What Do You Need To Change To Be More Successful?

WHAT I DO: I help credit union executives, small business owners and entrepreneurs achieve professional growth, career advancement, increased earnings and work-life balancer by providing a customized developmental process based upon their unique needs.

WHO I WORK WITH: I partner with executives, business owners and senior-level managers including:

• Credit Unions
• CPA firms
• Auto Repair
• Publishing
• Hospital CEO’s.
• Chambers of Commerce
• Non-profits

WHY IT WORKS: When you partner with me, you get the most efficient, effective and affordable executive coaching and strategic planning processes that leaders like you are looking for right now.

WHAT MAKES ME DIFFERENT? I have run a business and faced many of the challenges you now face. I was for 29 years a credit union CEO, and prior to that in in consumer finance. I am a Vietnam Vet. My knowledge has been acquired over a long haul. I do not offer cookie-cutter solutions. In fact, I do not even suggest a solution until I understand you, your organization and your needs. No prescriptions without a diagnosis.

HOW IT WORKS: We begin by talking by telephone about your organization, your vision, and what does success look like. I start with a blank page and simply listen. I request 30-minutes initially, and then schedule a follow-up call to share what I feel is the best solution for you.

READY TO TALK? Reach out to me here on LinkedIn, e-mail me at tom@kesgroupllc.com, visit online at www.kesgroupllc.com or call me direct at 941-650-9027.
3 minutes reading time (534 words)

How do you strive to build consensus and relationships?

A Negative Thinker

If you believe that we as a nation more dysfunctional and unwilling to collaborate, compromise and cooperate, then I agree. Refusing to appreciate an opposing viwe is the hallmark of an insecure person and unworthy of any leadership poisition or authority.

As we gain knowledge and skills, it generally follows that our careers and levels of authority increase. Some leaders may first hold a position as a follower and then are elevated to a position of management for which they are not prepared. I often observe that when a CFO becomes a CEO or a long-term employee is promoted based on seniority versus merit. The skills and knowledge that made them a great follower are not the same competencies they need to be a leader.

Leadership is learned… they are not born. Attitude and behavior are more important at the top. Technical skills are 10% of what a leader needs; while people issues make up 90%. It is simple…you cannot do the job alone and people want and need to be included in the process.

In order to increase your understanding of effective communications, it is helpful to know what your natural and adaptive behavioral styles are. The DISC Index reveals the HOW portion of What, Why and How. Once you understand HOW you prefer to behave, you can align the environment in which you work, choose the profession that gives you the best opportunity for success and reduces stress levels.

Imagine your gains in effectiveness, as well as that of your organization, if everyone knew what to say and do to be more effective in communicating… and what to avoid saying when communicating with each other. Before consensus and relationships can be formed, the challenges of communications in the workplace must be unraveled.

I observed in 25 years as a credit union CEO that almost all situations in which I was involved that were impacted negatively came as a result of communications that did NOT happen. You see that daily in Washington, DC. If you are a financial institution leader, it is a teachable event each time the examiners stumble through an exit interview.

In what direction does most communication flow? (Down, up, side-to-side, outward to customers, inward from customers, etc.) What is the result of that? Building consensus and creating lasting relationships that advance the goals of your organization require you to elicit some sort of behavioral response. If the communication fails to prompt a specific action, a positive response, or improved understanding, then that was an ineffective communication.

Simple rules such as being logical, alert and brief go a long way in improving your communications and in getting the results you want. Before you can build consensus and relationships you must earn other’s trust and confidence. Whether you are sharing your vision of the organization or negotiating an important issue, your ideas must be clear, specific and presented in a way that considers others’ desires and needs.

Empathetic communication will enhance your credibility and advance your interests. Empathy builds relationships. Leaders who are trusted, respected and loved are also the most successful. Care for your employees and show it. You will be rewarded with meaningful relationships, productive consensus building, and accomplishments.

Combat Stress – Seven Practical Methods
Why Being a Compassionate Leader Pays Dividends

Related Posts



No comments made yet. Be the first to submit a comment
Already Registered? Login Here
Saturday, 25 May 2019


“As a Senior Executive in the Credit Union industry - I have personally experienced along with my staff - what Tom brings to the table as a Coach. Tom is uniquely qualified from his experiences as CEO and President of a Credit Union and brings not only that experience but has a special way of identifying unique qualities that we all have but sometimes have not fully realized and utilized in the work place and in our personal lives. Tom delivers in such a way that exhibits high integrity and a genuine concern for his clients -- I strongly recommend Tom for your organization if you are looking for ways to inspire and motivate your staff to reach to the next level.”…Tim Smith

Contact Details


P.O. Box 2025
Clayton, GA 30525