10 skills for great leaders

10 skills for great leaders

10 skills for great leaders, management, management training, management skills, become a leader, leadership

ILIC consulted a panel of HR experts. Their objective: to draw up a profile of great leaders. Here are the 10 skills that they believe define ideal candidates.

1 They encourage the personal and professional development of their employees. They invest in their success.

2 They show empathy. They know how to listen and are genuinely interested in others. Leading a group of people requires a sense of trust and mutual understanding.

3- They know how to motivate their troops. Acting as a cheerleader for your team is an important part of being an effective leader.

4- They focus on solutions, not problems.

5- They prefer teaching to authoritarianism. They create a more collaborative and engaged work environment – without manipulating.

6- An effective leader knows how to show others what to do, rather than just telling them. They set clear goals and expectations.

7- A prerequisite for giving the right advice: They know exactly where their company is going.

8- They do not hesitate to give direct and honest – even critical – feedback on performance. This is the best way to help their teams move in the right direction.

9- Similarly, they also rely on trust with their staff to get objective feedback on their leadership. Conducting a true self-assessment is never easy. That’s why mentors and colleagues are invaluable in assessing effectiveness.

10- They are open to new ideas. Good leaders understand that change is inevitable. Everyone brings a unique perspective, and it should be leveraged, not discouraged.

So what score did you get?  Don’t be disappointed: becoming a good leader takes time. Some people are naturally more talented than others, but leading your teams to success is a goal that is within reach for everyone, and our programs are designed to help you achieve it. You can also request an online meeting to get advice on which training to take at info@ilic-consulting.com.

What kind of leader are you?

quel leader êtes-vous, leader, leadersphip, dirigeant, formation, formation management, devenir manager, management

Taking over an office, ordering a coffee and delegating tasks is within the reach of anyone. But leading an organization effectively is more than that. Men and women who have this ability have a major impact not only on their team members, but on their company as a whole. Studies show that when led by great leaders, employees tend to be happier, more productive and more connected to their organization. One thing leads to another, and the company’s results are better.

How do you recognize them? “Look at the people around him,” observes one of the trainers, a specialist in international communication and negotiation. A good leader makes his employees better. Are they demotivated, less efficient? Certain signs may indicate poor management:
– Your colleagues, including those closest to you, never express the slightest criticism of your ideas or decisions.
-When you ask them what their 3 priority objectives are, they each give a different answer.
-you spend more time planning your own career development than that of your colleagues
– all your conversations are about work.

What kind of leader are you?

A book to help you on your way to successful negotiations

l'art de négocier, ilic consulting, publishing , book, bestseller, david spiers, author, negotiation expert, how to negotiate, negociation, livre, auteur, spécialiste négociation, formation professionnelle, formation management, formation communication, formation négociation, devenir manager, comment négocier, techniques de négociation, public speaking training, negotiation book, negotiation skills, negotiation course, management training, brexit negotiation, negociation brexit, salary negotiation, negociation achat, cours en anglais, coaching professionnel, prise de parole en public, developper reseau professionnel, réussir ses négociations

The art of negotiation finally has its guide: What’s on the table today? a Ilic publishing essay, in which David Spiers delivers his recipes through a multitude of examples drawn from his own experience as a business leader. The author also draws his lessons from the testimonies of his executive clients, engineers and senior executives, not to mention the personalities whose stories are considered today as textbook cases.

Bring out the most wanted skills for 2020

Like many managers and members of their team, you may wonder : How can I boost my performance, my impact, my self-confidence, my management style ? How can I help my teams be more efficient, innovative, collaborative ?
Giving answers to those issues, may be the key to be and stay competitive, according to the World Economic Forums’ predictions on the skills of tomorrow, (see pic below).

How ? By investing on professional coaching. Clients who do so, according to the ICF Global study,  are seeing an average ROI of 3.4.

Today, Coaching is recognized as a powerful tool which underlines an organization’s commitment to invest
in the potential and development of their team members and their dedication to a successful future.
Ilic Consulting works with clients to provide both you and your team an opportunity to grow individually, as a team and at all levels of the company. Whatever the stage of your business from
start-ups to large multinationals, we partner to activate win win for your organization and your stake holders.
Our bi-cultural, bi-lingual coaches, who are all native English speakers, bring their out-of-the-box mindset to the table to challenge actions and beliefs, to generate
awareness and self-reflective opportunities which in turn help maximise performance for both the individual and the organization.

