John Maxwell

The most impactful leadership move? Stop solving every problem. In the latest episode of Chain of Learning, Carlos Scholz, CEO of Catalysis Inc., shared the skill that mattered most when he moved from influence leader to operational leader: Coaching. ❌Not advising. ❌Not fixing. ❌Not stepping into someone else’s role. But asking: ✅What’s the real problem? ✅What experiment could you try? The shift to leader as coach is what sustains transformation. If you’re growing in responsibility, or supporting leaders who are, this episode unpacks what it really takes to shift from expert to system builder. Where might you need to coach instead of solve? 🎧 Listen to (or watch) the full episode to discover why real transformation starts when leaders stop solving. 🎙️ChainOfLearning.com/66 Shingo Institute Lean Enterprise Institute Catalysis Inc.

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Leaders don’t develop in theory. They grow in context. And in the GCC, that context is unique — shaped by deep-rooted values, shifting generational expectations, and ambitious national visions. This is why coaching matters. Not just any coaching — but coaching that understands where it’s happening. Off-the-shelf leadership programmes often fall short here. They’re built elsewhere, based on assumptions that don’t fully translate. The result? Leaders attend, complete, but don’t transform. Coaching works differently. It meets leaders in the specifics of their world — their culture, their challenges, their responsibilities. And when that coaching is delivered by professionals who are culturally aware, often bilingual, and grounded in the regional context, it becomes a catalyst — not a supplement. It helps leaders integrate tradition with innovation. It supports personal growth aligned with national direction. This isn’t about localisation as an afterthought. It’s about building leadership that fits — and lasts. And coaching, done well, is how we get there.

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Leaders create a psychological atmosphere every time they communicate. People take cues from how a conversation begins, how transitions are handled and how leaders respond when the work becomes complex. These moments influence whether a team feels able to think openly or feels the need to manage risk. Sonic Stewardship asks leaders to take responsibility for this atmosphere. It is visible in the way they frame the purpose of a conversation, the steadiness they bring to disagreement and the way they close a discussion so people leave knowing what is expected of them. When leaders pay attention to these elements of communication, teams feel more able to participate honestly and work with greater confidence. If your senior team wants to develop a stronger communication practice, drop us a line at info@apsintel.com #SonicStewardship #LeadershipDevelopment #EffectiveCommunication #TeamDynamics #PsychologicalSafety #OrganisationalCulture #ActiveListening #TrustBuilding #CollaborativeLeadership

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Midwestern Grit Meets Modern Leadership ⚙️ In this episode of the Lean Solutions Podcast, hosts Andy Olrich and Shayne Daughenbaugh sit down with Marine Corps veteran and Nebraska’s Chief Human Resources Officer, Jason Jackson to explore the rise of the Silicon Prairie and the leadership principles driving public sector transformation. Jason shares how a blend of grit, agility, and self-awareness helped Nebraska’s Center of Operational Excellence foster a resilient culture of improvement—especially during the challenges of the pandemic. 💡💪 From HR systems to statewide innovation, this conversation is a powerful look at what happens when servant leadership meets continuous improvement in the heartland. 🎧 Listen now on your favorite podcast platform or via the link in the comments. #LeanSolutionsPodcast #ModernLeadership #PublicSectorInnovation #SiliconPrairie #ContinuousImprovement #ServantLeadership #MidwesternGrit #GovernmentTransformation

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New article: Introducing FOCUSED: A model for single-session solution focused coaching This article considers the alignment of the solution focused coaching (SFC) approach with the mode and mindset of single-session coaching (SSC) and offers the FOCUSED model for use in integrated single-session solution focused coaching (SS-SFC). It includes possible questions that can be asked at each stage of the model. Citation: Williams, H., & Palmer, S. (2025). Introducing FOCUSED: A model for single-session solution focused coaching. International Journal of Coaching Psychology, 6, 7, 1-6. https://lnkd.in/e9QrZ_Vt #solutionfocusedcoaching #SFC #coaching #FOCUSED #coachingpsychology #singlesessioncoaching #InternationalJournalofCoachingPsychology

