Don't Let Go

It is hard to imagine that a two-time Academy Award winning actress would have to fight for a part in a movie.  Yet that is exactly what Sally Field had to do to keep her grip on the role of Mrs Lincoln in the recent Speilberg movie.

In 2005, Steven Speilberg cast Liam Neeson as President Lincoln and Sally Field as Mrs Lincoln.  But the project stalled, different writers came on and it took a long time to get the right script.  In the meantime,  Liam Neeson dropped out of the project.  Speilberg went after Daniel Day Lewis who was reluctant but eventually agreed to play the iconic role of Lincoln. 

During these years, Sally Field waited patiently to play Mrs Lincoln.  Sally was deeply convicted that the role of Mary. Lincoln was hers, even to the fact that Mrs Lincoln was 5’ 2” tall and so is Sally.  But when she learnt that Daniel Day Lewis had agreed to play Lincoln, she felt “in her gut” that Speilberg would not want to keep her in the movie.  There was an age difference, Sally being ten years older than Day Lewis.  And Mrs Lincoln was ten years younger than her husband. 

Her instincts were right:  Speilberg didn’t see her in the movie with Day Lewis.  Sally pleaded with him, “You’re wrong Steven….You’re wrong.  I won’t let you walk away from me.” 

Sally had to dig in and fight for the role.  Even though she had two Oscars on her mantlepiece, she put herself through a casting process that included two screen tests, one without Daniel Day Lewis and one with him.  She was driving when the call came in from Speilberg who asked, “Will you be our Mary?”

Will the real Mrs Lincoln stand up please?

  

Sally’s is a truly wonderful performance as Mrs Lincoln.  We have all been richly rewarded by her tenacity and courage to not let go of the role she dearly wanted for herself.  We can do likewise for the things we want in our work and personal lives.  Instead of falling into line, we can dig in, develop our case, gather evidence, ask, negotiate, and most important of all, not let go.

If you would like to see an interview with Sally Field telling this story, please click here. 

What is the Job of the Leader?

"What do you do?" is a question that gets asked all the time in business and social situations.  Occasionally the results are hilarious such as the scene in the 1989 "Uncle Buck" movie where the annoying kid character puts his strange and large Uncle Buck in the witness box as he fires off question after question at him.   Do you remember it?




Taking no prisioners, the kid tries to break his own record for asking consecutive questions.

When everything is considered, what is our job as leaders within our work organisations, communities and families? 

I like leadership guru Ken Blanchard's basic job description for leaders everywhere:

"I think people want to be magnificent. 
It is the job of the leader 
to bring out that magnificence in people, 
and to create an environment 
where they feel safe and supported 
and ready to do the best job possible 
in accomplishing key goals. 
This responsibility is a sacred trust 
that should not be violated. 
The opportunity to guide others 
to their fullest potential is an honour 
and one that should not be taken lightly. 
As leaders, we hold the lives of others in our hands. 
These hands need to be gentle and caring 
and always available for support."

I wonder how many people in leadership roles at all levels make it a daily goal to bring out the magnificence in their team members?  Or is it something so far out of our thoughts that it doesn't even occur to us?

What do you do to bring out the magnificence of your people?  What will you start doing?

As ever, your comments are warmly invited.


Lynne Lloyd
Managing Director - People Results
Telephone 1300 167 981
Email  enquiries@peopleresults.com.au
Web  www.peopleresults.com.au

When is it coaching and when is it mentoring?

Into every executive coaching program a little mentoring will come.  It is inevitable because the executive coach has their own experiences and resources that he/she brings to the coaching relationship.   These resources are useful and add practical dimensions and value for the manager or executive being coached.  
 
  

Which is right for me:  executive coaching or mentoring?

 

 Yet, while sharing stories and experiences, the executive coach must not allow the mentoring elements to dominate or eclipse the coaching elements of the program.  As executive coaches and mentors, we must have a very clear understanding of the similarities and differences between coaching and mentoring.  Some key points of differentiation are:

·         Mentoring is holistic and takes account of the broad implications of the executive's career whereas executive coaching identifies and develops specific leadership skills, strategies and relationships.

·         A mentor contributes freely and often from their extensive leadership and management experience whereas an executive coach has not necessarily held a senior leadership position.

·         Mentoring often takes place over an extended period of time whereas coaching takes place over a set period, typically from 6 to 12 months.

·         Mentoring provides the space for the executive to reflect on what they have learnt and to think through the issues they need to deal with.   Executive coaches focus on the specific skills and strategies the executive needs to learn and apply in immediate and practical ways.

·         A mentoring program is – or should be – managed by the person being mentored  (the mentee) whereas an executive coaching program is managed by the executive coach and the person being coached.

·        Executive coaching and mentoring programs can be facilitated internally with excellent outcomes.  However, to enable a manager or executive to be completely trusting and unreserved about disclosures, there are times when an executive coaching or mentoring program is best facilitated by an external executive coaching firm. 

 

 

Lynne Lloyd

People Results

Telephone 1300 167 981

Email:  enquiries@peopleresults.com.au

Web:  www.peopleresults.com.au

 

 

People Results is a leading provider of customised executive coaching, mentoring and talent development programs.  A People Results’Executive Coaching or Mentoring Program ensures that leaders and emerging leaders are developing the enhanced capabilities and confidence to reach and exceed their personal, team and organisational goals.  Find out more and/or contact us at www.peopleresults.com.au.