![]() ![]() Confidence that starts stepping over the line into arrogance can cause “the troops” to wonder why they should bother, since nothing will be good enough for their leader. There are times, however, when supreme self-confidence comes across as intimidating and arrogant, and this can work against rather than for progress. Self-confidence in the face of daunting circumstances can accomplish miracles, and it can inspire people to go well beyond the call of duty. Self-Confidence Bordering on ArroganceĪrrogance is self-confidence bought on credit. Executive coaching can help CEOs know when it’s time to lighten up or otherwise show emotion. The CEO who is laser-focused, but who knows how to inspire others, and the importance of showing he or she is human is more effective. People want to work with someone who can focus on outcomes, but they don’t want to work for an automaton. But the person who can never show emotion comes across as a machine, and machines aren’t inspirational. Nobody wants to work for the CEO who is needlessly grumpy because traffic was bad that morning. Lack of Emotion No Matter Whatįocus and concentration are amazing assets for the CEO who wants to fulfill specific objectives. Executive coaches can help impatient CEOs look at far more than the immediate situation. The patience to go forward with new equipment and training would pay off repeatedly over the long term. Suppose new equipment would require a major retraining effort, but would ultimately result in big efficiency gains. A person who is impatient can be blind to possibilities that, while they may take longer now, are better in the long term. However, there’s a fine line between action-oriented and impatient. The person who is all talk and no action quickly drags any organization down, while the person who actually does things gets results. There’s nothing wrong with being action-oriented. A great executive coach can help the CEO understand when decisiveness edges into dismissiveness and how listening to other positions is not a sign of weakness. But CEOs who won’t even listen to opinions that don’t reflect their own inadvertently throw out a lot of potentially important input. Sometimes people who disagree with their CEO are right and sometimes they aren’t. The problem is that sometimes self-confidence can turn into self-righteousness and result in intimidation. Tendency to Dismiss Opinions that Don’t Mirror Their Ownĭecisiveness is generally considered positive in a CEO. A coach can help the executive see him- or herself as others do, and can increase an executive’s understanding of negative personality characteristics, like these five. ![]() It’s a good thing, then, that most executives are open to the idea of working with a coach. Furthermore, the best CEOs can still benefit from executive coaching. ![]() CEOs in today’s culture tend to be made into icons, and people who work for charismatic CEOs, like the late Steve Jobs, generally like having someone in charge who’s undaunted by the hazards of the job and marketplace. Even the most admired CEO, however, is human and fallible. And we don’t like it when the very traits that made a person perfect for a CEO job turn out to be double-edged swords. We don’t like admitting that widely respected and admired CEOs have flaws. John Mattone’s 50 Laws of Intelligent Leadership.Intelligent Leadership ® Online Academy.COACHING DEBRIEFS & INTELLIGENT LEADERSHIP ® Development Accelerators.INTELLIGENT LEADERSHIP ® ACCELERATOR GROUP (ILAG).The INTELLIGENT LEADERSHIP ® 2.5 day team coaching retreat.INTELLIGENT LEADERSHIP EXECUTIVE COACHING ®.5 Cultures of Culture Assessment (5CCA).Executive Coaching, Retreats and Online Leadership Academy. ![]()
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