How do we grow the performance and impact of our Board of Directors while recognizing that these are top executives from some of the most influential companies in the world who have seen, done, and achieved it all? 

Emerging leaders’ instincts are often to demonstrate care for their teams by protecting them from organizational complexity, shifting strategies, and changes in directions. 

A pseudo-aligned team appears cohesive, collaborative, and productive on the surface, rarely disagreeing. 

High-performing, high-impact teams are often misaligned.

Emerging Leaders have come into their leadership roles at a time where “coaching” is emphasized but often misunderstood or miscategorized as leading.

FROM: "We've got a lot going on; let's skip our meeting this week."

TO: "Our 1:1 meeting is one of the most productive meetings of the week."

Where are you adding processes instead of addressing performance?

Have you and a key partner gotten off to a bad start? Do you have a long standing partnership that has gone off the rails? 

A well-deployed cohort of Emerging Leaders can have a tremendous impact on organizational results. Still, many Emerging Leaders face challenges in delivering on their expanded areas of influence. 

Start with curiosity. Ask about their leadership journey, their hopes, their concerns. Learn what is important to them about “the work” and how to best do that work together.

Let’s start with what it isn’t.

It isn’t kissing up. That’s a short term, self-serving and cheap strategy for connecting and getting something you want. Whatever you get from that, you won’t want for very long.

Are you managing change or leading it?

As a leader, talk as much, and only as much, as you’re listening.

That way, your words are relevant to people and ‘speak’ directly to what they need to hear, rather than to what you want to say.

We are so proud of Julie’s accomplishments and expertise and look forward to celebrating with her and all the honorees in May!

Leave the managing of process to your team

What do you do when you receive feedback you disagree with? 

… and what to do instead

One detail is how people arrive and how they leave a meeting space. As the leader, it's your job to ensure that is a welcoming and positive process.

The holiday season is upon us, and with it the time honored tradition of loose, absent and degenerating boundaries. Where boundaries are concerned, it is the time when we are most likely to lose our way.

This is a time of hard questions--we’re facing them all the time.

Are you in “fire-fighting” mode? If so, read this. Yes, it’s okay to pretend it’s on fire, if that means you’ll read it.

The Action Learning Process is a results-centered development experience designed to dramatically improve the leadership development, career pathing, and future promotional potential of existing, emerging, and newly identified leaders.

The old ways of working are over, there is no “going back”—the world has changed, and so have we.

Being radically present means the other person’s needs come profoundly, irrevocably, first.

Is your calendar over-stuffed?

Are you spending time working on things that aren’t aligned with your priorities?

Why are you here? How are you making the world better with the gift of this lifetime? Where or how can you show up to this life with intent and purpose?

Corey Jamison asks these questions, and more, of executive leaders every day. Yet, she is realizing she hasn’t asked them carefully enough, nor has she answered them in some time.

You want the people you lead, the team members in your leadership care, to treat their well-being with respect? You lead the way. When it comes to overdoing it, what you say matters little compared with what you do, what you model, how you lead.