Will you plan for what you want in 2019 this week?©

Nope.  Not a typo.  I meant 2019.  I’ve learned from multiple sources and have come to experience it myself.  You can accomplish less in one year than what you think you can and much more in 3.

2019 imageSo, what do you want your outcomes to be in 2019?  Best to start thinking about it right now.  When you take that perspective you can release the pressure of needing everything to happen quickly and allow yourself to dream big and take the right baby steps necessary to get there.  If you want a better culture in your organization it will probably take longer than you think to accomplish, but the payoffs will be much bigger than you can probably predict.  If you want truly satisfying accomplishments, you need to think longer term otherwise you’ll be hitting tons of goals but they won’t mean that much in the long term.

Try asking yourself and your team these questions this week:

  1. What one or two small habits can you change that, over time, will create a big impact if done consistently for the next 3 years?
  2. Who do you need to deepen a relationship with that will result in an important mentorship or collaboration in the future?
  3. How will you plan each day, week, month and the next year to ensure that you are using your energy and talents optimally?
  4. Why do you want something different than what you have right now? Establish a strong reason that ignites your passion so that when things get tough you remember why you are making the changes and sacrifices in the first place.

 

 

 

 

 

How will you manage silos in your workplace this week?©

Silos are naturally and necessarily created in work environments to house team members into groups that form departments and that are designed to lead to the alignment of authority, responsibility, and accountability.  Silos allow for executives to manage smaller teams that allow for them to create communities that focus on areas of expertise and specific work product creation and implementation.

All sounds great, right? Yep, until you need to innovate or become customer centric and organizationally focused.

A silo mentality can be defined as: A mind-set present in some companies when certain departments or sectors do not wish to share information with others in the same company. This type of mentality will reduce the efficiency of the overall operation, reduce morale, and may contribute to the demise of a productive company culture.

 

Three aspects to consider in the organizational silo barrier are:

  • Non-aligned priorities
  • Lack of information flow
  • Lack of coordinated decision making across silos

When these aspects are occurring it will be difficult to make the changes necessary to remain competitive and get the ultimate results you may need to achieve.

What's your strategy?

In the Harvard Business Review Article, The First Two Steps Toward Breaking Down Silos in Your Organization, Vijay Govindarajan makes the statement, “Companies don’t change because they want to. They change because they are forced to by customers, by competition, by advances in science and technology, and by government regulation. Only when change is being forced upon the enterprise will people seek, give, and accept help.”

So if you need team members who currently operate in silos to begin operating in a way that will lead to the results you want to achieve, you’ll need to:

  1. Make a compelling case for why innovation is necessary to the organization and for each of its members. It will need to be an interactive experience for the leader and team member’s that occurs in as many different forums and formats as possible. Change can’t be “someone else’s” job or need to happen because it was posted in an email or there was one tell and sell group gathering that happened. Nope, you are going to need to lead the campaign throughout the organization and take some serious time to connect with other leaders and their team members to make the message and vision stick.
  1. Create an agenda that develops a step-by-step guide that team member’s can follow to reach the vision you will communicate. You need to not only communicate the vision for better communications you need to demonstrate it by clearly articulating, in multiple ways, what you want to see in the culture of your organization. You need to be the catalyst by being the change you want to see. If you don’t start crossing the silo lines by being more transparent with information that can be shared, being inclusive in your mindset and more effectively interactive in meetings, don’t expect others to execute what you aren’t doing yourself.

TEAM EXERCISE this week:

Before your next team meeting, distribute these questions so that your team members have an opportunity, as do you, to consider their answers. When you get together do a round and allow each member to comment on the one that they think is affecting your organizational progress the most.

  1. What priorities do you or your department have that are not aligned with another’s?
  1. Put yourself in the place of the other silo—what would make that silo realize that your need was a priority?
  1. What information do you or your department have that could be useful to others?
  1. What information or assistance do you need from another silo that you are not getting?
  1. In what areas would increased collaboration and giving up some autonomy be more beneficial for the company than maintaining your individuality?

(Questions excerpted from How Excellent Companies Avoid Dumb Things by Neil Smith with Patricia O’Connell. Copyright © 2012)

How will you stay focused this week?©

Okay, folks. There’s only 7 weeks left of 2015. You still have time to make things happen for you and your team, but you are going to need to stay focused on the most important action steps that will help you arrive at the desired outcome you set for yourself this year.

