Angus I McLeod
Director at Angus McLeod Associates
http://angusmcleod.com
Wharton Business School: Global Leadership on 7 programs
University Pennsylvania Faculty Coach delivering Leadership Workshops: includes 'Leadership Philadelphia' and Fox Business School, Temple University, Training for the Global MBA Program, Philadelphia.
Daniels School of Management: Long term program support for leveraging Indiana manufacturing businesses.
Multiple international clients in many sectors with enduring past and present company relationships including J&J., Glencore-Xstrata, BAe, Land Group, HM Government, CBRE., Kier Group, Crown Group, Crown Agents, PPP., King's College NHS Foundation Trust Hospitals, Liverpool Victoria, TransOil etc etc.
Phone: 0789975.75.85
http://angusmcleod.com
Wharton Business School: Global Leadership on 7 programs
University Pennsylvania Faculty Coach delivering Leadership Workshops: includes 'Leadership Philadelphia' and Fox Business School, Temple University, Training for the Global MBA Program, Philadelphia.
Daniels School of Management: Long term program support for leveraging Indiana manufacturing businesses.
Multiple international clients in many sectors with enduring past and present company relationships including J&J., Glencore-Xstrata, BAe, Land Group, HM Government, CBRE., Kier Group, Crown Group, Crown Agents, PPP., King's College NHS Foundation Trust Hospitals, Liverpool Victoria, TransOil etc etc.
Phone: 0789975.75.85
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Now, by unmasking the dragons and with practical stories about noticing, method and slaying, readers can also learn to ‘Slay That Dragon’ and enjoy a calmer, easier life.
“Wonderful, this is THE book I wish I had written”
Will Thomas, author of 13 books.
Written in a clear, simple style, Self-Coaching Leadership redefines and demystifies the journey to leadership. Angus McLeod’s no-nonsense thinking, straightforward approach and practical tools enable readers to more easily identify when a leader is needed - and coach themselves toward improved influence, performance and effectiveness.
Leadership is about influencing people to make big things happen. Management is a process of organizing people to get things done. They are different skills, but equally critical to success in today's workplace. The key is to know which approach works best in which situation.
Written in a clear, simple style, Self-Coaching Leadership redefines and demystifies the journey to leadership. Angus McLeod's no-nonsense thinking, straightforward approach and practical tools enable readers to more easily identify when a leader is needed - and coach themselves toward improved influence, performance and effectiveness.
Highlights of the book:
• This is an evidence-based book that redefines the skills of management and leadership.
• Deals with today's key management and leadership issues, including long hours, stress, task prioritization and life balance, addressing each with actionable tools.
• Takes readers from their own self-leadership to the strategic leadership of an organization.
• Includes methods that have been successfully applied in the real world by managers who have undertaken coaching with the author.
Independent Reviews are many and include this:
“Angus McLeod has worked with some of the business world’s most successful leaders and his unique insight into what works in terms of leadership at an individual, team and organizational level has been captured in this practical book. Angus’s book is a clear and accessible look at the many facets of great leadership, breaking them down into their individual components, considering their importance and how they can be applied in a day to day situation. The information is brought to life with case studies that give vital context to each section.
The book is the perfect blend of well resourced information grounded with relevant examples and exercises that allow the reader to work through the whole book or to build on a particular skill and would be a useful addition to your bookshelf.
Camilla Arnold, Director of Talent, TXG Ltd
Independent Reviews are many and include:
A practical book with wonderful tips, ideas and perspectives. Experience oozes out of every page. -- Kriss Akabusi, MBA, MA
Examples of coaching dialogues serve to illustrate how to skillfully handle many coaching situations. -- Sir John Whitmore, author of
The author has achieved the near impossible-demonstrates the potential of coaching as an effective and ethical instrument for change. -- David Hoad, The Mingsmoor Consultancy
Independent Reviews are many and include these:
A truly excellent read. Superb advice from a master coach. Richard Denny
There are many excellent NLP books on the market but several of the ‘application’ books attempted to push NLP into all circumstances. This book discusses applications of NLP, general approaches to communication and good team theory, and it does it very well.
