- Optimal Thinking
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Are you concerned about the way you, or someone you know, behaves in the workplace? Have you received complaints from employees, peers or superiors? Unfortunately, many struggling bosses do not seek the help they need. It’s hard to face shortcomings even for the best of us.
Some leaders are simply misaligned with their organization’s objectives and would be well served with a career transition. Many are working hard to balance remote, hybrid, and full-time office workplace demands. Managing employee work-life conflict including childcare, remote schooling and elderly parents is an ongoing challenge. And now, high inflation as well as critical diversity, equity and inclusion initiatives. Trial and error can be nerve wracking for leaders. They need to exercise flexibility and first-rate interpersonal skills.
During this great resignation, leaders are experiencing tremendous stress. Some are even struggling with burnout. Employees have expressed their need for recognition, feeling valued, and finding meaningful work. They are dealing with post-pandemic fatigue.
Optimal Thinking coaches do not label a struggling leader as a bad boss. We skillfully uncover damaging behaviors based on poor decisions, and incorporate the Optimal Thinking paradigm:
Optimal Thinking Executive Coaching helps under-performing bosses understand if and why they’re considered a bad boss, and provides them with best practices and solutions to optimize success. Over time and with commitment, we’ve helped transform thousands of under-performing bosses into superior leaders.
Do you know a leader who demonstrates any of the following behaviors?
Many leaders believe that hiring the best talent is almost all that is required for success. However, 85 years of research by Frank Schmidt and John Hunter on employee selection methods revealed that the top 15 percent of professionals and managers produced almost 50 percent more output than their average peers.
Constructive connections among people are critical to achieve performance and humane behavior. The best bosses are committed to their own leader development. They understand that a best place to work is an environment where their people can be their best. They provide an environment of psychological safety where employees can perform at their highest levels without unnecessary fear of ridicule or punishment.
When employees bring the best version of themselves to work each and every day, their bosses are rewarded with optimum productivity and recognition.
“The best athletes have coaches… so do the best executives!!”
Gretchen Gavett, senior editor, Harvard Business Review
During Optimal Thinking Executive Coaching, we listen carefully to negative feedback and seek to understand where it is coming from. We view the information as an optimization opportunity. Acknowledging underlying fears reduces defensiveness, and enables feedback to best support behavior change. Together, we explore the best options and implementation of the best solutions.
Even the worst bosses can place their best selves in charge and minimize destructive behaviors with consistent Optimal Thinking. They learn how to accept what is out of their control, maximize what is within their control, and bring out the best from others.
The best leaders discover what their people value most and the beliefs and causes they are most committed to. They seek to understand their needs and desires as well as their innate limitations. First-rate leaders support their people in taking the best actions to achieve the most important goals. These leaders recognize and applaud achievements appropriately with letters of appreciation, weekend getaways, award ceremonies, plaques, gifts, cash awards, or simply a handshake and a smile.
Optimal Thinking leaders discover what “the best” means to their people and appeal to their best interests, They stimulate in them the desire to be their best, and then acknowledge them for doing their best.
Click here to view a partial list of our clients.