Maybe you have reached that 2015 outcome already. Woohoo! Congratulations. It’s smooth sailing from here. Enjoy the holiday season and rest up for an amazing 2016. A relaxed brain discovers all kinds of amazing solutions.

If there are still a few things you want to accomplish, or that you are required to, you might find helpful a video from Brendon Burchard (about 12 minutes long). It points out some key ways to remain focused.

  1. Make fewer decisions. You want to be sure to remove any decision making from your plate that you can. Are there small decisions that are you making everyday that you can take off your plate and off your mind?   He points out that “mindlessly browsing consumes an incredible amount of brainpower; every new link and every new piece of information to pay attention to eats up your mental energy and reserves.” Save your brainpower for the highest-level thinking that really matters.
  1. Define mission. This one goes back to always start with the end in mind. What is your desired outcome today? This week? This year? 3 years from now?
  1. Say NO to everything immediately, as a first response, from now on. Rather than saying, “sure”, perhaps you could answer with, “That sounds great, but I need to check the other commitments I’ve made and get back to you tomorrow with an answer.”

The amount of binging and dinging that goes on in our world is endless, it seems. I don’t think Steve Jobs created some of the coolest technology every invented so it could control us. In fact, I’m quite sure it was so that we could use it to reach our best outcomes. What distractions can you remove tomorrow that will allow you to focus on the things you know that matter most to you, your team, and your organization?

TEAM EXERCISE:

At your next team meeting you could do a few rounds where each person discusses these three items:

  1. What decisions are they making everyday that they don’t need to be?
  2. What is their desired outcome for the coming year?
  3. What do they keep saying yes to that they need to be saying no to, instead?

Another good reference on this topic is an article from Harvard Business Review entitled, Train Your Brain to Focus.

 

Will you read as much as you want to this week?

Most leaders I coach and train want to read more books, they just don’t seem to have the time.

You’re in luck! I discovered a free resource I think you are going to like. Brian Johnson has created something called “Philosopher’s Notes” which I have now fallen in love with. The library of free YouTube videos he created on some of the best books for self-improvement is extensive.

He boils down the concepts in the books to 5 or 6 big ideas from them in about 10 minutes. The format is easy to follow and it gives you enough to learn from and wet your appetite if you want to read more by buying the book. The reason it is so helpful is that you can be getting ready in the morning or walking on your treadmill and quickly watch any of the videos.

There are 266 videos total – seriously – and they are all free. I like the newer ones way more than the older ones. When he stands in front of the chalkboard the technique is very effective at making the concepts “sticky”.

Here’s a link to The Art of Achievement by Tom Morris as an example.

Some of his others include:

Eat That Frog by Brian Tracy
Change Your Brain Change Your Life by Dr. Daniel G. Amen
David and Goliath by Malcolm Gladwell
The Power of Habit by Charles Duhigg
Introvert Power by Laurie Helgoe, PhD

He has a subscription service which I have not joined yet.

TEAM EXERCISE:

Try assigning one of these short videos to your team and having a lunch and learn discussion about the main concepts. Allow each team member to choose which main point they found the most helpful and explain why.

 

 

Will you create winning mornings this week?

If you’re not getting the outcomes you want you might want to start at the beginning…of your days, that is. How your day begins can be a predictor of how it may end.  Are your mornings chaotic or intentional? Energizing or dramatic?

You might need a new formula for your mornings.  No one else’s formula will work for you. Your circumstances, needs, and beliefs are what make you unique, so your morning formula needs to be, too. Making the effort to design your best morning practices will have a long lasting effect on the types of rich outcomes you are able to achieve. The formula doesn’t have to take more than 15 minutes to be effective.

Why how you start your day is important: Willpower wears out.

Anything can happen throughout the day that can mess up your plans to walk, run, get on that treadmill, lift weights, meditate, pray, write or whatever helps make you the best you that you can be each day. Planning to do the types of activities at the end of your day that lead to your long-term health and wellness can be risky. Consistently doing the activities as part of the way you start your day usually gives you more control over them.

I know, some of you have kids to get to school and tons of activities that seem to be required and out of your control early in the morning. It can be tough to change a household’s routine to allow you 10-15 minutes to focus on just you. Start with 5 minutes if that’s all you can create right now. Anything is better than nothing. 5 minutes done every day for one year equals 1,825 minutes or over 30 hours!

Who has morning routines they swear by: Most super successful people.

