Vibrancy For Executives Blog

Creating a People-Centric Workplace

Sat, 29 Mar 2025 13:53:10 GMT

Happy to be featured in this discussion with CHRO Daily.

Brent Hafele is President of Vibrancy Unlocked and Coach to CEOs.

Few efforts are more transformative than when a CEO actively celebrates and encourages people's strengths. Too often, workplaces focus on fixing weaknesses rather than amplifying what people do best. When leaders recognize and reinforce strengths, they unlock greater innovation, productivity, and engagement.

24 Tips for CEOs to Create a People-Centric Workplace

Prioritizing CEO Mental Health

Thu, 16 Jan 2025 16:48:21 GMT

Happy to be featured in this discussion in CEO Official Magazine.

The high pressure of corporate leadership can affect your mental health unless you make a plan. As a CEO, if you struggle with managing it all, learning strategies to help are critical.

Prioritizing CEO Mental Health: Tips and Resources

Brent Hafele Featured in the Excellent Executive Coaching Podcast

Mon, 04 Nov 2024 16:03:40 GMT

Brent Hafele is President of Vibrancy Unlocked and Coach to CEOs.

In this episode, we asked Brent Hafele, president of Vibrancy Unlocked and coach to CEOs, to talk to us about “The Tyrant of More.” Brent knows the joy and stress, the excitement and loneliness, and the blessing and curse of leading organizations. “There’s always more to do, and that’s a terrible tyrant to live under.”

The work world can too easily strip away our humanity with expectations that prevent you from being you. Given the chance, it will challenge your values, divide your family, and leave you beat up. There are few things Brent loves more than supporting a leader and their team as they press on into the next season.

Listen to the full podcast here.

Transforming Team Dynamics with CliftonStrengths

Wed, 02 Oct 2024 20:36:57 GMT

Brent Hafele is CEO of Vibrancy Unlocked and a certified CliftonStrengths coach.

Sometimes, the hardest part of your job is to get your team to work effectively together. How do you improve team dynamics? If two people are not working well together, is it just a personality clash or is something else going on?

For example, I once worked with a CEO who didn’t get along with the CFO. My suggestion was to start with a CliftonStrengths assessment because it would help them learn how their different strengths could work together. Everyone has unique strengths, and when you can leverage those strengths, you can build an effective team.

In this case, a CliftonStrengths assessment revealed that the CEO scored high as Developer while the CFO scored high as Maximizer. These two can often naturally conflict with each other because of the way each is wired.

As someone who was very talented in the Developer theme, the CEO recognized and cultivated the potential in others. Developers “spot the signs of each small improvement and derive satisfaction from evidence of progress” (Gallup. https://www.gallup.com/cliftonstrengths/en/252224/developer-theme.aspx ). If a person on the team performs exceptionally well, someone high in Developer will be satisfied. However, if another team member performs at just a good level, a Developer will work with them to improve and will be content even if the improvement is small.

But the CFO scored high as in the Maximizer talent. “People exceptionally talented in the Maximizer theme focus on strengths as a way to stimulate personal and group excellence. They seek to transform something strong into something superb” (Gallup. https://www.gallup.com/cliftonstrengths/en/252299/maximizer-theme.aspx ). People with strong Maximizer talents will always want things to be better. For instance, the person who performs exceptionally well (maybe a 97 on a scale of 100) can always do better. Those with high Madimizer will want that person to become a 98 or 99, for instance. In other words, they want to transform something strong into something superb.

So, you can see why the Maximizer talents might be in conflict with Developer talents. Developer talents focus on good to better while Maximizer talents emphasize going from better to best (though often best is only theoretical to most high in Maximizer!).

But more than just understanding how these two might be in conflict, a CliftonStrengths assessment helps everyone on the team learn to value the different strengths. While someone high in Developer helps on relationship building among the team, the one who is high in Maximizer will influence the team to strive toward excellence. They don’t have to be in conflict. Instead, they can leverage each other's strength to help the team. Over time, the CEO and CFO in my story leveraged their strengths to become an effective team.

Working with others requires collaboration. The more you understand your strengths and the different strengths others bring to the team, the easier it becomes to develop a healthy workplace. As a certified CliftonStrengths coach, I have seen time and again the importance of uncovering your strengths and learning to use them well.

The CliftonStrengths assessment is just one tool we use to help CEOs build an effective C-Suite. At Vibrancy Unlocked, we coach CEOs to thrive so they build a better workplace. And a better workplace will mean improved employee engagement and more productivity. Contact us at www.vibrancyunlocked.com .

Strengthening the C-Suite: Using CliftonStrengths to Address Burnout

Thu, 12 Sep 2024 15:02:37 GMT

Brent Hafele is CEO of Vibrancy Unlocked and a certified CliftonStrengths coach.

What do you do if members of your C-suite are burned out? Are you and your fellow executives sometimes struggling to do your best work? If you’re feeling stuck, there are solutions.

One of my coaching clients was a sales and marketing executive with a frustrating project—spearheading the annual customer retreat. Every year, the client (let’s call him Eric) took the lead on it, and every year it went okay. He hated the work, but it needed to be done. The project always made him feel a bit empty inside, and the retreat never seemed to be a smash hit.

Eric wanted coaching so that he could explore what was happening and how to do better. We started by looking at his CliftonStrengths. CliftonStrengths is an assessment of natural talents backed up by six decades of research. There are 34 unique talents, and the CliftonStrengths assessment helps you discover which of the talents are naturally dominant for you and which are less dominant.

For instance, the CEO who scores high on the Belief talent may feel overextended because she can’t let certain things go. Executives with high Belief have certain core values that tend to unconsciously drive them in certain directions. Through an understanding of those beliefs/values, they can more intentionally leverage them leading to better performance and satisfaction.

In Eric’s case, we started by listing out the major elements of the project such as determining a guest list, securing a resort property, and selecting the menu and itinerary. It was pretty standard event-planning stuff. Then, we tied each planning element to one or two primary CliftonStrengths necessary to complete that element.

What we found was striking!

My client was using his top talents in only 40% of the tasks. That meant he was wrestling to get the other 60% done using lesser talents. No wonder he was burning out and having lackluster results.

Eric was using his lower tier Discipline and Command talents to essentially ramrod the project through. In addition, Eric would often get pulled in various directions leading to delays in retreat planning. He discovered through the process that he needed to set the goals and expectations – using his strong Strategic talent – and leverage his team members to manage the details.

Burnout usually occurs when people are working outside their natural, dominant talents. Everyone has a unique profile that sets them apart from everyone else, but many don’t take the time to discover their natural strengths. That’s where this assessment has value.

I have helped many CEOs understand how to more effectively deploy their natural gifts by using CliftonStrengths. Of course, the subsequent retreat was not only more manageable, it was far more successful. The key was that Eric AND his team were intentionally working within their respective top CliftonStrengths. It was thrilling for me to observe, but I wasn’t surprised. These types of improvements happen all the time when people are living and working in their top strengths.

CliftonStrengths is just one tool we use at Vibrancy Unlocked. We coach CEOs to thrive so they don’t burn out. Contact us at www.vibrancyunlocked.com .

The Missing Degree for CEO Success

Mon, 02 Sep 2024 22:30:00 GMT

Brent Hafele is President and CEO of Vibrancy Unlocked.

There is no such thing as a degree in CEO studies. Thus, CEOs come from all kinds of backgrounds: marketing, fundraising, human resources, finance, or business, just to name a few. Executive leaders are talented people, and they get promoted along the way because of their skills and focused expertise.

But CEOs may find, once they get to the top, that they aren't prepared for the struggles that come with the top position: isolation, personnel issues, oversight of corporate areas different from their background, communication struggles, and rapidly changing demands. And organizations are expecting more from their managers than ever before.

There is no degree that prepares you for the range of issues you might face. I know a CEO whose company has worked the same way for many years. His executive team is small, but now that the company is expanding, problems with one particular member are starting to become pronounced. But here’s the problem: the CEO is not very confrontational, and this team member is an original founder of the company. But if the problem does not get addressed, it’s not going to end well.

