How DO They Do It?!

How is it that some leaders NEVER seem to struggle – even when faced with even the most frustrating or challenging assignments?

How is it that when they’re working with others, they always seem to be able to create just the right amount of urgency and change – without derailing anyone’s motivation, responsiveness, or work quality?

And whether working as a team lead, team member, or direct contributor, how is it that they’re seemingly always able to get done whatever needs to get done – on time, within budget, to scope, with a smile on their face, and to the satisfaction of those most relying on them?

Welcome to LeadershipTraction®

Shaping How Leaders Lead and Achieve

Hi, there. Barry Zweibel, here. I founded LeadershipTraction® to help mid-to-senior-level managers in high visibility/high-responsibility positions improve their leadership, conflict management, and executive presence.

When leaders lack sufficient skills and self-awareness, it results in some fairly obvious gaps and implications. Consider:

  • The effectiveness with which they manage the tasks assigned to them, the people they’re responsible for working with, and through – and how that affects:
    • Project and Program Management
    • Accountability Discussions
    • Effectively Managing Up, Down, and Across the Organization
    • Collaboration
    • Executive Intelligence
  • Their approach to difficult and important conversations – and how that impacts:
    • Giving and Receiving Performance Feedback
    • Preparing for Big Meetings
    • Evaluating Key Metrics
    • Managing Conflict
    • Messaging and Communications
  • When they are, and aren’t, thinking, planning, or communicating strategically or transparently enough – and how that shapes:
    • Thought Leadership
    • Time Management
    • Priority Management
    • Change Management
    • Inspiring Others to Demonstrate Greater Urgency, Thoroughness, and Consistency in What THEY Do
  • The way others see them react to sudden shifts in priorities and changes in plans – and how that modifies:
    • Flexibility
    • Availability
    • Teamwork
    • Intelligent Conversation
    • Working through Ambiguity
    • Mood Management
  • The extent to which they, and those around them, are becoming more or less resistant to stress and strain – and how that influences:
    • Building Organizational Capacity
    • Leveraging Employee Strengths and Mitigating their Weaknesses
    • Locus of Control
    • Achieving Sufficient Work/Life Balance
    • Business Deliverables
“All truths are easy to understand once they are discovered;
the point is to discover them.” – Galileo Galilei

What Clients Say

99 percentThe percent of clients reporting having been satisfied or better with the personalized coaching, mentoring, training, and support they received.

23-44 percentThe improvement clients cited as having achieved across each of 10 essential leadership development dimensions.

just oneThe number of conversations it typically takes for meaningful traction to begin when talking with Barry Zweibel.

 

Helping mid-to-senior-level managers in high-visibility/high-responsibility positions improve their leadership, conflict management, and executive presence.

Is it time? Are you ready?
Let’s See.