Episode 33 – Leah Keogh | Strengths-based Coach & Facilitator

Leah Keogh is a Strengths-based coach based out of Seattle, Washington state. She works with teams and large groups on assessing and bringing out strengths to achieve peak performance in both individuals and organizations.

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Transcript

Murray Guest  

Hi, Leah, how are you? Great to be connecting with you today.

Leah Keogh  

Hi, Murray. It’s a pleasure to be here. Thank you.

Murray Guest  

It’s awesome to be chatting with you. I’ve loved our our chats over the past few years and talking about the work that we both do with organizations. How’s your week been so far?

Leah Keogh  

My week has been good. It has been rather busy, but it’s it’s good. I’m plugging away.

Murray Guest  

And just so people know, your a strengths based coach and facilitator, based out of as I understand Washington state, is that correct?

Leah Keogh  

That’s correct. Seattle, Washington.

Murray Guest  

Tt’s important we get those right, isn’t it? There’s a big difference between Washington DC and Washington State, isn’t it?

Leah Keogh  

Yes, yes. There’s a big difference.

Murray Guest  

Is there some level of competition? Or like, is it really important for those people living over in Washington State that we’re known not to be from DC?

Leah Keogh  

Well, they’re just very different places. The Pacific Northwest in general is very different from the East Coast. But Washington DC is what capital is, and you have all that government things happening. And yeah, it’s just very different from the west coast. So people out of the country may not realize that there’s a difference between Washington State and DC.

Murray Guest  

So I’ve been to Washington, DC, but I haven’t been to Washington State, tell me what is it like?

Leah Keogh  

Well, first of all, it’s beautiful. I love the Pacific Northwest. Lots of trees. Actually, you’re a fan of New Zealand. And Washington reminds me a lot of New Zealand and Queenstown. It’s beautiful. We have the trees and the water in the mountains and the coast. And the summers are just stunning here. I really don’t know if there’s a prettier place in the in the summer.

Murray Guest  

So you’re selling it to me. And I assume there’s mountain bike riding there as well?

Leah Keogh  

Of course, and we’re very close to to Whistler and BC, which is very well known for its mountain biking.

Murray Guest  

Of course it is. Yeah. And as so can I just check how do you introduce yourself to organizations? Are you a Strengths coach? Are you a facilitator? How do you describe that and the work that you do?

Leah Keogh  

Sure, well, it’s a little bit of both. So I am a strengths-based coach certified through Gallup, and then also through strength strategy. And so what I do is I, I work a lot with teams and groups, so I can help facilitate the small teams or larger groups, it just really depends on what the organization, and that particular manager is wanting to do. So I go in, and I help I assess the situation, work on strengths, bringing that in, work with the manager to help improve things.

Murray Guest  

And how did you get into strengths in the first place? And this whole idea of focusing on what’s right? 

Leah Keogh  

Yes I love this question. So in my previous life, I had a business and in that business, when I first started out what I did was I hired an executive coach, to help me with this, I’m always looking for improvement, right? How do we get to the next level? How do we improve? So I hired her. And the first thing she had me do was take the assessment. And I took it. And I loved it, just the way that my brain is wired, it made sense. I’m high in positivity, high connectedness. So I was able to connect those dots. So she came in, and she was from Colorado, and she did workshops with the team. She helped me manage, she helped with onboarding. And I started managing through a strengths based perspective. And I loved it so much that I started having everyone around me take the assessment. So if you know me, you’ve taken it. And then I started watching and I started watching Strengths that play in the people that I that I know. And then I have friends that have small businesses as well. So I started helping them. And I loved it so much that I decided to become a coach. And I discovered that this truly is my passion. And because I have a bit of that business background, I’m able and I’ve worked with teams, my own team in that business, I’m able to bring that forward and help other teams as well.

Murray Guest  

Did you have an aha moment when you saw your strengths the first time and you went, ah, you know, this is me or I get this or did you have one of those moments early on?