You may have even had some training along the way. Odds are good that the training is outdated and not always helpful in today’s workforce. However, organizations that invest in executive leadership coaching have higher rates of training leaders who are successful and resilient.

According to betterup.com , managers who underwent leadership coaching to build resilience saw a 31% increase in team performance, a 9% increase in team innovation, and a 52% decrease in burnout.

Coaching is very empowering for leaders and especially CEOs. Leadership coaching gives CEOs the space to have one-on-one conversations with someone who is outside of the organization. A good coach will help the client understand their specific strengths as well as areas of growth. A leadership coach will help you set goals for personal growth and for building new skills.

Here are seven ways that leadership coaching will support you:

Acquiring and offering feedback
Recognizing development opportunities
Developing awareness
Generating solutions by asking the right questions
Encouraging lifelong learning
Offering long-term support
Establishing a system of accountability and monitoring progress

(https://www.betterup.com/blog/why-every-successful-manager-needs-leadership-coaching)

If you’re struggling in your position, you are not alone. In fact, the majority of CEOs do not feel prepared for the specific struggles attached to the top job. However, you don’t have to go it alone. Investing in a leadership coach will not only address your struggles but will teach you how to thrive at your workplace.

Training for leaders looks different these days. More top companies are investing in executive coaching to support their top talent – and with good reason. As I said, there isn’t a degree to prepare CEOs, but there is help.

Vibrancy Unlocked coaches CEOs to thrive so they build a better workplace. Contact us at www.vibrancyunlocked.com .

Beyond the Buzz: The Practical Benefits of Executive Coaching for Top Leaders

Wed, 28 Aug 2024 15:30:00 GMT

Brent Hafele is President and CEO of Vibrancy Unlocked.

Executive coaching isn’t just the latest in feel-good trends. Good coaching offers practical and helpful support for high-level executives. The problems CEOs face are usually pretty obvious to them. What they need is someone on the outside to help them think through the solutions.

Off the top, coaching will:

Help you set up a more structured and goal-oriented approach
Focus on finding solutions with the skills that you already have
Provide regular feedback on your progress and performance

But let’s dive in deeper. What are some of the specific problems that coaching can help you solve?

Are you feeling overwhelmed?

Do you feel as if there just aren’t enough hours in the day to accomplish all you need to do? Are you staying late just to get caught up? If your workload keeps piling up, then hiring a coach can help. A coach can help you manage time, learn how and what you can delegate to others, and show you how to create better boundaries. In fact, learning how to manage the incredible time pressures is one of the main reasons CEOs hire coaches.

Are you feeling isolated?

It can be very lonely at the top because who can the top leaders confide in? Running a business carries a lot of stress, but when things get tough, you can’t just talk to anyone. You can speak freely with a coach because he’s someone on the outside. It’s a relief to have a place to share where you don’t have to worry about your credibility or your reputation. Coaches maintain strict confidentiality and will provide honest feedback for difficult situations.

Do you have budget concerns?

CEOs carry this burden, many times by themselves. What do you do when the revenue is not coming in as expected? What’s the best way to cut a budget or a better way to allocate resources? The problem with talking to people within the organization is that everyone has biases when it comes to their department. A coach can give you an unbiased and objective perspective without telling you what to do. A coach can also help you make a plan.

Is your company struggling to grow?

It’s easier for someone on the outside to give you perspective. Maybe it’s a leadership issue; maybe the company culture needs to change. Whatever is holding back the company, a coach will help you figure it out. We like to think of ourselves as thought-partners because we firmly believe that executives already have the tools they need. Still, an outside coach will help you figure out how to use your tools.

Are you struggling with communication?

CEOs must communicate the organization’s vision, negotiate with stakeholders, and successfully engage with employees. If this is an area of struggle, a coach can help you develop clear communication skills (and a clear vision). Better communication improves everything: employee relationships, transparency, and ensuring that everyone aligns with the organization’s vision.

Executive coaching is more than a feel-good trend: it’s a great investment to help you solve the problems you carry for your organization. Vibrancy Unlocked coaches CEOs to thrive so they build a better workplace. Contact us at www.vibrancyunlocked.com .

Coaching vs. Therapy: What's the Difference?

Tue, 20 Aug 2024 18:00:10 GMT

Brent Hafele is President and CEO of Vibrancy Unlocked.

The role of CEO can be extremely lonely. The pressures of decision-making, hiring and firing, and team dynamics are only some of the burdens a CEO carries. The problem is that most CEOs carry these burdens by themselves. At the end of the day, who can they talk to?

You can’t always talk to your team because it is awkward or inappropriate.

You don’t want to freak out the ownership/board/partners.

Your friends don’t understand, and

Your family is tired of listening.

I believe in executive coaching because it gives CEOs a place to work through their struggles. But when I say that, don’t think that coaching is therapy. Both help improve a client’s life. Both are working to help a client in personal growth. Both maintain a high level of confidentiality, and both are best conducted in a safe, judgment-free environment. What makes coaching and therapy different is their focus.

Therapy generally assumes a pathology (something is wrong) and focuses on bringing the client/patient from the past into the present. A therapist will work to discover the reasons for a client’s behaviors and patterns. That involves looking to the past, to a person’s history. It generally involves exploring and addressing past traumas or events that hold the client back. In order to achieve a healthy baseline, a therapist will help the client understand how their behavior today is influenced by the past.

But coaching assumes the client is healthy and focuses on bringing the client from the present into the future. Coaches assume that the client has the skills and capacity to successfully navigate their reality. While the past is relevant, the focus is on the future. As such, it's the coach's role to help draw out, encourage, and support the client's strengths and next steps. In this role, the coach serves as a thought partner and guide.

An executive coach mainly focuses on how to improve the workplace and how to improve management skills. Because stress and isolation are prevalent for CEOs, a coach will develop goals to reduce stress, improve time management, and address bad habits. Sometimes the problem is low employee engagement. A coach will help a CEO learn how to cultivate a healthier workplace, which will improve employee engagement.

According to Robert Denker, this is the focus of executive coaching:

Connect development to critical leadership skills or strategic skill gaps
Prepare leaders to adapt to changes in business strategy, direction, or challenges
Translate feedback from managers, peers, and direct reports into action
Reinforce leader alignment with organizational values
Facilitate challenging and cost-efficient on-the-job learning
Foster an organizational culture of coaching

(“Executive Coaching is Not Therapy or Counseling.” RDP. https://www.rdpusa.com/executive-coaching-not-therapy-counseling/)

In the end, executive coaching focuses on the health, performance, and vitality of the leader. I like to call that vibrancy! When the CEO is working at optimal performance, that will improve the entire organization. Again, the focus is on bringing the CEO from the present and into a better future.

Coaching and therapy both have value; you’re the best judge of which one you need.

Executive coaching is a great investment for you and your organization. Vibrancy Unlocked coaches CEOs to thrive so they build a better workplace. Contact us at www.vibrancyunlocked.com .

Coaching vs. Mentoring: What's the Difference?

Thu, 15 Aug 2024 19:45:00 GMT

Brent Hafele is president and executive coach at Vibrancy Unlocked.

When I coach clients, sometimes I’ll throw out the movie question. I’ll ask them to describe the movie and tell me what character they are. What is interesting is that they usually choose characters who are often by themselves. They might choose Frodo: alone. Indiana Jones: alone. The Black Panther: alone. They feel the weight of the world on their shoulders, but they are going it alone.

Leaders, you don’t have to. If you’re feeling like one of these “alone” characters, then you should consider hiring an executive coach. Because executive coaching is becoming the standard in leadership development, you’ve probably heard of it, but you might not entirely understand what it is. For instance, what is the difference between coaching and mentoring? Both offer value, but it’s a matter of what you are looking for.

