The Secrets To A Successful Organization

Do you know what it takes to create a successful organization? There are a few core activities that really successful organizations have in common.

In today´s video, we share the characteristics that separates successful organizations from the unsuccessful ones. Take a look at it here,

Are you struggling in your leadership? You don´t need to anymore. There´s a way to further excel your leadership – and simplify your life. Get in touch with us here for an initial dialogue about how our successful 12-steps process can help you succeed too!


The Secrets of Market-Driven Leaders

chess-603624_1280What´s the secret to effectively staying on the top? First and foremost, successful leaders are lifelong students. But that´s not all.

They also do a few other important things differently from their colleagues. In today´s manifesto, Craig W. Stull and his co-authors discuss what it is that successful market-driven leaders are doing differently from the rest of the pack. Let their conclusions serve as inspiration for you too – read it here The Secrets of Market-Driven Leaders


Is Your Fear In The Way Of Your Success?

Are you convincing yourself that playing it safe in your leadership or your organization is the responsible thing to do? Wrong. As a leader, courage to act is really the foundation for success and for leading a sustainable organization.

The courage to making hard decisions, to go against what might be seen as the norm and the ability to be brave in facing possible hardship is all part of being a great leader. Make sure that you keep yourself and your organization moving forward and are not using any of these 10 excuses for avoiding risks.


Shortcut To a Business Without the Crap

smart-725843_1280Does your corporate culture set the foundation for a sustainable business without the drama that exists in “confusing” organizations? Great leaders are capable of managing – lead – their organizations through a corporate culture that embraces changes (=sustainable growth).

Through their groundwork, based on self-awareness, they have identified and set strategies that lay the foundation for a conscious, empowering culture. But how do you do that? How do you make your organization smarter?

In today´s manifesto, Geoffrey James shares some tools with you for this work. Get the manifesto Smarter Company here.


The Art Of the Start

art-89198_1280I love simplifying things in life and nothing makes that easier than To Do-lists. Not only are they great ways to reflect on – hence clarify – what´s really important but they are also fantastic tools to maximize your time. Time management at its best.

If you are about to start up your own business, or any other organization, it is even more important to be effective and clear on your “why´s”. In today´s article Guy Kawasaki talks about the best way to start off. You can read The Art Of The Start here.


1-Minute Playbook: Ethical Rules for Business

Business ethics are moral standards that a business follows and they are key factors in how a business is defined. Your ethical rules can make or break your success.

This week´s 1-Minute Playbook tips are sent straight from our kick off, off “The Executive Program: Leading the Enterprise”, in Tulum, Mexico. Enjoy!


Get Your Business Off The Ground The Right Way

entrepreneur-593357_1280Did you know that more than half small businesses fail within a few years of startup?

Although the statistics might be against you, there are many things that you can do to ensure that your business will the proven exception – the successful one. Successful entrepreneurs have a couple of things in common. It all comes down to your leadership and in the manifesto “Against the Odds – Startups That Make It”, Derek Lidow tells you how to do it.

Find out more here, Startup Leadership


Keep Your Mission and Values Alive

stones-608373_1280Employee awareness of your organization’s mission and values is an important part of managing great operations in your organization. It has been proven that employees increasingly don’t care about what they do until they know why and how to do it.

As a leader in your organization, create opportunities to communicate and reinforce the culture. Make the culture come alive in your organization. It’s easy to do but makes a huge difference in leading a value-centered and performance-driven work environment.

Here are some easy-to-implement tips to increase awareness and employee engagement:

  • Document the mission statement and values and post them where your team members can read on a regular basis. You can even include a few examples of each value that you have seen in your organization and on how your team members incorporate these in their workday.
  • Posting values on the wall is a good start, but you also need to go above and beyond that. When recognizing your team, always relate their good work back to the mission and values.
  • Look for opportunities to reinforce the values. When it comes to providing constructive feedback to an employee, making difficult decisions, and dealing with resident issues always relate it back to the organization’s values.
  • Recruit for values because you cannot train values. When hiring new employees, look for your corporate values throughout the interview process.
  • When bringing a new team member onboard, instill them in the work culture. Be sure to include the mission and values into the new employee onboarding process to help create awareness.

