Driving Success in the New Era: Unlocking Leadership Excellence through Coaching

Driving Success in the New Era: Unlocking Leadership Excellence through Coaching - Julia Ngapo Business Coaching - Colourful umbrella being held above a group of black umbrellas ans shielding them from rain.

In the ever-evolving business landscape, leadership excellence has become more crucial than ever. As we adapt to hybrid work models and strive to foster diversity and inclusion, business owners and leaders face unique challenges.

In this article, we will explore how embracing coaching can be the key to achieving leadership excellence and driving success in today’s business climate.

Navigating Hybrid Work:

Leadership excellence is essential in navigating the complexities of the hybrid work model. Coaching provides a structured approach to developing effective strategies, enhancing communication skills, and fostering connections within teams.

By embracing coaching, leaders can optimise productivity, create a cohesive and inclusive work culture, and lead their teams to achieve exceptional results.

Embracing Diversity and Inclusion:

Diversity and inclusion are integral aspects of leadership excellence, and yet there are many organisations that adopt a laissez-faire approach rather than encouraging diversity within their board.

Coaching equips business owners and leaders with the tools to embrace diversity, nurture inclusivity, and leverage the unique perspectives and talents within their teams.

By developing cultural intelligence, challenging unconscious biases, and cultivating inclusive leadership practices, leaders can create environments where everyone feels valued, heard, and empowered to contribute their best.

Developing Agile Leadership Skills:

Leadership requires agility in today’s fast-paced business environment. Coaching helps leaders enhance their agility by fostering adaptability, resilience, and strategic thinking.

Through coaching, leaders can reflect, challenge assumptions, and explore new approaches.

By sharpening their leadership skills, business owners and leaders can effectively navigate uncertainty, make informed decisions, and inspire their organisations to thrive.

However, coaching goes beyond addressing challenges; it focuses on unlocking the full potential of individuals and teams, leading to exceptional performance. It empowers leaders to tap into their strengths, identify areas for growth, and set meaningful goals.

Coaches provide guidance, support, and accountability, enabling leaders to overcome barriers and achieve outstanding results. By investing in coaching, business owners and leaders demonstrate their commitment to personal growth and the development of their teams, ultimately driving organisational success.

Strengthening Emotional Intelligence: Leadership excellence goes hand in hand with high emotional intelligence (EI). Coaching helps leaders develop their EI by enhancing self-awareness, empathy, and interpersonal skills.

Leaders with strong EI can build positive relationships, inspire trust, and navigate conflicts constructively. Through coaching, business owners and leaders can cultivate a leadership style that resonates with their team members, creating a harmonious and productive work environment.


Leadership excellence is not a destination; it is an ongoing journey of growth, learning, and adaptation. By embracing coaching, business owners and leaders can unlock their full potential, navigate the complexities of hybrid work, foster diversity and inclusion, and drive their organisations towards success.

Are you ready to embark on the path to leadership excellence? Take the next step and invest in your growth as a leader. As an accredited business and executive coach, I support leaders and business owners in leadership development, hybrid work strategies, and diversity and inclusion enabling you to enhance your skills, overcome challenges, and achieve remarkable results.

Don’t settle for mediocrity when you have the opportunity to become an exceptional leader.

Embrace coaching as a transformative tool to unlock your leadership excellence and propel your organisation to new heights. Remember, leadership excellence is not a luxury, but a necessity in today’s competitive business landscape.

Take action today and invest in your leadership journey. Experience the power of coaching to unleash your true potential, inspire your teams, and achieve extraordinary success.

Instead, let coaching be the catalyst that propels you towards leadership excellence in the new era.

Are you ready to thrive as a leader? The time is now. Embrace coaching and unlock your leadership excellence. Book a discovery call with me and start your journey today!

Building Effective Teams: 5 Strategies to Creating a Winning Team

Building Effective Teams- Julia Ngapo Business Coaching

Every leader dreams of having a team that works effectively, and collaboratively, and achieves great results. However, building an effective team is not an easy task. It requires an understanding of the dynamics of teamwork, identifying the challenges that impede progress, and implementing solutions that address those challenges.