Mentoring is often limited to the mentor’s experience and stories. It tends to be more informal, and a mentor will focus on broad advice. However, most CEOs aren’t actually looking for advice. Instead, they usually want targeted assistance to address specific challenges, whether it is burnout, navigating certain personalities within the organization, or accomplishing more in less time.

If that just described you, then executive coaching may be more what you are looking for. Coaching is different from mentoring in that it draws from the client’s experience and strengths rather than the mentor’s.

Going back to the movie question, I had one client who described herself as Hermione Granger. She said, “I have the answers, but I’m resented for it. I’m thoughtful and structured, but that’s not valued, so I feel like an ‘other.’” Even though she was in charge, she didn’t feel part of the team.

Here’s the difference. If another female CEO were mentoring her, she would be able to share her experience and offer broad advice about how she might have dealt with the situation. That’s one approach, and like I said, it absolutely has value.

However, in this same situation, as executive coach, I approached it differently. As coaches, we assume the client already has what she needs to succeed. Sometimes, you just need someone on the outside to help you see it.

So with “Hermione,” I listened carefully and asked guiding questions:

How might “having the answers” affect the engagement of her team?
What does her team need from her?
Ideally, what would she like to see in her relationship with her team?
What steps could she take to address her team’s needs along with her own?

CEOs are in their positions because they are already skilled at what they do. Like Hermione, they have what they need to succeed, but when things seem bleak, they don’t always see it. Because coaches are outside people, they can give you, not only encouragement, but they can show you how to succeed with the tools you already have.

You don’t have to be that “alone” character in the movie. We’re here to help. Join the growing movement in leadership development. Talk to us about coaching at www.vibrancyunlocked.com .

Coaching vs. Consulting: What's the Difference?

Tue, 13 Aug 2024 14:45:00 GMT

Brent Hafele is President of Vibrancy Unlocked, Coaching CEOs to Thrive.

Executive coaching is getting a lot of attention these days, but there still seems to be confusion about what coaching actually is. For instance, what is the difference between coaching and consulting? While both can offer valuable services, the main difference is in the approach.

A consultant comes in to diagnose your problem and prescribe a solution. A consultant will also tell the client what steps to take to solve that problem. In this case, the consultant is the expert. In other words, their expertise lies in their specific education and experience. If the consultant was a former CEO, for instance, she will offer what she learned in the role and advise you according to her past experiences.

An executive coach is different. A coach will work with you to identify the problem. But instead of telling you what you should do, a good coach will, instead, guide you to your solution. Coaching leaves room for the client to identify their own skills that will lead to the answers. In this case, the client is the expert, and the coach draws out that expertise.

Coaching also allows you to build a relationship. And once you develop a close trust, clients are more willing to open up and be vulnerable. They can talk about what keeps them up at night and what they are worried about. CEOs don’t have this luxury unless they are working with someone on the outside where they can be honest.

I had one client who, after many sessions, I had never heard him swear. One day, we entered into a session, and every other word was a swear word. This client, who had never dropped the f-bomb before, said it about a dozen times in fifteen minutes. He was having a really bad day.

But because we had built a relationship, we had a chance to talk through what was really behind this and how he was doing as a person. What we could have done was focus on every one of the little problems, or we could get to the root of what was really going on. And a lot of it had to do with what was going on in his personal life as well as his professional life. Because of our coaching relationship, we were able to talk as peers and work on the solution together.

So, what’s the difference between a coach and a consultant? A consultant will tell you what to do. A coach will empower you to identify and create your own solution.

Vibrancy Unlocked coaches CEOs to thrive so they build a better workplace. Contact us at www.vibrancyunlocked.com .

Preventing Burnout

Fri, 09 Aug 2024 13:30:00 GMT

Brent Hafele is President and Coach to CEOs at Vibrancy Unlocked

I saw an article last spring promoting 4 strategies to prevent CEO burnout. Naturally, I am interested in this topic because I am an executive coach and deal with a lot of executives who are burning out.

Being a CEO in today’s world requires resilience, adaptability, and the ability to handle pressure in a changing landscape. The job of CEO is high stakes, but it seems that only recently more people are paying attention to the well-being of their executives. The exhaustion, stress, and what I call “the tyrant of more” are taking a toll. According to Forbes , “In 2023, a record number of CEOs left their positions, with a sobering statistic revealing that 19 CEOs tragically passed away while in office.” *

With CEOs working an average of 60+ hours a week, this problem isn’t going away any time soon. But I am encouraged that there is more focus on helping executives with their well-being.

How do you know if you’re burning out? Here are some questions to ask yourself:

Do you feel mentally or physically exhausted?
Are you feeling indifferent toward your job?
Are you having difficulty focusing or making decisions?
How are your personal relationships? Do they feel strained?
Are you feeling isolated? Lonely? Detached from your colleagues?
Have you lost your control venting on an employee?

If you’re relating to these questions, you may want to explore if burnout is the reason. This not only affects you personally, but your burnout will affect the organization.

So, how do you fight your burnout? This same article in Forbes suggested four strategies:

Regular exercise: We all know that physical activity also improves mental health, helps you clear your mind, and even improves memory.

Regular sleep: Honestly, I find it amazing how little many CEOs sleep, and you are making important decisions every day. Lack of good sleep will impair your cognitive functions, magnify small problems, and prevent you from maintaining objectivity.

Avoid the superhero syndrome: You don’t have to do it all. Learn to delegate, draw boundaries, and trust your team.

Stay connected to the purpose: Remembering the purpose and vision of your organization actually lowers your level of anxiety and helps you maintain organizational success.

All of those strategies are good ideas. However, these tips rely on the executive to do these on their own. What is the success rate if you’re already burned out?

You don’t have to go it alone. On top of these good strategies, my recommendation is that you invest in an executive coach. The advantage of executive coaching is that you have someone on the outside who can help identify the issues in a confidential, nonjudgmental way.

What is especially great about a coach is that they will help you identify the strengths and tools you already have and empower you to use them. Most CEOs already know what the problem is. What they usually need is a thought partner to help them find a strategy to address it.

That’s why I think executive coaching is the most effective strategy of all to combat burnout.

Vibrancy Unlocked is coaching CEO’s to thrive. If you are feeling burnout, contact us at www.vibrancyunlocked.com . We can work together to build a better workplace for you and for your organization.

* Hayes II, Julian. “Executive Stress: 4 Key Strategies to Preventing CEO Burnout.” Forbes . 31 March 2024.

Executive Coaching and Empowerment

Tue, 06 Aug 2024 16:15:00 GMT

Usually what a CEO needs is a thought partner.

I was asked recently what I like best about coaching. There are several things I actually love about coaching, but probably the biggest reason I love coaching is seeing the “click” in the client when things start to make sense. Think of it as a “lightbulb moment.”

The “click” is just a huge rush – when the client really gets it. Sometimes, the client will come in and say they don’t know what to talk about. Or they are really angry (or anxious) about something. Or they just want to talk about a particular problem. Or they aren’t happy with one of the employees.

Many times, they just don’t know how to proceed. But in coaching, we can have a conversation and at some point, it distills down to a moment where they see it. They get it. And that “click” is so cool.

Here’s an example of a C-suite leader (not a CEO) that I was working with. She was very technically competent, but she did not feel confident in her leadership. I was able to ask her simple questions like, Where have you had your greatest leadership successes? What contributed to those successes? How will you apply your strengths to this new leadership role?

As we talked it through, at one point, she stopped me and said, “Wait. I’ve actually got this. I know what I need to do.” Yes. What she needed was a space to talk it out to realize she had the tools all along. As she said, “Oh. I just needed to get out of my head.”

Another time, I was meeting with the head of a company, and she struggled with a lot of self-doubt. Because the role of CEO is so isolating, this is actually a common experience. In this case, she needed to reach out to a client to get the data, but she really didn’t want to do that. Her fear was that it would reveal bad news.

“What’s the worst news that could come back?” I asked. And we talked through the worst news scenario. Basically, the client was going to do some seminars, and she was worried that the client would say they couldn’t move forward because they didn’t have what they needed. The owner feared this would be a bad reflection on her.

