"You can accomplish anything in life,
provided that you do not care who gets the credit."
Harry S. Truman
We're living in a time when new business realities are putting extraordinary new stress and pressures on leaders. Globalization, e-competition, disruptive new technologies, consolidating industries, and rapidly changing business models are all changing the pace and nature of business transactions. In so doing, they are challenging conventional leadership approaches and requiring leaders at all levels in companies of all sizes to operate in brave new ways.
Catalyst's consulting professionals have years of experience supporting executives and managers in organizations both large and small as they confront these new challenges. We are committed to the success of the men and women who guide the organizations that we serve. We are committed to helping leaders develop the skills and insight they need to move their organizations to the next level of growth and profitability. And make no mistake about it; an organization will not be successful if its leaders are not successful.
Good leadership drives good performance, and Catalyst is dedicated to Leadership that Works™. We are eager to see our clients succeed in the global marketplace, so we devote significant time, energy and resources to supporting company leaders individually (e.g., executive coaching, 360-degree feedback, mentoring, etc.) and as part of a leadership team (e.g., executive team retreats, role analyses, style assessments, etc.).
Are leadership development issues holding you or your organization back? Call us today for a confidential discussion about your personal concerns and challenges, and/or those of your leadership team. And take a look at our pre-packaged workshops and seminars; you may find just the tool you need to boost leadership performance at your organization.
Unlocking Results™ through Executive Coaching
Executive Coaching is all about greater achievement accompanied by increased personal satisfaction. In virtually every high performance profession — music, sport, theatre, and business — the most accomplished achievers maintain and improve their skills with expert assistance.
A capable executive coach brings you an experienced outside perspective, so that you can:
- Better understand yourself — and your unrealized potential,
- Identify potent new personal capabilities (or organizational dynamics) you might be overlooking,
- Enhance existing capabilities,
- Develop new skills, and
- Draw new inferences, energy, and possibilities from your familiar circumstances.
Using a variety of tools and processes, Catalyst's Executive Coaches can help you to discover and develop how to make the greatest contribution with the highest satisfaction.
Download Catalyst's
Free Kit: STRATEGIES FOR THE EXECUTIVE TEAM
Seven Leadership Challenges
Many otherwise profitable and productive companies face leadership dilemmas. Research has identified seven leadership challenges that can sap an organization of productivity or limit profitability:
Do any (or all) of the seven leadership challenges listed above describe the state of affairs in your company? In today's business environment, the costs associated with poor or weak leadership cannot be overestimated. It affects virtually all organizational stakeholders — employees, stockholders, customers, and suppliers. Poor or weak leadership has led to the premature death of more than a few companies over the years.
Adapted from Growing Leaders by Steve Yearout and Gerry Miles (ASTD, 2001)
Power and Influence
Influence is the essence of leadership. To be effective as a leader, it is necessary to influence people to carry out requests, support proposals, and implement decisions. This influence is often the direct result of the power being wielded by the leader, or being ascribed to the leader by those being influenced. So an understanding of the various different types of power, and their impacts on others, can be very helpful to executives and managers in today's increasingly complex and interconnected world.
Position Power (i.e., power associated with the role or position without regard to its incumbent)
- Legitimate Power. Power stemming from formal authority over work activities.
- Reward Power. Reward power is the perception by the target person that a leader controls important resources and rewards desired by the target person. Reward power stems in part from formal authority to allocate resources and rewards.
- Coercive Power. A leader's coercive power over subordinates is based on authority over punishment, which varies greatly across different organizations.
- Information Power. Another important source of power is control over information. This type of power involves both the access to vital information and control over its distribution to others.
- Ecological Power. Control over the physical environment, technology, and organization of the work provides an opportunity for indirect influence over people.
Personal Power (i.e., power derived from personal characteristics separate from an individual's role or position)
- Referent Power. Referent power is derived from the desire of others to please a leader toward whom they have strong feelings of affection, admiration, and loyalty.
- Expert Power. Task-relevant knowledge and skill are a major source of personal power in organizations.
From Leadership in Organizations by Gary Yukl (Prentice-Hall, 2002)
