Tag: Coach of coaches

To thrive in today’s workplace, teams need tailored strategies for communication and collaboration. DISC assessments—a proven tool that evaluates Dominance, Influence, Steadiness, and Compliance—can transform how teams work together. By understanding behavior through DISC, leaders and teams can foster trust, adapt communication styles, and resolve conflicts effectively.

Here’s how DISC can help you lead your team to success:

1. Understand Individual Behavioral Styles

DISC provides a framework for recognizing observable behavior patterns. For example, individuals high in Dominance are task-oriented and direct, while those high in Steadiness value stability and collaboration. This awareness helps leaders adapt their communication and align roles with strengths. A steady communicator might thrive in long-term projects, while a dominant personality excels in high-pressure tasks.

Tip: Use DISC assessments during onboarding to build a foundation of mutual understanding.

2. Foster Better Communication

By creating a shared language, DISC reduces misunderstandings.

For instance, a direct communicator may appear abrupt to a detailed-oriented team member. DISC provides insights into these dynamics, encouraging patience and clear messaging.

Tip: Incorporate team training sessions to practice DISC-based communication techniques.

3. Depersonalize Conflict

Conflict often stems from clashing behavioral styles. DISC reframes disagreements as differences in approach rather than personal attacks. For example, a high-Compliance team member may feel stressed by a fast-paced high-Influence leader. Understanding these styles helps mediate and depersonalize such conflicts.

Tip: Use DISC insights in conflict resolution to pinpoint the root causes and create solutions.

4. Empower Hybrid Teams

In hybrid work environments, emotional proximity—building trust and connection across distances—is critical. DISC tools help leaders understand how different personalities adapt to remote or in-office settings. For example, an Influence-driven individual may struggle with isolation, while a Compliance-driven individual may thrive with clear workflows.

Tip: Tailor hybrid work policies to suit varied DISC profiles, balancing team and individual needs.

5. Enhance Team Collaboration

DISC promotes empathy, helping teams appreciate diverse perspectives. When team members understand why others behave the way they do, they can work more cohesively. DISC also helps identify potential friction points and provides strategies to overcome them.

Tip: Regularly revisit DISC profiles to align with evolving team dynamics.

Hybrid teams can also benefit from resources on emotional proximity, a strategy for maintaining strong relationships even in remote settings.

By embedding DISC principles into your leadership approach, you can create a workplace culture rooted in empathy, collaboration, and understanding.

https://www.thealternativeboard.com/blog/5-leadership-mistakes-to-avoid-when-coping-with-economic-challenges

#tabboards #businesscoaching #leadershipmistakes

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

In the evolving business landscape, CEOs face multifaceted challenges in crafting long-term strategies that are both adaptable and effective. Strategic planning is no longer a periodic exercise; it demands continuous recalibration to navigate volatility and seize emerging opportunities. Below are four key challenges CEOs encounter in long-term strategic planning, alongside actionable solutions to address them effectively.

1. Balancing Long-Term Goals with Short-Term Pressures

Many CEOs struggle to align immediate operational demands with broader, long-term objectives. The urgency to meet quarterly targets often diverts focus from strategic priorities, risking fragmented execution.

How to Address It:

• Clearly differentiate between tactical and strategic initiatives.
• Utilize a flexible planning framework that integrates near-term deliverables into the broader strategic context.
• Engage in consistent communication with stakeholders to maintain alignment on long-term goals.

2. Navigating Economic Uncertainty

Volatile market conditions, fluctuating interest rates, and unpredictable macroeconomic trends make strategic forecasting difficult. Economic shifts often force businesses to rethink their assumptions mid-strategy.

How to Address It:

• Emphasize scenario planning to prepare for multiple potential futures.
• Develop adaptive strategies that allow pivoting without compromising the organization’s mission and vision.
• Continuously monitor economic indicators to adjust resource allocation dynamically.

3. Harnessing Technological Disruption

The rapid pace of technological advancements, such as AI, often outpaces companies’ ability to integrate new tools effectively. Smaller organizations, in particular, face constraints in capital and expertise to adopt these technologies.

How to Address It:

• Invest in pilot programs to test emerging technologies before scaling.
• Foster a culture of innovation by empowering cross-functional teams to experiment and share insights.
• Leverage partnerships or external expertise to bridge capability gaps.

4. Aligning Internal Teams with the Strategy

Misalignment across departments often derails even the most well-thought-out strategies. When goals and KPIs vary across teams, it leads to inefficiency and diluted focus.

How to Address It:

• Foster transparency by cascading strategic goals throughout the organization, ensuring every team understands their role in the bigger picture.
• Create unified metrics to track progress consistently.
• Conduct regular reviews to refine alignment and address conflicts proactively.

Final Thoughts – To excel in long-term strategic planning, CEOs must embrace agility, invest in foresight, and prioritize organizational alignment. By addressing these challenges head-on, they can transform their planning processes into a robust foundation for sustained growth.

https://www.thealternativeboard.com/blog/5-leadership-mistakes-to-avoid-when-coping-with-economic-challenges

#tabboards #businesscoaching #leadershipmistakes

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

More than anything, sales success is the result of fostering a culture where teams thrive, customers are delighted, and growth is sustainable. But that, of course, is easier said than done.

