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How to Improve Job Satisfaction AND Performance at Work

Is your job ‘ok’, but it does not truly fulfill you? Do you perform well, but you feel you are not fully utilizing your potential? Then, one reason could be that your job is not aligned with your core values and motivators in life. Understanding your core values can help you not only to find the ideal job, but also to develop yourself further and utilize your full leadership potential.

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Trap #8 That Can Sabotage Your New Executive Career — Believing Your Own Hype

The higher you move up the corporate ladder, the more external confirmation you receive that you are doing things right. And you are receiving less honest and less candid feedback. But such feedback matters, because behaviors that may have been tolerated in your previous job could now seriously sabotage your new role and ultimately your career. Read about typical behaviors that you want to avoid in order to prevent derailment.

Forging Ahead Whilst Leaving Your Team Behind

Trap #6 That Can Sabotage Your New Executive Career — Forging Ahead Whilst Leaving Your Team Behind

Driven by a pressure to create impressive results quickly, executives in transition often forget the people around them. But a leader without followers is just a man taking a walk. As people are the key to success in any business and any industry, read here how you can leverage your own impact as a leader by pulling your people with you right from the first day.

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Forget about Your To Do List. Focus on What Not To Do!

Most executives I work with are highly skilled in strategic thinking; setting the direction is not a problem for them. Following the direction is! And this ability is what distinguishes outstanding leaders from the rest.

And here is where your classic to do lists and fancy apps fail. We all know what we “should” do, don’t we? At least equally important to knowing what to do is knowing what not do do.

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How to Motivate People: The Power of Autonomy

How much freedom do you have at work? And how much freedom do you allow your employees?
Weak managers fear that employees abuse freedom at work. Effective 21st century leaders however trust their employees. They believe that giving them autonomy brings out the best in them. Instead of micromanaging tasks and time, effective leaders manage expectations. They encourage, empower, and enable individuals to take ownership and deliver results instead of telling them what to do and how to do it.