One of the most valuable frameworks for building effective teams is contained within the bestselling book, “5 Dysfunctions of a Team”, by Patrick Lencioni. This framework provides a roadmap for you to diagnose and address the five most common dysfunctions that hinder team performance.

In this article, we will explore Lencioni’s 5 Dysfunctions of a Team and explain how you can use this framework to build effective teams.

Lencioni describes the 5 Dysfunctions of a Team as:

  1. Absence of Trust
  2. Fear of Conflict
  3. Lack of Commitment
  4. Avoidance of Accountability
  5. Inattention to Results

Let’s examine each of these dysfunctions in more detail.

  1. Absence of Trust: Trust is the foundation of any effective team. Without trust, team members are hesitant to be vulnerable, share ideas, and seek help from each other. The absence of trust can manifest in various ways, such as team members being guarded in their communication, withholding information, and avoiding feedback.

As a leader, it’s crucial to foster an environment of trust by modelling vulnerable behaviour, encouraging open communication, and building personal relationships with team members. When team members trust each other, they can collaborate effectively and tackle challenges with confidence.

  1. Fear of Conflict: Many teams avoid conflict because they perceive it as negative and disruptive. However, the absence of conflict can be just as detrimental to team performance as excessive conflict.

In effective teams, conflict is viewed as a healthy and necessary part of the process. It allows team members to challenge assumptions, share perspectives, and arrive at better solutions.

It’s therefore essential to create a safe space for conflict by setting ground rules, encouraging healthy debate, and moderating discussions when necessary. When teams embrace conflict, they can harness the power of diverse perspectives and arrive at innovative solutions.

  1. Lack of Commitment: Team members must be committed to the team’s goals and objectives to achieve success. However, lack of commitment can manifest in various ways, such as team members being indecisive, ambiguous, or unwilling to make sacrifices. It’s essential for you to ensure that team members understand and are aligned with the team’s vision, mission, and objectives.

Additionally, you should encourage team members to voice their opinions and concerns and address any obstacles that impede commitment. When team members are committed, they are willing to make personal sacrifices and go above and beyond to achieve their goals.

  1. Avoidance of Accountability: Accountability is critical to team success. When team members are not held accountable for their actions or performance, it can create a culture of mediocrity and complacency.

The avoidance of accountability can manifest in various ways, such as team members blaming others, making excuses, or failing to meet deadlines. As a leader, it’s essential to set clear expectations, provide regular feedback, and hold team members accountable for their actions and performance.

Additionally, you must demonstrate accountability yourself by admitting mistakes and taking responsibility for your actions. When team members are held accountable, they are more likely to take ownership of their work and strive for excellence.

  1. Inattention to Results: The ultimate goal of any effective team is to achieve results. However, teams can become side-tracked by internal politics, personal agendas, or distractions.

Inattention to results can manifest in various ways, such as team members focusing on their individual goals rather than team goals, ignoring data and feedback, or failing to prioritise tasks that drive results.

It’s therefore crucial to keep the team focused on results by setting clear metrics, monitoring progress, and celebrating wins.

You must also ensure that team members understand how their individual contributions impact the team’s results and prioritise tasks that drive the most significant impact. When teams are focused on results, they are more likely to achieve their goals and exceed expectations.

How You Can Address the Five Dysfunctions of a Team?

 As a leader, addressing the five dysfunctions of a team requires a systematic approach. Here are some strategies that you can use to address each of the dysfunctions:

  1. Absence of Trust: Create a safe and supportive environment where team members feel comfortable sharing their thoughts and feelings. This can be achieved by modelling vulnerable behaviour, encouraging open communication, and building personal relationships with team members.

You can also facilitate team-building activities that foster trust and collaboration, such as team lunches, offsite retreats, or social events.

  1. Fear of Conflict: Aim to cultivate a culture where healthy debate and disagreement are encouraged. This can be achieved by setting ground rules for communication, moderating discussions when necessary, and promoting a growth mindset.

