Each role transition marked a pivotal chapter in my life, personally & professionally. Reflecting on these shifts, a revelation struck me: the first 60 days in any new role significantly shape success.

Driven by this insight, I meticulously dissected my transitions, discovering a proven pattern. I crafted a simple yet powerful process – let's call it the 'Successful Role Transitioning Process.' This method catapulted me into new roles with swift success consistently.

Take my shift to team management, where the leap from high-performing individual to inspiring high-performing teams was colossal. I recognized the challenges faced by first-time managers and committed to supporting them.
As a Coach and Team Coach, I've had the privilege of continuously guiding first-time managers into leadership roles.

The secret weapon?

My 'Role Transitioning Process,' a game-changer.

Startlingly, 60% of managers falter in their first 24 months. I'm on a mission to change that statistic. By spreading this knowledge, I aim to empower more aspiring leaders to triumph in their roles.

So, here's my humble contribution :

The Exclusive:
‘Triump Leap: Transform Now’

spanning 8 weeks, only 10spots available 

MLEI (Mattone Leadership Enneagram Inventory ) is a tool to understand more about Your Inner & Outer core as Leader.

Did you know that Steve Job made an MLEI assessment?

and that MLEI assessement was destined for him to learn more about who he was and who he could even become More.

And that's the beginning of his Coaching journey with John Mattone, and a very important milestone in the development of Apple as company at the time.

I am curious:

What does YOUR MLEI tell you about yourself?

and

Who You can Become? 

Resistant for Change?

As Change Agent/Coach in Organisations, as well as Individual Coach, one of the questions that people ask me most often is:

How do you deal with Resistant?

one of my answers is: Congratulation, You Found a Growth spot!

Having partnering with Individuals in their coaching journeys , countless individual coaching conversations last 7 years, I am not afraid of resistant.

In fact - resistant is a part of the grow process. It is a sign of touching ''discomfort'' zone, it is the feedback for coaching/growth process.

It can be the ''growth spot'' of the coachee, of the coach, or both. Depended on how ''Resistant'' is defined in the context, and by whom. 

In our previous vacation, our family hiked France Alps.

Next to breathtaking beautiful scenes, the hiking was quite an adventure for us and our kids.

It also reminded me of the way it can work in building High performance Agile team & Developing new leaders... 

📢 70% of the variance in team engagement is determined solely by the manager, Accordinig to Gallup research report

📢 58% of employees who quit a job say their managers are the main reason they left, according to study by the Society for Human Resource Management => People leave managers, not companies

❗ Turnover costing U.S. employers more than $223 billion over the past five years, according to study by the Society for Human Resource Management

You might wonder, What's ROI of Coaching Leader(s)/ Manager/ Executives? 

In context of Individual behavior change/ personal development, and Individuals/Teams/Organisational changes, Kurt Lewin’s behavior model very much explain beautifully & simple how to create long-lasting behavior change.

It's simple - but not easy:

To Change B(behavior), We need to change P (Person) or/and E (Environment).

And when both Person & Environment are changing, the Behavior change is enforced & speeded up. 

90% of organizations fail to execute their strategies successfully, according to The Balanced Scorecard, by David Norton and Robert Kaplan.

One of the most important areas that organisations often have to deal with is : The Strategy Gap

How much % your organisation execution aligned with strategy?

and

How does your organisation Manage the alignement between execution & strategy currently? 

''in 2003 Nitin Nohria, William Joyce, and Bruce Roberson published their study of 200 management techniques reveals surprising results:

=> To sustain superior performance, you have to excel at 4 primary management practices—strategy, execution, culture, and structure—and any 2 of 4 secondary practices : talent, leadership, innovation, and mergers and partnerships.''

How do you translate the Org. strategy to the execution, culture and structure of organisation? 

It's my pleasure & honor to speak & share at Women in Tech global Conference today, on Agile Leadership Team.

In 15-20'', I have briefly shared practical tips & ways to develop Agile Leadership Team, and for Leaders's own personally development:

+ Co-create Team Purpose & Your Own Purpose, using 5 questions

+ Co-building & Living Trust in Team, using BRAVING - 7 elements of Trust (Brene Brown)

+ 1 Prioritized Dynamic Backlog for Leadership Team & Yourself

Thank you Anna Radulovski and The Team at Women in Tech for organizing amazing events connecting Women in Tech globally, Thank you @Michelle Nadeem for helping with the session!

Are You curious about 5 Questions to explore Your Purpose?

Are you curious how to Co-building & Living Trust for Your team?

and How to create 1 dynamic Prioritized Backlog for Your Life or Your Team?

Pls feel welcome to reach out. I would love to support you & Your team in your journey! 

in April 2023 I have the chance to speak at Next Learning Conference in Den Bosch, the Netherlands.

It was excellence opportunity for me to exchange knowledge and learn more from other R&D professionals and the on-going/up-coming R&D trends/technologies.

During session I shared how Design Thinking + Lean + Agile can help developing High Impact Personalized Learning program at scale. 

Thank you @Sam van der Schans for giving me this sharing opportunity!

Having working with more than 300 international companies previously as Management consultant, and last 7 years as Team & leadership coach, What I learnt was :

+ Leaders have tremendous impact and influence in how their teams behave

+ Companies that survive crisis and thrive, are often companies that have strong leadership team.

+ Strong leadership team often does not happen ''by chance'' or in 1 day, it is process of building strong team

+ Leadership team also goes through difference development stages, up and down like a ''regular'' team

+ "Leading'' is skill that can be learnt. 

as Leadership & Team Coach, my greatest joy is the journey of facilitating changes for leaders and teams.

It's the pleasure of Being there, Support the people we coach and Believe in their Potential, and witness their beautiful changes in process.

Change is difficult and painful process.

Apple has changed the world with its ground breaking Innovations such as: AirTags, AirPods, Apple Watch, Siri, iPhone, Ipod.

And it is not by chance, it is the culture that created, shaped by its leadership - with the well-known Steve Job saying

''Innovation distinguishes between a leader and a follower''

So Question to You as Manager, Leaders, Executive, and Team member,:

''Is Your Organisation a Leader or a Follower''?

As Dr. W. Edwards Deming famous saying: ''a bad system will beat a good person everytime'' .

This was the graphic that Deming presented to Toyota management which later led to the famous - Lean manufacturing system : Toyota Production System (TPS), which focused on systematically continually improving the way in which value is delivered to customers. The TPS has been the backbone for Toyota after WW2 to become an economic super power in two decades.

In previous posts, I shared about Organization Culture, How great leader influence organization beliefs system, culture - hence organization results.

This all boiled down to what Peter Drucker once said 'The organization is, above all, social. It is people'.

One of the first things that I do as Organisation, Leadership & Team coach, when getting to know the organisation is : Exploring the Organisation chart & Architecture overview.

Why?

Question:

Who/What Can Influence (shape) the Living Belief system of organisation? 

Question:

• When Organisation does Not achieve the Necessary Results, WHERE should the change take place in this Belief Circle?

Today to Be more like my hero, I start this Giving initative : 'Transformational Leaders Coaching Experience'

Available for 6 (informal) Leaders, 3 months, Free

✍ Sign in period: 22/2-8/3