Tag: #BuildingTrust

Strategic Influence is the Power of Persuasion as a Leader

Posted on by Tina-Schuricht

Strategic influence is the power of persuasion as a leader.  Do you consider yourself a salesperson?  I never used to either.  I have been a lot of things…a COO, a leader, a manager, a marketer, an operator, a chief of staff, an entrepreneur, among many other roles…but I never considered myself a seller.  That was until I realized that I was selling every day.  I wasn’t selling products or tangible goods, but I was selling my ideas, my programs, my team members, my results – to my customers who were my bosses, my team members, my stakeholders, even my husband and my kids!  We sell all the time and oftentimes don’t even realize it.  And how do we sell?  We sell using our strategic influence.

This ability to exert strategic influence is a crucial skill for leaders, organizations, and individuals striving to shape opinions, drive decisions, and inspire action. Strategic influence goes beyond mere persuasion—it is the art of subtly guiding thoughts and behaviors to achieve long-term goals while fostering trust and credibility.

Understanding Strategic Influence

Strategic influence is rooted in psychology, communication, and leadership. It involves crafting compelling narratives, leveraging social dynamics, and employing persuasion techniques to motivate desired outcomes. Unlike manipulation, which prioritizes self-interest at the expense of ethics, strategic influence is founded on authenticity, mutual benefit, and sustainable relationships.

A key component of strategic influence is credibility. Whether in business negotiations, politics, or personal interactions, individuals and organizations must establish trustworthiness to exert influence effectively. Credibility is built through expertise, consistency, and integrity, ensuring that messages resonate with stakeholders.

The Principles of Strategic Influence

Several principles underpin effective strategic influence:

  1. Reciprocity: People tend to feel obligated to return favors. Thoughtful gestures, such as offering assistance or valuable insights, can foster goodwill and open the door to future influence.
  2. Social Proof: Individuals often look to others when making decisions. By showcasing widespread support or endorsements, influencers can strengthen their message’s impact.
  3. Authority: Demonstrating knowledge, experience, or leadership enhances credibility and reinforces the persuasive power of an argument.
  4. Consistency: People prefer to align with their previous commitments. Encouraging small initial agreements can pave the way for larger commitments.
  5. Emotional Appeal: Connecting with audiences on an emotional level makes messages more memorable and persuasive. Storytelling is an excellent tool for this purpose.
  6. Scarcity: Creating urgency or highlighting exclusivity enhances the perceived value of opportunities, driving quicker decision-making.
Applying Strategic Influence

Leaders, entrepreneurs, and managers use strategic influence to inspire teams, negotiate deals, and shape corporate culture. Successful leaders recognize the importance of clear messaging, transparency, and adaptability in fostering innovation and driving change.

Individuals can harness strategic influence to enhance relationships, build networks, and advance careers. Whether persuading colleagues, negotiating salaries, or inspiring peers, understanding the principles of influence can lead to greater success and fulfillment.

Ethical Consideration of Influence

While influence is a powerful tool, it must be wielded responsibly. Ethical influence prioritizes honesty, mutual respect, and societal well-being. Leaders and influencers must avoid coercion, misinformation, and exploitation, ensuring that their strategies contribute positively to communities and organizations.

Your Power of Persuasion

Strategic influence is the power of persuasion as a leader, and it is an essential skill for anyone seeking to effect meaningful change. By mastering persuasion techniques, fostering trust, and applying ethical principles, individuals and leaders can shape decisions, inspire action, and create lasting impact. In a rapidly evolving world, those who understand and harness strategic influence will find themselves at the forefront of leadership, innovation, and progress.  Reach out if you want to talk more about how coaches can help you build your strategic influence skills.

Leadership Redefined with Tina Schuricht

Posted on by Tina-Schuricht

In this episode of Success Your Own Way “Leadership Redefined: Embracing Growth, Authenticity, & Success with Tina Schuricht”, Yifat Rogers sits down with Tina Schuricht to explore 5 essential characteristics of strong leadership: Emotional Intelligence, Executive Presence, Strategic Thinking, Delegation, and Building Trust. Tina shares how her definition of success evolved over time, from career-driven milestones to a balance of personal connections, flexibility, and time spent on what truly matters. This episode emphasizes that leadership is a journey, where personal growth and authentic leadership strategies unlock the potential of both leaders and their teams. Tune in to reflect on these traits and discover actionable insights for cultivating your leadership style and how coaching can help!