Leah Keogh  

Well, I think that the one strength that surprised me was the positivity. I didn’t realize that that was a strength. I remembered that when standing out, and now it’s been several years, it’s probably been about 13 years. But I remember that one. And then also connectedness too, it’s taken me a little bit of time, it took me some time to truly own that strength and understand what that strength is. And it really was in my training in the Gallup training that, that I fully got it. Right. That’s, that’s where the shift really happened for me.

Murray Guest  

So I’ve seen connectedness show up as a few different ways for people, one being that everything’s connected for a reason. And that there’s, there’s a belief in in the way that things happen in the universe, and that connectedness. And I’ve also seen it in a also a practical sense in organizations where leaders can see how things are all connected within the organization, and they flow on from each other. And if I make a decision here how it impacts something down the track, or in another team or a project. What’s your experience with connectedness with the people you’ve worked with or yourself?

Leah Keogh  

Sure, so connectedness for me, because of my empathy in there, too, it has, it has an emotional component to to it, along with the futuristic, so I can see the big picture of the team, I can see the dynamics that are that are tying in I can see emotionally what’s happening with people. And I can fit that puzzle together. And then strengths gives me the tool to name it and help the manager or the the employee, figure out what is happening. So it is that big picture. I still believe that everything just happened for a reason. But I, I see it more in that big picture of understanding kind of the I want to say emotional development of the team and what’s happening and how do we get people on track, from that point.

Murray Guest  

Gotcha. And with the teams you’re working with, you mentioned before that a lot of leaders, what’s the work that you absolutely love doing?

Leah Keogh  

So my favorite, if I had to pick would be small teams, I love being in a room where there’s four to 10 people, that is my absolute favorite.

Murray Guest  

And what is it in those moments that you’ve experienced that just you love so much?

Leah Keogh  

I think that it’s because it’s a smaller group. And of course, I facilitate large groups as well too. And that, that, that that’s fun as well and rewarding. But the small group gives me the opportunity, I can be in there and I can connect with each person because it’s a bit of a smaller group, right? So I have the ability with my strengths to understand what Tommy is thinking, what Sally is, is doing and thinking and what Ryan may be processing, and then facilitating through questions and conversation to get them connected. So my gift really is in getting that group connected. How do we get them connected on the same page, not only emotionally, but with their goals and where they’re moving forward?

Murray Guest  

So looking back on 2019, what are some of the things that you’ve been seeing with the clients you’ve been working with? And some of those teams? What are some of the common sort of areas that you’ve noticed, they need to focus on?

Leah Keogh  

Communication, communication is key. And then a lot of silos, people, because people are global, and they’re so busy, right? There’s not enough time, there’s not enough resources and and people are so task driven, especially in the corporate world, that they need time to effectively communicate. And that is where these group sessions can come in handy, because it gives them the opportunity to take that time to effectively communicate.

Murray Guest  

Is there a team that you could give us a bit of an example of that you’ve worked with where there was some of that poor communication or they weren’t quite collaborating to the full potential they had and how that went and where you explored with them?

Leah Keogh  

Yeah, so yeah, there is one team in particular and they have a good foundation on strengths. I’ve worked with them a bit. But the team has drastically changed and moved from six people to 85 and I and there’s leaders there, and they’re so busy. And they just needed time to connect. And, you know, they’re they’re struggling keeping up in all of the shifts that organization shifts in that. So, yeah, I spent time with them. And really, it’s about asking questions. So oftentimes, I’ll give them some pre work to answer questions so that they have time to reflect. And then they give that information to me. And it gives me time to read what’s happening, and then we get in a room. And and they answer those questions and the dialogue starts. And oftentimes, I’d like to just have it be a bit organic, where that conversation goes to, because that’s where the juice happens, right? That’s when you really just have to listen in and, and see what comes up and let it go from there.

