Blog

Over the last few months, I’ve been in multiple situations where I’m either helping someone else navigate conflict where there’s a lot of personal hurt or have been navigating this myself. Since it’s inevitable to run into this from time to time in the workplace, I’ve outlined some of the things I’m learning that will help make this process a little better. Will it completely remove the conflict? No, but it’ll help you move through it faster, with more clarity, and with les

I've heard that one before and maybe it's something you've said, but here's why that thinking is costing you time. You're in back-to-back meetings. Your inbox is a disaster. Someone you're collaborating with just dropped the ball again, and you have a deadline breathing down your neck. The last thing you think you have time for is to sit quietly and reflect. And yet, self-awareness might be the one thing standing between you and the same fire drill next week. But you push thr

I was talking with a leader in preparation for an engagement with his team to help them navigate the year’s change initiatives and refine their overall strategy when he said, “I want my team to take ownership of vetting out solutions that will help us achieve our change initiatives without stopping at roadblocks or waiting for leadership to take the lead and just following.” When I asked what might be preventing the team from doing this, there was some good realization about

In a performance-focused world, it’s very easy to fall into the trap of believing that our internal value is based on what we do…how we “perform.” In fact, this is probably one of the most common limiting beliefs I see in my coaching clients, and something I personally experience more often than I’d like. As common as it is, and as much as I’m aware that it’s something I experience, it can still creep in ever so quietly until its effect is wreaking havoc on me loud enough fo

“Leadership development sounds nice, but we’re doing pretty good.” I’ve heard this a few times in conversations with leaders. And honestly, it usually makes sense. If the team is delivering, deadlines are being met, and people generally get along, it can feel hard to justify stepping away from the work to focus on development. But “pretty good” is a funny place for a team to live. "Pretty good" usually means things are functioning. People complete tasks, the work moves forwar

Overcoming analysis paralysis in leadership teams is a common challenge I see when working with teams. One of my favorite engagements in working through this challenge was with a leadership team that was stuck in a loop of talking about potential opportunities and ideas to improve various aspects within their organization, but would get caught up in analysis paralysis, and the initiative wouldn’t go anywhere. When the leader reached out, frustration was beginning to rise acro