by Doug Gray | Mar 9, 2016 | Leadership Coach Nashville
For 10+ years I led wilderness expeditions and teaching groups and providing individual leadership coaching for Outward Bound Schools in 3 countries. Each expedition was a microcosm of values and behavior. The photo above represents an extension of those skills.
In 2006, I raced on a 10-day expeditionary adventure race, called Primal Quest. Our team of four traveled continuously together, over 600 miles, mountain biking, trail running, climbing, rappelling, canyoneering, kayaking, and river swimming through the wilderness near Moab, Utah. We finished and were featured on CBS Sports. Hence, the image reminds me of a good team experience.
Our primary team goal was to cross the finish line, and our secondary goal was to remain good friends. We accomplished each goal.
Now let me pose a leadership coaching question: How do you measure excellence for your team?
Team Action-Learning.com included Doug Gray (captain), Bill Jordan (hoss), Jennifer Rinderle (sparkplug) and Steve Deis (lead navigator).
In 2004 we finished Primal Quest Washington.
In 2008 we finished Primal Quest Montana. Then we rested. Because we were tired.
What are you waiting for?
We all need coaching at times. Call Doug Gray, PCC, at 615.905.1892 today.
Download this list of services and investment levels now:
by Doug Gray | Feb 24, 2016 | Business, Leadership Coach Nashville
Recently 4 people have asked me that question. There may be something in the air, like ignorance or fear. Here is a quick model for you to determine if you are a good fit for your organization.
The Competing Values Framework (CVF)
Models provide cognitive maps or useful images for self-assessment and consulting. For instance, the competing values framework defines four boxes from two continua: flexibility or control, and internal or external focus (Cameron, 2008). The result is a simple diagnostic model that can be used to assess your organizational culture (see Figure 1).

Figure 1: The Competing Values Framework (Campbell, 2008)
As you read the following descriptions ask yourself these 3 questions:
- What quadrant best describes my organization’s values?
- What quadrant best describes my individual values?
- How can I re-design my life to work in an organization that supports my values?
Organizations with high flexibility/discretion and high external focus and differentiation are adhocracy oriented. These organizations are dynamic, entrepreneurial, people take risks, and they value innovation and experimentation. Leaders in an adhocracy are visionary, risk-tolerant, and innovative. The adhocracy organizations value experimentation, readiness to change, growth, acquisitions, and new products and services. Examples include technology-based disruptors such as Uber, Airbnb, Virgin. The key word is “create.”
Organizations with high stability/control and high external focus and differentiation are hierarchically oriented. These organizations favor structure, coordination, efficiency, and stability. Leaders in a hierarchically-oriented organization are good coordinators, organizers, and efficiency experts. The hierarchical organizations value stability, predictability, efficiency, rules, and policies. Examples include Bank of America, Community Health Systems(CHS), and Hospital Corporation of America (HCA). The key word is “control.”
Organizations with high internal focus/integration and high stability and control are market-oriented. These organizations are results-oriented, value competition, achievement, and performance. Leaders in a market-oriented organization are hard-driving producers, directors, and competitive. They value winning, increased market share, achieving goals and targets, and rewards. Examples include Merrill Lynch, insurance salespeople, and car salespeople. The key word is “compete.”
Organizations with high internal focus/integration and high flexibility/discretion are very personal places, like an extended family, where participation, mentoring and nurturing are encouraged. The leaders in clan-oriented organizations are coaches, mentors, or parent figures. These organizations value loyalty, tradition, collaboration and teamwork. Examples include the United Way, most churches, most nonprofits. The key word is “collaborate.”
So where is your organization? Where are your individual values? These opposite and competing assumptions are useful descriptors of dominant orientations and value sets. But they do not determine behavior. You determine behavior, when you make your choices. Your individual values do not change.
The key executive coaching question is: How can you re-design your life to work in an organization that supports your values?
Frankly, that is why people hire an external consultant as an executive coach. Once we know an organizational culture, then we can predict your individual effectiveness, success of a merger or acquisition, and your individual quality of life.
