Coaching for Success

An email from Coach Sommer I revisit often: Hi Tim, Patience. Far too soon to expect strength improvements. Strength improvements [for a movement like this] take a minimum of 6 weeks. Any perceived improvements prior to that are simply the result of improved synaptic facilitation. In plain English, the central nervous system simply became more efficient at that particular movement with practice. This is, however, not to be confused with actual strength gains. Dealing with the temporary frustration of not making progress is an integral part of the path towards excellence. In fact, it is essential and something that every single elite athlete has had to learn to deal with. If the pursuit of excellence was easy, everyone would do it. In fact, this impatience in dealing with frustration is the primary reason that most people fail to achieve their goals. Unreasonable expectations timewise, resulting in unnecessary frustration, due to a perceived feeling of failure. Achieving the extraordinary is not a linear process. The secret is to show up, do the work, and go home. A blue collar work ethic married to indomitable will. It is literally that simple. Nothing interferes. Nothing can sway you from your purpose. Once the decision is made, simply refuse to budge. Refuse to compromise. And accept that quality long-term results require quality long-term focus. No emotion. No drama. No beating yourself up over small bumps in the road. Learn to enjoy and appreciate the process. This is especially important because you are going to spend far more time on the actual journey than with those all too brief moments of triumph at the end. Certainly celebrate the moments of triumph when they occur. More importantly, learn from defeats when they happen. In fact, if you are not encountering defeat on a fairly regular basis, you are not trying hard enough. And absolutely refuse to accept less than your best. Throw out a timeline. It will take what it takes. If the commitment is to a long-term goal and not to a series of smaller intermediate goals, then only one decision needs to be made and adhered to. Clear, simple, straightforward. Much easier to maintain than having to make small decision after small decision to stay the course when dealing with each step along the way. This provides far too many opportunities to inadvertently drift from your chosen goal. The single decision is one of the most powerful tools in the toolbox.

Talent or Hard work? As a coach, I've seen countless athletes rise and fall. One thing remains clear: it’s not only about talent. It’s about mindset, perseverance, and the fundamental values of sport. Talent can be deceptive. When things come too easily, it’s tempting to fall into complacency, believing success requires minimal effort. But true champions, those who reach the pinnacle of their sport, often aren’t the most naturally gifted. They understand that success is built on relentless hard work and dedication. Take some of the greatest athletes I've worked with. Their victories aren’t just a result of innate skill but a testament to their work ethic, resilience, and unyielding determination. When you're not the most talented, you know that only hard work will get you there, pushing you to outwork everyone else. In sports and life, it's those who persevere, who push past their limits, who truly excel. It’s not just about how you start but how you endure and overcome obstacles along the way. Do you agree? What is your perspective on talent vs hard work? #PatrickMouratoglou #mindset #hardwork #sportvalues #tennis #sports