But after talking that through, the question was, “Is this a bad reflection on you?” That was when I saw the “click.” At that moment, she understood that this would be a bad reflection on her client, not her. Suddenly, she was able to release her anxiety and ask for the data. Now, if it came back as bad news, she knew how she would respond. Yes, the client did, indeed, come back with bad news, but because she planned what her response would be, there was no more anxiety.

What I love about coaching is that it empowers the client. Usually clients already have the tools and just need someone on the outside to be a thought partner with them. By asking questions and drawing out their expertise, we help them find their own solutions. Talk to us about coaching at www.vibrancyunlocked.com.

The Importance of Certified Coaching

Thu, 01 Aug 2024 22:39:51 GMT

Brent Hafele is President and a CEO Coach at Vibrancy Unlocked.

Executive coaching is quickly becoming the standard in leadership development. One-third of Fortune 500 companies utilize executive coaching for their elite executives and new talent ( The Hay Group ).

What makes coaching a good investment? According to ICF Research , nearly 50% of companies who invest in coaching make at least a 10X return on that investment . This investment will improve performance in the individual, your team, and your organization. The statistics are pretty impressive:

70% increase in individual performance (goal attainment, clearer communication)
50% increase in team performance (Improved collaboration)
48% increase in organizational performance (increase in revenue and employee retention).

A quick look on LinkedIn will show you that coaches and mentors are everywhere. In fact, anyone can call themselves a coach, but how do you know if someone is actually qualified? The first place to start is by looking at their credentials.

The Gallup Organization and Coach Approach Ministries provided most of my ICF-approved education. In both cases, I was taught by highly-experienced, ICF-certified coaches. Instructors such as Jeremy Pietrocini, Chad Hall, and David Cooke taught not just the content of coaching but the nuance. They also exhibited a very high standard of what world-class executive coaching looks like. Their instruction and mentorship significantly elevated my capacity as a coach.

The International Coaching Federation (ICF) is an organization of trained professional coaches. In fact, this organization is the gold standard in coaching. In this growing industry, it is important to know that your coach has met a level of standards to even call themselves a coach. ICF coaches have met stringent education and experience requirements and adhere to strict ethical guidelines. ICF’s mission is to protect coaching consumers.

If your coach has been trained through ICF, here is what their credentials mean:

Associate Certified Coach (ACC) – Someone who holds this certification has completed 60 hours of coach specific education and 100 hours of client coaching experience.
Professional Certified Coach (PCC) – Someone who holds this certification has completed 125 hours of coach specific education and 500 hours of client coaching experience.
Master Certified Coach (MCC) – A master coach has held or holds a PCC Credential and has completed 200 hours of coach specific education and 2,500 hours of client coaching experience.

Executive coaching empowers clients by asking questions, drawing out their expertise, and helping them find their own solutions. Rather than providing answers, a good coach will help the client trust their own expertise.

Hiring an executive coach is one of the best investments you can make. Just make sure your coach is certified. Join the growing movement in leadership development. Talk to us about coaching at www.vibrancyunlocked.com .

Feeling Overworked? Changing Your Workplace Starts at the Top.

Mon, 29 Jul 2024 21:58:16 GMT

Employee engagement has been on a downward trend; in fact, it has hit its lowest level in 10 years. That’s a problem. If employees are not engaged, this will affect overall productivity, profitability, and retention.

On the other hand, employees who are engaged have more enthusiasm for their job and are more likely to be high-performing. Engagement is linked to job satisfaction and overall morale. These employees find meaning in what they do, they feel appreciated, and they are invested in the success of the company.

Sadly, a majority of employees do not feel appreciated nor do they see a connection to their role and the company’s success.

So, how do we increase employee engagement? One way is to develop a culture where supervisors act like a coach instead of a boss. How do you create such a culture? Shift the mindset by hiring an executive coach.

CEOs are used to bearing the responsibility for everyone. If they are working under growing stress, they are not performing at their best. Executive coaching can change the culture by helping the CEO learn to delegate, break bad habits, and improve relationships and communication. In fact, when they learn better habits and boundaries, that changes things for everyone in the organization.

Statistics on executive coaching are very compelling. The International Coaching Federation (ICF) confirms these benefits of executive coaching:

70% increase in individual performance
50% increase in team performance
48% increase in organizational performance
788% return on investment (ROI)

(“The ROI of Executive Coaching," American University Washington, 2024.)

How well your CEO is doing will affect your entire organization. If the CEO gets support and learns how to engage employees better, the workplace will begin to thrive. A good executive coach can help CEOs make changes, such as:

Learning to have meaningful conversations with their employees
Setting and articulating clear goals
Empowering employees by trusting and respecting them

In the end, engaged employees will feel an emotional connection to their job. If leadership takes time to have meaningful conversations with them, they will feel heard and appreciated. Helping the employees know clearly what their role is and what the goals are will also motivate them toward the success of the organization. Finally, trust the people you have hired . When employees feel trusted and respected by their bosses, they are much more likely to invest in their work.

Some simple changes can change an unhealthy workplace culture to one that thrives. The end result will be an increase in overall employee engagement. Engaged employees are motivated to work at a high level. And that’s a culture that thrives.

Executive coaching is an investment in your entire organization. If you want a thriving workplace, start at the top.

#CoachingCEOsToThrive

#BuildingBetterWorkplaces

#VibrantLife

Employee Engagement vs. Employee Well-Being

Mon, 22 Jul 2024 21:32:20 GMT

A recent article in Fast Company (16 July 2024) suggests that employee well-being is more important to a business’ success than employee engagement. In some ways, this is two sides of the same coin, but they make a fair point. It would only make sense that an employee’s well-being affects job performance, commitment, engagement, and in the end, the organization’s profits.

Let’s break that down. Over the last decade, employee engagement has hit an all-time low. So when employers want to increase their employee’s engagement, how do they do that? In what ways does a CEO make changes to get everyone invested in the organization?

I worked at a university for about nine years, and one of the ways our leadership used to get us invested was by running surveys. That seems like a good idea: find out from the professors and teachers on campus what they need, what would improve the workplace, or what changes they’d like to see. The problem was that it was mostly an exercise in futility. We gave all kinds of feedback, but it seemed that nothing ever changed. In some cases, they did exactly the opposite of what we suggested. Here’s a thought: don’t give people a survey unless you will actually use the responses to see what needs to be changed.

How often do companies run surveys that end up being empty gestures? If that is the case, leadership has wasted its employees’ time and communicated that they really don’t care what the employees had to say. Well, what will that do for morale? Or job satisfaction? Or engagement? It will decrease all of those.

According to Gallup , here is the picture of the American Workplace:

Only 30% of U.S. workers are fully engaged in their jobs
Over 50% of workers do just enough to collect their paychecks
Nearly 20% are so unhappy with their jobs that they effectively sabotage the employers’ best interests

So, maybe the question isn’t how to increase engagement. Maybe it is about addressing employees’ well-being. At the university, our workloads were being increased while our pay was being reduced. We worked in old buildings with sometimes outdated technology. But overall, it was the increased stress – and that became about well-being. In fact, I became one of those employees who did only enough for my paycheck, who became less engaged in my job, and who eventually found another job altogether.

According to Oxford University , how people feel at work has a direct impact on their productivity. It also impacts investment and engagement. If you address employee well-being, better engagement will be one of the end results. And better engagement also improves profitability.

CEOs and workplace leaders can do a lot to elevate the well-being of their employees. You might be seeing a lot about the recent trend to hire executive coaches, but if you think coaching is all about the well-being of leadership, you’ll miss the greater benefits.

Vibrancy Unlocked coaches CEOs to thrive so they build a better workplace. Thriving leadership means that they’ve understood the investment in their well-being. If they get it right, they’ll be more likely to invest in their employees’ well-being. If you want better engagement, invest in well-being. Contact us at www.vibrancyunlocked.com .

Lonely at the Top? It Doesn’t Have to Be.