Murray Guest  

Letting it go is so important in that process. I totally agree. How do you handle those people that are struggling with letting go of what’s happened in the past, and maybe some of those past interactions, or frustrations they’ve got, which are getting in the way of helping them build the team and move forward?

Leah Keogh  

Sure. And oftentimes, what I see is that it’s frustration with other people. And so, for example, the one team that I was referencing, there, that certainly was happening on the team. However, when when I asked the certain questions or it comes out, they bring out what’s bothering them, I then show what the other person is needing. So this person has these certain strengths, which is why they’re showing up this way. And then that, that, in a way creates the understanding from the person that’s frustrated, oh, they’re responding to you this way. Because this is how they’re wired. This is how they respond to things. And so it creates the space for them to understand one another. And it’s almost as if, like, once that light bulb goes off, and people start to understand, Oh, you’re, you’re different than me. But it doesn’t mean you’re wrong. And it doesn’t mean it’s my preconceived notion that you’re doing it this way. Because of XYZ. You’re doing it because this is how you’re wired. Right?

Murray Guest  

Yeah. And I love how strengths and that understanding of self and others, it does give you that insight as to why someone approaches the situation or why they might have reacted in the past or something or the way they did, and then helps them as you said, not make it wrong, but certainly make it a way which is different. And that differences. Okay, and even better. That difference is good.

Leah Keogh  

Exactly.

Murray Guest  

And what’s a question. you mentioned questions a few times. And I love questions. I think questions are one of the most powerful thing tools we have, not just from a facilitator or leadership, but just you know, as a tool in our everyday life, what’s some questions you love to ask teams?

Leah Keogh  

Well, I’m high in input. So I love questions, too. And I tend to ask a lot of questions. So it can be anything from How do you feel you’re showing up as a manager? Where are you successful? What areas are? What areas can be running smoother? Just various questions like that. And really, sometimes it’s just starting with a couple of questions like that. And then it goes from there. Yeah, I mean, the questions are endless, really? What can improve? You know, what, what are you good at? How do you think your team perceives you? Where do you want to go? What are your goals? How do you get there?

Murray Guest  

Let’s say we’ve got a team coming together and they’ve answered those questions in pre work and they come into the room. What do you know, is so important in creating that safe space for people to share and to be open and honest?

Leah Keogh  

Well, I think that’s my job as the facilitator. Personally, I think that that’s my job to if you want to say hold the space, there may be other terminology for it. But it’s my job to bring that forward and to create that that space. I actually had one of my managers tell me I’m a little bit nervous to fill out this pre work because I feel that that I’m being extremely vulnerable. And I said, don’t worry, I have your back, it’ll be okay. So for me, it’s about creating that, that you can say safe space, but it’s creating that space, so that people can open up and I don’t allow for any inner judgement, that type of thing. And if I’m being a good facilitator, that doesn’t happen.

Murray Guest  

I, I love that analogy of, of what we’re even, sorry, that description of creating a safe space, because that is so important. And I feel like in generally, unfortunately, in organizations right now, there isn’t that enough of those safe spaces for people to speak up and to say, what’s on their mind in a way they can without judgment, and in a positive way. How do you think leaders take that safe space that as facilitators we create, and then instill that in their day to day work?

Leah Keogh  

Well, I think that everyone is so different, right? So some people, for example, may just behind executing, and it’s about we just want to get this job done. And how do we get there. So having the opportunity, for example, if I come in, and I facilitate, it gives that it gives everyone that that chance in that moment to almost take a deep breath and say, Okay, let’s connect, let’s look at things. How does this work? How do we put this together and move forward? And then hopefully, they learn from that, and they, they gain more insight from their fellow colleagues or from their managers, and then they can take that moving forward? Which is also why I really promote using a Strengths dialogue with these teams. Because if I tell you, Okay, this is my ideation here, Murray. So just let me throw out a few ideas, please. Well, I’m Yeah, I’m just giving an example of what I may say to, to someone and, and offering ideas that way, you aren’t put off by all of my ideas. Right? Because I’m, I’m, I’m saying ahead of time. So I think that creates some of that safe space as well, too. Yeah. But people just especially in the corporate world, they’re just going going going so they take they they need a moment to take a deep breath.

