Leading others begins with leading yourself. The self-aware leader knows how to utilize common personality and behavioral assessments to identify the strengths, weaknesses, and preferences at play within themselves and the teams they are on.
How to grow in leadership so people don't follow you simply because they have to, but because they truly respect you.
Why do all these training session descriptions start with questions? How do our brains process questions differently from statements? Your ability to manage, lead, and direct your team is directly related to your understanding of the power of questions. Collaboration, content creation, problem solving, personal growth in every human interaction (workplace or otherwise), the person asking the most questions is making the biggest impact.
How do some people remain calm under pressure while others lash out? Why do even high-power contributors get derailed by petty disagreements? Understanding how the brain functions under stress gives you the power to choose habits that recalibrate and leverage the power of joy.
Do you want to make people feel seen, valued, and significant? Do you want your influence to stem from deep relationships and not just a title? The most effective and inspiring leaders have a deep appreciation for the art and science of connecting with people.
Frontline leaders are responsible for 80% of the work force. With so much entrusted to our least equipped leaders, we leave a lot to chance. The good news: you don't have to fall victim to the same missteps that trip up many companies. Even better, you can learn from their mistakes!
I work with my people everyday. Why do I need to set aside time for One-on-Ones? Working with your team on projects and tasks is not the same as working with them on their growth and development. It's the difference between cleaning your house a little each day and carving out the time and money for a remodel. If you want your people to grow you will need to make time for it. This session explores how to maximize that designated time.
"Culture Eats Strategy for Breakfast." If this is true, why are so many companies so bad at intentionally creating a culture they are proud to call their own? Building a culture others will wish they had can be done and lucky for everyone, it's not rocket science.
Vulnerability used to be taboo in professional settings. In recent years, research has proven that joy, safety, and vulnerability fuel the most powerful regions of our brains. The implication: your best work comes after learning to be vulnerable.
Why do successful companies invest in strong hiring and onboarding strategies? Increased access to top talent, reduced turnover costs, and it feels great to hear you did it WAY better than their last company!