six 90-minute work sessions
- 12 individual coaching sessions
- 36 single point “Work Like a Genius” video lessons
I also conduct a unique 2.5 day women’s leadership program called The SMART Power Academy for individual women of intact teams of men and women leaders. For more information click here »
My Coaching Process
It starts with a potential client saying “I need…