Fri, 12 Jul 2024 21:22:58 GMT

A CEO once shared with me the stress he was feeling. He said, “Tonight, 483 souls will eat food paid for from salaries provided by my company. If I mess up, people’s lives are significantly changed.” When you put it that way, that other people’s lives rely on your company, you can see why people in executive leadership positions feel pressure. But if you dig down, what they really might be feeling is isolation.

The responsibility of leadership can be extremely lonely. The pressures of decision-making, hiring and firing, team dynamics, and changing markets are only some of the burdens a CEO carries. Their isolation can lead to burnout and depression.

At the end of the day, where do the CEOs find support? They can’t always talk to their managers; some of them might be the problem. Given the power dynamic, they can’t really talk to their employees. They can’t keep talking to their families, who may be tired of hearing about it.

Isolation and loneliness are real. But there is a stigma attached to these feelings. Usually, they are disregarded or simply dismissed. Is it lonely at the top? For the vast majority, yes. Does it have to be? No.

If you’re feeling that stress, burnout, or isolation, there are solutions. And quitting your job does not have to be one of them. Here are three better suggestions:

Acknowledge Your Feelings

Because most executives don’t talk about this topic, it may feel as if you’re the only one experiencing it. But according to the Harvard Business Review , “half of CEOs express feelings of loneliness” (7 July 2018). That was before the pandemic. I would venture a guess that this percentage is higher today. Still, until you acknowledge there’s a problem, you can’t address it.

Invest in Executive Leadership Coaching

Investing in Executive Leadership Coaching is a growing trend, and for good reason. “A Metrix Global study found that executive coaching has a 788% return on investment (ROI)!” (Source: Matuson, Roberta. “Is Executive Coaching Really Worth the Money?” Forbes . 27 July 2023.)

What does it look like if the CEO has someone on the outside that they can talk to? The benefits of coaching are well-documented. Among the numerous benefits, CEOs gain improved productivity, leadership performance, and mental health. They also see an increase in motivation and learn a better work/life balance. They don’t feel so … isolated.

Change the Climate of Your Organization

CEOs can’t have a bad day because it will affect the entire organization. And if leadership struggles, it will affect the employees. But if leadership gets support, it will help the organization to thrive.

And if you want to strengthen the company’s culture, once again, it starts by supporting executive leadership. Coaching helps CEOs build a climate with better communication, clearer goals, and trust in the employees. A thriving workplace benefits everyone, and in the end, will reduce the stress on your top leadership.

Like I said, it’s lonely at the top, but it doesn’t have to be. If you’re ready to take the next step in executive coaching, contact www.vibrancyunlocked.com . We’re coaching and supporting CEOs (and organizations) to thrive.

Considering Quitting Your C-Suite Job?

Fri, 12 Jul 2024 16:10:13 GMT

The demands on CEOs are becoming too much. It’s what I call the “Tyrant of More.” Isn’t there always more to do? More reports, more hires, more strategies for the future. And that’s just your job. Your family and friends are also looking for more from you.

But there are only twenty-four hours in a day. And you are only one person. Does this sound familiar?

Modern issues are only compounding the problem. An uncertain economic climate, talent recruitment and retention, the age of artificial intelligence, and remote work have only added to the stresses on CEOs. In fact, the CEO position is one that is prime for burnout.

Recent statistics on CEOs confirm that burnout is a growing problem:

The average work week for a CEO is 62.5 hours.
55% of CEOs have experienced a mental health issue in the last year – that’s up 24 points from 2023.
Millennial CEOs are the most likely to experience anxiety, depression, and loneliness.
And 75% of executives seriously considered quitting their jobs for ones that better support their well-being.

( Source: Hayes II, Julian. “CEO Mental Health: How Executive Therapy Benefits Leaders.” Forbes . 1 July 2024. )

“Better support for their well-being.” Employees have bosses to report to. Middle managers have people above them. But where does the CEO go when they need support?

Increasingly, companies are investing in executive coaching to support their elite staff. According to The Hay Group, one-third of all Fortune 500 companies now utilize executive coaching as standard leadership development for their talent at the top.

Statistics on Coaching are very compelling. The International Coaching Federation (ICF) confirms these benefits of executive coaching:

70% increase in individual performance
50% increase in team performance
48% increase in organizational performance
788% return on investment (ROI)

( Source: “The ROI of Executive Coaching.” American University Washington, D.C. 2024. )

Creating a coaching culture will also shift a mindset within the organization. Today, employees will thrive if their managers act like a coach instead of a boss. In other words, bosses who have meaningful conversations, set clear goals, and empower their employees with trust and respect will see an increase in overall performance.

But changing the culture starts at the top. CEOs are used to bearing the responsibility for everyone. If they are working under growing stress, they are not performing at their best. Executive coaching can change the climate by helping the CEO learn to delegate, break bad habits, and improve relationships and communication. In fact, when they learn better habits and boundaries, that changes things for everyone in the organization.

Executives need support. Instead of letting them burn out, why not support them with executive coaching? You’ve hired elite talent; it only makes sense to invest in them. The return on this investment means a CEO who actually gets more done in less time, a CEO who has more time for his family, and a CEO who develops a healthy climate for everyone.

Protect your CEOs, and you will also see higher employee satisfaction and retention by creating a thriving workplace.

Vibrancy Unlocked coaches CEOs to thrive so they build a better workplace. Contact us at www.vibrancyunlocked.com . We can help.

How CEOs Can Increase Employee Engagement: Choice

Thu, 20 Jun 2024 18:52:32 GMT

This is the last in the series.

Do you sometimes wonder why some employees don’t just “take the ball and run with it”? Does it always seem as if you’re doing a lot of hand-holding? The problem might not be the worker. The problem might actually be the workplace environment. Have you empowered your employees by giving them Choice ?

I’ve been talking about the four needs that every employee has: Connection, Clarity, Contribution, and Choice . The last one is Choice, and a workplace that meets this need is moving toward a thriving environment.

There are two ways that CEOs can look at their employees. One way is to have rules in place to make sure no one is taking advantage of the company. This workplace might have the employees clock in and out for breaks so that they stick to 15 minutes; it might involve rigid supervision with a focus on the work being done; or it might micromanage the PTO time you are able to take. This environment usually encourages an expectation to work extra hours to prove loyalty to the company.

This type of workplace gives a clear message to employees: The CEO doesn’t trust you to do what you’ve been hired to do. This type of workplace likely has high turnover, too.

Another way to run a business is to give your employees Choice . Such a workplace involves leadership that believes they have hired quality employees who are trusted and capable of getting the job done. This employer might say, “I don’t care when you come in as long as the work gets done.” Or they may tell you to take vacation time when you need it instead of restricting you to how much time you can take off. And finally, there is no expectation that you will work extra hours to prove your loyalty. (If this sounds like a crazy way to run a company, read No Rules Rules by Reed Hastings and Erin Meyer.)

In this type of workplace, an employee might bring an idea to the boss. The boss will say, “You’re capable of deciding this. Take care of it.” In that exchange, leadership has communicated trust: that the employee has the tools and skills to do this job. Instead of holding his hand, the boss is empowering him. See the difference?

It all comes back to Choice . Choice gives the employee ownership for how the work is done. This environment communicates a great level of trust from management. In the end, the employee feels valued and empowered to do the job.

Workers who feel trust from their managers are more likely to be connected to their jobs. This translates to increased employee engagement and satisfaction. This will also mean increased productivity, quality of work, and workers who feel confident to “take the ball and run with it.” And this means less work for the manager.

Creating a thriving workplace starts at the top. Vibrancy Unlocked coaches CEOs to create a better workplace. Contact us at www.vibrancyunlocked.com .

How CEOs Can Increase Employee Engagement: Contribution

Mon, 17 Jun 2024 15:01:30 GMT

You hear it a lot these days. “People just don’t want to work.” But is that true? Sure, there are definitely some people for whom that is true. But I believe the vast majority really do want to work as long as they are doing something meaningful.