You can't train just your way to AI fluency. I know - everyone's selling you training, including me! While (effective!) training is important, what you really need is a culture shift that either starts at the top or doesn't happen at all. I talk about this and more during my recent 𝗣𝗲𝗼𝗽𝗹𝗲 𝗠𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝗣𝗲𝗼𝗽𝗹𝗲 podcast - here are some highlights: 𝗪𝗵𝘆 𝗺𝗼𝘀𝘁 𝗔𝗜 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻𝘀 𝗳𝗮𝗶𝗹 (𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀): Here's what nobody wants to admit - throwing AI tools at your organization won't make it fluent. Training sessions won't either. The real work is changing how people think about their jobs - and that starts with leadership. The gap isn't technical. It's behavioral. 𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗿𝗼𝗯𝗹𝗲𝗺: When executives say "AI is strategic" but don't use it themselves, you get shelf-ware, not workflow integration. Leadership models behavior. Full stop. If the C-suite isn't demonstrating AI fluency, why would anyone else? 𝗧𝗵𝗲 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝘁𝗿𝗮𝗽: Training ≠ fluency. It's like watching a fitness video versus actually hitting the gym. Real fluency requires repetition, role-relevance, and reinforcement. Give people five specific points in their workflow where AI should be used, with starter prompts. Then teach them to spot their own opportunities. 𝗧𝗵𝗲 𝗵𝘂𝗺𝗮𝗻 𝘀𝗶𝗱𝗲 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗶𝗴𝗻𝗼𝗿𝗲𝘀: 64% of senior leaders say fear of replacement is stifling AI adoption. Yet only 24% call employee resistance a major barrier. That disconnect? That's why rollouts fail. You can't ignore the psychological reality and expect behavioral change. 𝗠𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝗔𝗜 𝗹𝗶𝗸𝗲 𝗺𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝗵𝘂𝗺𝗮𝗻𝘀: This isn't a gimmick - it's how you actually get results. You wouldn't give a human vague instructions and expect excellence. Same with AI. Context + goals + examples + feedback = better output. And when you distribute AI to thousands of employees, you're effectively doubling your workforce. Who's managing those work resources. 𝗧𝗵𝗲 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 𝘁𝗿𝘂𝘁𝗵 𝗳𝗼𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝗱 𝘄𝗼𝗿𝗸𝗲𝗿𝘀: Their unconscious competence becomes baggage when paradigms shift. You're asking people who excel at their jobs to regress to "consciously incompetent" and relearn their work. That's hard. It requires psychological safety and permission to experiment without quota pressure breathing down their necks. 𝗪𝗵𝗮𝘁 𝗳𝗹𝘂𝗲𝗻𝗰𝘆 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗹𝗼𝗼𝗸𝘀 𝗹𝗶𝗸𝗲: It's not training events. It's habits. Employees redesigning their own workflows. Leaning into AI by default. Talking about "how we use AI" as naturally as they talk about email. That's when you know it's working. The conversation about AI transformation is human, not just technical. Get that part wrong, and the technology doesn't matter. Link to the podcast in the comments. #AI #FutureOfWork

Leadership Lessons from the Gym Coaching executives, we often discuss determination and resilience.  We draw from examples of gritty business leaders who have excelled despite bitter setbacks, and forged on in the face of extreme pressure and unexpected, sometimes unfair, adversities. Remarkable sources of inspiration can be found in our everyday lives, too. Meet Rick (name changed, per his request). Rick works out at my local gym. Driving to the gym is hard. Walking into the gym is hard. Positioning his forearm crutches and twisting his body to navigate between the equipment is hard. After all that, he lifts, which is hard. The whole process takes him three to four times longer than it does me. I observe him in awe. Meanwhile, Rick perseveres cheerfully, mightily. If his gaze falls upon you and you are nearby, he’s going to talk to you. He’s just that friendly. His smile and lightheartedness belie his grit. I like that and him; my fellow gym patrons do too. There are times when each of us must face hardship and formidable obstacles, in business and in life. Moments that test our mettle, but also give us the gift of strengthening our determination and resilience muscles. It’s a great leader, often inspired by people like Rick and others who have overcome seemingly intolerable circumstances, who seize those opportunities. #Leadership #Determination #Grit #Resilience #Coachsultant

What’s really holding you back? Spoiler alert: It’s not your skills. How many times have you felt like you’re not up for the job? That you’re not qualified? Or that someone else could do it better? Here’s the reality: ➡️ 13% of employees and 20% of senior managers admit they frequently feel like a fraud. ➡️ 54% of women report experiencing imposter syndrome, compared to 38% of men. I get it, because I’ve been there. I used to struggle with being visible - giving speeches, creating content online, even doing TV interviews. Despite decades of experience, there was always a little voice in my head whispering: “Do people really want to hear from you? What if they laugh at you?” Here’s the truth: It’s not based on facts - it’s just the noise in our heads. Here’s how you can overcome imposter syndrome and show up like you deserve to: 1/ The Imposter Loop ↳ You doubt every win and question every achievement. ↳ Own your story: You earned your seat at the table. ↳ Write down three wins you’re proud of. Seeing them silences the noise. 2/ The Permission Trap ↳ You wait to feel ready or for someone to say “go.” ↳ Stop waiting: Start before you’re ready. ↳ Set a deadline and commit publicly - action builds momentum faster than waiting for confidence to strike. 3/ The Comparison Game ↳ You stalk others’ success and compare your chapter 1 to their chapter 20. ↳ Run your own race: Their doubts, fears, and failures aren’t in the highlight reel. ↳ Unfollow or mute accounts that trigger self-doubt. Focus on progress, not perfection. 4/ The Perfectionism Loop ↳ You polish endless drafts, overthink every detail, and never feel “good enough.” ↳ Launch at 80%: Fix it in flight. Done is better than perfect. ↳ Set a timer for your next task and stop when it’s ‘good enough.’ Progress beats perfection every time. 5/ The Silence Spiral ↳ You keep your struggles hidden and pretend you’ve got it all figured out. ↳ Share your story: You’ll be surprised how many people say “me too.” ↳ Find a peer or mentor and share one struggle you’re facing. Vulnerability builds connection. 6/ The Safety Net ↳ You stay in your comfort zone and call it “being realistic.” ↳ Take the leap: Growth lives outside your comfort zone. ↳ Identify one “safe” habit you’re clinging to. Replace it with one bold action, no matter how small. 7/ The Knowledge Shield ↳ You hide behind preparation, waiting to know “just one more thing.” ↳ Start doing: Expertise comes from action. ↳ Turn learning into doing: Commit to acting on one idea from the last book, course, or workshop you completed. What would be possible if you silenced those doubts once and for all? For me, it meant saying yes to opportunities I used to avoid - like speaking on stage and sharing my story. ⤵️ Have you ever felt like a fraud despite your accomplishments? How did you work through it? ♻️ Share this post to remind someone they’re not alone. 🔔 Follow me, Jen Blandos, for advice on business, entrepreneurship, and well-being.