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NEW TOOL JUST RELEASED: Organizational Excellence Self-assessment for Executives If you truly care about your organization’s design – enough to put time and thought into it – then you are a transformational leader. If you are (or if you advise transformational leaders), here’s a tool you may find useful: https://lnkd.in/emScFQa3 Just 10 words summarize the hallmarks (indicators/characteristics) of excellence in organizational design. Use this list to assess an organization's need for transformation (beyond just marginal continuous improvements in the current organizational operating model). Then, use it to explain to others why change is needed, and what can be expected of the end-state organization (i.e., "begin with the end in mind" [Covey]). It can also be used to assess various organizational operating models to decide which has the horsepower to get you where you need to go. PS: After the list, you’ll also see a description of an organizational operating model the delivers all 10. #leadership #vision #transformation #organization #organizationaleffectiveness #organizationaldesign #organisationdesign #orgdesign #futureofwork #purpose #management #culture #inspiration #ceo #cio #ndma #agility #scalability #innovation #acquisitions #teamwork #empowerment #employeeengagement

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What separates reactive leaders from transformational ones? 🤔 Last week, working with Baker Hughes' "Level Up" program participants, we dove deep into the Leadership Circle's #UniversalModelofLeadership —and discovered some game-changing insights: 𝐓𝐡𝐞 𝐑𝐞𝐚𝐥𝐢𝐭𝐲 𝐂𝐡𝐞𝐜𝐤: Leadership effectiveness isn't just nice-to-have—it's a major lever that drives business outcomes. 𝐓𝐡𝐞 𝐑𝐞𝐚𝐜𝐭𝐢𝐯𝐞 𝐓𝐫𝐚𝐩: Many leaders (myself included) naturally default to "How do I stay safe?" This triggers our compliance, protection, and/or control modes. Natural? Yes. Effective? Not really. 𝐓𝐡𝐞 𝐁𝐫𝐞𝐚𝐤𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧: High-impact leaders ask something completely different: "What do I want to CREATE?" Try it out on what you are working on right now. 𝐓𝐡𝐞 𝐔𝐧𝐥𝐨𝐜𝐤𝐢𝐧𝐠 𝐌𝐨𝐯𝐞: It all comes down to identity. How do you see yourself (or do you WANT to see yourself) as a leader? Can you consciously expand that identity? The participants' insights were remarkable and I look forward to hearing about and supporting their application of the above. Massive thanks to Chiara Romoli and Serena Scarcella for their trust and guidance, and to all the Level Up participants who made this learning journey so rich. What question drives YOUR leadership effectiveness? 👇 #Leadership #LeadershipDevelopment #VeraSpark #BakerHughes #LeadershipCircle #Transformation #ExecutiveCoaching

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The 🍊County Chapter of the International Coaching Federation has invited me to share some tradecraft that can help boost the effectiveness of coaches and OD consultants. This session will define OD and demonstrate how coaching, when applied through a developmental lens, creates learning organizations that prioritize personal growth, reflection, and continuous innovation. Coaching in OD emphasizes the importance of #ReflectivePractice—structured moments of introspection that enable leaders to assess their values, biases, and assumptions, and to engage in deeper, more productive dialogue with others. Through this lens, #ConstructiveDevelopmental Theory provides a model for coaching that helps leaders move beyond reactive problem-solving to #StrategicAdaptation, enabling them to manage unexpected challenges with resilience. At the heart of this approach is the development of reflective practitioners. Reflective practitioners deliberately analyze their own internal processes—values, emotions, strengths, and blind spots—so they can respond thoughtfully to complex situations. In OD, this concept is formalized as Use of Self: the intentional application of self-awareness to interactions and decision-making in organizational contexts. #UseOfSelf encourages OD professionals to bring their full, authentic selves into their work, enhancing their ability to connect with others, facilitate change, and generate long-term impact. Linda Denton, BCC, PCC, DTM Organization Development Network Asia Organization Development Network (AODN) GREATER ORLANDO ORGANIZATION DEVELOPMENT NETWORK OpenSourceOD International Society for Organization Development and Change IODA - Co-creating a global OD community https://lnkd.in/gczJj8HJ

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Leaders who coach are great at developing talent for their organizations. But there isn’t a one-size-fits-all coaching approach. Matt Kovatchis, CPCC's, a certified co-active leadership coach, shared three different objectives you might consider for the various conversations that you have with others.  

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