Not only do they want work that is meaningful; employees want to know that they are contributing to something larger. Connecting their work to the larger organizational mission and goals gives them value.

I’ve been talking about the four needs that every employee has: Connection, Clarity, Contribution, and Choice . When it comes to contribution , CEOs can do a lot to help their employees meet this need. There are two areas that will make a big difference if leadership is willing to invest.

Make sure your employees have the tools they need to succeed. Every job requires certain tools such as computers, updated software tools, good office equipment, reasonable work space, or training opportunities.

I knew one nonprofit that had Mac computers for executive staff and HP computers for everyone else. The two different systems created a lot of complications. And with outdated software, it was difficult, for instance, to produce reports for grants and annual meetings. The direct impact was day-to-day frustration, but the overall impact affected productivity, morale, and a feeling of value among those who worked there.

Companies often neglect training opportunities because of the expense. But salespeople who don’t know their product, managers who are ineffective, and workers who don’t understand evolving technology are all costing the company. Investing in training will help employees improve and work to their full potential.

If the CEO wants to send a message that the workers are valued, give them good tools to do their jobs. If employees have the tools they need, they can do their best work. If they are doing their best work, they will feel they are contributing.

Help your team to leverage their strengths. Another way to help employees is to leverage their strengths. Too many times, feedback for employees focuses on how they can improve. What if we taught our workers to invest in their strengths?

Every employee is unique. We should teach them how to leverage the areas where they are gifted. CliftonStrengths is a great assessment tool that helps people understand their strengths.

As a Gallup Certified Strengths Coach, I do Executive or Leadership Team Strengths workshops for companies. Understanding and focusing on people’s strengths will not only help them feel seen and valued, but it will open up their potential and lead to greater performance. When employees’ strengths are identified and appreciated, those employees will feel they are contributing to the company.

Employees will find meaning in their work if they understand they are contributing to the larger goals and mission of the company. CEOs who invest with good tools and by focusing on strengths will see a workplace that thrives. And if you want high employee satisfaction and retention, creating a thriving workplace will go a long way.

Vibrancy Unlocked coaches CEOs to thrive so they build a better workplace. Contact us at www.vibrancyunlocked.com .

How CEOs Can Increase Employee Engagement: Clarity

Mon, 10 Jun 2024 13:48:28 GMT

This is the second in a series of 4 blogs to increase employee engagement

In the last decade, employee engagement has been on a downward trend. We can all guess why that is, and it may be higher among contractors. But CEOs and managers can help change this downward trend by understanding what employees need: Connection, Clarity, Contribution, and Choice.

I knew an employee who worked as a contractor with a fairly big company. Due to several people leaving, the work for her contracts became unclear. When she emailed questions or even asked what was the new chain-of-command, she was met with silence. Her continued emails translated into, “She is demanding, hard to work with.” But the lack of communication caused the problems. It won’t surprise you to know that she stopped working for the company. However, she may have stayed if she had had just one basic need met: clarity.

If an employee is unclear about their job or their role, it will be hard to feel connected to their company. A lack of connection will translate into low employee engagement, which will affect productivity and retention.

Having just three questions answered will go a long way with an employee.

What is the employee’s role? If an employee doesn’t understand what their role is and why it is important, then the CEO has a problem. Every employee should understand their role clearly. Consider how unproductive you would be if you showed up to work without a clear plan of what you were expected to do.

What is the goal? As CEO or manager, how well do you communicate the goals of the company and the goals for particular employees? If they are unsure what they are working toward, how can they do their jobs well?

Am I doing a good job? This isn’t just about positive feedback. Employees want to know what they are doing well, but they also want to know where to improve. Giving them a sense of both of these will increase their engagement and communicate that you care about them.

With the increase of remote, hybrid, and contract work, the need for clarity is even more important. We have talked about the need for connection. If a CEO or manager is having weekly 1-to-1 meetings with employees, this is a great time to build connections. These conversations are also a place to provide clarity.

Let’s consider the contractor story. What would it have looked like if she had had a meaningful conversation every week with someone in the company? What if she had a safe place to talk through her concerns? How connected would she have felt to the company if her role and goals were clear?

And most important of all, how would things have been different if she had known what she was doing well and where she needed to improve? Whether you’re hybrid, contractor, or full-time, employees will easily lose engagement in the workplace if they have no idea how they are performing.

Low employee engagement translates to low productivity, mediocre customer service, and in the end, profitability. When CEOs invest in connection and give employees clarity, the return on that investment is huge.

Vibrancy Unlocked coaches CEOs to thrive so they build a better workplace. Contact us at www.vibrancyunlocked.com .

How CEOs Can Increase Employee Engagement: Connection

Mon, 10 Jun 2024 13:32:01 GMT

This is the first in a series of 4 blogs to increase employee engagement

In the first quarter of 2024, employee engagement hit its lowest level in more than ten years. This lack of engagement affects productivity, customer service, profitability, and employee retention.*

Why this downward trend in engagement? The move to hybrid and remote work has certainly affected the trend. But even onsite employees report less engagement. The bottom line is that people are relational. And you can buck this downward trend.

Every employee has needs that connect to their work and the people they work with. These employee needs can be summed up by the four C’s: Connection, Clarity, Contribution, and Choice.

Let’s talk about connection . If you want to meet your employee’s need for connection, according to Culture Shock by Clifton and Harter, there’s one simple solution: have a meaningful check-in every week. Taking the time to engage and listen to your employees helps them feel connected.

Here are just a few simple questions you can ask them:

Last Week

What was a win or victory from last week?
If something didn’t go so well last week, what did you learn from the experience?
If something was a win, which of your strengths/talents contributed to your win?
What are you most proud of from last week?

Next Week

What are your top 1-3 goals for next week?
What might get in the way of reaching these goals?
Who might be a good partner to help complete these goals?
What strengths/talents will you leverage next week to be successful?

General

Do you see yourself as a Splitter (someone who clearly separates work and life) or a Blender (someone who blurs the lines between work and life)?
What tools, resources, or training would help you do your work better?
What do you most enjoy about your work?
What work or tasks would you like to give away if you could?

Life

How are things at home?
What are your plans for the weekend?
How is your work/life balance?
Is there anything you would like me to know that you haven’t found the opportunity to share?

Follow-up

And what else?
Tell me more.

It doesn’t take a long conversation; 15-30 minutes is enough to establish a connection. What is important is to create a space where the employee feels free to provide feedback or to share their struggles. It should feel like a conversation, not an interrogation. What is most important is that you are giving them a place to talk about victories or challenges, and you are letting them know you care. Employees value bosses who take an interest in their jobs and in their lives.

And if they feel a connection to their managers, they will feel more connected to their jobs. That translates into increased engagement in the workplace.

Vibrancy Unlocked is coaching CEO’s to thrive. Contact us at www.vibrancyunlocked.com . We can work together to build a better workplace environment.

* Harter, Jim. “U.S. Engagement Hits 11-Year Low.” 10 April 2024. https://www.gallup.com/workplace/643286/engagement-hits-11-year-low.aspx.

Brent Hafele Featured in The Coaching Leader Podcast

Tue, 30 Apr 2024 17:26:06 GMT

Coaching Skills for Leaders

In this episode we welcome Coach to CEO's Brent Hafele, the president of Vibrancy Unlocked. With his enthusiastic gift of communicating he shares with us stories and tools for not only understanding coaching but how leaders and managers can use coaching. In this way they can increase ownership, empowerment, engagement and develop people and grow their business all at the same time.

Listen to the full podcast here.

Podcast - Vibrancy Unlocked President Guest Speaker on Banker with a Beer

Sun, 10 Mar 2024 19:00:23 GMT

Coaching CEO's and Executives

In EPISODE 174, Vibrancy Unlocked President, Brent Hafele, discusses several topics including:

Coaching CEOs and Executives
Stress in Leadership Positions
Warning Signs of Stress
Traits of a good CEO
Suggestions for a healthy lifestyle for company leaders

Listen to the full podcast here.