Salespeople are often stressed out and overwhelmed with the pressure of meeting their goals and hitting their quotas. Perhaps not surprisingly, instilling happiness into the sales process makes for a more successful sales team with better mental health and a heightened sense of well-being.

In this Entrepreneur.com article titled “Unlock the Strategy to Building a Thriving and Scalable Sales Team,” learn how happiness should extend beyond hitting targets and growing the bottom line. This article is well worth the quick read!

Do you think happiness is an essential component of successful sales?

https://www.entrepreneur.com/growing-a-business/unlock-the-strategy-to-building-a-thriving-and-scalable/473495

#tabboards #businesscoaching #innovativesales

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Check Out Our On-Demand BOSS Webinar: How to Scale Your Brand with Competitive Research

Don’t miss this incredibly informative BOSS Webinar featuring Lindsey Carnett, CEO and President of Marketing Maven. Lindsey has won numerous awards and is highly revered in the marketing and business sectors. She is a thought leader with exceptional insight into marketing, PR, SEO, and online conversion.

In this webinar you will learn:

🚫 What Is Prohibiting Companies from Scaling

🆓 Free Things You Can Do to Market Your Brand

📊 Storytelling Through Data

🏷️ The Power of a Brand Case Study

👤 The Importance of Persona Development

🤝 Best Practices in Influencer Marketing

Watch free and on-demand now!

https://www.thealternativeboard.com/webinar/competitive-research

#tabboards #businesscoaching #competitiveresearch

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Professional development goals are the blueprint for advancing your skills, career, and personal growth. Whether you aim for a promotion, master a new skill or foster leadership capabilities, these goals help bridge the gap between your current state and aspirations. Here’s how to set effective goals and actionable tips to achieve them.

Steps to Setting Professional Development Goals

1. 1. Identify Your Vision – Start by reflecting on your career trajectory. Where do you see yourself in five or ten years? Defining a clear vision guides your goals.
   2. Set SMART Goals – Goals should be Specific, Measurable, Achievable, Relevant, and Time-bound. For example, instead of “improve communication,” aim for “complete a public speaking course by Q2.”

Developing a Strategic Talent Pipeline

Building a strategic talent pipeline is crucial. This involves identifying the roles and skills that will be needed in the future and developing strategies to attract and develop talent to fill these roles. Organizations can leverage partnerships with educational institutions, internal training programs, and external recruitment agencies to ensure a steady flow of qualified candidates. This proactive approach helps organizations stay ahead of industry trends and technological advancements (Harrier Talent Solutions) (The Predictive Index).

Embracing Leadership and Technology

Effective leadership is vital for aligning talent strategy with business strategy. Leaders should promote a culture of innovation and agility, ensuring that employees are motivated and aligned with the company’s vision. Additionally, leveraging technology can enhance workforce planning and management. Tools such as talent analytics can provide insights into employee performance, skills gaps, and future hiring needs, enabling data-driven decision-making (Korn Ferry | Organizational Consulting) (The Predictive Index).

Setting Clear Expectations and Performance Metrics

Clear communication of business goals and how they translate into specific HR initiatives is essential. This includes setting expectations for employees and managers, and ensuring that everyone understands how their roles contribute to the company’s objectives. Regularly revising these expectations and performance metrics ensures ongoing alignment and allows for adjustments based on evolving business needs (The Predictive Index).

Prioritizing Employee Experience

A positive employee experience is key to retaining top talent and ensuring high levels of engagement and productivity. HR leaders should regularly solicit employee feedback and make meaningful improvements in areas such as work-life balance and professional development. Recognizing employee contributions also plays a significant role in maintaining morale and commitment to the organization’s goals (The Predictive Index) (HR Executive).

Continuous Improvement and Adaptation

Aligning talent strategy with business strategy is an ongoing process that requires continuous improvement and adaptation. Regularly reviewing and adjusting talent management practices to reflect changes in business strategy ensures that the workforce remains a dynamic and strategic asset. This includes upskilling current employees, adapting recruitment strategies, and fostering a culture of continuous learning and development (Korn Ferry | Organizational Consulting) (HR Executive).

Conclusion

Aligning talent strategy with business strategy involves a multifaceted approach that includes understanding business goals, developing a strategic talent pipeline, leveraging leadership and technology, setting clear expectations, prioritizing employee experience, and continuously adapting to changes. By following these steps, organizations can ensure that their workforce is well-equipped to drive business success and maintain a competitive edge.

For more detailed guidance and examples, you can refer to sources like: Harrier Talent Solutions, Korn Ferry, Predictive Index, and HR Executive (Harrier Talent Solutions) (Korn Ferry | Organizational Consulting) (The Predictive Index) (HR Executive).

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Are you a business owner without a succession strategy in place? Even if you are years from exiting your business, the day will eventually come when you relinquish your post to a new generation of leadership. And that takes planning and elbow grease.

Owners who fail to plot their approach to succession are prone to greater stress and fewer options when they finally do decide to proceed with their exit.

