Why CEO’s fail

Approximately two-thirds of the people currently in leadership positions in the Western world will fail — they will be fired or demoted. The most common reason for their failure? Their inability to build or maintain a team. (Why CEOs Fail: The 11 Behaviors That Can Derail Your Climb to the Top – and How to Manage Them David L. Dotlich and Peter C. Cairo.)

To succeed the following strategies are imperative

  • Examining failures to perceive patterns and understand your derailers.
  • Reflect on disappointments and defeats by asking questions.
  • Direct report evaluation and feedback.
  • Find a CEO coach and confidant – someone you trust, who understands your business context, and can provide you with objective advice and feedback.

Supporting success of CEO’s through building effective teams

Our CEO coaching support is unique in that we work with CEO’s and Business owners across all domains of work and life to reliably transform results.

While most business coaching is limited to business performance and productivity, we also address all aspects of life including family, executive teams and multiple stakeholders to provide a holistic systematic approach.

Grant with his partner Christine and together their 30+ year partnership and experience in business, corporate, family therapy, relationship therapy, leadership consulting and coaching ensure they cover the full spectrum of life domains.

We embrace a proven integrated relational approach that achieves sustainable transformational change at both a personal and professional level. Our clients say we’re ‘top notch’ and we’re ‘highly recommended’.

Research from PwC, CEO20 Public Survey ( 2017) suggests future CEOs continuous learning will not be an option, but a must and strong core experience such as general management, finance, and people management, among others, is no longer enough.

The following four capabilities are imperative:

  1. Emotional intelligence and softer skills.
  2. Flexible, systemic thinking, managing uncertainty, complexity, and constant change.
  3. Sophisticated communication skills addressing diverse and divergent stakeholders.
  4. Strong personal purpose and authenticity. Self-awareness, humility, purpose, and authenticity are requirements for next-generation CEOs who should aspire to collaborative leadership.

Declining tenure rates and public trust suggest that CEO leadership has not kept pace with increased expectations. Many new CEOs have gaps in their preparedness and the need to keep developing, particularly when it comes to dealing with heightened scrutiny from an array of stakeholders.

Our support and guidance is characterized with a high level of commitment, compassion, professional expertise and measurable results.  If you would like a confidential initial consultation please call Christine in the first instance.

Christine Wattie, Managing Director, Consultant, Facilitator, Coach christine@arohaleadership.com phone +64 21 2686799