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Coaching Report: December-January 2021

Resolutions

Curated by: The IOC Team

  • As we start a new year we naturally turn to pondering our goals. 2021 goals seem even more significant considering the global crises presented by 2020. As we look a hopeful new date: January 1, 2021,  we may be filled with ideas for new directions, aspirations, and resolutions.

    Resolutions, what we call goals the rest of the year, can however generate internal conflict and imbalance. We want to strive for something better, yet at the same time it is vital to our mental health to be content, and to enjoy and harvest what we have already created. We then find ourselves toggling between contentment or striving, in a world that over-emphasizes nonstop striving. The skewing of balance toward constant achievement can lead to a constant state of dissatisfaction, making us prone to burnout.

    What does the research tell us about burnout?

    1. It’s not a new phenomenon. In a 2018 Gallup survey of 7,500 full-time employees, 23% reported feeling burned out at work very often or always, while 63% said they experience it sometimes.
    2. It got worse in 2020. New research by Linkedin’s Glint platform shows that 2020 burnout rates increased 33% since January. The blurry boundary between work and life evaporated overnight, reducing time to rest and restore and increasing burnout.
    3. We now have pandemic-related societal burnout due to exhaustion from the prolonged stress of the pandemic. It is becoming a widespread epidemic.

    Our collective resolution to prevent and treat burnout together is then much needed in 2021.

    We invite you to ignite this resolution with our first public webinar of 2021: Buffering Against Burnout. Stanford psychologist and board certified leadership coach, Dr. Jacinta M. Jiménez, will reveal key science-backed steps to address burnout in uncertain times, as well as a process to help your clients buffer against burnout.

    We wish you a year of aspiration, growth, and contentment, sans burnout.
    The IOC Team

  • Birds on telephone lines
    Let's Disrupt Leadership
    Cook, Andy, Moore, Margaret

    In the past two decades of stretching, doubting, and exploring leadership development, a disruptive narrative has emerged, that “many leadership development programs had little impact and perhaps the whole leadership development industry was failing.” In their August 2020 article Developing the Theory and Practice of Leadership Development: A Relational View, authors Cynthia McCauley and Charles Palus at the Center for Creative Leadership (CCL) go on to say:

    • leadership development focuses on changing behavior rather than addressing the underlying mindsets that are at the root of problematic behavior
    • the field is leader-centric, ignoring the power shifts in society that elevates followers
    • leadership effectiveness is assessed primarily via individual competencies or job performance; they rarely include collective concerns like work group climate or team performance
    • senior executives do not make necessary changes in organizational systems to support broad individual change
    • the slow-moving hierarchical system with compartmentalized expertise isn’t adequate for today’s complex challenges which call for reinvention of organizations

    Among the most disruptive ideas that could drive a leap in leadership development is that “leaders are not the fundamental source of leadership, but that leadership is an emergent property of interactions among people working together.” This perspective is described by the authors as “relational view of leadership.” It democratizes leadership – leaders are active participants in leadership and are not “containers” of leadership. The focus of leadership development is then not on the individual leaders, but on the team, work groups, and organization.

    Developing the theory and practice of leadership development: A relational view

    Cynthia D.McCauley, Charles J.Palus

    Abstract: Organizations are demanding leadership development that is more sensitive to context and supportive of organizational transformation, and critics of current leadership development practices claim they are too narrowly construed to yield meaningful results. Relational views of leadership may be the disruptive idea that helps reconstruct leadership development in ways that meets these concerns.
     
    To better understand how these relational views can impact the practice of leadership development, we examined the use a specific relational framework in one leadership development organization. We found that leadership development professionals used the framework to convey a relational point of view on leadership to their participants, to facilitate collective identification and action on leadership issues, to develop leadership by focusing on leadership culture, and to enable the democratization of leadership development.
     
    We use these findings to advance a constructive-developmental perspective on the development of leadership development.

    Research Article

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  • Assorted metal keys on a white background
    Keys to a Happier Life from 50 Years of Health Psychology
    Moore, Margaret

    Blair Johnson and Rebecca Acabchuk completed a review (2018) titled: What are the keys to a longer, happier life? Answers from five decades of health psychology research. They set out to share the field’s history, main themes and prominent findings, noting: “Health psychology emerged in recent decades as an important contributor to a broader effort aimed to ameliorate the most pressing health-related issues in the world today: health, medical care, stress and coping, and how best to prevent, treat, and/or manage chronic disease.”

