Sara Caroline Sabin’s Post

How do I help my clients become more profitable? By developing great leadership teams. Common obstacles when companies come to me: ❌ Lack of specific leadership training, in context with where the company and the individual is i.e. the development of the specific skills that are relevant to a specific group of people at a specific stage in time ❌ Lack of productivity i.e. they are time poor, because people tend to say yes to everything, rather than considering the right priorities at the right time and aligning action to those things that will REALLY move the company forward ❌ Bottlenecks/inefficient working. Essentially because teams are not adequately supported and empowered to move forward. Leaders should NOT be causing bottlenecks/fixing everyone's problems for them Steps to overcome these obstacles: ☑️ Understand what a company needs in terms of skills development at that time and go from there…i.e. start with the end in mind ☑️ Hammer out the key priorities (and stick to them for a defined period) ☑️ Learn to coach your team and create more leaders, not just followers RESULTS: 🚀 LEADERS who know how to coach others to success and work together as a team. So that…PROFIT - clients that work more effectively and more strategically, individually and as a team, see a knock-on impact on the bottom line. Want to understand how I might help you? I invite you to check out my testimonials page : https://lnkd.in/dbwu7VVx Or if you're ready to press go, and want to find out if we might be a good fit. Book a possibility call https://lnkd.in/e6bp9vfu #leadershipskills #leadership #CEO #productivity

Yearly appraisals don't work ✋🏼 Do these 3 things instead 💪🏼 According to Gallup, only 14% of employees strongly agree their performance reviews inspire them to improve. The annual review is not fit for purpose. Here’s why: ❌ Employees treat them as a tick-box exercise ❌ Connecting with team members once a year doesn’t quite cut it ❌ It does not make sense to wait a year to address poor performance ❌ It can be hard to gage what a ‘good’ performance looks like Here’s what to do instead: ✅ Regular reviews ✅ Train Managers ✅ Create regular feedback opportunities https://lnkd.in/gykSZf9j Ring my 🔔 for leadership content #teamwork #CEO #leadershipskills #CEO #executivecoaching

6 mistakes that sabotage great communication 🗣️ Overcomplicating things to make yourself look smart 🗣️ Communicating without a clear structure 🗣️ Assuming that saying something once is enough 🗣️ Not taking responsibility for how a message is understood 🗣️ Communicating only one way 🗣️ Not showing empathy It's funny how a skill that is one of the absolute CORE foundations of leadership often lags behind other skills because people think "of course, I know how to communicate". It's about QUALITY of communication. The symptoms of not paying attention to EFFECTIVE communication are: 👎🏼 Employee disengagement 👎🏼 Duplication of work and effort i.e. inefficient working, which costs money! 👎🏼 Lack of cohesiveness on the direction of the company To name but a few. There are common areas that come up repeatedly with my clients that sabotage how they communicate. To learn more and understand how to address these areas, read the article 👇🏼 https://lnkd.in/epQS7_sC Hit the 🔔 to get daily content that helps unlock your and your team's leadership potential. #communiation #leadershipskills #executivecoaching #leadershipcoaching #CEO

Why planning can hold you back ✋🏼 I work with highly rational, logical people. And they love to create plans. And strategies. And try to predict outcomes. Many get really excited about all the planning and strategies. And that is no bad thing, if it’s measured. Fail to plan, plan to fail; as the saying goes. BUT here's where it can start to cause problems. If leaders get stuck too long in the strategy and planning phase, at the expense of actually execution. Planning for too long and not taking action is a form of procrastination. It's a form of BUSY work, which makes you feel good, because you're busy doing something. However, it's not going to get you any results, because you're not getting to the execution part fast enough. You get stuck in the planning phase. It is in the DOING OF something that you allow the consequences to play out, and you can make informed decisions about course correcting as you go along. Experimentation provides a feedback loop into the strategy and planning. And by the way, strategy is not a one and done thing; it needs to be regularly reviewed as you go along which is why action is important. Without this evidence-based feedback approach, you will not move forward or know how to move forward in the best way P.S. I'm taking on 2x 1-2-1 clients, to start in September. And I will also be working with companies who want coaching for their leadership team. Book a possibility call https://lnkd.in/e6bp9vfu #productivty #leadershipskills #CEO #executivecoaching

We all need a little bit more play in our lives ⛹🏻♀️ Myself included! Every time I feel like I'm taking myself and life too seriously, I remind myself to play, and just do something for the fun of doing it. Because sometimes, I even take the fun out of play. By taking it too seriously/competitively/rigidly time boxing it. The point of play is not to restrict it. I LOVE singing (yes, I am chronically bad at it), but I don't care. Singing at the top of my lungs badly makes me supremely happy. As does spinning in a circle/dancing (I am slightly better at this) 😊 And if you need a psychological reason to let loose: 😁 Play lowers stress 😁 Boosts creativity and problem solving 😁 Improves our positivity (which is really helpful to navigate challenges) How can you add more play into your life? #CEO #leadershipcoaching #executivecoaching #leadershipskills