For more information about these topics, check the the following blog articles:

Emotional Intelligence (EQ) in Effective Coaching

Coaching Helps Elevate Your Executive Presence

Coaches Support Growth in Strategic Thinking

Coaches Aid Leaders in Mastering the Art of Delegation

Building Trust as a Leader

Link to Video

Link to Audio-only

About Tina

Tina Schuricht has 25+ years of experience hiring, coaching, and mentoring across technology, healthcare, and insurance. She blends leadership expertise with a passion for coaching, helping individuals and organizations reach their full potential. Known for being engaged, curious, and committed, she builds trust while driving accountability and growth. Tina specializes in leadership development, career transitions, and lasting personal change. A certified professional coach, she has held leadership roles at UnitedHealth Group, Microsoft, and Kimberly-Clark, with expertise in business operations, marketing, and technology. With deep corporate insights, she’s ready to support clients in achieving their goals and dreams through McGinty Coaching.

Reach out if you want to learn more about these leadership characteristics and how to grow them!

The Intersection of Kindness and Accountability in Leadership

Posted on by Tina-Schuricht

The intersection of kindness and accountability in leadership has become a point of intrigue for me lately.  While in a coaching session, this topic came up and it really got me thinking…is it really possible to be 100% kind and 100% in holding others accountable, or is this a zero-sum game?  Might this belief about being able to be both kind and drive accountability come down to how we define these terms?  Are we misunderstanding kindness; and what is the difference between being nice and being kind? In leadership, kindness and accountability are often viewed as opposing forces – that to be kind is to be lenient, and that accountability requires strictness. I don’t see it that way.  I don’t believe that these qualities are mutually exclusive; rather, they complement each other, creating a leadership style that inspires trust, fosters growth, and drives success.

Kindness as a Leadership Strength

Kindness in leadership is often misunderstood as weakness. Yet, I have found kindness to be a powerful tool for team member engagement and increased productivity. Kind leaders foster a supportive work environment where employees feel valued and motivated. They often display empathy and compassion which leads to higher levels of collaboration and innovation. When leaders prioritize kindness, they actively listen to their team members, acknowledge their efforts, and show appreciation. These acts of kindness create psychological safety, a crucial factor in performance and retention. Employees who feel heard and respected are more likely to contribute their best work. Furthermore, kindness encourages open communication, enabling teams to share their concerns and ideas without fear of harsh criticism.

What is the Difference between “Nice” and “Kind”?

As a resident of a state which is known for its “Minnesota Nice”, I got curious about the difference between being “nice” and being “kind”.

  1. Nice is about politeness; Kindness is about intention
    • Being nice often means being agreeable, polite, and pleasant in social interactions. It’s about following social norms and making others feel comfortable.
    • Being kind goes deeper—it’s about genuinely caring for others and acting in their best interest, even when it’s not easy or convenient.
  2. Nice seeks approval; Kindness seeks impact
    • A nice person may avoid conflict or say what others want to hear to maintain harmony.
    • A kind person may tell a difficult truth or set boundaries because they genuinely care about someone’s well-being.
  3. Nice is surface level; Kindness is meaningful
    • Niceness can sometimes be performative — people may act nice to be liked or to avoid confrontation.
    • Kindness is rooted in empathy and selflessness, often requiring effort and sacrifice.

Ultimately, kindness is about genuine care and action, while niceness is about social etiquette and approval. A truly kind person may not always seem nice, but their actions will always be rooted in goodwill.

Accountability: The Backbone of Leadership

While kindness creates an encouraging atmosphere, accountability ensures that expectations are met, and goals are achieved. Leaders who practice accountability set clear objectives, follow through on commitments, and hold themselves and their teams responsible for results. Accountability is not about blame or punishment; rather, it is about ownership and integrity. A workplace without accountability suffers from low standards, missed deadlines, and waning morale. Employees need structure and clarity to perform at their best, and leaders who emphasize accountability provide the necessary framework for efficiency.

The Balance Between Kindness and Accountability

A truly great leader understands the necessity of both kindness and accountability. Too much kindness without accountability can lead to complacency, while excessive accountability without kindness creates fear and resentment. The best leaders strike a balance—leading with empathy while maintaining high standards. Who are some leaders that exemplify this balance?