    Share
    /
    >> Read More
  • Permission to Feel
    Permission to Feel: Strategies for Healthy Emotion Regulation During Uncertain Times
    Brackett, Marc

    How are you feeling? Have you been riding a roller coaster of emotions lately? A blend of anxiety, stress, and frustration?  You aren’t alone. In this live presentation, Dr. Marc Brackett, director of the Yale Center for Emotional Intelligence and author of Permission To Feel, will share strategies that can help make the ride a little smoother. In this highly interactive session,  Dr. Brackett will also join the IOC Director of Education, Dr....

    Share
    /
    >> Read More
  • Silenced and Sidelined
    Webinar: Silenced and Sidelined: Finding Voice in Troubling Times
    Arnold, Carrie

    This highly interactive webinar covers the phenomenon of "silencing" in the executive suite — highlighting key original research findings; Dr. Carrie Arnold will review strategies successful people have used to recover and lead with voice currency. The silenced leader is a paradox as leadership implies a sense of voice and efficacy yet this can hardly be done if a leader feels silenced. Dr. Arnold’s research suggests there are many sitting in executive and senior-leader roles feeling and experiencing this exact phenomenon....

    Share
    /
    >> Read More
  • The New Scientific Understanding of Emotions
    Webinar: The New Scientific Understanding of Emotions
    Feldman Barrett, Lisa

    In this talk, we’ll explore a series of experiments about emotion whose conclusions seem to defy common sense. We’ll learn that common sense is wrong, and has been for 2000 years. In the process, we’ll dispel several of the most widespread fictions about emotions that lurk in boardrooms, classrooms and bedrooms around the world. We’ll then explore a radically new scientific understanding of what emotions are and how they work.

    Book - How Emotions are Made: The Secret Life of the Brain

    Share
    /
    >> Read More

Director's Corner

  • As we start a new year we naturally turn to pondering our goals. 2021 goals seem even more significant considering the global crises presented by 2020. As we look a hopeful new date: January 1, 2021,  we may be filled with ideas for new directions, aspirations, and resolutions.

    Resolutions, what we call goals the rest of the year, can however generate internal conflict and imbalance. We want to strive for something better, yet at the same time it is vital to our mental health to be content, and to enjoy and harvest what we have already created. We then find ourselves toggling between contentment or striving, in a world that over-emphasizes nonstop striving. The skewing of balance toward constant achievement can lead to a constant state of dissatisfaction, making us prone to burnout.

    What does the research tell us about burnout?

    1. It’s not a new phenomenon. In a 2018 Gallup survey of 7,500 full-time employees, 23% reported feeling burned out at work very often or always, while 63% said they experience it sometimes.
    2. It got worse in 2020. New research by Linkedin’s Glint platform shows that 2020 burnout rates increased 33% since January. The blurry boundary between work and life evaporated overnight, reducing time to rest and restore and increasing burnout.
    3. We now have pandemic-related societal burnout due to exhaustion from the prolonged stress of the pandemic. It is becoming a widespread epidemic.

    Our collective resolution to prevent and treat burnout together is then much needed in 2021.

    We invite you to ignite this resolution with our first public webinar of 2021: Buffering Against Burnout. Stanford psychologist and board certified leadership coach, Dr. Jacinta M. Jiménez, will reveal key science-backed steps to address burnout in uncertain times, as well as a process to help your clients buffer against burnout.

