I Just Want to Be Alone

Recently we took my grandson who was visiting from out of town to the zoo. It gave me the opportunity to witness the simplicity of basic interaction. As humans the very nature of our existence is to interact. Our interconnectedness is crucial to our happiness and well-being. Sometimes I just want to be alone and not have to deal with the bureaucracy, power struggles and personal agendas of work and life. But it is not helpful to feel that way most of the time.  

My awareness tells me that in those moments I’m withdrawing because I’ve projected a previous experience on the situation along with my bias. Every moment is a new moment. I’m happier and more effective when I choose to be surprised by what happens. This leaves me completely vulnerable. It’s a little scary not knowing what might occur as opposed to armoring up against my projected outcome. It is uncharted territory to not control how I’ll respond. But it’s more fun to smile than...

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Trying to Change Them

When people hire me as their executive coach many times they are struggling with a stagnant career, feel stereotyped or are having a difficult time finding clarity, balance and being effective. As we dig into the real root cause nine times out of ten the biggest issue is their confidence in feeling worthy to deliver. This doubt presents itself in our behavior, though we don’t realize the subtleness of our eye contact, voice intonation, relationship savvy. Everyone has a blind spot. The problem is that others see it with what they perceive as pinpoint accuracy and then apply their own bias to it resulting in prejudice. And therefore, you don't get what you want. 

If you struggle with any of these issues let's have a conversation to see if coaching is a good fit. You can request a free call with me at the link below. If you don’t know where you'll be at the end of the year, you're already there.

Success is freedom. Not more hours. Request a free call now so we can see...

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16 Big Impact Ways to Give a Gift that Costs You Nothing

If you've been to the grocery store this time of year you know that it is either the holiday season or Armageddon. You're buying things you don't usually use. (When is the last time you bought fresh sage?) You're doing mini makeovers of your home decor. (That old rug never looked so bad.) And you're hoping the discussion at dinner doesn't turn to politics.

I invite you right now to shift your perspective from holiday expectations to what the holiday season is truly about. Love. Yes, Love. Not present giving. Just love. Even at work. It may not be appropriate for you to give a substantively large gift to someone at work. Your time is more valuable than anything you can buy. How will you demonstrate the tenets of love to everyone in your work and personal life? How will you extend compassion, patience, consideration, listening, understanding? 

16 Big Impact Ways to Give a Gift that Costs You Nothing 

  1. Offer to help a colleague with a project on which they have been...
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At first I didnt believe this.

At first I didn't believe this graphic. Be careful how you interpret your responsibility for an unhappy person’s environment. I do believe as leaders we have to nurture our team culture and provide a safe place for mistakes to happen without shame. I believe we must encourage and be accepting. But when someone is stuck and their behavior is disrespectful and uncalled for boundaries are necessary. We don’t own or placate someone else’s bad behavior or it just enables more bad behavior. If we constantly need to rescue someone from themselves by making excuses for them or declaring that others do the same and cater to them we’ll be rescuing and enabling for a very long time. And the person being rescued’s behavior will only get worse as will their unhappiness.

It’s not our job to fix the flower. It’s our job to create boundaries around what we will and will not allow for ourselves. We can’t change them. Only our own behavior. That...

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Four Key Ways to Have Better Executive Presence

In today’s hiring environment companies are screening not only for experience and attitude but for presence. Competency and grit are not enough. You must also have good internal and external self-awareness and self-regulation. In leadership positions that translates to executive presence. 

Executive presence is a sense of being that indicate to others that you know what it takes to lead and be effective. It sends a commanding signal that you know how to harmonize your temperament, confidence, skillset and awareness to get the job done. You know when someone has it. And you know when they don’t. The people who have it are the ones other people look to first. 

Can executive presence be developed? Yes - if you have a baseline of self-confidence and a willingness to find ease when dealing with the unpredictable situations at the executive level. 