  1. Satya Nadella (CEO, Microsoft) – known for his empathetic leadership style, which has transformed Microsoft’s culture. He emphasizes a growth mindset, encouraging employees to learn and innovate while holding them accountable for results. His leadership has fostered collaboration and inclusivity, making Microsoft a more dynamic and forward-thinking company. He has had to make some difficult personnel decisions recently, and as a kind leader this can be a hugely emotional challenge. As someone who has experienced, his leadership style, I believe Satya is a great example of this balance.
  2. Jacinda Ardern (Former Prime Minister, New Zealand) – gained global recognition for her compassionate leadership, particularly during crises such as the Christchurch Mosque attacks and the COVID-19 pandemic. She led with kindness, ensuring that people felt heard and supported, while also making tough decisions to protect public health and maintain national security.
  3. Alan Mulally (Former CEO, Ford Motor Company) – turned Ford around during the 2008 financial crisis by combining accountability with a supportive leadership approach. He implemented a transparent system where executives had to report challenges openly, fostering trust while ensuring that everyone was responsible for their contributions to the company’s recovery.
  4. Indra Nooyi (Former CEO, PepsiCo) – led PepsiCo with a strong emphasis on both performance and people. She introduced the concept of “Performance with Purpose,” ensuring that the company met financial goals while also prioritizing sustainability and employee well-being. Her leadership style balanced strategic accountability with genuine care for her team.
Implementing Kind and Accountable Leadership

To embody both kindness and accountability, leaders can:

  • Lead by example – Demonstrate integrity and responsibility in their own actions.
  • Communicate expectations clearly – Ensure that every team member understands their role and responsibilities.
  • Provide constructive feedback – Offer guidance in a way that encourages growth rather than fear.
  • Show appreciation – Recognize achievements and contributions to foster motivation.
  • Create a culture of trust – Encourage open conversations, transparency, and fairness.
Kindness and Accountability – The Sweet Spot

The intersection of kindness and accountability in leadership can be a sweet spot. Leaders who combine kindness with accountability create environments where employees feel respected and challenged. This dynamic strengthens team cohesion, enhances productivity, and drives long-term success. In today’s evolving workplace, the ability to lead with both heart and discipline is what sets extraordinary leaders apart.  Reach out if you want to learn more about how coaches can help leaders find that intersection of kindness and accountability in their leadership style.

Coaches Help Leaders Improve Communication & Interpersonal Skills

Posted on by Tina-Schuricht

Coaches help leaders improve communication and interpersonal skills. Have you ever found yourself frustrated over miscommunication? Or regretted how you handled a particularly difficult situation or a professional relationship?  I don’t think I have ever met anyone who hasn’t.

Effective communication and strong interpersonal skills are essential for building strong relationships. Whether navigating workplace conversations, collaborating with teams, or fostering leadership presence, the ability to communicate clearly and build strong relationships can significantly impact career success. While some individuals naturally excel in these areas, many professionals could benefit from coaching to refine their communication skills and cultivate meaningful professional relationships.

Communication and Interpersonal Skills are Critical

Communication is more than just exchanging words—it involves clarity, active listening, emotional intelligence, and adaptability. Strong interpersonal skills enable professionals to build rapport, manage conflicts, and foster teamwork. Without these abilities, misunderstandings can arise, productivity can suffer, and career growth may stagnate.

Many professionals struggle with specific aspects of communication, such as articulating ideas confidently, managing difficult conversations, or networking effectively. Coaches play a vital role in helping individuals overcome these challenges by providing structured guidance, personalized feedback, and practical strategies.

How Coaches Enhance Communication Skills

Professional coaches employ various techniques to improve communication, tailored to an individual’s needs and professional goals. Here are some key ways coaches contribute to communication development:

Building Confidence in Speaking

Many individuals experience anxiety when speaking in meetings, presentations, or networking events. Coaches help clients build confidence by refining speech delivery, body language, and tone. Through practice and feedback, professionals gain the ability to speak with authority and clarity.

Active Listening Skills

Communication is not just about speaking—it’s about listening effectively. Coaches train professionals to practice active listening, ensuring they fully understand conversations, ask relevant questions, and respond thoughtfully. This skill enhances collaboration and prevents miscommunication.

Developing Emotional Intelligence

Understanding emotions—both one’s own and others’—is crucial for meaningful interactions. Coaches assist professionals in recognizing and managing emotions, helping them respond rather than react in tense situations.

Handling Difficult Conversations

Conflict resolution and constructive feedback are critical in professional settings. Coaches equip clients with techniques to handle difficult conversations diplomatically, ensuring they maintain professionalism while expressing concerns or negotiating challenges.

