Introduction

I am passionate about assisting organizations operate at their full potential by becoming more effective and efficient, from a Human Resources perspective. I believe it is critical to have the right people, doing the right things with the right attitude. To achieve this, employees and volunteers require great leadership and management as well as having great team dynamics and appropriate resources and tools to do their job with excellence. I believe that leaders and managers have a tremendous impact on people's general well-being and workplace performance and productivity. Given the above, my desire is to provide support to leaders and managers to assist them in their critical roles.

ATTRIBUTES

Below are 10 ATTRIBUTES that I believe leaders and managers require as a guide to their ongoing performance (click on the specific word to read more about the attribute selected). Contact me to schedule an appointment. I enjoy helping leaders become proficient in these 10 attributes. I provide a safe and confidential place where problems can be shared, solutions identified, barriers overcome, progress achieved and success celebrated. Close All

• Adaptable

  This trait refers to a leader's willingness and ability to adjust to new or changing conditions - not just to survive, but to keep thriving as an individual (personal and professional/vocational well-being), team member (including social/family/work units), and leader within an organization. This characteristic is likely more important now than ever before, as currently change appears to be more frequent and intense than ever before in human history. Therefore, in my opinion an effective leader is adaptive: always anticipating how to best respond to changing conditions; embracing changes as opportunities; having a "can do" attitude; understanding and effectively implementing change concepts and principles; and is willing to reposition self or others to maximize fit and productivity. These adaptive responses could include ways to better identify and schedule priorities; make and communicate decisions; use new paradigms, organizational structures, tools and technology; and manage human and material resources. Other words that describe this trait are: flexible, imaginative, intuitive, creative, innovative, strategic, resilient, continuous improvement, and continuous learning.

• Trusting

  This trait refers to a leader's willingness to trust others with information, insights, responsibilities, and authority. It refers to viewing and treating others with dignity and respect - as teammates and partners. The days of command and control hierarchal structures, micromanagement, treating people as mere tools, and using the "carrot and the stick" approach for motivating/managing desired behaviour appears to becoming outdated and counterproductive. People are demanding to be treated with respect and dignity, to be consulted about changes that directly affect them, and allowed to have autonomy (how, when, where, and with whom they achieve assignments and responsibilities). Much research is showing that the most effective organizations, working groups, and teams are those where the leaders are willing and comfortable to: delegate significant and meaningful responsibilities (where a person's unique skills, abilities, personality styles, passions, etc. are considered and maximized); and provide/release the authority, insights, information, and resources needed to achieve the delegated tasks. People need to know and understand that their leader knows and believes in them and is committed to their success and development.

• Trustworthy

  This trait refers to a leader's character and competence. Many resources have been highlighting the importance of character and competence to a leader's ability to have influence and long-term success. For example, Bruce McNicol (at Arrow residential) points out that character and competence are the foundational elements of influence. The other element identified was trust. Paul Stanley reminds us that there are two types of authority (means to influence) positional and personal. I believe trustworthiness refers to both - how well a leader performs in his or her role/position and how well a leader performs as a person. My research and experience supports the notion that people need to believe in their leader's competence and character - the leader's ability to produce desired results in an honourable way. People need to believe that their leader is competent (e.g., knows what to do, when, how and with whom) and does the right things the right way (e.g., with care, consideration, sensitivity, truthfulness, humbleness, integrity, and accountability). I believe that another aspect of trustworthiness is a leader who is available, approachable, and supportive when assistance is required. Other words that describe this trait are: reliable, dependable, credible, committed, upright, forthright, honorable, truthful, tried, proven, tested and true.

• Rewarding

  This trait refers to a leader's understanding of the power and importance of encouragement. Research shows that rewarding is one of the key variables needed to achieve great results for extended periods. Rewarding is a key tool to help people stay focused and motivated, and to feel significant and appreciated. Thus an effective leader needs to value and become good at: noticing the positives and progress made; celebrating small, medium and great successes/achievements; and recognizing, affirming, and appreciating efforts made (by individuals, teams, working groups, etc). This trait reflects an attitude of gratitude.

• Inspiring

  This trait refers to a leader who understands the power and importance of evoking passion and commitment from followers. As Bill Hybles said at the Global Leadership Summit (2010), this trait is deeply connected to being able to "move people from here to there," which some would say describes the very purpose of leadership. The following are some examples of ways that can be inspiring: being a great communicator (listen to others and express self effectively); being persuasive; sharing a clear and compelling vision; modeling the way; having values, goals, strategies, and methods that people believe in; showing passion, courage, and sacrificial giving (e.g., of time and resources); giving people direction, roles, and responsibilities that make sense; being wise, knowledgeable, and insightful; and communicating how and why all are significant, important, and needed to achieve the common cause/goals. Other words that describe this trait are: visionary, persuasive, passionate, motivational, and catalytic.