Then get in touch with me, your Nashville-based leadership and executive coach, at 615.905.1892 or schedule a complimentary leadership coaching session to discuss how you learn best. As your leadership coach, I strive to provide you with the tools to create an impact, rally optimistic coworkers and comrades, as well as maximize group and individual productivity and creation.
What are you waiting for?
Download this list of services and investment levels now:
Reference:
Cameron, K, (2008). A process for changing organization culture. In T. Cummings (Ed.), Handbook of organization development (Ch 5). Thousand Oaks, CA: Sage Publications
by Doug Gray | Feb 19, 2016 | Leadership Coach Nashville
Think of a recent example of success in your experience, and an example of failure in your experiences. Then consider the following formulas:
Learning from success
Our accomplishments certainly define us; look at any profile on LinkedIn or your net profits from last year. And there is plenty of support for successful leaders, in western cultures, that value heroic leadership. Those examples range from Jeff Bezos to Mark Zuckerberg to the popularized leaders in this month’s Forbes or Inc. magazines. That focus on heroic leadership may reflect hierarchical beliefs such as “the boss is the super-leader” or our team is “too big/smart to fail.” Heroic leaders exist in most cultures, as described by Campbell (1988). However, excessive success can lead to hubris. Success can endanger a leader, especially if they lose the ability to consider multiple perspectives. I have witnessed examples from previous executive coaching, management consulting, and leadership training clients who have lost their focus on a corporate vision. Successful leaders often need external coaches to speak truth to power.
Learning from failure
Failures also define a leader’s character. We recall our failures from 8th grade and from last month. Some leaders post a list of failures in the hallway as a public reminder. Did you know that we recall failures longer than we recall successes, and that the memories of those failures are located in the oldest part of our brain where we process emotions? Last week I participated in a fascinating webinar on “Coaching the post-heroic leader,” led by Jeff Hull at Columbia University. That webinar focused on recent studies describing adaptive leaders who are comfortable working in a fluid, networked, virtual world that supports failure. The lean startup movement described by Reis (2011) and the disruption models (Christianson, 2011) encourage failing fast, and failing often in order to gain a competitive advantage. From a systems thinking perspective (Senge, 2006), failure can provide an external stimulation that helps leaders stay true to their values and character. Leaders who are failing at one behavior may need external coaches to teach them additional tactics and strategies.
Your Consultant’s Conclusions:
My tentative conclusion is that leaders are in greater danger from success, than from failure. But my conclusion is less important than yours.
Ask yourself these leadership coaching questions:
- What have I learned in the past month?
- How do I know that I have learned that?
- What do I need to learn in the next 6 months?
Then call me at 615-905-1892 today, or schedule a complimentary leadership coaching session to discuss how you learn best. As your leadership coach, I strive to provide you with the tools to create an impact, rally optimistic coworkers and comrades, as well as maximize group and individual productivity and creation.
What are you waiting for?
Download this list of services and investment levels now:
References:
Campbell, J. (1988). The Power of Myth. New York: Doubleday.
Christensen, C.M. (2011). The innovator’s dilemma; The revolutionary book that will change the way you do business. New York: Harper Business.
Reis, E. (2011). The Lean Startup: How Today’s Entrepreneurs Use Continuous Innovation to Create Radically Successful Businesses. New York: Crown Business.
Senge, P. M. (2006). The Fifth Discipline: the Art and Practice of the Learning Organization. Random House/Currency.
by Doug Gray | Jan 22, 2014 | change, Coaching, Employment, healthcare, Leadership, Managers, organizational leadership, Personal Development, positive psychology, Sales, Success, talent, talent assessment
Doug Gray, PCC, is a Leadership Consultant and Executive Coach.
Coaching and Consulting Experience
Since 1997, Doug has partnered with hundreds of executive leaders in the Healthcare, Energy, Manufacturing, IT, Construction and Financial industries. He is quick to say that he has “just enough expertise to support leaders, without too much complicating industry-specific knowledge.” His clients agree. Doug typically uses customized assessments to assess organizational and individual strengths. A popular speaker and facilitator, Doug loves to facilitate experiential leadership training programs and strategic planning retreats. His recent speaking topics include “How to Apply Positive Psychology to your Business” and “How to Increase Employee Engagement.”