Our Vision of Professional Coaching:
The ICF (International Coach Federation) defines Professional Coaching as:
Partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential”
As ICF members, we adhere to this definition and are fully aligned with the core values of integrity, excellence, collaboration and respect.
Our responsibility as coaches:
Provide time and space for our clients to work on their issues in all confidentiality.
Consider our clients as an expert on their situation
Explore, clarify and align the coaching to client’s / organization’s needs
Encourage our client to use their creativity and internal resources
Foster self-discovery through a creative, thought provoking process
Facilitate the emergence of solutions and strategies as discovered by our client
Hold our client accountable for finding their own solutions while respecting their difficulties
Activate change, autonomy and resilience through a change of perspective

Who can use it ? When ?
Professional Coaching is applicable and adaptable to :
Coaching focused on the development of the
individual’s potential : increasing motivation, job transitioning, high potentials, managing stress…
Coaching focused on interpersonal skills : improving relationships with colleagues, team members, management, clients, emotional intelligence…
Coaching focused on management of team interaction : increasing team effectiveness, dealing with conflict and competition, building new teams…
Coaching focused on executives : dealing with dimensions of strategy, business development, leadership posture, inclusion, organizational complexity…

Individual Coaching :
A one on one situation which allows the client to focus on their specific individual issues.
(face to face, by phone or skype)

Group Coaching :
Team coaching
(project teams, permanent teams, virtual teams)
provides a manager and their team an opportunity to address their issues of team structure, cohesion, effectiveness, confidence, etc., with a high impact on long term team cohesion.
Peer coaching (people in same jobs and/or same level of responsibility ; executive committes, board of directors, management groups) provides a peer group with the opportunity to capitalize on best practices as well as to foster learning and improvement in their specific professional context. The tools used encourage experimentation, trial and error of postures to favorize individual and group development.

Meet your coaches
Our multicultural team of coaches have all successfully completed an ICF accredited program. We work in full respect of the code of ethics as defined by ICF and we are supervised.
Client relationship being at the heart of success, we encourage you to meet several of our team members to ensure a perfect ‘fit’.

Interview : keys for good coaching


Wonder what coaching is exactly, what the benefits could be for you ? Well, our lead coach, Gerdi Serrer, answers your questions. And it’s maybe not exactly what you think.                                            – What does coaching mean to you ? – The main purpose of a coaching conversation is to stimulate self-discovery, reflection, sense-making, growth and is exclusively focused on the coachee. Your coach is your advocate. As coaches, we work with you to help you clarify and define your issues, and then create the space in which you can explore to reach your desired goals. We will hold you accountable and challenge you to grow and do more than you think you can. We may push, pull, and stretch you in ways that feel uncomfortable, but that ultimately provides you with insight and focus. We partner with you as you think through different issues and help you make decisions and navigate the course towards your chosen objectives.
– What is good coaching ? – Coaching is a process that is unique because every coachee is unique. Each one will bring their own issues and challenges and each one’s path to self-discovery and success will be different. There must be a degree of ‘the right chemistry’ between the coach and the coachee. As coaches, we work by being sounding boards: listening, asking questions to help the coachee gain awareness and insight, reflecting and feeding back. All this using models and theories as needed, to help the coachee make sense of their situation and how they might like to change it.
– Who is professional coaching for ? – Frankly, everyone can benefit from coaching. Today, almost all companies recognize the powerful benefits of coaching at all levels of their organizations. They see it more as a developmental process than a remedial one. Coaching gives people space to hear their own voice – to gain perspective and define objectives and action plans. To become aware of beliefs, and attitudes that may be holding them back in their jobs, whatever their position. As each team member experiences coaching, it reinforces the global coaching culture of the organization and the emergence of improved collaboration and performance.
– Which goals can a coachee expect to achieve ? – The benefits of Professional coaching are endless. Let me give you a few examples of the sorts of goals our coachees look for and achieve by working together : Some people need to develop their potential for a job change or to increase their motivation, to manage their stress. Or for high potentials preparing for their future challenges. Some people need to develop their interpersonal skills to improve relationships with colleagues, team members, management, clients. How to use emotional intelligence. Some team managers want to increase team effectiveness, dealing with conflict and competition, building new teams. Some top executives want to be able to deal better with dimensions of strategy, business development, leadership posture, inclusion, organizational complexity.
– How long does it take ?
– It really depends on the coachee, the professional environment, the issues at stake. The primary goal of professional coaching is to partner with the client and to foster autonomy. This is why, for practical purposes, both coach and coachee need to be clear as to what they are committing to in terms of the number of sessions and timing. Normally we agree on between 10 – 20 hours with sessions of between 1 and 3 hours scheduled once per month depending on the urgency. But everything is flexible. For team coaching the sessions tend to be full days and about once per month. It is best not to allow too much time to elapse between sessions because we want to keep high momentum. Before these coaching sessions there’s always a ‘matching meeting’ where the coach and coachee or client meet and judge whether the fit is right. And then at the end of the agreed number of hours we review the situation to see whether the client wants or needs more sessions. Professional coaching is a high-leverage activity. Coachees can achieve remarkable progress in getting to where they want to be in less than an hour of coaching per month.