• Bold

  This trait refers to a leader's resolution to pursue calling, purpose, vision, goals etc. with courage, passion, and perseverance, no matter the obstacles and challenges faced. This boldness comes from confidence - whether in their own abilities, the abilities and resources of others, and/or faith in God (in God's love, power, provision, etc.). I think this trait elevates leaders from being ordinary to being extraordinary - to achieve the unthinkable in unusual ways. Bold leaders are willing to pursue bold visions and goals. Other words that describe this trait are: risk-taker, dedicated, determined, confident, courageous, resolute, and adventurous.

• Unifying

  This trait refers to a leader understanding the power and importance of aligning diverse people to a common cause, purpose, goal, etc. Without alignment, much energy, time, and other resources are wasted. As Wayne Cordeiro explains in his book, "Doing Church as a Team," to achieve God's best and God's plan, everyone needs to be aligned - like paddling a canoe in the same direction. Without alignment, there is no teamwork. However, if a team works together as one toward a single, clearly defined objective, amazing things can be achieved - and everyone shares the joy and the rewards of doing the work. In addition, effort will not feel like work, rather it will feel exhilarating and often is full of fun and excitement. Furthermore, nothing motivates like success - and in my opinion, the best way to achieve success is to work in unity, coordination, and cooperation. This trait reflects the ability to be a team builder, which is connected to the next trait.

• Team-oriented

  This trait refers to a leader understanding the power and importance of working with other people instead of trying to be a lone ranger. However, instead of using people as tools or pawns, this trait refers to treating others with dignity and respect (like in the trusting trait explained above). Recently it seems that much research has been done regarding the power of teams; and how to build and lead effective teams. As the world has become more competitive and challenging; and the need for greater productivity has became critical, it seems that working as teams is one of the most frequently mentioned solutions. It appears that every effective leader needs to understand and appreciate that everyone has different strengths and when these strengths are allowed to be maximized in a team of diverse, but complimentary members (like in the previous section), amazing things can be achieved in more effective and efficient ways. Other words that describe this trait are: consultative, empowering, team player, and team builder.

• Energetic

  This trait refers to a leader's ability to practice and sustain high performance. Effective leaders need to be able to perform at the top of their game, day in and day out. To do this, I believe a leader needs to have high capacity - the physical, mental and emotional energy to consistently execute the traits previously described. To do so, I believe an effective leader needs to practice good self-care: to practice disciplines that would help one to be physically, mentally, emotionally, socially and spiritually healthy. Without adequate energy, it is impossible to sustain efforts, handle tough challenges, make wise decisions, care for and develop self and others, and essentially be a high-level leader. As I have counseled individuals, they often explain that they feel guilty practicing self-care. They think of it as being selfish. However, as I explain that self-care is the balance between being selfish and self-sacrificing, and that good self-care allows one to maximize other-care in a sustainable fashion, they usually quickly embrace this concept and willingly pursue responsible self-care. Other words that describe this trait are enthusiastic, passionate, high performer, healthy, and balanced.

• Spiritual

  This trait refers to a leader's ability to provide a compelling vision and convince people to dedicate to a mission or cause greater than their individual ambitions. From a faith perspective, this trait refers to a leader's ability to help people understand God's purposes and help people contribute to those purposes according to God's values and ways. This trait reminds us that there is a big picture and the whole person that we need to be aware of if we are to provide not only effective, but life-giving leadership. Although many would say that a leader could be great with only the previously mentioned traits, I believe a truly effective leader is one that gives people a sense of significance, meaning, purpose and clarity in how they can contribute to the compelling cause, given their unique strengths and circumstances. A leader who is spiritually minded will create roles and functions for people that treat them with respect and dignity and allow individuals to use and maximize their strengths, passions, values, abilities, knowledge and experiences.

Business Leaders

Church Leaders

Clientele Served

I provide counselling to individuals, couples and families. I am comfortable working with adults, youth and school-aged children; and working with both genders. I have expertise in personal and career related issues, see Areas of Specialty.

I provide counselling in person or over the telephone. I am available to serve clients at my office or at client's home or office. To connect with me and or to schedule an appointment see Contact.

Clientele Served

Although I have primarily worked with teenagers and adults, I am also comfortable working with children, six years old and older. I have worked extensively with both genders.

Clientele Served

Although I have primarily worked with teenagers and adults, I am also comfortable working with children, six years old and older. I have worked extensively with both genders.

Referral Sources

• Focus on the Family
• The Western Ontario District of the Pentecostal Assemblies of Canada
• The Anger Management Counselling Practice
• Previous clients