7 Leadership Qualities – Which Ones are your Strong Suits?

Top 7 qualities of those on the cutting edge of leadership in business that come to mind are:

  1. Confidence
  2. Transparency
  3. Integrity
  4. Inspiration
  5. Passion
  6. Innovation
  7. Patience

Which of the above leadership qualities do you possess?  My wheelhouse needs support in the innovation and patience areas.  What needs development for you?

Business Change & Transition Specialist – Marie-Helene Sakowski, info@effectiveplacement.com


Is your Business in Need of Revitalization?

Are you as an employer, business owner or manager meeting or exceeding your goals?  Are you hitting the high points during the term or year?  Do you have influence over the business, the culture, and the outcomes? If not keep reading.

Most employers and managers would state that they have a strong influence overall within the business they are in.  They would further go on to state they have their ear to the ground and know what is going on.

  • Do you emulate the type of behaviour and culture you want to see around you? Are you a strong proponent for having employee’s views and feedback be a part of your daily operational routines?
  • Are you open to constructive criticism that leads to change?
  • Do you look for ways to improve workplace dynamics and performance?

If you are more of a closed book than a new chapter in the making, what would have you embrace a different style of leadership and a change management dynamic?  A business will change over time.  The question becomes are you ready for revitalizing yours?

Business Change & Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com


Change Management Creates Buy-In

It is important to invest time and money in processes that benefit the long-term feasibility for growing your business. Investing in the services of a change manager assists a business in terms of endurance and durability of the initiative well into the future.

When your business is in transition a change manager is able to assist with:

Communications on time every time. Keeping the lines of communication open and encouraging employees to participate in the change dynamic is vital.

Managing the flow of information. Keeping the flow of information and the scope of the change in bite sized chunks is crucial.  Too much information is frequently a cause of overwhelm.

Observance of the beneficial aspects. Keeping everyone in the loop and focused on the advantages of the processes being undertaken is important.

Keeping the trust alive. Be specific about the estimated time frame and the commitment that will be required for the change process to be successful.

Business Change & Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com.

Video Messaging – Is your target Audience Watching

Personally, I am inundated with videos from people I follow on social media. The implied request is to  watch videos about their program or product or those who are offering suggestions and advise as to how to succeed etc. Today I decided to carry out a little experiment on 3 social media platforms LinkedIn, Facebook, and Instagram.

Without going through my entire feed on any of the platforms I found the following:


  • LinkedIn – a total of 60 minutes in videos on services offers, personal musings, data management, products, and Q & A’s.
  • Facebook – 30 minutes from people selling the benefits of their product or service.
  • Instagram – 15 minutes of people selling products or services.

95 minutes of implied video requests in a 120 minute time period.  That is a significant chunk of time in any business persons day.

The question I have is – do you take time from your day to watch videos about products or services?  Do participate in Facebook live during the day?  If yes – what do you do to make up the time?

Business Change & Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com

Combat Resistance to Action

Like most people there are those items in my day-to-day life that bring up resistance.   A few people – Mel Robinson, and Stephen Guise talk about using a countdown method for starting off their day.  Both use the method when challenged or confronted by resistance.

A night person by nature – getting out of bed in the morning is one of most common resistance factors for me.  I have tried the countdown method and find that before the number 5 is reached I am out of bed.

Recently I have taken to utilizing the method when fear – always the underlying factor behind resistance – shows up for business related activities.  Recently at a networking event the countdown method worked wonderfully, I actually walked away with new connections and enjoyed myself.

It is a method that I am working on incorporating when I feel stuck or catch myself putting off what needs to be done.

Try it – you may be surprised by the results.

Business Change & Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com

Hidden Factors at Work Determine Your Actions

A deeper dive into the aspects that shape behaviour, and therefore action, points to areas that operate below the surface. The “iceberg” analogy is useful here in that it describes processes operating beneath the surface that shape everyday action at work. What truly determines your actions in a work setting has little to do with the words on a wall or the quarterly goals set before you.

Behaviour at work is shaped by perception yours, and your coworkers, as to what is safe to do, and what is deemed dangerous, or not safe. The role of the unwritten rules plays a significant part in forming the actions taken.  Shared assumptions produce a realm for action as well. Tradition exemplified in the phrase “we have always done it this way” has a significant role where behaviour is concerned.

To shape or influence an organizational culture requires that the areas that are hidden, and which are in play in manipulating behaviour, do need to be brought up and fearlessly addressed.  The question that arises is the method for doing just that.

What have you found that works to bring about cultural change taking into account the above areas?

Business Change & Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com


Popular View of the Differences between Coaching and Mentoring

  1. Coaching is task oriented and requires the coach to be expert and credible. The development of the long term business relationship is said not to be critical for success. Mentoring on the other hand is described as relationship oriented and transformational in scope.
  2. Coaching is short term in nature. The association lasts as long as it takes for the task to be completed. Mentoring is described as always being long term.  At least 9 – 12 months are required for a relationship of trust and security to develop.
  3. Coaching is noted as being performance driven. The emphasis is on improvement most likely on the job.  Once new skills are acquired the coaching is deemed to be complete. Mentoring on the other hand is noted as being development driven.
  4. Coaching can begin almost immediately on most topics. Preparation time is noted as being minimal. Mentoring is stated to require a design phase necessary to determine the strategic purpose of the mentorship.

Coaching and mentorship are both used in business and personally for people wishing to alter their lives. What resonates as accurate or inaccurate with you?

Business Change & Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com