There are some very useful ways of thinking that may not be obvious approaches to teams. The language is clear and concise; the chapters are appropriately titled with insightful excersises. Angus is a constant innovator in the field and this work is certainly worth reading through.
Martin Shervington, Managing Director, John Seymour Associates
An excellent book that makes no assumptions about prior knowledge or experience and where the author talks to you as an equal.
The examples and exercises take the book out of academia and make it a very practical workbook. Those new to teams will benefit from the insights whilst experienced team leaders will find the book an enjoyable refresher.
In addition to personal development for the reader, behavioural trainers and coaches will find many ideas and concepts just ready for transporting into the classroom or coaching session.
Paul Hobbs
The Training Consultancy Ltd
To achieve greater followship in others, learning more about ‘leadership’ may not be the answer. That’s because leadership development is focused on changing self. What we need to create followship are skills that create change in others; focusing there provides targeted answers to progress.
In this article, discover what you may already be doing that is great! And, find new tricks and tips, for leveraging your existing abilities.
Creating Followship in others will help us to run more successful teams, as well as influencing peers and seniors more effectively. Another spin-off, is that good people are much less likely to leave. Here are some areas of focus that provide immediate results.
https://angusmcleod.com/wp-content/uploads/2016/01/STEPPPA_Coaching_Model.pdf/
This work suggests strongly that certain coach-interventions induce significant state-change in coachees. Five of forty facilitative coach-intervention skills are described, in order to illustrate their practical use in facilitating significant psychological change.
Linkages are made between facilitative coaching interventions and neuroscience; how relevant changes in biochemistry are accompanying stimulation of the brain during coaching. These linkages are intended to help describe a (work-in-progress) concept of ‘coaching underpinned by neuroscience’.
An attempt to describe such a concept is made in order to create discussion; it is averred that a new discipline may arise, where links between the understanding of how facilitative coaching interventions work and their possible influence in neuroplastic change, may align in the future.
Coach interventions are reported that create learning experiences in the coachee. The rationale for the selection of the interventions is based upon:
1) observed levels of coachee’s psychological states and,
2) coachee-learning as expressed by coachee-language (using the REPROCess model), where psychological shift is classified according to the model.
Examples link separate coach interventions to specific learning and the perceived level of state-change (as determined by observations of the coachee). The methods here provide a means of training advanced coaches and also, assessment of coaches based on coachee-change, rather than present-day, skills-observation of coaches alone.
This paper suggests that further efforts towards the assessment of coaches, based upon what is achieved in the coachee, should be fruitful.
Now, by unmasking the dragons and with practical stories about noticing, method and slaying, readers can also learn to ‘Slay That Dragon’ and enjoy a calmer, easier life.
“Wonderful, this is THE book I wish I had written”
Will Thomas, author of 13 books.
Written in a clear, simple style, Self-Coaching Leadership redefines and demystifies the journey to leadership. Angus McLeod’s no-nonsense thinking, straightforward approach and practical tools enable readers to more easily identify when a leader is needed - and coach themselves toward improved influence, performance and effectiveness.
Leadership is about influencing people to make big things happen. Management is a process of organizing people to get things done. They are different skills, but equally critical to success in today's workplace. The key is to know which approach works best in which situation.
Written in a clear, simple style, Self-Coaching Leadership redefines and demystifies the journey to leadership. Angus McLeod's no-nonsense thinking, straightforward approach and practical tools enable readers to more easily identify when a leader is needed - and coach themselves toward improved influence, performance and effectiveness.
Highlights of the book:
• This is an evidence-based book that redefines the skills of management and leadership.
• Deals with today's key management and leadership issues, including long hours, stress, task prioritization and life balance, addressing each with actionable tools.
• Takes readers from their own self-leadership to the strategic leadership of an organization.