The type of people that others admire. The one thing that appears, from my research of countless biographies, thousands of articles, and coaching sessions with highly effective executives, is that successful people are intentional about their activities at the beginning of their day. Here’s a sample of what some of people you’ve heard of do in the morning: Click here.

Create your 5 morning keys

Start by determining what needs to happen before you get in the office that will set the tone for the rest of your day. Here is an example:

  1. Energize your body and brain (12 minutes is the amount of time Dr. Medina in the book Brain Rules recommends to kick-start your brain health)
  1. Wake up your mind with something educational or inspirational
  2. Create a mindful moment where you are completely present
  3. Be grateful for yesterday and set your outcomes for the day ahead
  4. Be of service to someone important to you

What are your 5 keys? What’s working in your morning routine? What isn’t? Do you need to add something tomorrow morning to create the best day possible?

The Miracle Morning, by Hal Elrod is condensed into a great video by a new discovery I’ve made: Philosopher’s Notes by Brian Johnson. This short, 10-min video, will give you the best take-a-ways from a wonderful book about the best way to start your day to build confidence and endurance.

Team Exercise:

At your upcoming team meeting ask each member how they start their day. Compare routines and best practices for what works for your best performers.

If someone has a consistently effective routine how did they develop that formula? What types of practices have led them to be so consistent with it?

What have been the results of doing it?

What would each member like to do differently, in the morning, to help make each day lead to more satisfying accomplishments?

Is there a key practice that needs to be added to the morning routine in your office to create the best outcomes possible for each day?

How will you master the use of your time this week?

Let’s start with a simple self-assessment in regard to how you currently view time.

1.  I commit to completing a task or activity by placing it on my calendar for an exact date and time.  T or F

2.  I track and measure how long each of my activities takes and what result I have gotten from them in relationship to my highest-level outcomes.  T or F

3.  I, my team and my closest family members are clear about what I want to achieve this year and in the next 3 years. T or F

4.  I properly prioritize my activities each day.  T or F

5.  I have been told I am skilled at delegating to others those tasks and activities that they can do better than I can.  T or F

6.  I am able to focus on my most important activities and don’t allow myself to become distracted from them very often.  T or F

7.  I rarely procrastinate my highest 2 priorities each day.  T or F

8.  I rarely feel or think that I have “taken on too much”.  T or F

9.  I rarely feel “overwhelmed”.  T or F

10.  I reach my highest priority goals consistently, and in a way that brings me deeply satisfying accomplishments.  T or F

So, how did you do?  If you marked more than 2 or 3 as false, it’s possible to improve your view and use of time in a way that will get you better results.

Time Mastery Image of CoverI just finished by brand new ebook, Time Mastery: 7 Simple Steps to Your Richest Outcomes.  

Steve Jobs didn’t get more of it than most of us to build a company, Elon Musk didn’t get more to build a rocket ship, Warren Buffet didn’t receive more to make his first billion, and Nelson Mandella had to manage his with incredible focus and certainty in order to have the impact he did.

People who have 5 kids get the same allotment as those who have 1 or none.  CEO’s get no more to manage thousands of employees, customers and problems than managers who have dozens.

So, why do we make designing our time so complicated?  Why do we consistently blame time?  Time has such a bad reputation and it doesn’t have a way of defending itself.  Maybe that’s why we frequently blame it when something goes wrong.  It can’t argue back.  Time can’t stand up and say, “Why are you attacking me for YOUR lack of planning and execution?”

It’s time to give time a break and begin realizing that it may not be it’s fault.  What if it is our lack of designing it properly that is causing the results, good or bad, that we are experiencing?  Could it be that time has been getting blamed for our shortcomings in knowing how to use it properly?  It’s not the hammer’s fault when it hits the wall instead of the nail.  Oxygen itself isn’t to blame when it ignites when a spark gets near it.  Is it our bodies “fault” when it responds better to spinach rather than a donut?

Creating a relationship with time in which you respect and understand it is key.  We must stop thinking we can make more of it.  We have to have realistic expectation in regard to it.  We can’t think we can slow it down or speed it up.  We don’t control time and it doesn’t control us.  Time is time.  It’s a fact.  Our feelings about it won’t change it’s rules and principles.

If you want to create a better relationship and understand it better, you need to surrender and accept it’s rules and principles.  Here they are:

Time is fair.   It doesn’t matter how unfair it feels sometime, no one on the planet gets any more or less of it in a day than anyone else.