Improving Written Communication

Emails, reports, and proposals require clarity and effectiveness. Coaches provide guidance on structuring written communication to be professional, concise, and engaging, reducing misunderstandings and enhancing professional credibility.

Strengthening Interpersonal Skills for Relationship Building

Beyond communication, interpersonal skills define the quality of professional relationships. Coaches assist in developing these essential skills through:

  • Networking and Relationship Building: Coaching helps individuals approach networking with ease, build connections authentically, and maintain long-term professional relationships.
  • Collaboration and Teamwork: Coaches provide strategies for fostering a cooperative work environment, ensuring professionals engage effectively with colleagues.
  • Adaptability and Workplace Diplomacy: Navigating diverse personalities and work cultures requires tact. Coaches teach adaptability, helping professionals thrive in various settings.
The Impact of Coaching on Career Success

Professionals who refine communication and interpersonal skills experience enhanced productivity, improved workplace relationships, and greater leadership potential. Coaches provide tailored strategies that empower individuals to navigate workplace interactions with ease. By working with a coach, professionals gain confidence, refine their ability to connect with others, and foster stronger workplace relationships. Investing in coaching is not just an improvement—it’s a career advantage. Reach out if you want to learn more about how coaches help leaders improve communication and interpersonal skills.

Coaches Help Leaders Navigate Career Change

Posted on by Tina-Schuricht

Coaches help leaders navigate career change.  For leaders, navigating a career change can be as exhilarating as it is daunting. Sometimes the change is their choice and sometimes it isn’t.  Regardless of how the career change came about, it is more daunting for a leader to pursue a new path than those earlier in their career. Why is that? It is because the challenges leaders face during a career change go beyond personal adaptation—they also involve external expectations, the weight of their leadership legacy, supporting their team and maintaining their current duties while transitioning, and the need to align their identity with a new path. Plus, some leaders are not great at letting others help, especially when it comes to taking on a potentially long and emotional journey that not only encourages but requires them to be vulnerable.

Coaches are Trusted Advisors

Whether it’s stepping into a new industry (by force or by choice), pursuing a long-held passion, or transitioning to a different role within their organization, the journey often involves uncertainty, self-reflection, and strategic planning. This is where coaches come in as invaluable allies. Coaches, as trusted advisors, can play a crucial role in guiding leaders through this process, helping them manage both the practical and emotional aspects of transition.

Clarifying Values, Goals and Vision

One of the first steps coaches take is to help leaders clarify their values, goals and long-term vision. Many leaders may know they want a change but feel unsure about what direction to pursue. Through targeted questions and exercises, coaches assist leaders in identifying their aspirations, values, and priorities. This clarity lays the foundation for a career move that aligns with their values, goals and objectives (both personal and professional).

Identifying Strengths and Skills

A career change often requires leaders to evaluate their existing strengths and skills while identifying areas for development. Coaches guide leaders in conducting a comprehensive self-assessment, highlighting transferable skills that can be applied to new roles or industries. They also encourage leaders to address skill gaps proactively by seeking further training or certifications. This strategic preparation boosts confidence and ensures leaders are equipped to excel in their new pursuits.

Managing Emotional Challenges

Career transitions can bring up a range of emotions—excitement, anxiety, self-doubt, and even fear of failure. Coaches provide a psychologically safe and nonjudgmental space for leaders to explore these emotions and develop strategies to overcome mental barriers and obstacles. They help leaders reframe negative self-talk, build resilience, and cultivate a positive mindset. With a coach’s support, leaders can approach their career change with a sense of optimism and determination, regardless of how it came about.

Crafting a Strategic Plan

A well-executed career change requires a thoughtful and actionable plan. Coaches assist leaders in mapping out the steps necessary to achieve their goals, from updating résumés and LinkedIn profiles to networking with industry professionals. Coaches also emphasize the importance of setting short- and long-term milestones, enabling leaders to measure progress and stay motivated throughout the transition.

Navigating Uncertainty and Risk

Career changes often come with a degree of uncertainty and risk, particularly when moving into uncharted territory. Coaches help leaders assess potential challenges, weigh risks, and develop contingency plans. By fostering critical thinking and problem-solving skills, coaches empower leaders to make informed decisions and adapt to unexpected obstacles with agility.