• Includes methods that have been successfully applied in the real world by managers who have undertaken coaching with the author.
Independent Reviews are many and include this:
“Angus McLeod has worked with some of the business world’s most successful leaders and his unique insight into what works in terms of leadership at an individual, team and organizational level has been captured in this practical book. Angus’s book is a clear and accessible look at the many facets of great leadership, breaking them down into their individual components, considering their importance and how they can be applied in a day to day situation. The information is brought to life with case studies that give vital context to each section.
The book is the perfect blend of well resourced information grounded with relevant examples and exercises that allow the reader to work through the whole book or to build on a particular skill and would be a useful addition to your bookshelf.
Camilla Arnold, Director of Talent, TXG Ltd
Independent Reviews are many and include:
A practical book with wonderful tips, ideas and perspectives. Experience oozes out of every page. -- Kriss Akabusi, MBA, MA
Examples of coaching dialogues serve to illustrate how to skillfully handle many coaching situations. -- Sir John Whitmore, author of
The author has achieved the near impossible-demonstrates the potential of coaching as an effective and ethical instrument for change. -- David Hoad, The Mingsmoor Consultancy
Independent Reviews are many and include these:
A truly excellent read. Superb advice from a master coach. Richard Denny
There are many excellent NLP books on the market but several of the ‘application’ books attempted to push NLP into all circumstances. This book discusses applications of NLP, general approaches to communication and good team theory, and it does it very well.
There are some very useful ways of thinking that may not be obvious approaches to teams. The language is clear and concise; the chapters are appropriately titled with insightful excersises. Angus is a constant innovator in the field and this work is certainly worth reading through.
Martin Shervington, Managing Director, John Seymour Associates
An excellent book that makes no assumptions about prior knowledge or experience and where the author talks to you as an equal.
The examples and exercises take the book out of academia and make it a very practical workbook. Those new to teams will benefit from the insights whilst experienced team leaders will find the book an enjoyable refresher.
In addition to personal development for the reader, behavioural trainers and coaches will find many ideas and concepts just ready for transporting into the classroom or coaching session.
Paul Hobbs
The Training Consultancy Ltd
To achieve greater followship in others, learning more about ‘leadership’ may not be the answer. That’s because leadership development is focused on changing self. What we need to create followship are skills that create change in others; focusing there provides targeted answers to progress.
In this article, discover what you may already be doing that is great! And, find new tricks and tips, for leveraging your existing abilities.
Creating Followship in others will help us to run more successful teams, as well as influencing peers and seniors more effectively. Another spin-off, is that good people are much less likely to leave. Here are some areas of focus that provide immediate results.
https://angusmcleod.com/wp-content/uploads/2016/01/STEPPPA_Coaching_Model.pdf/
This work suggests strongly that certain coach-interventions induce significant state-change in coachees. Five of forty facilitative coach-intervention skills are described, in order to illustrate their practical use in facilitating significant psychological change.
Linkages are made between facilitative coaching interventions and neuroscience; how relevant changes in biochemistry are accompanying stimulation of the brain during coaching. These linkages are intended to help describe a (work-in-progress) concept of ‘coaching underpinned by neuroscience’.
An attempt to describe such a concept is made in order to create discussion; it is averred that a new discipline may arise, where links between the understanding of how facilitative coaching interventions work and their possible influence in neuroplastic change, may align in the future.
Coach interventions are reported that create learning experiences in the coachee. The rationale for the selection of the interventions is based upon:
1) observed levels of coachee’s psychological states and,
2) coachee-learning as expressed by coachee-language (using the REPROCess model), where psychological shift is classified according to the model.
Examples link separate coach interventions to specific learning and the perceived level of state-change (as determined by observations of the coachee). The methods here provide a means of training advanced coaches and also, assessment of coaches based on coachee-change, rather than present-day, skills-observation of coaches alone.
This paper suggests that further efforts towards the assessment of coaches, based upon what is achieved in the coachee, should be fruitful.