Murray Guest  

Well, I think that’s that that moment and creating moments and the power of the pause, that leaders can take away from those facilitated workshops and say, How can I create that space for the pause? And the conversation that needs to still happen?

Leah Keogh  

Yes, and it may not come as easy to them, right? Because they’re used to being so driven. But hopefully, hopefully, they take something from the sessions or they stop and they have the conversations and they see the benefit of it. Right? They need to see the benefit of it, in order to make it happen moving forward.

Murray Guest  

Oh, yeah, I think that’s a really good point and see and feel that benefit? And then and then we’ll experience it to then say, okay, how do I recreate this? And how do I do that?

Leah Keogh  

Right, and it may not come as natural to them. Right. So that’s also where a coach can come in and, and help give ideas and different opportunities for that to happen.

Murray Guest  

What about the blind spots? And how they explored in teams, those blind spots of strengths?

Leah Keogh  

Yeah, yeah, they blind spots, it’s, that’s why I like the small group facilitation, because you can bring those blind spots up or what I like to show in a team see, this is where this person excels. And this, this may be a blind spot for you, but this is where they come in, and they can help so that that works really well too and can be effective because it is important to look at our blind spots, but more so to look at, Who do I need to need on my team to help me excel? Right? Because I know that for me, you know, I work really well with like Maximizers and Arrangers. I do really well with that. So is it a blind spot for me? It may be could be but but I know that if I have that on my team, I’m even that much more successful.

Murray Guest  

Well, I can imagine the foundation of making each other right. Understanding each other creates then that space for Okay, so how do we actually now not just understand each other but leverage each other’s strengths and collaborate more for the greater success?

Leah Keogh  

Yeah, exactly because it’s okay that I may not excel at certain areas. And that’s probably one of the greatest learnings that I’ve had through strengths is that it’s actually okay that I don’t excel in this area. That’s all right, because I excel over here. And that’s what I need to be focusing on. And to go back to what you were seeing earlier to is the facilitator. That’s part of the space that I’m holding to. So I’m not making anyone wrong, right? I’m, I’m showing us all how, how and where we excel. And let’s focus on that.

Murray Guest  

I’ve experienced quite a bit with teams and with leaders where they have gained a new sense of self confidence that’s come with that awareness of their strengths. Have you seen that show up? Sometimes in groups too?

Leah Keogh  

Oh, absolutely. It doesn’t matter if you’re a leader, or you’re a stay at home mom, it really doesn’t matter. That’s the power of strengths. But yes, I see it all the time with my teams and in our corporate world, and brilliant people who, who are struggling in thinking that they’re not good enough, because they’re not excelling, how they think they should be, right. But I give them this tool, and they have the opportunity to really shine.

Murray Guest  

Oh, totally great. And that, that sense of, oh, this is me. And and this is what’s great about me. And you know what I this other thing over here that I thought I was trying to do. And I thought it was part of who I had to be based on some feedback that that person’s got in the past. You know what, I actually don’t need to focus on there so much need to be aware of it. But I don’t need to focus there.

Leah Keogh  

Yes, absolutely. We do need to be aware of it. Right. You can’t ignore it. We just go about things differently. So let’s figure out what that is.

Murray Guest  

What do you think’s going on for leaders at the moment and taking us into the future? And some of the focus areas?

Leah Keogh  

As far as…

Murray Guest  

So, yeah, leaders need to be based on what you’re seeing in teams and what you’re hearing with people you talk to what do you think some of the areas that leaders should be really focusing on these days?