Usually, I take an auto to work. 15-minute ride, a different driver each day. 6 months ago, I started an experiment: Could I coach someone to a breakthrough in 15 minutes? Not formal coaching, just curious questions while navigating Mumbai traffic. Yesterday's conversation: Driver: "Madam, my son wants to quit engineering." Me: "What does he love doing?" Driver: "Cooking. But engineer ban jaye toh better life." Me: "Better for whom?" He went silent for 3 signals. Then: "For me. For my image. Not for him." By the time we reached, he had decided to visit culinary schools with his son. 15 minutes. One question. Perspective shifted. Harvard Business Review found that 65% of breakthrough insights happen in "transition spaces", commutes, coffee lines, and corridors. Not in conference rooms. Why? Because our guard is down. We're not performing, just talking. The framework I've developed: The Transit Truth Method: Meet them where they are (literally and emotionally) Ask about dreams, not problems Listen to what they're not saying Plant one seed, not a forest Leave them curious, not convinced Since starting this: 47 drivers 12 changed career plans 8 started side businesses 3 went back to school 1 became a chef (yes, the son!) The best coaching doesn't happen in perfect environments with perfect frameworks. It happens when humans connect over shared struggles in imperfect moments. Your next breakthrough conversation? It's probably not in your calendar. It's in your commute. P.S. Where do YOUR most honest conversations happen? #Commutetoclarity #listentoread #breakthrough #leadershipmindset #coachingintransit

Here’s what I wish I learned sooner. There’s a big difference between productive struggle and the kind of struggle that weighs you down like unwanted baggage. When I was beginning to learn how to deal with difficult things in life, it always felt like I was being judged and thought of poorly by the person coaching me. Their “advice” equated to another saying I’ve heard in my childhood “toughen up, buttercup.” (Gee, thanks.) The problem is all that advice came with no practical next steps, and some of those “coaches” didn’t really seem very content and happy in their own lives. Yes, we can choose mindset, attitude, and how we think. It’s huge. It also takes time to BELIEVE all those things. The proof that our minds need to internalize these belief systems is always, always, always bought by the ACTIONS we take. So here’s some practical stuff you need to learn to fuel your mindset through action. - Root cause analysis: practice getting from the apparent problem to its root cause. Look up the “Five Why’s exercise”. - Change management: many difficulties at work arise from poorly managing change. Look up John Kotter’s 8-steps to change management. - Timeboxing: rapidly changing from one task to another causes incredible stress to our brains and we became less effective. - How to have tough conversations: don’t conflate difficult conversations with difficult people. I like Fierce Conversations and Radical Candor® as my training resources. - Productivity Techniques: a plethora of useful tips and tools out there. Pick one or two that make sense to you and stick with it! - Strategic Anchors: not everything is important. Focus on critical elements to your organization’s strategy and cut out things that are “fillers” to your cognitive load. A final word (tough love that might actually help): Rest proactively. Be intentional about creating your own joy. Feed and nurture your heart, mind and soul. It’s wrong to not self-manage your own needs and then make your team suffer for it. [Setting up a metaphor] If you go out drinking all night knowing you are supposed to be at work at 6:00 AM and then you call out 30 minutes before, my being upset about that as an employer is reasonable. I’m not being mean or not understanding. Apply that same logic to your rest and mental health. It is our own responsibility to manage our mental fitness and needs. If I don’t manage this and then crash and burn, leaving my team hanging, this is the equivalent to the 30-min call out. As a top leader, my emotional intelligence and ability to navigate challenging times ALONGSIDE my team is a requirement of my job. Saying to my team consistently, “I’m having an off day” is like a police officer saying “I forgot my firearm at home.” Difficult things happen. Great leaders learn (through action) how to manage them. “Be the leader you wish you had” carries a whole new meaning when you apply it to “be the leader you wish you had during difficult times.” 💜

