The Leadership Strategist / Executive Coach for Mid-Career Leaders
and Leadership Teams . . .
Coaching you to articulate your unique value, stand out IN a crowd,
and create sustainable career success!
Conversations and strategies about how to stand out IN a crowd and create sustainable success while making a difference through
high impact contributions.
A Message from Gerrie
Have you seen the theatre production of the musical
comedy “You’re a Good Man, Charlie Brown”?
It was playing at the university theatre last week, and reflected the
light and insightful story about the legendary Charlie Brown, his
sister-Sally, his dog-Snoopy, his ‘friend’-Lucy, her brother-Linus, and
Lucy’s crush-Schroeder! I was really hoping to see the ‘little
red-haired girl’, but she wasn’t one of the featured roles – only
disappointing part of the production!
I was intrigued with the interpersonal dynamics among the very
diverse characters – which reminded me of the dynamic interplay
among executive leaders, direct reports, peers, and stakeholder groups
with the additional gender and generational differences
In the musical comedy, Charlie Brown had a lot of self-doubt and lacked
confidence along with conflicts between the characters. Lucy even
conducted her own ‘360 assessment’ for feedback about her
‘crabbiness’. As musical comedy goes, there was a happy ending in which
Charlie Brown realizes that being a "good man" means trying your best
and making the most of the things you've been given in life.
- I couldn’t help but wonder, ‘How self-confident
would Charlie Brown have been if he had a Mentor or been given positive
feedback from his peer coaches?
Based on feedback in the Unique Genius 6-Question
Survey, having a Mentor is a critical factor in many leaders feeling
in their career and leadership role. In the survey, leaders also indicated that fear,
self-doubt, and lack of self-confidence were obstacles to embracing
a strategic focus on achieving targeted goals.
So, it’s a catch-22. If you have self-doubt like the loveable Charlie Brown
[and many leaders do!], you may not ASK for mentoring, especially about two
challenges that are frequently noted . . . managing up or
contradicting your boss.
Are you ready to stretch your thinking about mentoring as a boss or direct
report? Read our
Feature Article, “Is Your Boss Your Champion”!
Enjoy the last few weeks of Summer, %$firstname$%.
The Leadership Strategist to help leaders
stand out IN a crowd . . .
Features: What's Included ...
Unique Genius Virtual Café: Upcoming Events
Our Unique Genius Virtual Café Event is scheduled on the second Tuesday of each month from 12:00Noon – 12:55pm to help you create sustainable success and stand out IN a crowd for your unique, credible expertise.
- September 14, 2010: She’s in demand, so
I invited her for a second show! Guest Expert – Pam Boney, MA,
Founder, CEO & Partner of Tilt, Inc.
You asked to know more about the impact of Tilt 360 after
hearing the History of Tilt during our August 10 Café
conversation with Pam, so she is returning on September 14.
In September, you’ll learn about the potential for YOUR
leadership performance to be exponential instead of
incremental through self-leadership and development of
conscious leadership presence.
Paradoxically, when you, as the leader focus most on what you have
the most control over (self), your influence becomes most expansive.
For more information about Tilt 360, click here . . .
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To celebrate the message about ‘Unique Genius’, organizations and corporations are sponsoring speaking events
to inspire and motivate their leaders! Watch for upcoming events in
“5 Secrets to Successful Career
My Story of Career Re-invention
Drexel University's LeBow College of Business, Drexel Women in Business
Drexel University, Philadelphia PA
Wednesday, Oct 6 – 5:30pm to 8:30pm
Watch here for registration link:
“Stand Out IN a
Crowd with Your Unique Promise of Value That Is Relevant and Memorable”
||Greater Philadelphia Senior Executive Group – CIO
Aldo Lamberti, Cherry Hill NJ
||Friday, Dec 3 – 11:30am – 2:00pm
||Open to GPSEG Sub-group or Guests who are sponsored
by an existing member of the roundtable or obtain
pre-approval from the chair or co-chair.
To learn more about Gerrie’s speaking and make a referral to
your organization, click on link:
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My heartfelt thanks to so many of you who completed the
‘anonymous’ 6-question survey!
Because it was anonymous, we couldn’t track who completed it / or not, so you
may have received a few Reminder messages. As it turned out, the anonymity
provided the value that we intended – you provided honest and forthright
responses to the questions.