Time does not discriminate.  Time could care less about your race, gender, age, ethnicity, income, educational background, or anything else you can think of that creates separation between us humans.

Time is consistent.  Yes, it may vary by a fraction of a second each year or a whole minute within centuries, but overall, we get 24 hours in a day 7 days a week.

Time is not effected by how you feel about it. Cursing about it, blaming it, or wishing you had more of it will not effect it’s volume.

Albert Einstein once said, “We can not solve our problems with the same thinking that we used when we created them.”  I haven’t met very many people that would argue with that and yet most don’t seek input from qualified individuals when they continue to get the same results over and over again.  This is a classic example of something that is common sense but is not common practice.

The first step in getting better at designing your time is admitting you might not be doing it optimally.  It’s okay.  Designing your time is a practice.  There’s no way to get perfect at it.  There are too many factors involved in designing it to think that you can “set it and forget it”.  To master time design you’ll need to follow these steps and check in regularly to be sure you are still on track.

To make this process as simple and easy as possible let’s start with showing you the 7 simple steps to time mastery based on the latest research and information gathered from thousands of clients, books, brain science, articles, and seminars in the last 10 years.

Step One.  Focus on your richest outcomes.©

Step Two.  Create and commit to your non-negotiables.©

Step Three. Increase your Time Metabolism.©

Step Four. Map, measure, and monitor your time.©

Step Five. Delegate or eliminate what you procrastinate.©

Step Six. Operate in short sprints.©

Step Seven: Build in rest and recovery periods.©

CLICK HERE to order the Kindle version of  Time Mastery:  7 Simple Steps to Richer Outcomes.  You can also find the audio version on Audible here.

Which rule for success will you follow this week?

I’ve become addicted.  Yep.  I think I’ve now watched the entire set of new videos that are on YouTube.  They are short, like about 10 minutes each, which is perfect for that quick walk on the treadmill or around the building at lunch.  They grab you with real wisdom and inspire you.  They’re simple.  They deliver the best advice from very successful business people, entrepreneurs and investors which has been edited together by Evan Carmichael.  I hope they ignite your passion to be a leader by watching a few this week.

Jeff Weiner’s (CEO, LinkedIn) Top 10 Rules for Success
Click here for video.

  1. Believe in your vision
  2. Manage passionately
  3. Know your goal
  4. Know your audience
  5. Understand your environment
  6. Make a difference
  7. Unleash creative energy
  8. Inspire other people
  9. Be a spectator of your thoughts
  10. Anything is possible

Warren Buffett’s (CEO, Berkshire Hathaway) Top 10 Rules For Success
Click here for video

  1. Find your passion
  2. Hire well
  3. Don’t care what others think
  4. Read, read, read
  5. Have a margin of safety
  6. Have a competitive advantage
  7. Schedule for your personality
  8. Always be competing
  9. Model success
  10. Give unconditional love

Robert Johnson’s Top 10 Rules For Success (businessman, media magnate, philanthropist, and investor – he’s worth over a half a billion dollars)
Click here for video

  1. Build relationships
  2. Get the Capital you need
  3. Keep revenues up, Costs down
  4. Make friends before you need them
  5. Stop consuming, start saving
  6. Stand for something
  7. Get to scale
  8. Believe in yourself
  9. Make hard choices
  10. Partner with suppliers

Larry Page’s (Co-Founder, Google – will be CEO of new Alphabet, Inc.) Top 10 Rules For Success
Click here for video.

  1. Set big goals
  2. Don’t be afraid of failure
  3. Stay organized
  4. Concentrate on the long term
  5. Have a good idea
  6. Solve bigger problems
  7. Take on challenges
  8. Don’t settle
  9. Adapt to changes
  10. Follow your dreams

Tim Ferriss’s (4 Hour Work Week author, angel investor) Top 10 Rules For Success
Click here for video.

  1. Have other interests
  2. Scratch your own itch
  3. Learn the art of the pitch
  4. Focus on your strengths
  5. Be able to sell
  6. Ideas are worth nothing
  7. Pick the right things to do
  8. Be pragmatically pessimistic
  9. Have a focused metric
  10. Use failure to help you

Steve Jobs’ Top 10 Rules For Success
Click here for video.

