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"How am I doing today as a leader?" 


I know that leaders ask themselves this question a lot, and that answers are not so straightforward. A team is struggling, a new hire is having challenges getting her footing, and projects are falling behind. The leader thinks “What am I not getting right? Where do I go from here?”


My work with leaders is built on a journey of self-discovery. I ask leaders questions that get to their mind and heart about who they are and how they lead. It is a conversation that opens doors to new ways of thinking and options that are based in workplace science. The goal is to create a workplace culture that enables people to do their very best work.


Achieving this goal begins with helping a leader to know how they are doing, what they are getting right, and what they need to do differently.


My life’s work is grounded in helping leaders and teams to be happy in what they do and accomplish great things together. We can have the latest tools and systems at our disposal, but the human element is still the magic sauce that gets things done. The main ingredient in that sauce is our values and ethics, how we treat one another, how we can be better, and how we can enjoy our work more by being curious and constantly learning, because that is the greatest gift we have as humans.


So let me ask how I can help you, your team, and your organization. Let’s have a conversation. Look at the topics I cover in new keynotes and courses I have created, based on my research for my book Humanity at Work. If any of these ideas resonates with you, let’s explore what is on your mind. I am here for you.


Building a People and Results Culture


The evidence is clear that we excel as team leaders when we intentionally work at both relationships and driving for results, and building an environment that supports our people’s efforts: 

   •    Values and ethics: Your Personal Bottom Line    
   •    Balancing the building of relationships and driving for            results 
   •    The hunger for meaningful work
   •    Psychological Safety
   •    Learning and helping others learn as a way of working

Leading Intentional Change


Change happens one person at a time though effective communication, purposeful teaching, and thoughtful alignment with team and organizational objectives:  

   •    Personal, team and organizational change
   •    Goals are dead / Long live goals
   •    Delivering difficult feedback 
   •    Making the right calls in an uncertain world 
   •    Linking intentional change to organizational strategy




Leading Teams with Positivity

Pollyanna optimists are dangerous. They underestimate the intensity of effort a task requires and tell us everything will be okay regardless of the facts. But the data clearlys shows that adding positivity motivates people and is key to growing relatability: to your work and makes all the difference.        


   •    The science of positivity and realistic optimism

   •    Finding your leadership voice

   •    Elevating others with questions, feedback and                         delegation




Building the Elastic Organization


What is the secret to the inspired individual and team that just won’t quit? People flourish when the right conditions are present. Building that foundation starts with safety—of a psychological kind:.

   •    How a foundation of psychological safety enables                   collaboration, efficiency, productivity and customer                 satisfaction    
    •   How a foundation of psychological safety shapes a                 team culture of candor, creativity and results

    •   How a foundation of psychological safety creates                   an inclusive workplace that’s good for business                       and inhospitable to conflict and toxicity


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