Snapshot of the Results: The 6 questions were designed to uncover the
trends and challenges you are experiencing in your career and leadership role
and the products and services that would help you to stand out IN a crowd with
more elegance and leadership presence.
After extensive analysis of your responses, the consistent themes reflected
leaders who fit into five categories
- Leaders who desire to advance their careers and
feel uncertain about how to articulate their value, promote their
contributions, keep current about the industry trends, thus, be competitive
and stand out IN a crowd. A few need additional credentials (license,
certification) while many indicated the need for an ‘inner circle’ of
mentors, advocates, peer coaches, and master mind community.
- Leaders who are undecided or unclear about their ideal
career and feel confused and stuck.
- Leaders who want to change careers, and are
hesitant to explore the options because of financial concerns, decreased
career / job opportunities, and uncertainty in corporate direction. As a
result, they also feel stuck.
- Leaders who want to stand out, be recognized and
rewarded for their high impact leadership, resulting in exceptional
business outcomes through initiative, influence, innovation, and highly
effective social awareness and self-management.
- Entrepreneurs or aspiring entrepreneurs who have
development needs in business start-up, marketing, and business expansion.
One strong theme throughout the survey was the influence of
internal factors, such as self-leadership and personal development on the
respondent’s ability to strategically focus on and achieve their desired
outcome. Although external factors, such as the economy and the corporate
environment were indicated, these did not reflect a strong impact factor.
Which category fits your situation? Watch
for more feedback in future editions of Success
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Is Your Boss Your Champion?
Whether you’re the boss or direct report now, read further … |
Over the past 10+ years, I’ve researched the factors that result in
sustainable success and identified the ‘5 Secrets’ that are most
impactful. Secret #3 is “Endear Yourself to Your Boss or Your Direct
This is often challenging, but it is one of the core factors in your
success – whether you’re the boss or direct report, or both!
Research findings quoted by Nancy Rehbine-Zentis, PhD, reflect the value
of mentoring, “a study of Fortune 500 CEOs found that 75%
cited mentoring as one of the top 3 key factors in their career”.
She also noted that “30% of women executives and 24% of CEOs
pointed to a lack of mentoring as one of the most significant obstacles
for women and CEOs.
- I know that some of you are thinking, “There is NO WAY that my
boss [or direct report] would be my mentor, and definitely NOT a
However, I’ve observed a few leaders turn around a highly intense and
non-supportive reporting relationship to one that is a catalyst for
their growth. David D’Alessandro in his book, "Career Warfare",
describes the reciprocal nature of the relationship between a boss /
direct report, outlining a number of ‘characters’ that a boss could play
– one is the “Little League Parent” in that they treat you as
their son or daughter and expect a debt of gratitude from you. There are
others that are quite humorous!
“The Good Sergeant” is the one to hope for! (page 63-65)
Personally, I think that David played a major part in developing the
positive relationship he had with his boss. He could have seen his boss’
behavior in a more negative light, but he saw the positive in the
For example, David's boss was tough, but he built a solid team and promoted
his key players as he developed greater responsibilities. These key
players protected their boss, as well. Rather than joining the gossip
and complaining about ‘the boss’, they communicated his strengths and
good points. The boss also recognized their contributions and effort,
making sure that other influential leaders were aware of the value that
the key players brought to the table. In addition, he took time to share
his knowledge and experience with them, i.e., acting as a ‘boss/mentor’.
This may be one of the most challenging mentor / mentee relationship for
you to manage – whether you’re the boss or direct report.
It can also be one of the best opportunities for growth and advancement
for you. One of my clients had what appeared to be a no-win situation
with his boss. However, he saw no other option except to have the
‘crucial conversation’ with his boss. Much to his surprise, they reached
a better understanding of each other’s style and built a stronger trust
between them as a result of the conversation. AND, he learned that his
boss had a very high regard for him and his work!
- What can you do today to “endear
yourself to your boss or direct report?
I’d love to hear your thoughts on this subject … drop me an email at
In September edition of Success Matters,
we will explore the selection of informal mentors – what makes for an
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Career Warfare: 10 Rules for Building Your
Successful Brand on the Business Battlefield.
Author: David F. D’Alessandro Publisher: The McGraw Hill Companies, 2008
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