Leadership

How to strengthen your leadership

June 1, 2024

Last month, I shared “the one thing excellent leaders never stop working” – check it out here. This one thing will allow you to build caring relationships at work and stay aligned with your values while you create system change. Doing it well can reduce burnout and allow you to be a leader who supports equitable change in the world.

Haven’t read the last post yet? Here is what excellent leaders always foster – self-awareness.

Self-awareness as a leadership practice includes:

Learning how you show up in different situations and scenarios,
Knowing what you need to be clear and kind,
Clarifying your values and goals,
Recognizing your strengths and weaknesses,
Understanding how your different identities interact with systems and structures and affect you and your colleagues and
Acknowledging your personality, strengths, and weaknesses impact your work and colleagues.

If you continually reflect on this list, I am sure you are a thoughtful leader.
This is an ongoing learning.

As promised, I want to share a pattern I noticed in my self-awareness exploration. I hope this can serve as an example of what behaviors and patterns to look for when you want to improve your leadership practice through self-understanding.

Here is a pattern I am working on in my leadership, business, (and definitely –) family life:

When I am not paying attention, I tend to oscillate between –

“going full speed ahead with high personal expectations”
This looks like – saying yes to everything, wanting to support everyone, holding myself to unrealistic standards, not asking for support, or delegating.
“crawling into a little ball and being completely unavailable”
This looks like – needing to take a Saturday completely to myself, under the covers with Netflix and food in bed, not responding to personal communications, deciding not to schedule doctor appointments, etc., because it is “too much.”

Don’t worry, y’all! I have been working with this one for a while now, so there’s no need to check up on me. I’ve got this. I also know this is a normal nervous system response to running in overdrive and going into a freeze pattern. I continue working on finding a balance and finding fewer extremes in my pendulation between the two.

How does this very personal pattern impact my leadership?

I can be experienced as controlling or absent. My care and intense response can diminish people’s agency in their learning and personal change work.

All of our internal “mechanics of being” – impact our leadership.

Here are overarching steps I use to allow self-awareness to create behavior change that improves my life and relationships.

Here is the self-awareness to action cycle in broad stokes:

Seek out self-discovery and personal learning

I look for opportunities to see who I am and how I can improve. I do ongoing work to regulate my heightened emotions and improve my ability to receive feedback, allowing me to learn more about myself.
Offer compassion and forgiveness

I work to increase self-compassion so I do not attack or freeze when I learn how I show up, my behaviors, or how I am perceived. The kinder I am in my head, the more I can take in self-awareness moments and turn them into action. I work on forgiving myself for the ways I fall short.
Reflect and deepen the learning

I seek out further learning about the patterns I notice or receive feedback on.
(For example, I took my colleague Molly Caro Mae’s course and worked on my behavior pattern, which oscillates between “hide away” and “do it all.” Her course is excellent, by the way!)
Find Support

Yes, here it is again – get support. I often get support from friends and teachers.

We cannot do change work alone. We need each other. Find friends, colleagues, communities, coaches, therapists, somatic practitioners, or teachers.
Practice & Apply

Find doable, micro ways to practice. After a time of practicing in less visible ways, apply your learning to how you show up in real-life scenarios.

Rinse and repeat.

Personal behavior change is possible.
We know this through the learnings of neuroscience, habit science, somatics, and psychology.
We can change how we show up for ourselves and others – but first, we must notice.
Noticing is always the first step.

What is something you have been noticing?

What behaviors and patterns are you working on in your leadership?

P.S. We created Clear Harbor as a support community for just these people – leaders who want to be more self-aware and reflective. If you want a brave, warm, and caring place to grow as a leader, join us.

Excellent leaders never stop working on this one thing

April 17, 2024

The journey to become a more thoughtful, caring leader does not end at…

the newly acquired job or role,
the completion of a successful project to change an unhealthy organizational habit, or
a team member telling you thank you for being an incredible listener and agent of positive change.

(Although, dang! Congrats on any of these accomplishments!)

If you are about leadership

as an action, art, and practice,
are committed to supporting groups of people experiencing accomplishment and enjoyment from the work, and
want our communities to be places where all people can live in safety, peace, and even delight…

then your leadership learning never ends.
At the core of this ongoing journey is your personal awareness.

I work with badass leaders, y’all!

I have the incredible opportunity to sit in coaching and group spaces with thoughtful humans who create systemic change, move money to create more equity and update policies that increase people’s ability to thrive at work.

The most successful, seasoned leaders I work with know they are not done learning.

They look critically and lovingly at their thinking and behaviors. They examine how they show up in space, their impact on other humans, and their relationship patterns.

