I have been an Executive Coach for 15 years. Before that, I was a vice president in the business. So I understand both sides of the equation. If you are a CEO, HR leader, or someone else tasked with managing leadership development, this article is an important read for you.

The difference between an ultra-successful development strategy untilizing executive coaching and an okay one is the systemic coaching approach. This requires a little bit of effort on the part of the coach and the organization, but the extra steps are well worth it!

One of the top 5 issues leaders and aspiring leaders come to me as an Executive Coach to work on is improving their executive presence.

I believe everyone can 100 percent have an executive presence. To me, it is the ability to own who you are as a person/leader and display that authentically and confidentially in the workplace.

How does your Executive Presence stack up? Take my quiz!

I have worked with a lot of people over my years as an Executive Coach and seen them make amazing transformations. How are most of them doing it? Baby steps!

I know there can be the appeal of waiting for that one life-changing moment to turn things around and propel you to where you want to be. But, the reality is that it often doesn’t happen like that.

Sustainable change happens when we take small steps every single day, which alters our habits and rewires our brains so that over time, a real shift can take place.

Very few people I know have received any formalized mentorship training/coaching. Yet, most people have a strong component of mentoring others as part of their job.

Mentoring others isn’t just a nice to do, it is a need to do. If you want to be competitive in the marketplace, you need to have strong people. One of the best ways to create strong people is for them to have mentors. Either everyone struggles themselves along their career journey, or they have people to help teach them.

Tips to continue to grow to be a strong mentor?