You can also encourage team members to seek feedback and challenge assumptions, which can lead to better outcomes and stronger relationships.

  1. Lack of Commitment: To address the lack of commitment, you must ensure that team members understand and are aligned with the team’s vision, mission, and objectives. This can be achieved by communicating the team’s goals and objectives clearly, providing regular feedback and recognition, and involving team members in decision-making processes.

You can also deal with any obstacles that impede commitment, such as unclear roles and responsibilities or a lack of resources.

  1. Avoidance of Accountability: Set clear expectations, provide regular feedback, and hold team members accountable for their actions and performance.

This can be achieved by setting SMART goals, providing regular performance reviews, and recognising team members for their achievements. You can also model accountability by admitting mistakes and taking responsibility for your actions.

  1. Inattention to Results: Keep the team focused on achieving their goals and objectives. This can be accomplished by setting clear metrics, monitoring progress, and celebrating wins.

You can also ensure that team members understand how their individual contributions impact the team’s results and prioritise tasks that drive the most significant impact. Additionally, you can promote a culture of continuous improvement by encouraging team members to seek feedback and identify areas for growth.

Conclusion: Building an effective team requires a deep understanding of the dynamics of teamwork and the ability to address the most common dysfunctions that hinder team performance.

By following this framework, you can diagnose and address these dysfunctions systematically. In addressing the absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results, you can create a high-performing team that achieves great results and fosters personal and professional growth. As a leader, it’s essential to invest time and effort in building an effective team, as it can be one of the most rewarding and impactful aspects of you’re your leadership journey.

Would you like support in creating your “dream team”? Why not book a call with me and let’s create your strategy for attracting the right people and building an effective team? Find out more about my Executive Coaching and Mentoring services here.

Stepping Up? 5 Solutions to the challenges of a first leadership role.

5 challenges of a first leadership role. Julia Ngapo Business Coaching

There are many challenges associated with a leadership role, but none more so than making the initial transition from individual contributor, or team member, to leader. Being responsible for the future success of the organisation, as well as managing others, requires you to develop a very different skill set.

In this blog, we will consider five of the most significant challenges that anyone new to leadership may face and provide actionable steps with which to overcome them.

Delegation. Those new to a leadership role can often struggle to delegate effectively. This can be down to a number of reasons. Firstly, you may feel inhibited, struggling with imposter syndrome, and feeling less empowered to delegate, especially to those who were previously your peers.  

You may alternatively feel you are better able to complete the task, or conversely, be less confident in your own ability, fearing instead that a team member may be better equipped to complete the task.

This damaging limiting behaviour can lead to micromanagement, burnout, and decreased productivity.

Solution: To overcome this challenge, it is important to understand that delegation is key in allowing yourself time to focus on the “bigger picture” required of your new position.

Not only this, but delegation also builds and communicates trust within your team; team members feel empowered and become more invested in the future success of the organisation. The first step of effective delegation is therefore learning to trust team members and identifying their individual strengths.

Clear communication of your expectations and provision of the necessary resources and support are the first steps to empowering others. After all, leadership is less about being the one “doing” and more about strategy – strategically employing the resources available to you for the overall benefit of the business.

Start by identifying tasks that can be delegated and selecting team members who are capable of handling those tasks. Set clear goals, define the results you are seeking and convey deadlines, and monitor progress without micromanaging.

Communication. Effective communication is a mainstay of effective leadership. Keeping your team informed, and knowing not only what to say, but how to say it is key.

Those new to a leadership role often struggle with communication because they are not used to communicating with multiple stakeholders, including team members, peers, and senior leaders. They may also struggle to give feedback and manage difficult conversations.

Solution: To improve your communication skills, actively listen and understand different perspectives. One of the most underrated leadership skills is empathy. Taking time to talk to your team and to understand their viewpoint helps them to build trust in you, and also serves to inform you of their strengths and weaknesses as well as any challenges that they are facing within their work.