Enhancing Networking and Personal Branding

A successful career change often hinges on effective networking and personal branding. Coaches work with leaders to refine their elevator pitches, build meaningful connections, and communicate their unique value to prospective employers or collaborators. They also provide feedback on personal branding strategies, ensuring that leaders position themselves authentically and compellingly in their new fields.

Encouraging Continuous Growth

Even after transitioning to a new role, coaches encourage leaders to embrace lifelong learning and self-improvement. Whether it’s seeking mentorship, staying updated on industry trends, or cultivating new skills, coaches help leaders stay agile and adaptable in their evolving careers.

Turning Aspirations into Achievements

Coaches help leaders navigate career change. By offering personalized support, actionable strategies, and a steady source of encouragement, coaches help leaders transform uncertainty into opportunity and turn aspirations into achievements. With a coach by their side, leaders can confidently navigate their career transitions and set the stage for continued success. Reach out if you want to learn more about how coaches help leaders navigate career change.

Building Trust as a Leader

Posted on by Tina-Schuricht

Building trust as a leader is the cornerstone of any successful organization.  Have you worked in organizations where there is a lack of it?  Did you have to follow (or create) a lot of governance and process documentation?  Did you feel as if you spent more time justifying your existence through status reporting than actually doing the work you want to do?  Well, unfortunately, you’re not alone.  Not only is not having a trusting environment no fun, but it is expensive.  In my experience, the more governing, micro-managing, and documenting needed the more inefficient the organization is and the more waste is created.

As a leader, fostering trust isn’t just a “nice-to-have”—it’s essential for driving team cohesion, increasing productivity, and ensuring long-term organizational success. In a workplace where trust flourishes, employees are more engaged, innovative, and willing to go above and beyond.

Why Trust Matters in Leadership
  1. Fosters Collaboration: Teams with a foundation of trust are more likely to share ideas, cooperate effectively, and collaborate toward common goals. When employees trust their leader, they feel safe to voice opinions and work together without fear of judgment or failure.
  2. Enhances Employee Engagement: Employees who trust their leaders are more committed to their work and the organization’s mission. They feel valued and understood, which motivates them to invest their energy and creativity wholeheartedly.
  3. Drives Organizational Success: Trust reduces the friction often caused by micromanagement or miscommunication. With trust, decision-making becomes faster, teams operate more autonomously, and the organization becomes more agile and competitive.
  4. Builds Resilience During Challenges: Organizations inevitably face setbacks or periods of uncertainty. A leader who has cultivated trust can guide their team through difficult times with transparency and confidence, ensuring stability and commitment even under pressure.
Tips for Building Trust as a Leader

While the importance of trust is clear, earning it requires consistent effort and deliberate actions.

  1. Be Transparent and Authentic: Communication is the backbone of trust. Share information openly, even when the news isn’t positive, and make an effort to explain your decisions. Authenticity is key—employees trust leaders who are genuine and relatable.
  2. Follow Through on Commitments: Consistency is crucial in building trust. When you make a promise, stick to it. If unforeseen circumstances prevent you from delivering, address the issue honestly and proactively.
  3. Listen Actively: Show your team that their thoughts, concerns, and ideas matter. Practice active listening by giving your undivided attention, asking clarifying questions, and reflecting on what’s shared. Listening builds a sense of respect and mutual understanding.
  4. Empower Your Team: Micromanaging erodes trust. Instead, delegate tasks, provide clear expectations, and trust your team to execute. Empowering employees with autonomy shows that you have confidence in their abilities.
  5. Demonstrate Empathy: Take time to understand the challenges and emotions your team members may be experiencing. Express empathy and provide support when needed, reinforcing your role as a compassionate and dependable leader.
  6. Model Integrity: Lead by example and demonstrate ethical behavior in every interaction. Your actions set the tone for the organization—by showing integrity, you create a culture where trust thrives.

Building trust as a leader is the cornerstone of any successful organization. Building it is not a one-time task but an ongoing process that requires transparency, empathy, and integrity. By prioritizing trust, leaders can create an environment where employees feel valued, inspired, and united—a recipe for organizational excellence.  The good news is that coaches can help leaders improve in their abilities to build trust with their teams.  They can help unlock various strategies to be more authentic and empower their team members consistently so that trust can be built.  Reach out if you want to learn more about how coaches can help leaders build an organization based on trust.

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Tina brings her stellar listening, synthesis skills, and sense of humor to every session. She radiates trust, has your best interest at heart, and picks up on your strengths.

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