 

  1. Don’t live a limited life
  2. Have passion
  3. Design for yourself
  4. Don’t sell crap
  5. Build a great team
  6. Don’t do it for the money
  7. Be proud of your products
  8. Build around customers
  9. Marketing is about Values
    10.Stay Hungry, Stay Foolish

Who will get the green eggs and ham award this week?

Not everybody likes change. In fact, there are some who almost rally against it. Even those who like it, don’t exactly care for it when the change seems dictated by somebody else.

As a leader, you are in the business of change. When you manage, you are executing processes and procedures determined to be effective through proper planning. As a leader, you work with others to decide what changes need to occur in order to move your organization forward.

Changing your, or others’ behaviors isn’t easy. Not everybody enjoys the process. In fact, there are some who go kicking and screaming towards the change you want to see in them. Their desire not to even want try to change any of their behaviors, or their thinking, reminded me of recently of one of my favorite Dr. Seuss books, Green Eggs and Ham.

Green-eggs-and-hamIn the book, a character known as “Sam-I-Am” pesters an unnamed character, who also serves as the story’s narrator, to sample a dish of green eggs and ham. The unnamed character refuses, responding, “I do not like green eggs and ham. I do not like them, Sam-I-Am.” He continues to repeat this as Sam follows him, encouraging him to sample them in eight locations (house, box, car, tree, train, dark, rain and boat), all to which the unnamed character refuses responding, “I do not like them here (Current location) or there (Previous location). I do not like them anywhere.” and with three animals (mouse, fox, goat). Finally, the unnamed character gives in to Sam’s pestering and samples the green eggs and ham, which he finds that he does like after all in the end and happily responds, “I do so like green eggs and ham. Thank you. Thank you, Sam-I-Am.” (excerpt from Wikipedia).

Change itself scares people sometimes. They run from it. The initial anxiety and discomfort it causes gives them a feeling that “this can’t be right. It just feels so wrong!” Actually, any type of change can give you a feeling of discomfort. Change that is good or bad. When your trainer asks you to do 5 more push-ups than you’ve ever done before, does that feel good? Nope. When you are asked to complete the hardest project at work that you’ve ever been involved in and you have to work until midnight, does it give you a warm and fuzzy feeling while you are sweating it out to deadline? Not so much. The best kinds of change probably aren’t going to feel great when you first try them. The deep satisfaction will come later – when you’ve mastered the change.

Will you or someone in your office get the Green Eggs and Ham award this week? Give something new a try. You never know, you might like it here or there. You might like it everywhere. You just might like it Sam-I-Am.

As a side note: Dr. Seuss may have been eating a little Green Eggs and Ham as he was writing the book. Here’s the back story about it:

The vocabulary of the text consists of just 50 different words[3] and was the result of a bet between Seuss and Bennett Cerf (Dr. Seuss’s publisher)[3][4][5] that Seuss (after completing The Cat in the Hat using 236 words)[6] could not complete an entire book without exceeding that limit.

The 50 words are: a, am, and, anywhere, are, be, boat, box, car, could, dark, do, eat, eggs, fox, goat, good, green, ham, here, house, I, if, in, let, like, may, me, mouse, not, on, or, rain, Sam, say, see, so, thank, that, the, them, there, they, train, tree, try, will, with, would, you.[3]

The event that occurred at Smith Mountain Lake this week saddened me deeply. I’ve worked with the talented and professional folks, at WDBJ-7 for years, although I did not know or work directly with Alison or Adam. What an incredible loss.

I do know and have worked, many times, with Vicki Gardner. She is a champion of our community and one of the strongest and courageous women I know. She proved these things to be even truer this week as she survived the vicious attack.  She deserves so much attention and admiration for her years of dedication to serving our community.  I hope that those years will be highlighted as the nation gets to know her and the type of leader she is.

How will you support your team member’s this week?

Discovering the best way to support each of your team members is a worthwhile endeavor that results in big dividends. Not every team member is motivated by the same thing. It’s your job to figure out how to engage those that your success depends on.  This is the one behavior, out of the 4 key one’s, that can give you deeply satisfying accomplishments.  Without it, hitting the bottom line may be the end of the line.

The payoff to your team member’s of you being appropriately supportive can be:

  • Satisfaction with work, job and supervisor
  • Increased commitment
  • Reduced stress
  • Increased self-confidence
  • Increased performance

There’s 8 days left for you and your team to download my new ebook, 4 Keys to More Effective Leadership Behaviors, for free. One of the behaviors that the research highlighted and the ebook goes into detail about, was being supportive. Here’s the quick self-assessment to see how you’re doing.

