Hi - Dror here.
Hope you’re doing well.
Here’s your Wednesday Weekly Energy #239. (No French translation in summer mode 😀)
Reading time: 3 min
**
For my newsletter readers.
Your VIP access to my best infographics.
Click here to acess.
**
Let's start 👇
You know them. You have them on your teams.
The "brilliant but difficult" performer.
They deliver spectacular results. Their technical skills are second to none.
If only they could be as good with people.
Their behavior creates friction. It demotivates the teams. It creates a tense work environment.
Because they are brilliant, they want to improve. But old habits take over. It varies for each high performer, from:
- doesn't listen enough,
- always wants to be right,
- doesn't delegate properly,
- gets scattered,
- loses their temper under pressure,
- lacks presence in important moments,
- fails to engage people with the big picture...
You can't promote them (yet). But by not giving them a path forward, you also risk losing them.
What a waste. They are so talented in other areas.
You tell yourself, "if only I could help them."
But helping an adult change their behavior is one of the hardest things to do. And you lack time...
What if there was another way?
An approach that guarantees measurable growth. A method that doesn't focus on past mistakes, but builds on the thirst for success of brilliant people.
Here are 4 ideas from the coaching I practice with leaders.
1. Aim for Guaranteed, Measurable Growth
- The Concept: Focus the coaching on one or two key behaviors, chosen by the leader. The progress is then measured and objectively validated by their professional circle (the "stakeholders").
-
The Tool / The Exercise: The "Mini-Survey" and "Post-Action Analysis."
- How to apply it: Twice a year, the leader's stakeholders evaluate the improvement on a scale from -3 (much worse) to +3 (much better). After each survey, the leader analyzes the results to understand what worked, or what didn't, and adjusts their action plan.
- The Example: A CFO, brilliant but perceived as aggressive, followed this process. The Mini-Surveys made her progress objective, validating her transformation and turning her into a recognized and appreciated internal leader.
- The Coaching Question: "What could your career look like if you were as brilliant with people as you are with the technical side?"
2. Activate the Lever of Constant Follow-Up
- The Concept: Leadership is a "contact sport." Regular follow-up is the only way to change the perception of others, which always lags behind actual behavioral change.
-
The Tool / The Exercise: The Monthly "Check-ins."
- How to apply it: The leader sets up a routine of 5-minute monthly meetings with each key stakeholder. He asks for feedback on the past month and suggestions for the next. The rule is simple: listen without justifying, and simply say "Thank you."
- The Example: A study of 11,480 managers and executives revealed dramatic improvement only among those who consistently followed up, proving that this practice is more effective than any training program.
- The Coaching Question: "How will you make this change visible to those around you?"
3. Prioritize the Power of "Feedforward"
- The concept: Successful people resist criticism about the past but are receptive to ideas for the future. Replace "feedback" (criticism) with "feedforward" (future-oriented suggestions).
-
The Tool / The Exercise: The "Feedforward" Request.
- How to apply it: During the monthly check-ins, ask the explicit question: "What suggestions do you have for me for the next 30 days?". Listen carefully, without judgment. Thank them sincerely.
- The Example: In Malaysia, this approach helped a sales director bypass cultural barriers. "Feedforward" encouraged his team members to be more honest and constructive, accelerating his progress.
- The Coaching Question: "What suggestions do you have to help me become a better leader for you in the future?"
4. Cultivate the Leader's Virtues: Courage, Humility, Discipline
- The Concept: Real change doesn't come from fixing a flaw, but from developing virtues. It takes courage to ask for help, humility to listen, and discipline to follow through.
-
The Tool / The Exercise: The Virtues Self-Assessment.
-
How to apply it: The leader honestly assesses their true willingness to change.
- Courage: Am I ready to hear uncomfortable feedback?
- Humility: Am I willing to listen to suggestions without defending myself?
- Discipline: Am I prepared to follow this process every month, even when it's hard?
- The Example: Marshall Goldsmith, the world's #1 coach, pays someone to call him daily to check if he is doing his best to achieve his own goals. Discipline is a constant effort, even for the best.
- The Coaching Question: "What level of leadership are you truly aiming for?"
Transforming a “brilliant but difficult” leader is not impossible. It's a process of change.
As a former C-level who's led a €100M business, I know the challenges you face are unique. My coaching is designed accordingly.
Implementing a process like this can unlock immense value. I partner with leaders to apply this framework to their key people, turning high-potential performers into well-rounded leaders. My fee is tied directly to their measurable growth.
I am accepting one new C-level client for a September start. If you're ready to solve this challenge and unlock the full potential of your team, simply reply to this email, and we can explore a fit.
Thank you.
See you next Wednesday.
Dror. 🙏 ( Say hello on Linkedin)
PS : Share with friends, and get free coaching with me.
Thanks for spreading the word👇
 |
Share with friends, get free coaching with me. |
Do you have friends who would also like to receive my newsletter? Give them your unique referral link (below) and get 60 minutes of free coaching with me whenever 5 of your connections subscribe to it. |
[RH_REFLINK GOES HERE] |
|
PS: You have referred [RH_TOTREF GOES HERE] people so far |
|
|
|
Unsubscribe | Update your profile | 113 Cherry St #92768, Seattle, WA 98104-2205