Doug knows how to manage and lead teams. Doug brings a unique background as an educator, administrator, and non-profit director to his clients. That background enables him to help leaders who are passionate and need his direct, supportive expertise. He is regarded as an expert facilitator using Action Learning methodology. And he will bring strategic focus, humor, and proven expertise to maximize your consulting investment.
A representative list of leadership coaching engagements and clients include:
- CFO and 20 leaders in finance and accounting, Fortune 500 energy construction company, who needed to embrace a redesign without losing productivity
- team of EVPs tasked with redesigning the IT needs of their F100 healthcare company
- MD struggling with burnout who needed confidential consulting (e.g. anonymity from his employer and insurer)
- CEO in a technology company recently promoted to replace the founder
- President and 18 members of executive leadership team, Fortune 500 energy construction company, who needed to demonstrate alignment within 6 months
- SVP and site managers at a nuclear power construction site who needed to increase alignment with business partners and avoid negative media
- SVP in functional but de-centralized group who needed to assimilate 20 leaders, using action learning methodology in direct meetings, coaching, and SharePoint to drive accountability
- Small business owner of a franchise who needed to fire an employee after 11 years of good service
- SVP, global bank, who needed to reorganize a division
- VP, global bank, seeking career opportunities
- newly hired VP who needed to develop radical transformation of a functional group that required external coaching and team building leadership training using a customized app
- Newly promoted director who lacked interpersonal skills to manage 33 people
- Founder of an IT company who was not able to develop new business
Business/Organizational Leadership Experience
Doug has been a successful business owner since 1997; he knows the challenges and “what works.” He co-developed the Leadership Development Institute at the University of Maryland, College Park and taught there for 7 years, and he is a former adjunct faculty member at several colleges including NC State University. He directed a non-profit agency in Washington, D.C. for 9 years and grew it 900% while managing 120 people. As a former world-class athlete, Doug knows that the rigor of change requires regular support from experienced consultants, plus a dash of humor.
Education and Training
Doug’s graduate research at Dartmouth College included development of an assessment to determine risk tolerance and risk aversion. That theme of mitigating risk in business and leadership has prevailed in his continued learning from clients and colleagues in the safety, consulting, executive assessment, and leadership development industries. He is certified in the Hogan suite, DISC, several 360’s, several EI assessments, and 5 coaching certification programs. Since 2000, Doug has been a Professional Certified Coach (PCC) with the International Coaching Federation. A perpetual learner, he is a doctoral candidate at the Chicago School of Professional Psychology in Organizational Leadership. His research interests include the effect of positive psychology on business leaders, managers, and executive coaches.
Publications and Appearances
Doug loves to share his expertise as a speaker, facilitator and a writer. As a keynote speaker, he has addressed annual meetings, executive retreats, and nonprofit leaders. As a facilitator, he has partnered with clients to design experientially memorable leadership training solutions that range from boot camps to strategic off-sites to contests using customized mobile apps. As an author, he has frequently been published in journals ranging from the American Society of Safety Engineer’s Professional Safety to Financial Advisor to webinars and hundreds of guest blogs.
He is a published author of articles on leadership development, physician burnout, healthcare, analytics, safety and productivity. Doug has published two books: Passionate Action; 5 Steps to Creating Extraordinary Success in Life and Work (2007), and Adventure Coaching; A Guidebook for Action-Based Success in Life and Work (2006) that can be purchased here and here.
Consulting Value Proposition
“Developing smarter leaders. Faster.”
Doug will not waste any of your time or resources. He expects you to achieve great results. And he always guarantees exceptional value.
Call him now at 704.995.6647 or contact us here or schedule your initial consultation here.
For biographies on other Action Learning Associates, Inc leadership consultants and executive coaches, contact us here or review the list of our partners here. We also provide scaled solutions for any-sized organization, anywhere in the world.
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