Can we all please normalize appreciating PTO. Arnie and I decided a long time ago that we have to be the ones to prioritize our wellbeing. We didn’t wait for retirement to get the beach house. We don’t wait for retirement to travel. We don’t wait for retirement to regularly visit our children out of town. We don’t wait for retirement to take up hobbies, new sports, creative endeavors, meet new friends. We don’t have a bucket list. We live it every day.
I've spent most of my career as an execuitive at hospitals all to often seeing people retire, think they're going to do everything they've been waiting their whole lives to do, and an illness stops them in their tracks. Don't wait. Scale your dreams to what is reasonable and live them now.
Arnie and I are both high achievers and realize that sometimes doing our best means reflecting on what’s in the way of that happening.
The American culture has convinced many people that the work...
This image is so powerful to me. I’ve been an executive coach for more than 10 years and in everyone I’ve ever managed or coached I see a common theme coined by Mary Kay Ash that everyone wants to feel important. The more people seek validation of their relevance externally the more they are on the treadmill to nowhere. Imagine if you could feel important internally - knew that you were valuable and stopped seeking affirmation from outside sources. You’d show up differently - more at ease, less needy, more confident, less judgmental, more yourself. That’s the shift to freedom.
People often ask me, “How do you know if you have executive presence?” I tell them, “You have an understanding and acceptance of yourself with all your strengths and opportunities, know you have much to contribute, are curious and have a greater desire to get it right than to be right.”
Here's a short video I recently made if you are...
Two years ago on a cold December day I felt stressed and overwhelmed so I made a commitment to do something about it, not unlike what many people do as the New Year approaches. I ordered a very expensive and really pretty planner. (Since when did planners start costing $85?) About a week into it I found myself writing mindful daily practices in the margins to hold myself accountable. Three weeks later I was writing my daily goals in the margins too. Four weeks later I was recreating the entire page, ignoring what was on it.
Five weeks into it I tried another planner. Two weeks into using that one I was now writing in the margins again – my gratitude thoughts, how I was feeling – daily practices that help release the negativity we often don’t spend time processing and then can’t let go of. (Dreadful feeling.) I already had a calendar for my to-do list and appointments. I needed a planner for my well-being and big goals.
Over two months I ordered six...
I AM SO EXCITED TO ANNOUNCE THIS! I have spent the fall writing and designing a very special set of go-to practice cards that capture the essence of how I teach my clients to have and maintain executive presence. They are ready in time for the holidays!
When tense moments threaten your executive presence 90 Seconds to Ease Cards bring you confidence, connection and calm before you do, write or say something you regret.
What you'll get:
• 10 beautifully designed cards with 90-second go-to strategies to serve as your private coach in difficult moments.
• The ease of having something quick and sturdy at your fingertips to address anxiety with flow on the go.
• A unique and thoughtful gift for congratulating someone in a new role, a special occasion or for yourself.
• An easily accessible tool to carry with you anytime or have handy in your desk, briefcase or nightstand.
You don't want to get emotional at a meeting. You don't want to lash out or withdraw at a...
Feedback is crucial to performance improvement because it enables us to look at situations and ourselves from a third-party perspective. It unlocks self-reflection and growth, and opens the door to opportunity. “You are doing a great job” or “You have to do better,” does not give the employee the needed tools to improve or the intrinsic fulfillment to make him want to stay with the company and grow.
Effective feedback has three mindful components. It is 1) Strategic, 2) Developmental and 3) Aligned with the values of the organization. These require us to be aware of our restrictive biases.
Strategic Feedback: The employee can most benefit from feedback that answers this question: “What should this employee do more or less of to be maximally effective?” If you aren’t sure of the answer, ask the employee. Once you have the answer, you can work with her to clear distractions from her workload and position her to do the most meaningful and...