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It’s Toxic – Gossip In the Workplace

girls-685787_1280Gossip is a sad phenomenon that exists in many organizations. Gossip can have many adverse side effects on an organization, including an increase of conflicts and decrease of morale. Even though it might be unrealistic to believe that we can completely free the workplace of gossip, there are ways to deal with it before it impacts the culture too negatively.

Gossiping is a key indicator of an unhealthy organization culture. It’s also one of the fastest ways to derail creativity. Gossip breaks down the level of trust within the group. With gossip your employees start second-guess each other, break up in cliques and eventually focus more on the rumors than on their work. Productivity is lost, and so are good employees who do not want to work in a toxic environment.

Is it gossip or just innocent chit chat?

Gossip is a false statement made by someone with a negative intent. It’s also gossip if the speaker is unwilling to share the information publicly if the person being spoken about is in the room. Consider the impact of what is being said. Does it cast negative aspersions or have a negative emotional charge? Does it create rifts or exult in the misfortune of others? Does it serve to perpetuate conflict or negativity? Is it hurtful or damaging? Is it something you would say in front of that person?

Gossip starts with a story and stories are interpretation of facts. However, facts do not cause stress or drama; it’s the story that accompanies the facts that causes it. And behind the story is the storyteller.

How can I break the gossip cycle?

In order for you to successfully break the destructive cycle of gossiping, there are two things you need to know.

First, you should be aware of the main reasons people gossip. These main reasons are:
– show others wrong,
– gain validation,
– control others,
– get attention,
– divert attention and
– avoid conflict.

Second, even as “just a listener” to the gossip you are enabling it. Most people don’t realize that as a listener you are actually a co-narrator to the gossip. In other words, the act of active listening actually supports and promotes gossiping – the more you listen, the more you encourage. On the other hand, if you don’t listen, the gossip has nowhere to go. Just think about it, have you ever tried to tell a story to someone who clearly wasn’t interested? What happened? Exactly, your storytelling ran out in the sand.

As an employer, you need to keep gossip at bay in your organization. A first step to do that? Lead by example. Do not start, participate, listen or in any other way encourage gossip. Not about your employees, upper – or lower management, colleagues, customers or any other stakeholders. Great leaders don’t gossip about others.

Discourage gossip in an official company policy and include a section about gossip in the company handbook. Make sure that your employees know that gossiping is not tolerated and will be dealt with. Deal with it when it happens. Talk to the individuals involved and be very clear with the consequences of the behavior. For most, this will be a realization that will result in an immediate change.

Be proactive. Communicate changes and other news in an early stage with all your employees. If you keep them informed about what’s going on, they’ll be less likely to speculate with or about each other.

Do you want to learn more about how to effectively handle workplace issues? Contact us at for a dialogue about how we can support you and your team.

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The Executive Program: Leading the Enterprise

It’s different at the top. We know.

Leading the Enterprise is a powerful — and humbling — experience. Top leaders play an enormous role in the success of organizations. And, they need to excel in new ways.

The challenges of leading at the top are far-reaching, complex and essential to get right. Based on extensive research, leaders at the top take on:
Business operations – the heart of all other challenges.
Strategic issues – setting and realizing vision, direction and goals.
Managing change – both in the day-to-day and in the long-term.
Boundary spanning – leading across levels, silos, cultures, backgrounds and interests.
Talent management – ensuring the current and future talent pipeline.
Individual impact – understanding and adjusting leadership style in effective ways.

“We understand – and know -that leading the enterprise gives you a different view and different responsibilities than any other role.”

Regardless of industry and context, leadership at the top requires different perspectives and skills. This program allows top executives to reflect on their leadership style, dissect their effectiveness and examine how to proceed. The Executive Program: Leading The Enterprise is a once-in-a-career opportunity to maximize personal leadership power to accelerate organizational commitment, alignment and results.