Giving constructive feedback and managing difficult conversations is another key leadership skill that needs to be mastered. Practice your communication skills regularly by seeking feedback from team members and colleagues and making necessary adjustments.

Time management. As a leader, it can be difficult to balance the responsibilities that come from increased demands on your time; not only managing your team, but attending meetings, and focusing on the strategic planning and increased workload, that comes from a leadership role. It is easy to get caught in the minutiae of every day, especially when you operate an “open door” policy with team members free to access you at any time throughout the day.

Solution: Start by prioritising your tasks and responsibilities based on their urgency and importance. A great tool to help accomplish this is the Eisenhower matrix (Download your copy here)

Effective diary management is key. That open-door policy is no longer effective, so ditch it in favour of specific, allocated times throughout the day or week when you make yourself available.

Set realistic deadlines and avoid multitasking, which can decrease productivity. Learn to say no to unnecessary meetings and requests that do not align with your goals and priorities. Using tools such as calendars and to-do lists effectively can help manage your time effectively. Blocking out time in your day that is a no-go for any meetings etc, but allows you time for reflection, preparation, and planning allows more flexibility in your day, whilst increasing your productivity.

Managing conflict. Conflict is inevitable in any team or organisation, particularly those going through change, and it can be challenging for new leaders to manage it effectively.

It can feel like a “quick fix” is the solution, avoiding the conflict or trying to resolve it quickly without considering all perspectives, leading to unresolved issues and resentment. But not every conflict in an organisation needs to be combative. Effective management and control of the situation can often diffuse any conflict before it has the opportunity to explode. For further information and support on managing conflict, download my free workbook here.

Solution: To manage conflict effectively, learn to identify and address conflicts early. Actively listening and giving equal weight to all perspectives, whilst seeking to understand the root cause of the conflict will result in both sides feeling “heard”.

Encourage open communication and collaboration to find a solution that benefits all parties involved, and consider seeking the help of a coach or mentor who can provide guidance and support in managing conflict.

Building trust. This is the single most important factor in building your authority and the foundation of any successful team or organisation. As a new leader, it can be challenging to build trust with your team members, especially if they are used to a different leadership style.

Solution: To build trust, new leaders need to demonstrate integrity and authenticity. This involves demonstrating transparency and honesty in both your communications and actions. Encourage open communication within your teams and ensure there is ample and regular opportunity for feedback.  

Invest time and effort in getting to know your team members and understanding their strengths, weaknesses, and motivations.

So, how can you make your path to leadership easier?

My first suggestion is to seek out a mentor or coach: Finding a mentor or coach can be a game-changer for those new to a leadership role.

A mentor or coach, whether found internally within your organisation, or externally, can offer guidance, support, and feedback on your leadership skills and help you identify areas for improvement.

They can also offer a valuable fresh perspective on challenges you may be facing and provide insights on how to handle difficult situations.

If you’re not sure where to start, consider reaching out to industry associations, networking groups, or professional coaching organisations to find a mentor or coach that fits your needs.

Secondly, build a strong support network: Being a leader can be lonely at times, but it doesn’t have to be.

Building a strong support network of peers, colleagues, and friends can help you stay grounded and connected to others. It’s important to find people who share your values, goals, and interests and who can offer support and encouragement when you need it most.

Attend industry events, join online forums or social media groups, or participate in local networking groups to meet other professionals in your field. Building a strong network of trusted peers allows a fresh perspective on any challenges that you are facing and can be invaluable in realising that challenges affect every leader and that you are not alone!

In summary, it can be challenging as you adjust to your new leadership role.  By taking the time to understand your strengths and weaknesses, developing both your communication and emotional intelligence skills, seeking out a mentor or coach to support you, and building a strong support network, you can overcome these challenges and thrive in your leadership role.

If you’re a new leader looking to improve your leadership skills and overcome the challenges you’re facing, consider booking a discovery call with me. As an executive coach, I can help you identify your strengths and weaknesses, develop your communication and emotional intelligence skills, and create a personalised plan to help you reach your leadership goals. Let’s work together to help you become the best leader you can be.