Discover compelling reasons to begin your succession planning now by reading “Top Reasons to Have a Succession Plan in Place” at The Alternative Board (TAB).

Let me know if you want to discuss your exit plan and whether you have the leadership team you need to successfully implement it!

https://www.thealternativeboard.com/blog/top-reasons-to-have-a-succession-plan-in-place

#tabboards #businesscoaching #exitplanning

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Aligning talent strategy with business strategy is essential for achieving organizational success. This alignment ensures that the workforce is equipped with the skills and competencies needed to meet current and future business objectives, thereby driving performance, innovation, and competitive advantage. Here’s how organizations can achieve this alignment:

Understanding Business Goals

First and foremost, organizations need to have a clear understanding of their business goals. This involves analyzing the company’s strategic objectives and determining the specific talent requirements to achieve these goals. This analysis should consider current workforce capabilities, future skill requirements, and potential gaps that need addressing.

Developing a Strategic Talent Pipeline

Building a strategic talent pipeline is crucial. This involves identifying the roles and skills that will be needed in the future and developing strategies to attract and develop talent to fill these roles. Organizations can leverage partnerships with educational institutions, internal training programs, and external recruitment agencies to ensure a steady flow of qualified candidates. This proactive approach helps organizations stay ahead of industry trends and technological advancements (Harrier Talent Solutions) (The Predictive Index).

Embracing Leadership and Technology

Effective leadership is vital for aligning talent strategy with business strategy. Leaders should promote a culture of innovation and agility, ensuring that employees are motivated and aligned with the company’s vision. Additionally, leveraging technology can enhance workforce planning and management. Tools such as talent analytics can provide insights into employee performance, skills gaps, and future hiring needs, enabling data-driven decision-making (Korn Ferry | Organizational Consulting) (The Predictive Index).

Setting Clear Expectations and Performance Metrics

Clear communication of business goals and how they translate into specific HR initiatives is essential. This includes setting expectations for employees and managers, and ensuring that everyone understands how their roles contribute to the company’s objectives. Regularly revising these expectations and performance metrics ensures ongoing alignment and allows for adjustments based on evolving business needs (The Predictive Index).

Prioritizing Employee Experience

A positive employee experience is key to retaining top talent and ensuring high levels of engagement and productivity. HR leaders should regularly solicit employee feedback and make meaningful improvements in areas such as work-life balance and professional development. Recognizing employee contributions also plays a significant role in maintaining morale and commitment to the organization’s goals (The Predictive Index) (HR Executive).

Continuous Improvement and Adaptation

Aligning talent strategy with business strategy is an ongoing process that requires continuous improvement and adaptation. Regularly reviewing and adjusting talent management practices to reflect changes in business strategy ensures that the workforce remains a dynamic and strategic asset. This includes upskilling current employees, adapting recruitment strategies, and fostering a culture of continuous learning and development (Korn Ferry | Organizational Consulting) (HR Executive).

Conclusion

Aligning talent strategy with business strategy involves a multifaceted approach that includes understanding business goals, developing a strategic talent pipeline, leveraging leadership and technology, setting clear expectations, prioritizing employee experience, and continuously adapting to changes. By following these steps, organizations can ensure that their workforce is well-equipped to drive business success and maintain a competitive edge.

For more detailed guidance and examples, you can refer to sources like: Harrier Talent Solutions, Korn Ferry, Predictive Index, and HR Executive (Harrier Talent Solutions) (Korn Ferry | Organizational Consulting) (The Predictive Index) (HR Executive).

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Always be closing. It is a sales mantra we are all surely familiar with, but such a pithy statement belies what is often a much more complicated process.

Every step of the sales process involves specific skills in moving a prospect through the pipe.

Learn four essential approaches to closing the deal by reading “Closing Techniques That Help Build Sales” at The Alternative Board (TAB).

Do you have a closing tip that works for you?

https://www.thealternativeboard.com/blog/closing-techniques-build-sales

#tabboards #businesscoaching #alwaysbeclosing

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Many business owners dream of the day they will exit their company and live the life they dreamed of (or move on to launch their next business). There is almost always a strong psychological component to exiting, and it is not always a positive or fulfilling one.

Stepping away from your business, or even just the thought of it, can trigger unexpected and intense emotional responses. As transition approaches, it is common for business owners to experience feelings of profound loss, fear, and sadness that can catch them off guard.

The key to experiencing a healthy and successful exit is to understand and address common psychological challenges associated with ownership transition and personal well-being.

Discover five smart strategies that can help you mentally prepare for your exit by reading “The Emotional Side of Exit Planning” at The Alternative Board (TAB).

https://www.thealternativeboard.com/blog/the-emotional-side-of-exit-planning

#tabboards #businesscoaching #exitplanning

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

TAB boasts some of the best peer advisory board industry retention rates. So, we asked some of our longtime TAB Members to share how their TAB boards and business coaching have repeatedly improved their businesses and lives.

Find out why many business owners and CEOs embrace TAB as a strategic catalyst for long-term personal growth and business success.

https://www.thealternativeboard.com/long-time-tab-member-case-study

#tabboards #businesscoaching #peeradvisoryboards

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.