    We wish you a year of aspiration, growth, and contentment, sans burnout.
    The IOC Team

Featured Research

  • Birds on telephone lines
    Let's Disrupt Leadership
    Cook, Andy, Moore, Margaret

    In the past two decades of stretching, doubting, and exploring leadership development, a disruptive narrative has emerged, that “many leadership development programs had little impact and perhaps the whole leadership development industry was failing.” In their August 2020 article Developing the Theory and Practice of Leadership Development: A Relational View, authors Cynthia McCauley and Charles Palus at the Center for Creative Leadership (CCL) go on to say:

    • leadership development focuses on changing behavior rather than addressing the underlying mindsets that are at the root of problematic behavior
    • the field is leader-centric, ignoring the power shifts in society that elevates followers
    • leadership effectiveness is assessed primarily via individual competencies or job performance; they rarely include collective concerns like work group climate or team performance
    • senior executives do not make necessary changes in organizational systems to support broad individual change
    • the slow-moving hierarchical system with compartmentalized expertise isn’t adequate for today’s complex challenges which call for reinvention of organizations

    Among the most disruptive ideas that could drive a leap in leadership development is that “leaders are not the fundamental source of leadership, but that leadership is an emergent property of interactions among people working together.” This perspective is described by the authors as “relational view of leadership.” It democratizes leadership – leaders are active participants in leadership and are not “containers” of leadership. The focus of leadership development is then not on the individual leaders, but on the team, work groups, and organization.

    Developing the theory and practice of leadership development: A relational view

    Cynthia D.McCauley, Charles J.Palus

    Abstract: Organizations are demanding leadership development that is more sensitive to context and supportive of organizational transformation, and critics of current leadership development practices claim they are too narrowly construed to yield meaningful results. Relational views of leadership may be the disruptive idea that helps reconstruct leadership development in ways that meets these concerns.
     
    To better understand how these relational views can impact the practice of leadership development, we examined the use a specific relational framework in one leadership development organization. We found that leadership development professionals used the framework to convey a relational point of view on leadership to their participants, to facilitate collective identification and action on leadership issues, to develop leadership by focusing on leadership culture, and to enable the democratization of leadership development.
     
    We use these findings to advance a constructive-developmental perspective on the development of leadership development.

    Research Article

    Share
    /
    >> Read More
  • Assorted metal keys on a white background
    Keys to a Happier Life from 50 Years of Health Psychology
    Moore, Margaret

    Blair Johnson and Rebecca Acabchuk completed a review (2018) titled: What are the keys to a longer, happier life? Answers from five decades of health psychology research. They set out to share the field’s history, main themes and prominent findings, noting: “Health psychology emerged in recent decades as an important contributor to a broader effort aimed to ameliorate the most pressing health-related issues in the world today: health, medical care, stress and coping, and how best to prevent, treat, and/or manage chronic disease.”

    Share
    /
    >> Read More

Videos

  • Permission to Feel
    Permission to Feel: Strategies for Healthy Emotion Regulation During Uncertain Times
    Brackett, Marc

    How are you feeling? Have you been riding a roller coaster of emotions lately? A blend of anxiety, stress, and frustration?  You aren’t alone. In this live presentation, Dr. Marc Brackett, director of the Yale Center for Emotional Intelligence and author of Permission To Feel, will share strategies that can help make the ride a little smoother. In this highly interactive session,  Dr. Brackett will also join the IOC Director of Education, Dr....

    Share
    /
    >> Read More
  • Silenced and Sidelined
    Webinar: Silenced and Sidelined: Finding Voice in Troubling Times
    Arnold, Carrie

    This highly interactive webinar covers the phenomenon of "silencing" in the executive suite — highlighting key original research findings; Dr. Carrie Arnold will review strategies successful people have used to recover and lead with voice currency. The silenced leader is a paradox as leadership implies a sense of voice and efficacy yet this can hardly be done if a leader feels silenced. Dr. Arnold’s research suggests there are many sitting in executive and senior-leader roles feeling and experiencing this exact phenomenon....

    Share
    /
    >> Read More
  • The New Scientific Understanding of Emotions
    Webinar: The New Scientific Understanding of Emotions
    Feldman Barrett, Lisa

    In this talk, we’ll explore a series of experiments about emotion whose conclusions seem to defy common sense. We’ll learn that common sense is wrong, and has been for 2000 years. In the process, we’ll dispel several of the most widespread fictions about emotions that lurk in boardrooms, classrooms and bedrooms around the world. We’ll then explore a radically new scientific understanding of what emotions are and how they work.

    Book - How Emotions are Made: The Secret Life of the Brain

    Share
    /
    >> Read More

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