How to Manage Complexity: Shift Your focus to Simplicity
I’ve learned over the years that my most effective executive coaching leadership clients know the “why” of what they are passionate in achieving. They get excited in my office telling me inspiring stories of their hopes and struggles. They have a growth versus fixed mindset, and are optimistic and forward thinking. They live and work on the edge and flourish.

One of my CEO executive coaching clients confided in me, that he was struggling to convince several of his senior executives to create a more simplified strategy. The data from a recent company engagement survey indicated that far too many employees weren’t engaged with the mission and vision of the company. The strategy had too many priorities, and they couldn’t focus their energies.

The CEO wanted to execute a new simplified strategy for the company, but was encountering a lot of resistance from some executive team members fearful of change. We engaged in a pretty fierce coaching conversation about how to help his leaders develop a more growth-oriented mindset. They needed to learn how to embrace the new less complex strategy and change.


“If everything is a priority nothing is a priority.” – Alan Weiss

The CEO and I discussed several questions focusing on complexity that the CEO would explore with his executive team.

  1. What value do we want to provide about a year from now? What are we passionate about and great at, which will help people in a year's time?

  2. Who are our ideal clients for that value?

  3. What mechanisms do we choose to use to reach them and convey value.

At our next coaching meeting, the CEO reported that his senior executives found the simplified strategy questions provided clarity and were on board. The members of the executive team thought that if he was so passionate about his belief in creating a new strategy for the company that they began to pay attention to their own habits and patterns of behavior that caused resistance and were counterproductive to creating and executing the new strategy.

So what’s right for your company? Theorists want to make universal statements that would be prescriptions for every business. But it would be more relevant to look at a company’s unique situation and then assess its position in the industry, its internal capabilities, and then the fit between them.

You can develop the qualities of positive leadership by working with a professional coach. The investment is well worth the reward: your ability to influence the future, your career and your personal-development capabilities.

Are you working in a company where executive coaches provide leadership development to help leaders put positive leadership into action? Does your organization provide executive coaching for leaders who need to be more conscious, and tap into the intrinsic motivation of followers? Positive leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I a positive leader who inspires individuals and organizations to achieve their highest potential, flourish at work, experience elevating energy and achieve levels of effectiveness difficult to attain otherwise?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders develop more positive teams.