Seven Proven Ways to Finish Strong

Join Randy Goruk and Van Deeb for “Seven Proven Ways to Finish Strong,”  September 20th at 1:00 pm Eastern.

The difference between mediocrity and greatness lies not only in how you finish but in how well you prepare to finish. ”Seven proven ways to finish strong in the fourth quarter of 2012” will not only get you excited about accomplishing your year-end goals but also help you create a game plan that carries over to 2013 and gives you one heck of a jumpstart on the new year. This game plan involves creating disciplines that will turn into habits that become natural to you. Follow the game plan to the letter and you WILL finish strong in 2012… period.

Here are just a few of the points we will cover during the webinar:

•Discover how to pinpoint exactly what you want to accomplish between now and December 31—not just your end goal such as how many sales you will make or what your 2012 income will be. Maybe your idea of finishing strong has nothing to do with sales or income but instead means creating a better work ethic with more discipline in your daily routine. If so, you can utilize this last quarter to practice and experiment with the new you. What better time to get more productive than right now?

•Explore the characteristics of successful goal setting and find out how to implement these seven disciplines immediately. You will receive instruction and encouragement on what you need to do the morning after our webinar and every day from that point on to accomplish these disciplines.

•Understand how preparing yourself to finish strong in the fourth quarter of the year is no different from the way a football team gets fired up to play the fourth quarter of a game. The objective is to win not just the quarter but the game. If you limit yourself now, you’ll regret it later. Instead, think about how creating a fourth-quarter plan can give you the kind of life you deserve to have. During this webinar you’ll learn how to incorporate this mindset into your career. When you follow these techniques, watch what happens—you will succeed.

Join our complimentary webinar with  Featured Guest Presenter: Van Deeb – on Thursday September 20th at 1:00 pm eastern for “Seven Proven Ways to Finish Strong In 4th Quarter of 2012.”

Register to receive Randy Goruk’s Leadership Tip of the Week directly here.

For more leadership development tips, join Randy at



Evaluating Your Leadership Skills and Leadership Behaviors

Was this a good year for you?

Are you happy with the results given the economy?

How do you really know how you or your leadership teams are doing ?

It’s important to find out because if you have a toxic work environment – or a toxic leader on your leadership team – you need to know. When the economy comes back and there are more jobs available for your employees, they will be jumping ship so fast your head will spin.

It’s time for a good old fashion 360° feedback survey for you and your leadership team.  A 360° feedback survey;

•  Measures leadership behaviors and competencies

•  Provides feedback on how others perceive an employee

•  Addresses relevant leadership skills such as communication, planning, and accountability

•  Brings focus on subjective areas such as teamwork, character, and leadership effectiveness 

Do yourself a huge favor … evaluate your leadership skills and leadership behaviors from your employees perspective.

As a leadership development coach and advisor – let me get you started by sending you a free copy of a typical feedback report – just send me an email requesting it –

You want to strengthen your leadership team don’t you?

Return to LeadersEdge 360 Home Page

Leadership Self Assessment

I came across the following leadership self assessment that may help you determine if you are fit to lead.

Simply answer the following questions yes or no, then determine if a leadership coach can help you improve your fitness to lead.

These questions were adapted from “The Tests of a Prince”, by Ivan Lansberg, Harvard Business Review September 2007

  • Does my experience and training fit the leadership role I’m in?
  • Am I in tune with gaps in my personal development?
  • Have I produced meaningful results for the organization?
  • Can these results be measured objectively?
  • Are my expectations reasonable?
  • Are my expectations achievable?
  • Do I take responsibility for delivering on my responsibilities?
  • Does my team need work? 
  • Do I enjoy a challenge?
  • Have I thought about our strategy for success?
  • Do we have the resources we need to succeed?
  • Am I willing to put in extra effort to be successful?
  • Is my team motivated?
  • Am I aware of what my rivals say and do to undermine me?
  • Is my message clear to everyone?
  • Am I described as fair?
  • Do I place integrity and the organization’s interest above everything else?

Leadership development is an ongoing process … these and other questions can help you assess where you are relative to your development. Additionally, a leadership 360 assessment can shed a tremendous amount of light on your leadership fitness – as viewed by others.

As your personal leadership coach, I can help you accelerate your leadership growth and development.

Return to LeadersEdge 360 Home Page

New Years Goal – Accept Your 360 Feedback

I thought I would offer another goal for you to consider shooting for in 2009 – “Accept Your 360 Feedback” as reality and do something about it.

Believe it or not, there are actually some leaders who go through a formal 360 degree feedback process – get feedback from their peers or direct reports  – then don’t believe or accept the feedback. I’d consider them a bad boss.

Why bother … if you can’t take the truth don’t ask for it.

For those leaders who received less than flattering feedback from their peers and direct reports … welcome to the real world. Your not perfect – nobody is !! It’s time for a little humility.

Accept your feedback and go to work on your short comings … nobody wants you to fail, but failure is ultimate if you don’t honestly address the results of your 360 feedback.

You can’t be too busy to work on your short comings … show some leadership, find the time and get a professional leadership coach to help you be the best leader you can be.

Your peers and direct reports expect it of you … and you owe it to the other stakeholders of your business. 

Return to LeadersEdge 360 Home Page

Check out my eBook

360 Degree Feedback

360 Degree Feedback Sample Report Download

IF you like to see the detail of a typical 360 degree feedback report. Click here to download a sample report.

Our leadership 360 degree feedback surveys are customized to match up with your leadership competencies. We can also offer you ours to work with and help you develop yours.

Leadership 360 degree feedback surveys are a great tool to help you identify strengths and opportunities for improvement in competencies and behaviors of your leadership team. The results are typically converted into an individual development plan or shared with a coach for focused development and improvement.

Return to LeadersEdge 360 Home Page

What Does A 360 Degree Feedback Survey Do ?

A 360° feedback survey;

• Measures leadership behaviors and competencies

• Provides feedback on how others perceive an employee

• Addresses relevant leadership skills such as communication, planning, and accountability

• Brings focus on subjective areas such as teamwork, character, and leadership effectiveness 

Return to LeadersEdge 360 Home Page

Leadership Development Program

 The success of leadership development programs in any organization, generally require these 9 elements;

1. You will need endorsement and support from the highest level of leadershipotherwise it will be the first thing to go (if something has to go) or, it will be received as just another company program and you may be wasting your time and money.

2. It’s important to have involvement from the key stakeholdersthey will tell you what they need versus what you think they need – also good for team building and succession planning

3. The objectives of the program need to be clearly definedjust like any other program or project

4. The program objectives need to line up with the leadership competencies that you are looking you need to be crystal clear here or you will fail 

5. Evaluate and decide upon your best development options to develop the leadership competenciesinternal or external – workshops – coaching – mentors – seminars among others

6. Keep in mind you have a business to run so a reasonable commitment to a calendar of events will be requiredyou may have better times of the year than others to be more aggressive 

7. Determine how you will measure performanceI highly recommend 360 degree performance measurements

8. Get the program started and keep it visible with quality communication at all levelsno communication – no rewards – no recognition will result in you wasting your money and time

9. Now it’s time to measure results and refine the development of the leaderpay attention to the details here

Designing leadership development is fun, rewarding and critical to your success – exceptional companies take it to all levels within their organization … and I encourage you to as well – even if it’s in baby steps.

Return to LeadersEdge 360 Home Page