Know What Executive Presence Is 

Qualities of Great Executive Presence: 

  1. Curiosity
  2. Tenacity
  3. Certainty
  4. ...
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Three Top Misconceptions That Halt Our Careers

This was me - utterly exhausted as a homeless welfare single mom of four children under seven-years-old, putting on that everything was ok. I felt judged, tired, and inadequate at almost everything. I was edgy, unhappy and anxious that I wasn’t doing enough or being good enough.   

Did I make time to take care of myself or remind myself that I am awesome as is with all my imperfections? No way. No time. I just kept surviving and wearing myself down while pretending I was superwoman. I wore busyness like a badge of honor.

As I look back now I see that this treadmill to nowhere left me not only stuck but exhausted. I already had everything I needed to go from food stamps to where I am today - CEO of a $24 million organization, a mom, employee, friend, leader and wife. I just needed to slow down enough to be gentle with myself. I needed to release my need to be perfect which had become a shield for shame. I began to accept that I deserved all that is good and quit...

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The #1 Step to Get Unstuck

Having gone from being a single parent of four children on welfare, food stamps and medical assistance, homeless and without an automobile to a CEO of a $24 million organization and married to a wonderful man I know a thing or two about evolving versus repeating old patterns. Both are hard.

The difference is that the with latter, the end of the story is familiar yet you deny the truth and feel like a victim when you get to the last page and already knew the ending. With the former you have no idea where you might go, it scares you to death because you don’t want to believe happiness is attainable yet sustainable for fear of being let down. Then you risk openness and release all the assumptions disguised as excuses you used to grasp onto. Here you realize you deserve all that is good and your tory keeps unfolding.

When we repeat old patterns we are stuck. Most achievers tackle being stuck by getting back on the treadmill to nowhere and working harder only to find that not...

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Their Ego Versus Your Ego in the Executive Office

You know that leader who annoys you more than anyone else – the one you can’t believe got to their level? He likely has a primitive and impulsive ego that needs to be repeatedly reminded of how wonderful he is to feel good about himself or he’ll erupt, pout, manipulate or control. Inside is a little child screaming for attention who feels very unsafe. When that child gets triggered to feel the feelings she desperately tries to avoid, her behavior turns hurtful and dangerous. She’s tired – exhausted from the lack of self-acceptance that haunts her. He’s shattered at the thought that someone might actually discover how unworthy he is. Unconscious defense mechanisms are deployed. And worse yet, without mindful self-awareness she might not even realize any of this. So, she keeps putting on the take-no-prisoners exterior, feeling less than enough, drained and victimized. Sad. 

Don’t engage. They are in the fight-flight-or-flee mode of a...

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How to Develop a Leadership Impact Plan to Build Employee Engagement

Gallup reports that only 33% of the 100 million people in the American workforce are engaged at work, loving their jobs and their organization. Conversely 16% of the workforce is actively disengaged, miserable and poisoning their cultures. The remaining 51% are not engaged – they just show up. This means that 67% of your workforce is disengaged. 

Traditional leadership styles, benefits packages and training initiatives clearly are not working. The old command-and-control style of leadership is not only ineffective but not respected by millennials who represent the largest sector in the workforce today. Productive and engaged work cultures are switching from power struggles to coaching conversations. They realize purpose and flexibility trump paychecks and perks. They take less stock in annual employee engagement surveys and have monthly check-in coaching conversations for development. And they make sure their employees know the company is interested in their development,...

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This Week My Clients Are Struggling With This

As I look back on the challenges my clients are dealing with this week I see two common themes - difficult people and lack of clarity. 

First, people are difficult for one reason - they are insecure and unhappy. That shouldn't become your problem, but often difficult people exude what looks like confidence. This gets them promoted to high level positions. That perceived confidence is a smoke screen to hide what is behind the sand they kick up. Underneath they feel unqualified, ineffective and ultimately that they may lose respect, their job and be alone. Knowing this your goals are:

  1. Consistently, make sure they know you have their back even though they will never have yours.
  2. Be in alignment with what they value. "Since I know this is important to you......."
  3. Stay off their radar screen. Don't play into their chaos. Don't meet with them unless necessary. Give them choices as it underscores their power. Don't posture to be favored. Let others live in the chaos.
  4. If...
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