Where Executive Coaching Often Fails in the C-Suite

CEOs like you often find themselves in a quandary when they need someone to confide in or share ideas with. No one else in the company faces equivalent problems and decisions, and your peers can often be competitors—hardly the people you want to entrust with that kind of information.  This divide can be hard to navigate. I look at my role as to help bridge that primary disconnect through individual coaching and by becoming a trusted confidante and sounding board. Beyond that, I often see another disconnect that individual coaching may not mend: between the CEO and the executive team. While individual coaching has tremendous benefits to you personally, your executive team may still feel a need to hide their …

VIDEO: Chris Yonker Speaks on Removing Self-Interest

In this video, the second in a series on building Elite teams, Chris Yonker speaks on the importance of removing self-interest and taking politics out of your organization. Executive teams must have the ability to generate trust within their teams. Patrick Lencioni describes trust as “the ability to be vulnerable.” Being vulnerable means removing ego that so often leads to dysfunctional behavior. By creating trust and encouraging vulnerability, executive teams can begin to understand the paradigms and models of the world that drive the behavior of their team, allowing them to create positive conflict and hold each other accountable. These are the necessary strategies for teams that operate with optimal performance.

VIDEO: Chris Yonker speaks on Elite Teams / Creating Cultural Change

A recent Gallup survey found that only one third of US employees are mentally tuned in to their job. Many organizations may know they need to make a change but are challenged with where to start. In this video (the first in a four part series) on Building Elite Teams, Chris Yonker brings his audience to the root of the problem–the organization’s culture. You can change a system or strategy within a company, but the culture will always pull it back to the former state. The bottom line is this: In order to get permanent behavior change in an organization, the culture needs to be changed. This is not a bottom-up approach. Rather, cultural change must start with the executive …

VIDEO: 2016 – The Year of Your Shift

What is going to make 2016 different for you? How will you create the shift that you have been striving for, perhaps for each new year but have yet to achieve? Why is that people regularly create intentions and then so often get pulled away? We have to start by understanding that our subconscious minds have the sole objective of keeping us safe. It wants to avoid anything associated with fear, failure and rejection. It doesn’t want us to go outside the lines, outside the “safe-zone.” In order to create the outcomes we want, we must become a better version of ourselves. So, where to begin? How can we stay growth-directed? Two important factors in growth are accountability and association. …

Without This You Will Always Be Mediocre

As a tenured Martial Artist, people are often fascinated by how I have been studying consistently for nearly 30 years. Truth be told, this hasn’t been all that difficult for me. Neither has working out on a regular basis nor making conscious decisions around what foods I put into my body. On a professional level, I have been working out of a home office ever since I got my first job 23 years ago. When this comes up in conversation, I invariably come across people who tell me how they “could never do that.” When I ask them why not, the answer is something like, “I would not get anything done.” Or, “I can’t discipline myself to do that.” My …