Read each of these statements and mark what you feel like your competency level is in each of these areas. Give yourself a ranking from 1 – 10. 1 would be saying that you rarely exhibit this behavior, 10 would be that you always, without exception, do.

_____ Friendly, informative and encouraging to your team

_____ Considerate and understanding

_____ Showing concern for your team member’s needs

_____ Empathetic of team member’s challenges

_____ Help others to build their skills and careers

Your scores will help you know which area to zero in on for your next step in developing effective leadership behaviors.

One of the best resources I could find to share with you on this topic was in SlideShare. CLICK HERE to view.

Some of the skills to work on to be even more effective in this area are:

  1. Learning how to listen so others feel fully heard.
  2. Listening from your head, heart and gut.
  3. Treating others as they would want to be treated.
  4. Building and maintaining trust.
  5. Exercising the art of appreciation and recognition.
  6. Communicating technical and professional competence.
  7. Giving and receiving feedback effectively.
  8. Being more focused on their success than your own.
  9. Coaching for peak performance.
  10. Knowing how your resting face and other body language is effecting others.

An exercise you can do with your team this week:

Be aware of how your mood might be affecting your team member’s. Do you walk through the office each morning with a pleasant look on your face?  Do you acknowledge others as they pass you in the hallway? What is your mood in meetings?  Have you taken at least a few minutes with each team member in the last couple of weeks to do a “pulse check” on how they are doing?

Your demeanor towards people who you are responsible for can make all the difference in whether they stay motivated and engaged or not. Make the time this week to recognize and appreciate team member’s for the contributions they make, on a daily basis, for creating the things that are going right in your organization.

You obviously care about others or you wouldn’t even have read this far.  I bet you are more supportive and encouraging than you think.  Just by being more aware and focused on this behavior you will improve it.  Know that you are a capable, smart, tenacious leader that your team member’s want to inspire them.

 

 

 

How effectively will you solve problems this week?

“Problem solving is the essence of what leaders exist to do,” says Glen Llopis of Forbes. The best problem solvers realize that it’s a skill they need to build and refine constantly.

Cortex LeadershipIn my new ebook, 4 Keys to More Effective Leadership Behaviors, you’ll find this self-assessment to determine which areas of problem solving are strengths and which one’s you can build your skills in.

Read each of these statements and mark what you feel like your competency level is in each of these areas. Give yourself a ranking from 1 – 10. 1 would be saying that you rarely exhibit this behavior or belief, 10 would be that you always, without exception, do.

_____ When faced with a problem do you consistently widen your options

_____ Frequently test your assumptions

_____ Effectively have implemented the solution that was decided on

_____ Utilize a long-term, rather than a short-term emotional approach             to problem solving

_____ Consider your blind spots when it comes to task or people when solving a problem

_____ Consider your super powers versus your weaknesses when it comes to solving problems

_____ Prepare to be wrong or fail when implementing the solution you’ve decided on

_____ Consider unintended consequences of the solutions you will implement

To execute the behavior of effective problem solving, or any of the other behaviors I mention in the ebook, leaders must first possess these core competencies in order to execute the top 4 leadership behaviors successfully:

  • Building and maintaining trust
  • Effectively designing their time for themselves and their organization’s highest level outcomes
  • Obtaining knowledge, understanding and different viewpoints of their industry, organization, and departments they serve
  • Developing a clear vision based on identifiable, organizational and personal values

The download is free for the next 3 weeks of the ebook and it will provide you with skills and practices to assist you in being even more effective at solving the continuous stream of challenges you face everyday in your organization.

I want to send out a huge thank you to Teresa Chambers who was a wonderful support and chef for our first ever Woman’s Possibilities Retreat this week at a beautiful setting at Massenutten Resort in Virginia. The 3-day journey was a great opportunity to see breakthroughs occur and clarity be defined by some tremendously talented and already successful woman. Along with setting, and locking in each leader’s desired outcome for the coming year, I guided them through a zipline experience and exercises of the mind and body that were designed to create the confidence and fortitude to overcome any obstacle they may face moving forward.

If you would like to have a corporate retreat for your team, let me know. We can work together to design a special one just for your organization.

I am looking forward to presenting at upcoming team building events this month for groups from Roanoke College and Carilion Clinic.

error: Content is protected !!