Leah Keogh  

Sure. Well, I think it comes down to the people personally, right. Yeah. I mean, you’re you’re as strong as, as your people. And there’s such a drive, especially here in the US. But I imagine elsewhere, too, you know, business is all about the bottom line, whatever the numbers, how do we get there? How do we, how do we reach those numbers? And so I think oftentimes, businesses and corporations are missing that people aspect that wait a minute, we need this well functioning team. So how do we bring bring that aspect in and focus on our people focus where we excel and get everyone on the same page, and firing off on all cylinders?

Murray Guest  

And, yeah, and do you think that there’s a bit of a trend at the moment you think there is getting more of that focus back on the people that had may have been lost with focus on the numbers as opposed to the people that they’re leading? Do you think you’re seeing some of that?

Leah Keogh  

Yeah, I think that, you know, it’s, it’s fascinating, because human nature is just interesting. I just think that there’s such a drive and an end. Yeah, I do think that people are realizing the importance of it. I just think that that balance is, is challenging, because there are so many demands, right? There’s demands just not only with the corporation itself, but then you take the individual, you’ve got home, that person, there’s just so many different factors in there. But yeah, I think that companies are realizing the importance of their people. Globally, they are.

Murray Guest  

Well, I hope so as well. I know. I’d like maybe the people we work with the people that want to focus on their people. They’re the companies that we work with. They’re those organizations. But certainly from the research that from Gallup and other organizations, certainly there’s showing the need to get back to the people that were leading the, the expectations are clear that that people are being treated like people, yes, we need to achieve the results in the organization, but it’s the people that are going to deliver on that and so how do we do that really connect with them? And as you said earlier, so importantly, create a safe space for them to speak up and share.

Leah Keogh  

Absolutely. Yeah, cause people want to be heard they want to be valued. Strengths can do that.

Murray Guest  

Oh, yeah, I totally agree. And strengths as you’re you’ve hinted on a couple of times, it’s such a powerful tool to do that. Is there any other frameworks or approaches that you think are really important, besides strengths, with the leaders you work with, that you’ve you’ve also found has been really helpful?

Leah Keogh  

Well, I use strengths as the tool, right? So it’s just I guess, for me, it’s a lot, it’s using my strengths, that intuitive aspect, right? With the connectedness and that, and it’s figuring out, okay, what does this team need here, and then it’s starting the dialogue and starting the conversation, but I use strengths as my main tool, because I have found it so powerful, it gives me the language, so to speak to us. You know, but there’s different ways that that you can use the strengths and different things that you can do. But that is the tool that I like.

Murray Guest  

That intuition that you just mentioned, I’m exploring that more and more as I get older, and the clients I work with, and what I’m experiencing in my own business, and tapping into that intuition on the big believer in the power of their, of our gut. And that, that intuition that comes to us and that feeling and how important it is to tap into that and listen to that. And I think it’s an interesting thing to explore with leaders around, I think, and I’m going to use this word, intuitively, they know it, that there’s something sometimes they feel but they sometimes they’ll push it aside. But I think just as the animals we are as humans, that’s there. And the more we actually also tap into that with also what we’re seeing. It’s really powerful, and can really help people not just connect, but also the way they lead and the way they communicate as well.

Leah Keogh  

I agree 100%. And I think that if you have a successful leader, there probably tapped into their intuition as well, too. But yeah, intuition is an important aspect. And you can see the intuition showing up through the different strengths, right, of how it speaks to people. But yeah, that that is an important aspect. And I think sometimes that’s where we need to take that pause in that moment, and create that space so that people can stop and listen. And trust that.

