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Todd Attridge

Burlington, ON

Leadership development coach. business Leader. college instructor. writer. entrepreneur. passionate about exposing "why".

  • Reviews 15
  • Answers 3

Todd is one of the most talented facilitators I have had the pleasure of learning from. Todd has the ability to inspire and engage a wide array of individuals. I have attended many leadership seminars and courses in my time and I reflect back on the courses taught by Todd when I am looking to hone my own skills as a coach and speaker.

Source: LinkedIn Chris Meeds Oct 14, 2013

Todd is one of those rare managers who also naturally serve as an inspiring mentor for the whole team. With a background as a Leadership Development Coach and tens of years’ worth of experience as an effective Operations Leader, Todd exhibits strong interpersonal skills and a unique capacity for empathy. These qualities most notably translate in his ability to motivate a team to care about its project and be invested in the project’s success. Todd is the go-to person for conflict resolution and problem solving. Though he’s never one to draw attention to himself, Todd’s positive attitude and the respect others feel toward him are irreplaceable. Anyone would be fortunate to work alongside him.

Source: LinkedIn Michael Meeks Oct 7, 2013

Todd is a gifted leadership coach whose approachable, practical style is highly effective. He is adept at asking the right questions in order to lead people to "aha" moments. I had the pleasure of co-facilitating a number of sessions with Todd on topics ranging from leadership styles to talent identification tools. In each session, he understood his audience and tailored his delivery so they could relate to his message. I would highly recommend Todd as a leadership coach or facilitator.

Source: LinkedIn Margot Lackenbauer Oct 7, 2013

If you are looking for an amazing, well respected, highly impactful leadership facilitator or executive coach, look no further than Todd Attridge.

I have had the pleasure of working with Todd and seeing him transform Associates and classroom participants for years.

Todd has coached many young leaders and seasoned professionals and influenced tremendous growth in everyone he has supported.

Todd's leadership style and facilitation skills can only be described as extraordinary. He has the ability to impact people and organizations to reach breakthrough goals and implement transformational change.

He is an inspiration and an absolute pleasure - I would trust Todd with my life!

Heather Wyllie

Source: LinkedIn Heather Wyllie Oct 7, 2013

I had the pleasure of working with Todd for a number of years. Todd has an outstanding ability to inspire through his words and actions. As a speaker, Todd captivates his audience and leaves them yearning for more. Todd has been a mentor of many, including myself and I thank him for his inspiration and leadership.

Source: LinkedIn Richard Allardyce Oct 4, 2013

Todd is a well rounded leader, coach and facilitator. With his mix of operations management, senior leadership experience, and coaching training and ability, he is able to support leaders and their teams to achieve success in a variety of ways. He is smart, creative, and pragmatic and able to quickly connect strategy and tactics. I recommend Todd as both a coach and leadership developer or facilitator.

Source: LinkedIn Pam Ross Oct 4, 2013

Todd has always had the ability to influence leaders - not by telling them what to do - but by asking the right questions to get leaders to perform at thier best - and it works!

Source: LinkedIn Tony D'Aurizio Oct 4, 2013

Todd Attridge's good natured and rational approach to solving business challenges makes him a pleasure to work with. He brings great value through his ability to coach, lead and facilitate. Todd can navigate a difficult room and make everyone feel valued and comfortable. He is also a master at change-management and explaining the "why" to get buy-in to proposed changes. Todd's business acumen and insight into what drives and motivates people is a rare combination and I would recommend him to anyone who is seeking Leadership Development.

Source: LinkedIn Terri Andrianopoulos Oct 4, 2013

Todd is able to holistically look at an organization and the employees that create the sum of its parts. He identifies opportunities in individuals and asks insightful questions that lead to a self-realization in people. Mountain or mole hill, Todd pauses to consider the challenge, internal and external elements that may contribute, ultimately providing insight that leads anywhere from an individual’s understanding to a team’s collective alignment. It isn’t about always having an answer with Todd; it’s about getting to the right one. Whether it relates to personal development or business, his guidance is balanced with inspiration, experience, professionalism and a passion for helping people grow. He leads individuals and organizations to realize their road blocks, set goals and reach them.

Source: LinkedIn Jay Garon CHRP Oct 2, 2013

Todd is an excellent leader, coach, motivator and people developer. He has great passion for developing and coaching leaders in achieving their full potential. Todd is an excellent presenter and has made Brands stronger through his inspiring presentations on influencial leadership. His in depth knowledge of operations and human resources is an asset to any organization and makes him an ideal coach and mentor of managers and senior leadership teams.

Source: LinkedIn Anna Mikus Oct 2, 2013
Todd Attridge answered:

Keep in mind that micro-management is more about the Leader than anyone else. The behaviour of always needing to be involved is a product of being afraid of failing. These people live in the "if you want it done right do it yourself" camp. The lack of trust stems from the fear of what will happen if someone's "failure" is pinned on them.

Two plans of attack:

1. If you want to help them get past this then it needs to be dealt with at the root level and that means coaching them through their own fear to understand that the world won't end if something fails.

2. Second plan of attack is to raise their own self-awareness around what impact they have on their team because of their micro-managing ways. This can be done simply through a "check-in". It goes something like this:

You: Bob, you got a minute? I want to check in with you about something.

Bob: Sure. What is it?

You: I know the project we're working on is really important to you but the number of times you make me review it with you (or whatever the situation is) makes me feel like you don't trust me or my ability to do it properly. Is that how you really feel?

This will open the door to negotiate new terms to the relationship.

Todd Attridge answered:

There's no single "magic bullet" answer to this problem so, instead, there some questions I'd like you to consider:

1. What skills does he have that got him the position in the first place? How can those be leveraged?
2. What can you do to help him navigate through the transition (I'm assuming he's not feeling comfortable, either) and become his ally
3. Would you consider having a heart-to-heart and share with him the affects his decisions have on "the moral of the staff"?
4. What feedback have you given him and what still needs to be said?

Sometimes these situations can feel like an us-against-him and leads to bad feelings and animosity. What would it take for the team to take him under their wing and help him settle into his role?

I specialize in these situations so I understand the frustration they cause but also know they can be resolved with some effort on everyone's part.

Let me know how you make out. Todd.

Todd Attridge answered:

The early symptoms of a team breaking down are subtle - not unlike cracks in a dam. It usually starts with erosion in Trust which shows up in communication break downs, seeking out who to blame, looking out for #1 or being too busy to help each other out.

What I look for is when someone comes to me as the Leader looking to share information about another team mate. If the information gets their team mate "out of trouble" they're working as a team; if the information gets their team mate "in to trouble" then the dam is starting to break.

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