#Leadership Archives - McGinty Coaching

Strategic Influence is the Power of Persuasion as a Leader

Posted on June 20, 2025 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:

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.
Social Proof: Individuals often look to others when making decisions. By showcasing widespread support or endorsements, influencers can strengthen their message’s impact.
Authority: Demonstrating knowledge, experience, or leadership enhances credibility and reinforces the persuasive power of an argument.
Consistency: People prefer to align with their previous commitments. Encouraging small initial agreements can pave the way for larger commitments.
Emotional Appeal: Connecting with audiences on an emotional level makes messages more memorable and persuasive. Storytelling is an excellent tool for this purpose.
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.

The Intersection of Kindness and Accountability in Leadership

Posted on June 6, 2025 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”.

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.
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.
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?

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.
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.
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.
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.

Ethan Johnson on Balancing Work, Family, & Fulfillment

Posted on May 28, 2025 by Tina-Schuricht

In this episode of Success Your Own Way, “Finding your Agency: Ethan Johnson on Balancing Work, Family, and Fulfillment”, Yifat Rogers and I sit down with Ethan Johnson who recounts his career journey. It started with formative experiences like carpentry and washing dishes, which instilled a strong work ethic and creativity. Next, he transitioned to the tech industry where he gained valuable experience in finance and project management as well as roles in payments, marketing, and sales, fostering curiosity and expanding his skill set. Most recently, Ethan pursued entrepreneurial ventures, focusing on advisory roles in startups, gaming studios, SaaS providers, and Athlea – a sports tech company combining AI and physical fitness.

Over the past five years, Ethan’s concept of success evolved from career titles and promotions to empowering teams, fostering collaboration, and creating impactful environments. Drawing on his experience as a rowing coach, he emphasizes understanding individual motivations and tailoring leadership approaches to inspire growth. Ethan advocates for mid-career self-assessment, aligning work with personal values, and prioritizing family dynamics. Ethan highlights the importance of helping others succeed and navigating life transitions with mentorship and coaching. Through deliberate reconnections and holistic exploration, Ethan embraces adaptability, curiosity, and continuous learning as keys to fulfillment.

About Ethan Johnson

Ethan has over 25 years of experience in the tech industry. He led teams in sales, marketing, finance, and operations across consumer and commercial businesses. He spent 18 years at Microsoft, most recently leading multi-channel Go-To-Market strategy and execution for the Surface line of hardware and services in multiple markets. Recently, Ethan took on advisory roles with small businesses and early-stage ventures supporting business development. Ethan lives in Seattle with his family and two huskies. He is a sometimes-competitive rower and rowing coach, woodworker, record collector, and live music enthusiast.

Let me know what you are interested in hearing about in future episodes of Success Your Own Way!

Navigate Difficult Conversations and Resolve Conflict

Posted on May 2, 2025 by Tina-Schuricht

Coaches can help leaders navigate difficult conversations and resolve conflict. Have you been in a professional environment where there was a lot of conflict? Did you recognize it when it was occurring? Then, did you engage too quickly? Too slowly? Too deeply? Or did you avoid difficult conversations and simply “hope” the conflict would resolve on its own? As leaders, we must make a conscious choice of how and when to engage in conflict, especially if it involves members of our team. Resolving conflict for a team member can often be surface-level and not resolve the root of the problem. Plus, it doesn’t enable team members with the skills and practice to resolve future conflicts which can ultimately inhibit their growth and damage relationships. Ultimately it may be best to coach your team member through the conversations and resolve the conflict rather than to engage directly.

Conflict is an Opportunity for Growth

Conflict is an inevitable part of human interaction. While many people view conflict as negative, it can be an opportunity for growth, understanding, and positive change when approached with effective resolution strategies. Learning how to navigate difficult conversations is crucial to resolving conflicts constructively and fostering strong, respectful relationships. The good news is that coaches can help leaders with identifying conflict and addressing it or better supporting their team members in addressing it.

Understanding Conflict

Conflict arises when individuals have differing opinions, needs, or expectations that clash. It may stem from miscommunication, opposing values, unmet needs, or external pressures. While some conflicts are minor, others can escalate and become deeply personal or emotionally charged. Recognizing the source and nature of conflict is the first step toward resolving it. Below are some strategies to support difficult conversations and resolve conflict.

Approach the Conversation with a Positive Mindset

Many people avoid conflict because they fear tension, confrontation, or emotional distress. This is a very common phenomenon in the Midwest. However, adopting a mindset that sees conflict as an opportunity rather than a threat can change the way people approach challenging discussions. Entering a conversation with curiosity, openness, and a willingness to listen fosters a more productive resolution process.

Active Listening and Empathy

One of the most powerful tools for resolving conflicts is active listening. This involves fully concentrating on the speaker, acknowledging their emotions, and seeking to understand their perspective without judgment. When people feel heard and validated, they are more likely to engage in constructive dialogue rather than defensiveness or hostility.