Murray Guest  

Yeah, and I had a great conversation with a group of leaders was about 12 months ago, and we’re having this conversation about how they base their decision making. And they had that realization, from their strengths team grid, that they were very much about the numbers, they’re very much about the analytical and the discipline, focus on that. And one of the leaders asked this question, and he was had some slightly different strengths to the majority in the team. So you could see them coming out. And he asked the question, he said, Oh, but how do we actually ask questions? Or how do we base some of our decisions about what we’re feeling? And just putting that question out there just created this great space where I started to explore that and actually started to realize sometimes they’re relying so much on the numbers, it was causing them some delay in some paralysis in their decision making. So I thought that was courageous. But also, you know, honestly, awesome that this latest doesn’t say, Okay, how do we start to make some decisions also in this business, about what we’re feeling?

Leah Keogh  

It’s brilliant. Yeah. And you created that space for them to have that dialogue. Asking questions is great.

Murray Guest  

And I thought, yeah, totally. I think that’s a good part of I like what you said earlier, I just want to skip that about the well rounded leader or the successful leader that’s also tapping into intuition. I think you mentioned that that’s generally what we would find. So it’s not just a leader that’s ignoring that.

Leah Keogh  

It’s not just a leader what, could you repeat that?

Murray Guest  

That’s ignoring that intuition that’s really tapping into that and thinking about that.

Leah Keogh  

Yeah. Yeah. Yeah.

Murray Guest  

So what’s coming up for you in the near future? What are some of the things you’re working on?

Leah Keogh  

Well, I have more teams that I’m working with and just I love that aspect so much. It’s exciting to me when I get to meet a new team and I have us my connectedness and figure that team out is just so much fun. So yeah, presenting workshops, doing the one on one coaching. All that fun stuff that I love.

Murray Guest  

Oh, fantastic. So when with your coaching, is that part of the way that you approach working with teams? Where you might work with some leaders? And that coaching is part of that also? Or is that a separate piece?

Leah Keogh  

Well, that’s how I prefer to do it. Sometimes it depends with the team, right. But I think having that one on one coaching, along with the group sessions is where that success can happen, because it’s easy to present the strengths, for example, in a workshop, but that one on one is where you can really dive in deeper with the individuals, with the leaders. And that’s where I noticed the most success. It’s when it’s done that way.

Murray Guest  

I totally agree. And similar to the way I work also, with that partnering up in that development and support with a leader and a team. Beyond the workshop with that coaching is so powerful, very powerful. Yeah. So Leah, it’s been so great, exploring your strengths and the work that you do and the impact you make in people’s lives. So thank you so much. I just want to also ask a couple of last questions. One is the question I asked on every podcast and I just want to see what your perspective is. What is your definition of inspired energy?

Leah Keogh  

Yes, inspired energy. Listen, I have positivity. So I love that. So inspired energy. I think it’s about being authentic to who we are. And when that happens, inspired energies that result? Oh, I love that. Yeah. Yeah, I really think it’s about being who we are. And then hopefully putting ourselves in situations and opportunities where we can fully express that. That’s, that’s a key as well, too. But if I’m fully authentic, and I am being me, and I am showing up. That is what gives me the inspired energy.

Murray Guest  

Gotcha. Love it. Absolutely. Love it. Thank you.

Leah Keogh  

Thank you.

Murray Guest  

And if people want to find you, where’s the best place to find you online and connect with you?

Leah Keogh  

Sure, they can find me on LinkedIn and also LKstrengths.com.

Murray Guest  

Thanks again, so much. It’s been so good talking to you. I love your passion for strengths. I love the work that you do. I love how much you’ve really claimed those dominant strengths of yours of connectedness and empathy, and and positivity, of course, and how they help you be you and do the work that you do, and the difference you make with teams and leaders. So thanks so much for sharing your knowledge and experience today. It’s been wonderful.

Leah Keogh  

Murray, thank you so much. It was always a pleasure talking with you. And I appreciate the work that you’re doing too. Thank you for having me.

Murray Guest  

Thank you. All right, and anyone listening, if you’ve got anything out of this and you want to share online, please do so. And tag Leah and tag myself with the hashtag inspired energy and get that out there and we’d love to see what you got out of this episode of the podcast. Ok everyone, talk to you soon. Bye.