Delivered by highly qualified coaches, the Leading the Enterprise experience is dedicated to helping executives in the C-suite or on the senior executive team address the unique challenges experienced by those at the top of the organization. This program is best suited for a senior executive-level individual who is at a career and/or life stage in which an intensive review would be beneficial. They include very senior-level executives: CEOs, COOs, CFOs, CIOs, chairmen, board members, officers and ascending senior executives.

*To ensure participants have the optimum background to benefit from the program, pre-assessment and qualification are required for participation.

Why Leading the Enterprise?

Leading the Enterprise is an experience that allows top executives to maximize their personal leadership power and accelerate organizational goals.

  • A rigorous application process ensures participants are appropriately challenged and in the company of their peers.
  • Content is relevant and research-based, including comparative data and current research findings.
  • Individual leader development is placed in the context of advancing the business.
  • The experience is deeply personalized through assessments, dedicated coaching relationships and tailored activities.
  • Managing energy, fitness and health are addressed as components of effective leadership.
  • Coaches have extensive experience working as and with senior executives.

The program is tailored to the specific needs of each participant. This process begins weeks in advance of the program.

This program includes:

  • An exclusive five days long leadership retreat.
  • Highly relevant, research-based content to expand knowledge and address essential challenges.
  • Experiential activities to add depth to feedback and key ideas.
  • Media interview to assess executive image and presence.
  • Health and fitness assessment and daily activities to connect energy management to leader effectiveness.
  • A half-day, personal session with a Gusto Life Group executive coach to integrate the experience and plan next steps.
  • Twelve one-hour coaching sessions with your executive coach.
  • Extensive networking opportunities to provide connections, ideas and support.
  • Digital access to all materials, resources and personal information for easy reference.

What will I learn?

Leading the Enterprise focuses on the whole leader to meet the challenges of the enterprise. The program takes an inside-out approach to help top leaders meet the demands of the role and accelerate organizational goals.

Executives in the program concentrate on key leadership competencies: validating and articulating a vision, leading outwardly, communication, influence, self-awareness and executive image. They delve into their high-level challenges. They explore how managing energy, fitness and health are related to effective leadership.

Through the Leading the Enterprise experience, top leaders gain a clear view of their impact on the organization and:

  • Develop clear action plans around organizational challenges and priorities.
  • Validate or recast organizational vision.
  • Clarify their leadership effectiveness, within the organization and in comparison to other senior executives.
  • Improve external influence skills with boards, shareholders, partners and critical stakeholders.
  • Enhance executive image and communication skills.
  • Learn to balance and sustain energy for the work of leadership.

How does it work?

Leading the Enterprise is a six months long coaching program, starting off with five intense days on location.

During these five days, participants are immersed in their personal data, experiential activities and skill-building exercises. Led by a senior-level coaching team, typically composed of a male and female coach, the Leading the Enterprise retreat is a safe – but challenging – environment for learning, practice, reflection and goal setting.

Our exclusive groups of participants are kept small and confidential to ensure the best setting for a deep learning and growth experience.

The week includes:

  • Experiential activities and hands-on exercises for practice and deeper learning.
  • A half-day, personal session with a coach to clarify thinking and plan next steps.
  • Multiple feedback and goal-setting sessions
  • Peer learning groups to provide insight, suggestions and support.

    “Senior leaders apply and sustain their learning with a package of resources.”

When the Leading the Enterprise retreat experience ends, participants apply and sustain their learning by using the included ongoing support:

  • 12 one-hour phone coaching sessions with your coach.
  • Assessment to measure skills and behavior progress, completed three months after the program.
  • Optional, fee-based fitness coaching or media and executive presence coaching.
  • Optional, fee-based learning and support, such as extended coaching engagements, additional eCourses and/or ePrograms-packages and custom initiatives to connect individual development to organizational needs.

Length of program

Six months


Abisko/Kiruna, SWEDEN
Dallas, USA
Dubai, UAE
Hong Kong, HK (China)
Rättvik/Tällberg, SWEDEN


For more information, contact us at