Use “I” Statements Instead of “You” Statements

Communication plays a critical role in conflict resolution. Instead of blaming or criticizing the other party, use “I” statements to express feelings and concerns. For example, rather than saying, “You never listen to me,” say, “I feel unheard when my opinions are dismissed.” This approach reduces defensiveness and opens the door for constructive conversation.

Focus on Solutions, Not Blame

Instead of dwelling on past mistakes or assigning blame, shift the conversation toward finding solutions that work for all parties involved. Brainstorming together and considering alternative perspectives allows for creative problem-solving and fosters collaboration rather than division.

Manage Emotions and Stay Calm

Conflicts can become heated, especially when emotions run high. Using Emotional Intelligence and practicing emotional regulation—such as taking deep breaths, pausing before responding, or seeking clarification—can prevent reactions driven by anger or frustration. Remaining calm ensures that the discussion remains focused and productive.

Navigating Difficult Conversations

Some conversations are inherently challenging—whether addressing workplace conflicts, confronting personal issues, or discussing sensitive topics. To navigate such discussions effectively:

Prepare in advance by clarifying objectives and anticipating potential challenges.
Choose an appropriate time and setting that allows for privacy and focus.
Establish mutual respect by acknowledging each other’s concerns and perspectives.
Remain patient and open-minded, even when the discussion takes unexpected turns.
Be willing to compromise and seek common ground to achieve resolutions.

Resolving Conflict for Positive Outcomes

Conflict resolution is not about winning or losing—it’s about understanding, communicating effectively, and finding solutions that benefit everyone involved. With the right strategies, difficult conversations can become opportunities for learning, growth, and stronger relationships. By fostering empathy, active listening, and constructive dialogue, individuals can turn conflicts into steppingstones toward harmony and success. Reach out if you want to chat more about how coaching helps leaders navigate difficult conversations and resolve conflict, resulting in positive outcomes.

Introverted Leaders Possess Unique Strengths

Posted on April 6, 2025April 29, 2025 by Tina-Schuricht

Introverted leaders possess unique strengths that are powerful and transformative. In the realm of leadership, extroversion is often celebrated as the ideal personality trait. Images of charismatic leaders rallying their teams and commanding attention dominate our perceptions. However, introverted leaders possess unique strengths that can be just as powerful and transformative. Coaches can help introverts with strategies to demonstrate leadership even in situations where it doesn’t feel as natural.

Who are Some Introverted Leaders?

You may be thinking, “This all sounds really interesting, but I don’t know of any introverted leaders”. Below are a few you may have heard of, but I would imagine that if you think about the characteristics of these individuals you may also be able to come up with a few in your own world as well.

Bill Gates: Co-founder of Microsoft, known for his analytical thinking and strategic vision.
Ruth Bader Ginsburg: The late Supreme Court Justice, known for her thoughtful and deliberate approach to decision-making.
Angela Merkel: Former Chancellor of Germany, recognized for her analytical and pragmatic leadership style.
Warren Buffett: CEO of Berkshire Hathaway, renowned for his thoughtful decision-making and investment acumen.
Steve Wozniak: Co-founder of Apple Inc., celebrated for his technical expertise and creativity.
Barack Obama: 44th President of the United States, admired for his reflective and empathetic leadership style.
J.K. Rowling: Author of the Harry Potter series, praised for her creativity and perseverance.

Thoughtful Decision-Making

One of the defining characteristics of introverted leaders is their ability to engage in deep reflection and thoughtful decision-making. Unlike extroverted leaders who may thrive on spontaneous interactions and quick judgments, introverted leaders prefer to take their time to analyze information and consider various perspectives before making decisions.

Benefits of Thoughtful Decision-Making:

Reduced Impulsivity: Introverted leaders are less likely to make hasty decisions that could lead to negative consequences.
Informed Choices: By thoroughly evaluating options, they can make well-informed decisions that align with long-term goals.

Active Listening

Introverted leaders are often exceptional listeners. They value the input of others and create an environment where team members feel heard and respected. This active listening fosters open communication and collaboration, leading to a more cohesive and engaged team.

Key Aspects of Active Listening:

Empathy: Introverted leaders are attuned to the emotions and needs of their team members, building strong interpersonal relationships.
Feedback Integration: They incorporate feedback from others into their decision-making process, ensuring that diverse viewpoints are considered.

Empowering Others

Introverted leaders tend to focus on empowering their team members rather than seeking the spotlight for themselves. They understand the importance of delegation and trust their teams to take ownership of their tasks. This empowerment fosters a sense of responsibility and autonomy among employees, leading to increased motivation and productivity.

Empowerment Strategies:

Delegation: Assigning tasks based on individual strengths and capabilities.
Mentorship: Providing guidance and support to help team members grow and develop their skills.

Quiet Confidence

Introverted leaders exude a quiet confidence that can be deeply reassuring to their teams. Rather than relying on overt displays of authority, they lead by example and earn respect through their actions. This quiet confidence can inspire trust and loyalty among team members.

Characteristics of Quiet Confidence:

Consistency: Introverted leaders are often consistent in their actions and decisions, providing a stable and reliable presence.
Authenticity: They are genuine and true to themselves, creating an environment where authenticity is valued.

