Posts Tagged: peer advisory

  • Molly’s Game, a cinematic example of CEO issue processing

    Molly’s Game, a cinematic example of CEO issue processing

    Molly’s Game, written and directed by Aaron Sorkin, and starring Jessica Chastain as Molly Bloom, is a cinematic example of what hundreds of CEOs who are Vistage members experience every month in meetings with their peers. A Vistage group typically consists of a dozen CEOs and entrepreneurs running businesses in a variety of industries.  Interestingly,

  • Are you solving the right problem?

    Are you solving the right problem?

    Chances are, you are not solving the right problem. In a survey published in the Harvard Business Review of 107 C-suite executives, 85% thought their organization was bad at problem diagnosis. The problem is that we human beings are bad observers of our own reality. Our self-defense mechanisms prevent us from seeing certain situations; that

  • How to get more juice out of life and business

    How to get more juice out of life and business

    As a Vistage coach and peer advisory group leader, I’m often frustrated and bewildered when the topic of emotional intelligence is raised. Most of the CEOs I work with got to where they are by being really good at something, and that “something” was not managing people and their emotions. I’ve heard on numerous occasions,

  • Piercing the CEO’s bubble of isolation

    Piercing the CEO’s bubble of isolation

    In our culture, CEOs are often revered as super humans who have risen to the top of the food chain by virtue of their abilities, leadership qualities, and smarts. But CEOs can pay a steep price for their status, power, and monetary rewards. They carry enormous weight on their shoulders. The pressure is endless and

  • How peer advisory groups can lead to effective leadership development

    How peer advisory groups can lead to effective leadership development

    Effective leadership development can mean the difference between creating invested, knowledgeable managers who can direct companies toward that next level of growth and derailing operations and souring the culture you’ve built. McKinsey & Company conducted a study that distills the 4 main reasons why leadership development programs fail: Not allowing for context, Not linking development

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