A key ingredient to building trust at work People talk about the importance of trust and psychological safety at work. And some key pillars feed into this, but today, I want to talk about one element. Consistency. We trust consistent people, in other words reliable and predictable. It creates a feeling of safety. If your team is always waiting for you to have an explosive outburst (and don't know which way it will go) because you can't emotionally regulate that's a problem. If you get super stressed, anxious etc whenever obstables come up, that's a problem. What people are looking for in a leader is a port in a storm. No matter what happens, a) you've got their back and b) you can be relied on to come up with a solution to any difficulty or coach your team to come up with the solution and c) you are emotionally intelligent enough to not let your emotions override you at work. Anything that starts with how you relate to and lead other people better, starts with YOU. And I want to nuance this with, I am NOT saying, never be vulnerable. You can admit to others that you have emotions or you don't know what to do, but you don't have to act or interact from the place of that negative emotion. Learn to process it and then, you will be more able to have rational conversations. Learn to emotionally regulate yourself, and you become solution-focused. You become unstoppable. P.S. I'm taking on 2x 1-2-1 clients, to start in September. And I will also be working with companies who want coaching for their leadership team. Book a possibility call https://lnkd.in/e6bp9vfu #leadershipcoaching #executivecoaching #CEO #leadershipskills

Are you a company and team going through change? Stuck as to how to move forward? When I started working with Hans, CEO of Moddule a small tech company, they were going through some big changes: 🫤 Growing 🫤 Changing the business model 🫤 Pivoting 🫤 New investors were coming on board 🫤 Newly recruited staff were joining Working with Hans and his team allowed us to have collaborative, sometimes difficult discussions. I enabled them to examine their weaknesses and strengths and gain a new perspective. The result: 🔥 Better communication across a multicultural team in different time zones 🔥 Greater clarity of who they are as a company and what their priorities are (i.e. where to focus their energy for maximum impact) 🔥 Common purpose understood 🔥 Able to have tough conversations rather than avoiding the “elephant in the room”. This was ultimately for the benefit of the company! Listen to Hans here 👇🏼 https://lnkd.in/dq66_c3G DM me if you want to find out how I can support you and your team. #leadership #leadershipskills #executivecoaching #CEO #leadershipcoaching

Try this to replenish your energy ✊🏼 It's inevitable that, as a leader, you'll have period that are intense, either in terms of super-long hours or a challenging period that's leaving you emotionally drained. Usually during these periods, self-care goes out of the window, which is a one-way ticket to burnout town. And it's much easier to prevent burnout than get yourself out of it. To guide you with this, you can do an Energy Audit: ⚡️ Make a list of what fills you with energy (can be people, places, situations) ⚡️ Make a list of what drains you of energy (can be people, places, situations) ⚡️ Integrate "energy fillers" into your diary (even if only 10-20 mins a day) ⚡️ Remove any energy drainers that you can ⚡️Come up with strategies to manage the energy drain from the other energy drainers e.g. set firm boundaries, limit exposure, work on your emotional responses (i.e. regulation) I work with my clients to make sure they're fighting fit because I work with high performers who want to be and stay at their peak. P.S. I'm taking on 2x 1-2-1 clients, to start in September. And I will also be working with companies who want coaching for their leadership team. Book a possibility call https://lnkd.in/e6bp9vfu #CEO #leadershipskills #leadershipcoaching #teamwork

There can be a misconception that being overly direct is being “rude”. That is simply not the case. As with most things, the tone and the way that you are direct will dictate the outcome and reaction on the other side. Let me demonstrate: “I need you to produce management accounts now…” End conversation Firstly, pay attention to your tone. Does it convey stress? Snappiness? Irritation? Or are you communicating it in a calm, non-emotional way? Few can argue that the statement is direct. And again, there is nothing wrong with that but… Here is what that message lacks… ❌ The WHY - The goal/context – what will those accounts be used for? Why is it urgent? ❌ A distinct and specific deadline – using terms like “now”, “next few days”, next week is vague. Also, if you’re the type of person where everything seems urgent all the time, people don’t take the word “urgent” seriously. Always specify e.g. I need this by 4pm tomorrow, so that I can… 🗣️ Ask the person to reflect back what they have understood – to check you’re on the same page. And allow the space for them to ask questions. On the last point, a lot of employees feel afraid to ask questions, because they are afraid of the reactions of their leader. It’s up to you to create enough safety and trust in your team, so that they can feel safe with you to do so. I’ll talk about this in another video. If you do this, yes, it might take a few minutes longer, but it will ultimately save you time because you’re increasing the likelihood that the person does what you need, does it correctly, and does it in the timeframe that you need it. If this resonates with you, I invite you to book a possibility call with me to explore how you can become an exceptional leader and powerful communicator. P.S. I'm taking on 2x 1-2-1 clients, to start in September. And I will also be working with companies who want coaching for their leadership team. Book a possibility call https://lnkd.in/e6bp9vfu #leadershipskills #executivecoaching #leadershipcoaching #CEO

“Until you make the unconscious conscious, it will direct your life and you will call it fate.” This quote from Carl Jung explains why the first step in any form of change is awareness. I use it to talk about emotional regulation at work. If you find yourself getting a) frustrated with your team or b) irritable or c) angry It's coming across to your team (even if you think you’re hiding it), and trust me, it's not helping you. And it isn't easy to go from A to Z i.e. reacting to not reacting at all. And even harder to do when you're in the moment and you can't take a step back. This is why understanding your triggers is so important. That means the behaviours/circumstances that tend to set off emotional reactions in you e.g. the feeling of not being listened to by someone reminds you of how you felt unheard as a child. These triggers tend to set off automatic reactions in us, which are often destructive. However, when we understand what/why we get triggered, we can be forewarned. Which allows us to reframe what's happening in the present moment, and CHOOSE a different response. One that comes from our rational brain, not our emotional brain. I encourage you if this resonates with you, as a starting point, to make a list of your triggers that spark off destructive behaviours at work. P.S. If you want to be guided through this change process, I'm taking on 2x 1-2-1 clients, to start in September. And I will also be working with companies who want coaching for their leadership team. Book a possibility call https://lnkd.in/e6bp9vfu #leadershipskills #CEO #leadershipcoaching #executivecoaching