Focus and Concentration

Introverted leaders excel in maintaining focus and concentration on tasks. Their ability to work independently and sustain attention allows them to tackle complex challenges and drive projects to completion. This focus ensures that goals are met efficiently and effectively.

Benefits of Focus:

Productivity: Introverted leaders can manage their time effectively and prioritize tasks to achieve optimal outcomes.
Problem-Solving: Their ability to concentrate allows them to delve deeply into problems and develop innovative solutions.

Creating a Balanced Team

Diversity in leadership styles is essential for creating a balanced and resilient team. Introverted leaders complement their extroverted counterparts by bringing a different perspective to the table. This diversity in leadership fosters creativity, innovation, and a well-rounded approach to problem-solving.

Advantages of a Balanced Team:

Complementary Strengths: Different leadership styles can address various challenges and leverage the strengths of all team members.
Adaptability: A diverse leadership team can adapt to changing circumstances and navigate complex situations more effectively.

Shining as an Introverted Leader

Introverted leaders possess unique strengths that make them highly effective in their roles. Their thoughtful decision-making, active listening, empowerment strategies, quiet confidence, focus, and ability to create balanced teams contribute to their success. By recognizing and valuing the strengths of introverted leaders, organizations can harness the full potential of their leadership talent and drive sustainable success. Reach out if you want to learn how coaches can help introverts with strategies to demonstrate their own unique brand of leadership.

Coaching Helps Leaders Allocate Investment in People

Posted on March 27, 2025April 23, 2025 by Tina-Schuricht

Coaching helps leaders allocate investment in people. Leaders face myriad decisions daily, but few are as impactful as determining where to invest their time, energy, and resources. Knowing whom to invest in can be crucial to an organization’s success. Have you ever had a leader who invested in you? Or didn’t? Did you wonder if they knew that their investment in various team members was inequitable? Were they transparent where they were making their investment? If so, what impact did that have on you and the rest of the team? The reality is that leaders must strategically decide whom to invest in and whom not to, to ensure they create the optimal mix of resources for both the short and longer term.

Assessing Potential

Coaches can help leaders create or process their frameworks for deciding who to invest in. This framework should involve evaluating skills, performance history, and potential future capabilities. Leaders should invest in individuals who demonstrate a high level of competence, a strong work ethic, and a growth mindset. This assessment should be both qualitative and quantitative, incorporating feedback from peers, supervisors, and measurable performance metrics.

Key Indicators of Potential:

Skill Set: Does the individual possess the technical and soft skills required for their role and potential future roles?
Performance: Has the employee consistently met or exceeded expectations in their current position?
Growth Mindset: Is the individual open to learning and adapting to new challenges?

Alignment of Goals & Values

Leaders should prioritize investing in employees whose goals align with the organization’s objectives. This alignment ensures that the investment will not only benefit the individual but also contribute to the company’s success. Employees who are passionate about the company’s mission and values are more likely to be motivated and committed to their roles.

Key Indicators of Alignment:

Career Goals: Do the individual’s career goals align with the organization’s strategic objectives?
Alignment with Values: Does the employee demonstrate an alignment of their personal values to the company’s mission and values?

Cultural Fit

Cultural fit is another critical factor in deciding who to invest in. Employees who align with the company culture are more likely to thrive and contribute positively to the work environment. Leaders should invest in individuals who embody the company’s culture and work well with their colleagues.

Characteristics of Cultural Fit:

Collaboration: Is the employee a team player who contributes positively to group dynamics?
Engagement: Is the employee actively engaged and enthusiastic about their work?
Embodies the Culture: Does the employee add to (or take away from) the culture?

Impact and Influence

Leaders should also consider the potential impact and influence of their investment. Employees who have the ability to influence others and drive change are valuable assets to the organization. Investing in such individuals can amplify the benefits of the investment, leading to broader organizational improvements.

Questions to Assess Impact:

Influencing without Authority: Can the employee influence and inspire their peers?
Creating Impact: Does the individual have a track record of driving positive change within the organization?

Deciding Who Not to Invest In

While it’s essential to identify who to invest in, it’s equally important to recognize when not to invest in an employee. Leaders should consider not investing in individuals who consistently underperform, resist change, or exhibit behaviors that conflict with the company culture. These employees may require different forms of support, such as performance improvement plans or alternative roles, rather than investment in development.

Indicators for Minimal Investment:

Consistent Underperformance: Does the employee consistently fail to meet performance expectations despite support and feedback?
Resistance to Change: Is the individual resistant to new ideas and reluctant to adapt?
Cultural Misalignment: Does the employee’s behavior conflict with the company’s values and culture?

To Invest or Not to Invest

Deciding whom to invest in is a strategic process that requires careful consideration of potential, alignment with organizational goals, cultural fit, and impact. By making informed decisions about where to invest resources, leaders can foster a motivated and high-performing workforce that drives the organization’s success. Conversely, recognizing when not to invest allows leaders to allocate resources more effectively and support employees in ways that align with their capabilities and the company’s needs. Reach out if you want to learn more about how coaching helps leaders allocate investment in people.