Non-Negotiable Leadership Characteristics

Do you have what it takes to become a great leader? Exceptional leaders are determined by a few different leadership qualities.

In today´s video, we discuss a few of these qualities and traits that you can learn and develop. And remember, no one is born a fantastic leader. It´s an amazingly fun, inspirational, sometimes very challenging but always incredibly rewarding journey,

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 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!


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.


What Is Great Leadership?

bobsled-643397_1280Do you know what makes a fantastic leader? Do you understand what attributes that separate a great leader from a poor one?

As managers we all want to be associated with a “great leadership”. But what is a great leadership, and who decides if it´s great or not? In todays video we talk more about this


Improve Your Chances Of Success In Life

success-784350_1280Your success in life depends, in part, on your attitude. There are easy ways though to embrace a more positive attitude and improve your chances of sustainable success.

Start the Day Right
Start each day in the right direction by choosing to wake up with a smile. Eat a good breakfast to give yourself a good, positive foundation for the day. Remind yourself that life is short; make the most of each and every day. Not only will this help you to have a positive attitude, but it will help you to feel more alert and focused throughout your day.

Choose the Right Words
The words that you use have an impact on whether you have a positive or negative attitude. Use the following phrases in your daily conversations:
– “I have a positive attitude about my life.”
– “I will find a solution.”
– “I can do it.”
– “I can be successful in anything that I choose to do.”
Using positive phrases helps to put you in a positive mindset.

Keep Positive Company
Do you associate with people who have a negative attitude? If your friends have a negative attitude about life, chances are good that you will, too. If you feel that your friends or acquaintances are pulling you down, try to separate yourself from them or learn to recognize when their negative attitude is affecting you. You may consider looking for friends who will encourage you to have a more positive attitude.

Be Thankful
Take an inventory of your life and learn to appreciate what you have. Family, friends, job, housing, food, and education are all things to be thankful for. Remember that no matter how difficult life may get, there are still things to be thankful for. This can have a profound impact on your attitude, about work and other aspects of your life. If you continue to have difficulty seeing the positive aspects of your life, consider doing volunteer work with those who are less fortunate. This can help you to put things into perspective.

Deal with Negative Triggers
What situations make you upset, angry, or frustrated? When you identify what these situations are, you can take steps to work through them. If it is a friend that is confrontational, deal with the situation. If it is a situation that causes you high levels of stress, work through your issues regarding the situation. If there is a situation that is unavoidable, plan to go into it with a positive attitude. Tell yourself that you will not allow it to affect you negatively. Try to make the best of it.

Make the Change!
If you recognize that your attitude is negatively affecting your road to sustainable success, take action to reverse it. Refuse to be dragged down by a negative attitude. This may be a difficult thing to do, but it is worth it. If you need help with moving toward a more positive attitude, seek the help of a professional life or leadership coach.


Gossip At Work – a Good or a Bad Habit?

What is it that really drives us to gossip at work? And is there any way to change the habit of gossiping?


Change Management In 5 Simple Steps

time for a changeChange is hard for individuals. Change is not an event with an exact start and stop point; it is a process. Each step made towards change, even when small, is still a step in the right direction. This can be hard for many individuals to understand, and it will even cause them frustration.

As a leader it’s important that you are aware of the different stages of change, not only in order for you understand the actions and events happening with and within your group but also for you to be pro-active in your own actions.

We’ve made it easy for you and outlined the basic 5 stages of the change process:

Stage 1: Awareness – Individuals aren’t yet consciously aware that change is necessary or desired. Think of a change that you would like to implement with your employees. In your next meeting, create awareness of why the change is necessary.

Stage 2: Desire – Now there is awareness that change is needed, but no one has committed to making the change.
In your next meeting, go over the pros and cons of making the change. Ask your employees what they think the pros and cons are. Help employees by removing the barriers of the change (address the cons that are mentioned).

Stage 3: Knowledge – This is the stage where individuals start making plans to change.
Make sure that you give a clear picture of what the change will look like so that your associates are able to make an easy transition.

Stage 4: Ability – Here is where you will make the change. To stay successful, you will need strategies to maintain the changed behavior and resist old behavior.
Recognize employees for making the change and resisting old behavior. Provide coaching and help your employees associates stay focused on the new behaviors.

Stage 5: Reinforcement – In this stage, the new behavior remains stable and consistent. Coping strategies are strengthened or modified to make sure maintenance is sustained.
Continue coaching your employees as they strive towards the reinforcement stage.

Do you want to learn more about change management or do you need some support going through a major change in your organization? Get in touch with us for a dialogue about how we can help you through a successful process.


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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1-Minute Playbook: How To Reach Your Goals

archery-472932_1280Most individuals begin each day with goals in mind, only to have them be pushed aside when other tasks or issues present themselves. Allowing constant interruptions to take over can cause you to feel overwhelmed and unproductive.

Here are some tips to help you manage the many tasks that present themselves each day without losing focus of your goals:
– Make your first task of the day to prioritize your top three goals.
– Keep these goals at the forefront of your mind as you go through the day.
– When you are interrupted, stop and think about where this falls in your priorities for the day before abandoning your current task to take on a new one.

Reflect on three tasks that you would like to achieve today. Be sure to consider how you will still achieve your daily goals if you are interrupted.


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


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