Vibrancy Unlocked Quoted on Allbusiness.com

Thu, 29 Feb 2024 01:17:46 GMT

11 Tried-and-True Methods for Dealing With Difficult Employees

1. Understand root causes and design solutions

"The first question I ask when working with problem employees is what circumstances at work or in their life may contribute to their behavior. More often than not, there is a problem affecting employee behavior and performance. Understanding that problem is critical in working toward a positive solution.

"For example, I once managed an older gentleman who came to our company via a merger. I had received pressure to fire him, but I realized [the problem was] he didn't feel secure in his position at the new company. With the problem identified, I could then work with him to design solutions for improvement. I am proud to say that these efforts led to his promotion and retention."

Read Entire Article Here

Disrupt Magazine Features Vibrancy Unlocked

Thu, 29 Feb 2024 01:02:09 GMT

15 Employee Engagement Initiatives that Worked

Celebrating and leveraging the strengths of each team member is vital to engaging top talent and facilitating effective teams. Years ago, our leadership team invested in a CliftonStrengths coach to help us identify our strengths and then apply them both individually and company-wide. The results were transformative.

We learned that people were doing tasks that were draining and cumbersome for them. Reassigning tasks to match individual strengths not only increased productivity but also job satisfaction.

Now, as a Gallup-Certified Strengths Coach, similar jumps in productivity, team unity, and job satisfaction have been observed in clients. Regardless of the vehicle you use, the key is identifying and then aligning strengths to tasks and responsibilities so your people can do their best work.

Read Entire Article Here

Vibrancy Unlocked Featured in FastCompany

brent@vibrancyunlocked.com (Brent Hafele) — Mon, 29 Jan 2024 19:52:23 GMT

Feel unheard by executives? 12 ways to make yourself seen and heard

ALIGN YOUR MESSAGE WITH EXECUTIVE INTERESTS

Sadly, it is not unusual for employees to feel unheard by executives. Executive leaders are often overly busy and distracted by their priorities, not to mention the pressure from shareholders and owners.

As such, I recommend two key strategies for employees to increase the chances of getting their message through. Consider how your message or insight aligns with the executive’s priorities and interests. Doing so can position your message to “help” or “serve” the executive’s needs.

Then, be patient yet politely persistent. Finding the right time to reach out or follow up will increase your odds of connecting. The end of the month or quarter, or late in the budget season, are examples of when you may not want to reach out. If the first time your message doesn’t get through, try another time or try another channel (email, text, notes, in person).

Essentially, what you are doing is sending the right message at the right time via the right channel. For example, if you notice a process is inefficient because an old piece of equipment keeps breaking down, you could share that the company could reduce overtime expenses by getting a new machine. Here, you are aligning your concern—frustration with all the downtime—with an executive’s likely priorities to keep expenses down.

Read Entire Article Here.

Vibrancy Unlocked President's Insights Featured on Entrepreneur.com

Wed, 10 Jan 2024 19:44:14 GMT

25 Daily Practices that Executives Credit for Continuous Self-Growth

Seek Advice from Mentors Regularly

Consistently reaching out to mentors, coaches, and business friends to ask for their advice, challenge me on my assumptions, and share their encouragement has been game-changing for my professional life and the growth of my businesses. Nearly every day, I reach out to someone in my network to tap their wisdom, seek their advice, or debrief a failure.

This regular practice has led to incredible benefits. Of course, in reaching out, I learn new concepts and strategies that I can employ immediately. In several cases, these conversations have led me to develop new service lines or systems. Entrepreneurship is often a lonely endeavor. The support and encouragement of friends and colleagues is so helpful in pressing through frustrating and stressful times.

Finally, regularly asking others for their advice creates loyalty toward you because they become invested in you. For me, that loyalty has translated into warm lead referrals, influencer introductions, and new talent connections.

Most people I reach out to are honored that I would ask. People love being helpful and are often highly generous with their time and their counsel. The key is to reach out and ask for help.

Read Entire Article Here.

Podcast - Vibrancy Unlocked Takes the Mic on the Pay It Forward Podcast

Thu, 04 Jan 2024 20:25:24 GMT

Expert Advice from an Executive Coach

Listen to Vibrancy Unlocked's President, Brent Hafele, as he shares his passion of coaching executives.

Vibrancy Unlocked Head Coach a Thought Leader for FastCompany

Wed, 03 Jan 2024 01:09:22 GMT

9 strategies to unlock high-performing team s

UTILIZE STRENGTHS ASSESSMENTS

Gallup’s CliftonStrengths is my go-to platform for ramping up trust and productivity within an executive team. Yes, there are many other assessments and approaches, but I have found that highlighting the strengths of everyone on the team accelerates team engagement like no other.

I worked with a client last year that had members of its leadership team located all over North America. A few had never even met in person. Exploring their individual and collective strengths gave the team a language to celebrate each person, as well as better understand themselves. “We are still talking about and have adopted much of what we learned during those sessions!” raves the organization’s president months later.

The key is to run the CliftonStrengths assessment, chart it out, and then bring the team together for a few hours to explore what it all means. The momentum created by a team operating in its strengths is hard to beat.

Read Entire Article Here

Vibrancy Unlocked Featured in Coaching Magazine

Tue, 14 Nov 2023 00:29:02 GMT

Coach or Imposter? Trusting the Process of Coaching

The article explores the common experience of feeling like an imposter in various professional roles, such as coaching or leadership. The author challenges the term "imposter syndrome," arguing it pathologizes normal feelings of doubt and fear.

Instead, they suggest that these feelings are a social construct rather than a psychological disorder. The author shares personal experiences of grappling with imposter feelings while coaching high-profile clients, emphasizing the importance of trusting the coaching process and focusing on the client's needs. By letting go of self-doubt and embracing the coaching process, the author demonstrates how imposter feelings can be overcome, leading to successful outcomes in coaching engagements.

Read entire article here.

Vibrancy Unlocked Quoted in Startupnation.com

Wed, 27 Sep 2023 18:36:45 GMT

Building High-Performing Teams: Your Secret Sauce Revealed

Lead as a Servant Leader

There is a lot of talk about servant leadership in the business world. Living and leading as a servant leader is critical to building loyal and high-performing teams. There are three elements to implementation. First, live as a servant leader to your team, company, customers, and in your industry. Second, recruit servant leaders to your team. Third, celebrate servant leadership within your team when you see it.

What does servant leadership look like? Years ago, a friend told me about this well-qualified leader who would be perfect as a vice president on my team. The friend shared how the leader cleared the plates of his colleagues during an important meeting. Interestingly, the leader was one of the highest-ranking people in the room. I knew from that one story that I wanted this leader on my team. His humility, work ethic, and servant heart were inspiring. He turned out to be a fabulous hire and helped me set the tone for servant leadership on the team.

Read Entire Article Here.

Vibrancy Unlocked's President Listed in LA Weekly's 10 Leading Experts That Will Inspire You This Year

Thu, 31 Aug 2023 23:48:57 GMT

Unlock Your Inner Vibrancy With Brent Hafele, A Renowned Coach Changing the Lives of Executives

As a chief executive, feeling stuck in a rut can be daunting. But according to Brent Hafele, we can overcome obstacles with intentionality. With decades of experience in both the business and nonprofit sectors, the thought leader has empowered hundreds of CEOs and entrepreneurs from all walks of life. Now it’s your turn.

The most successful people in the world don’t rise above challenges alone. They have a coach – a thought leader 100% invested in helping them get out of business or lifestyle ruts.

As someone who has lived through the twists and turns of leadership as a business head, nothing gives the founder of Vibrancy Unlocked , Brent Hafele, more joy than walking CEOs “to live and lead more vibrantly.”

Specializing in helping apex leaders’ lives and careers unstuck, his impactful leadership work has elevated over 175 organizations across North America.

Hafele is a firm believer that vibrancy requires awareness and intentionality to live lives of greater productivity, health, connection, and joy. He vows to help others achieve their goals and thrive by creating safe spaces to grow and flourish.