𝗙𝗮𝗸𝗲 𝗶𝘁 𝘁𝗶𝗹𝗹 𝘆𝗼𝘂 𝗺𝗮𝗸𝗲 𝗶𝘁 => has never worked for me. In fact, pretending to be confident only made my imposter syndrome louder — something I openly admitted in a recent session. Recently, I was in a room full of high-achieving leaders where we ran a simple poll — and every single person said they had experienced imposter syndrome. Many were feeling it right now. Even the most senior leaders in the room. Somehow, imposter syndrome keeps finding its way into conversations among senior leaders — across functions, genders, and backgrounds. It’s far more universal than we tend to admit. 🤝 It reminded me that self-doubt doesn’t disappear as we progress. It simply evolves with us. What surprises me is this: Imposter syndrome rarely appears when we’re failing. It appears when we’re expanding. 🌱 When we step into new rooms, new responsibilities, new versions of ourselves that our minds haven’t quite caught up with yet. So if “fake it till you make it” doesn’t work… what does? For me, it comes down to three things: 1. 𝗧𝗿𝘂𝘀𝘁 𝗲𝘃𝗶𝗱𝗲𝗻𝗰𝗲, 𝗻𝗼𝘁 𝗲𝗺𝗼𝘁𝗶𝗼𝗻. Emotion says: “You’re not ready.” Evidence says: * you’ve built something meaningful * your work creates real impact * people trust your leadership * you’ve grown through harder challenges before Confidence grounded in evidence is far more stable than confidence grounded in performance. 📊 2. 𝗦𝗵𝗼𝘄 𝘂𝗽 𝗶𝗺𝗽𝗲𝗿𝗳𝗲𝗰𝘁 — 𝗯𝘂𝘁 𝗸𝗲𝗲𝗽 𝘀𝗵𝗼𝘄𝗶𝗻𝗴 𝘂𝗽. I don’t need to be flawless to be effective. I don’t need to have all the answers to lead. My mantra became: “I am not perfect, and I keep showing up.” 💛 And somehow, that simple sentence has carried me through far more doors than “faking it” ever did. 3. 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘀𝗲 𝗶𝗺𝗽𝗼𝘀𝘁𝗲𝗿 𝘀𝘆𝗻𝗱𝗿𝗼𝗺𝗲 𝗮𝘀 𝗮 𝘀𝗶𝗴𝗻𝗮𝗹. Not a signal that you’re unqualified — but a signal that you are growing. It’s the stretch between who you are today and who you’re becoming next. Growth feels uncomfortable by design. ✨ And none of us rise alone. Throughout my journey, mentors, sponsors, and generous colleagues saw potential in me before I saw it in myself. Their belief didn’t eliminate self-doubt, but it gave me the courage to keep expanding into spaces I once thought were out of reach. 🤍 If you’re feeling imposter syndrome right now, here’s something I hope you remember: You’re not behind. You’re not unqualified. You’re not alone. You’re just standing at the edge of your next level — and confidence will meet you there. 🚪➡️💫 If you’ve experienced imposter syndrome — what triggered it, and what helped you overcome it? I’d love to learn from your experience too. Pic: Me embracing the #futuresocialunicorn Solve Education! Foundation