“I know the joy, stress, excitement, and loneliness of leading organizations. I have witnessed it, and I have lived it,” says Hafele . “It is my joy to listen. To question. To strategize. To encourage. To celebrate. So bring on the real and the raw!”

If you are a CEO or executive longing for change, visit Brent Hafele’s website to explore more, or check out his complimentary Life/Work Vibrancy self-assessment .

Read Entire Article Here

FastCompany Features Quote from Vibrancy Unlocked's President

Fri, 18 Aug 2023 21:57:25 GMT

13 Executives Share How to Adjust Your Leadership Style to Today's Toughest Challenges

LEADING DESPITE LACKING AUTHORITY

Years ago, I was recruited to work at a consulting agency and given the title of “vice president.” It soon became apparent that the title was ceremonial at best; I had no authority to make any substantive decisions.

It was at that point that I realized I needed to be a leader, instead of waiting for leadership to be bestowed on me. Thus, I looked for opportunities to serve and support my colleagues. Those efforts were noticed and led to multiple promotions into leadership roles with actual authority. The key turning point was realizing I didn’t need permission to be a leader.

Read Entire Article Here

Vibrancy Unlocked's President Named in Coaching Magazine's 11 Inspiring Coaches

Mon, 14 Aug 2023 23:40:47 GMT

Helping Executives Unlock their Vibrancy

According to a 2021 survey, nearly 60% of leaders reported they “feel used up at the end of a work day.” It’s no wonder it is hard to attract and retain top talent when the leaders are burned out themselves.

That’s where executive coach Brent Hafele comes in. “The work world can all-too-easily strip away our humanity with expectations that prevent you from being you,” emphasizes Hafele. And he’s here to tell business and nonprofit executives it doesn’t have to be this way.

Brent is dedicated to helping leaders release resistance, achieve goals, and most importantly, live vibrantly.

Through his executive coaching practice, Vibrancy Unlocked , Brent takes leaders from overwhelmed to thriving.

Take your organization to the next level with Brent Hafele . Visit his website today to get started.

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Vibrancy Unlocked quoted in bestofhr.com

Fri, 28 Jul 2023 18:18:20 GMT

What Are The Keys To Employee Retention?

Genuine Care For Employee Needs

Employees will go through a brick wall for you if they know you truly care about them. Caring is not something that can be manufactured. It only works when it is genuine.

Thus, I always looked for ways to care for and serve my employees in the ways that they needed. Whether they needed flex-time, encouragement, a listening ear, an opportunity to grow, or resources to be creative, I did what I could to meet their needs. In doing so, my teammates were not only retained, they were engaged.

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Coaching Magazine Features Vibrancy Unlocked

Fri, 28 Jul 2023 15:31:12 GMT

Executive Coach Brent Hafele Is Helping Leaders Release Resistance And Live Vibrantly

The article highlights the pervasive issue of burnout among leaders, with surveys indicating a significant portion feeling depleted and considering quitting for better well-being. Burnout's impact extends beyond individuals to affect team productivity, turnover, and organizational health. It outlines the 12 stages of burnout, emphasizing the importance of recognizing and addressing them.

Executive coach Brent Hafele's practice, Vibrancy Unlocked, offers a solution by providing a supportive environment for leaders to address challenges, set goals, and cultivate vibrancy in their personal and professional lives.

Hafele emphasizes the role of vulnerability and intentionality in achieving vibrancy and excellence, acknowledging that even leaders need support and continuous growth. Through coaching, he aims to create a ripple effect of positive change, empowering leaders to unlock their potential and positively impact their teams, families, and communities.

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Vibrancy For Executives Blog

Creating a People-Centric Workplace

Happy to be featured in this discussion with CHRO Daily.

﻿ Brent Hafele is President of Vibrancy Unlocked and Coach to CEOs.

24 Tips for CEOs to Create a People-Centric Workplace

Prioritizing CEO Mental Health

Happy to be featured in this discussion in CEO Official Magazine.

Brent Hafele Featured in the Excellent Executive Coaching Podcast

Brent Hafele is President of Vibrancy Unlocked and Coach to CEOs.

Transforming Team Dynamics with CliftonStrengths

Brent Hafele is CEO of Vibrancy Unlocked and a certified CliftonStrengths coach.

Strengthening the C-Suite: Using CliftonStrengths to Address Burnout

Brent Hafele is CEO of Vibrancy Unlocked and a certified CliftonStrengths coach.

The Missing Degree for CEO Success

Brent Hafele is President and CEO of Vibrancy Unlocked.

Beyond the Buzz: The Practical Benefits of Executive Coaching for Top Leaders

Brent Hafele is President and CEO of Vibrancy Unlocked.

Coaching vs. Therapy: What's the Difference?

Brent Hafele is President and CEO of Vibrancy Unlocked.

Coaching vs. Mentoring: What's the Difference?

Brent Hafele is president and executive coach at Vibrancy Unlocked.

Coaching vs. Consulting: What's the Difference?

Brent Hafele is President of Vibrancy Unlocked, Coaching CEOs to Thrive.

Preventing Burnout

Brent Hafele is President and Coach to CEOs at Vibrancy Unlocked

Executive Coaching and Empowerment

Usually what a CEO needs is a thought partner.

The Importance of Certified Coaching

Brent Hafele is President and a CEO Coach at Vibrancy Unlocked.

Feeling Overworked? Changing Your Workplace Starts at the Top.

Employee Engagement vs. Employee Well-Being

Lonely at the Top? It Doesn’t Have to Be.

Considering Quitting Your C-Suite Job?

How CEOs Can Increase Employee Engagement: Choice

This is the last in the series.

How CEOs Can Increase Employee Engagement: Contribution

How CEOs Can Increase Employee Engagement: Clarity

This is the second in a series of 4 blogs to increase employee engagement

How CEOs Can Increase Employee Engagement: Connection

This is the first in a series of 4 blogs to increase employee engagement

Brent Hafele Featured in The Coaching Leader Podcast

Coaching Skills for Leaders

Podcast - Vibrancy Unlocked President Guest Speaker on Banker with a Beer

Coaching CEO's and Executives

Vibrancy Unlocked Quoted on Allbusiness.com

11 Tried-and-True Methods for Dealing With Difficult Employees

1. Understand root causes and design solutions

Disrupt Magazine Features Vibrancy Unlocked

15 Employee Engagement Initiatives that Worked

Vibrancy Unlocked Featured in FastCompany

Feel unheard by executives? 12 ways to make yourself seen and heard

Vibrancy Unlocked President's Insights Featured on Entrepreneur.com

25 Daily Practices that Executives Credit for Continuous Self-Growth

Podcast - Vibrancy Unlocked Takes the Mic on the Pay It Forward Podcast

Expert Advice from an Executive Coach

Vibrancy Unlocked Head Coach a Thought Leader for FastCompany

9 strategies to unlock high-performing team s

Vibrancy Unlocked Featured in Coaching Magazine

Coach or Imposter? Trusting the Process of Coaching

Vibrancy Unlocked Quoted in Startupnation.com

Building High-Performing Teams: Your Secret Sauce Revealed

Vibrancy Unlocked's President Listed in LA Weekly's 10 Leading Experts That Will Inspire You This Year

Unlock Your Inner Vibrancy With Brent Hafele, A Renowned Coach Changing the Lives of Executives

FastCompany Features Quote from Vibrancy Unlocked's President

13 Executives Share How to Adjust Your Leadership Style to Today's Toughest Challenges

Vibrancy Unlocked's President Named in Coaching Magazine's 11 Inspiring Coaches

Helping Executives Unlock their Vibrancy

Vibrancy Unlocked quoted in bestofhr.com

What Are The Keys To Employee Retention?

Coaching Magazine Features Vibrancy Unlocked

Executive Coach Brent Hafele Is Helping Leaders Release Resistance And Live Vibrantly

Brent Hafele is President of Vibrancy Unlocked and Coach to CEOs.