Lets look at how managers can prioritize coaching, even if they think they don't have the time! Balancing priorities is often one of the biggest challenges for mid level managers (and yes, every manager really, but I'm just focusing on this specific role for today). Important and high impact activities like coaching can often be pushed aside as a result of overcommitting or reacting to whatever new problem pops up. The amount of time mid-level managers should spend coaching their team can of course vary, depending on several factors including the size of the team, the nature of the work, and the level of experience and development needs of team members. It also needs to be balanced with other activities 🤔 So how can mid level managers find enough time to consistently coach the team? Here are a few pointers ⤵ ⤵ 1️⃣ It is hugely important to have a clear understanding of tasks, responsibilities and priorities. When there is doubt here, leaders can take on too much or spend time on low value add activities. A 'workload and priorities discussion' between mid-level managers and their own manager can help to sort this out. 2️⃣ It is a good idea for managers to allocate a portion of their time to coaching people by blocking off time every week. If its not in the calendar...it's probably not going to happen. 3️⃣ The time spent coaching people should be effective and efficient. To achieve this, it is important to assess team members' development needs including skill levels, areas for improvement, and career aspirations. This helps managers to determine the appropriate amount of time to allocate for coaching as some individuals and teams may need more time than others. 4️⃣ Adopting a proactive coaching approach really helps...instead of waiting for team members to encounter problems or request assistance, regularly schedule one-on-one meetings with team members to discuss their progress, challenges, and goals. 5️⃣ Blend a formal with an informal approach. Integrate coaching into daily interactions. Look for opportunities to provide real-time feedback, guidance, and support during day-to-day interactions with team members. It is possible that less formal coaching will be required as a result. 6️⃣ Delegate tasks and responsibilities Assign tasks that stretch team members' skills and provide guidance and support to help people grow and become more autonomous. It might seem like extra work in the beginning but in the long term it increases capacity. 7️⃣ Regularly assess and adjust. Periodically review your priorities, tasks, and time allocation. Adjust your approach based on changing circumstances and emerging priorities. Continuously refine your time management strategies for optimal effectiveness. Always ask for help when you feel you need it. #leadershipdevelopment #timemanagement #priorities #coaching

Ever wondered how you can transform seasoned mid-level leaders into visionary senior leaders right within your organization? Here’s a compelling case study that might inspire you to rethink your approach. Imagine leading an executive presence intervention for a top-tier manufacturing unit within a global engineering giant. With 12 leaders, each boasting over 20 years of stellar performance, the challenge was clear: ignite their passion for growth and elevate their executive presence for high-stakes meetings and CXO conversations. The goal? Beyond refining their skills, we aimed to instill the gravitas needed to drive the organization’s vision and foster authentic leadership from the inside out. Here’s what we did: 1. Crafted a Six-Month Leadership Odyssey: Dynamic group coaching sessions fostered stronger bonds and deep trusting conversations. Leaders felt safe to open up and share their vulnerabilities, creating a powerful foundation for growth. A 100-day support process bridged virtual gaps. 2. Customized Coaching: Each leader received personalized coaching, enriched by insights about Fortune 100 CXOs. We focused on Executive Presence and applied innovative communication techniques to enhance their gravitas and presence in critical meetings. The Result? These leaders didn’t just evolve—they underwent a profound transformation into change agents who propelled the organization towards sustainable change and new heights of employee and customer-centric excellence. They embraced authentic leadership, leading with confidence and authority in every high-stakes meeting. What Can You Take Away? 1. Foster Deep Trust: Create an environment where leaders can open up and share their vulnerabilities. Deep trusting conversations are essential for authentic leadership and sustainable change. 2. Enhance Executive Presence: Equip your leaders with the skills and confidence needed to handle CXO conversations and high-stakes meetings with gravitas. Tailor interventions to build their presence from the inside out. 3. Embrace Inside Out Leadership: Focus on nurturing leadership qualities from within. Authentic leadership starts with understanding oneself and extends to how leaders engage and inspire others. 4. Drive Sustainable Change: Ensure your leadership programs are designed to create lasting impact. Invest in ongoing support and personalized coaching to facilitate long-term growth and transformation. Here’s to unleashing the incredible potential within your organization! #LeadershipDevelopment #SuccessionPlanning #ExecutivePresence #AuthenticLeadership #InsideOutLeadership #CXOConversations #HighStakesMeetings #TransformationalLeadership #SustainableChange #Impact #Gravitas