If you aim to improve a system, enhance a team’s effectiveness, or promote equity in your policies, your personal growth can be the largest catalyst. You can improve culture with just 5-10% of your time and energy directed toward changing your behavior.

This work will be even more effective if you do it from a place of self-compassion, belonging, and graciousness. (Just like the work with your team and community will go further if you do it from a place of self-compassion, belonging, and graciousness.)

You may say –

“Okay, so this all sounds nice, Annie – but I have a gazillion things on my plate.

I oscillate between feeling rushed and frustrated, important conversations, putting out fires, and emails. I already have training and projects I am moving forward with my team. How am I going to fit in more learning and growth?
DANG! It is too much.”

And you are right. It is all too much.
(You may have to say no to an important project at some point – but that is a different letter.)

But if you knew that pulling one lever – that you DO have control over – would make a lot of the pieces easier (and later on even more enjoyable), would you do it?

Understanding yourself and your impact is one of the most important elements of leadership. At a certain point in people’s leadership journeys, it gets left behind when, in actuality, the work of self-awareness and personal growth needs to increase throughout the journey.

Guess what?

It is simpler than you think (maybe not easier, but simpler).

Here is a short process and questions to ask yourself:

Find a short way to build more space in your week for a quiet moment that fills your cup.
(This could be 10 mins A WEEK of exercise, a walk, meditation, writing, listening to music.)
Practice noticing your thoughts, emotions, reactions, and patterns with curiosity and with less judgment, shame, or blaming others.

“Emotional Intelligence 2.0” calls this “watching like a hawk.
See steps #1, #4 and resources to support this
Ask yourself – how could I continue to improve in my relationships with others?
(Again, work on examining these improvements without deep judgment or shame.)
Pick one area you want to work on and bring in learning, and then practice first with trusted, caring people in your life.
If you want to go deeper… ask for feedback from others and find outside support to process that feedback.

Receive an honest evaluation process. Ask trusted peers for feedback. Take training in an area of growth with homework and practice.

And PAIR feedback with ongoing support while you work with the new knowledge—perhaps a therapist, group, or coach.

Up next – I will share a few of the ways I am digging in and learning as a leader right now.

Resources & continued learning:
Getting Personal: Critical Self-Reflection in Anti-Racism Work
Emotional Intelligence 2.0
Self-compassion
People and Culture trainings

What is the simplest and sometimes the most challenging way to show up as a thoughtful, clear, prepared leader?

September 5, 2023

Know how you (yourself and your organization) make decisions.

And then show everyone you work with and on behalf of who makes which decisions and how you make those decisions.

This is simple. Perhaps it’s so fundamental that it does not need to be mentioned. However, I find this is one of the easiest ways leaders can increase and gain trust, and it is the quickest thing to slide when you get busy or overwhelmed.

There are hundreds of ways to decide. In groups, with one person. With input and many feedback loops, quickly with no contributions. With a vote, a scale, a discussion, or a consensus.

The key is knowing the critical decisions you must make in any role or during a project. Then, get clear on which way you will make the decision and who will do it. Then, communicate that process multiple times to those who are involved.

Think of a project right now… ask yourself, do we know how we are making the final decision? Or the decisions leading up to the final decision? If so, have you clearly communicated that to everyone impacted?

And if you are not the one with deciding power, have you built a relationship with the deciders and asked them questions about the decision-making process?

Bonus points if you can do this from a genuine place of curiosity and partnership, not as a “gotcha moment.”

(Guess what this works in your personal life too!)

Check out below the first decision questions I ask when supporting a project and my top tips for building trust and clarity in your decision-making.

Ask these questions first:

Are the people most impacted by the decision a part of making the decision or, at the very least, consulted?

Does everyone know the decision-making process, who is involved, how the decision will be made, and who is the final decider?

Does the decision-making process match the importance of the decision?

Examples – If you are making a decision that impacts your clients for the next 5 years, are you taking the time to make that decision thoughtfully with feedback and input? If you need to decide on a bathroom tile color, are you using the least time and resources possible?

Shout out to these consultants, whom I’ve learned from and who do an excellent job setting people up with transparent decision-making and thinking about power dynamics – Andrea Paull, Paola Maranan, and Makeba Greene.

My Top Decision-Making Tips

Choose only a handful of ways you will make decisions as individuals and teams and use them repeatedly.
Vet them for a balance of ease of use and inclusion in the process and then replicate that way of deciding across the business or organization.

Take in and listen to different perspectives.
You will be a better leader and make stronger decisions if you listen to diverse perspectives.

Clearly define the problem and possible solutions.
Know what you are deciding and why. Ideally, state the problem in the form of a question and look for multiple solutions.

Slow down before you make a significant decision.
Encourage your team to have time to breathe, pause, and think before making a major decision. Even if it is an emergency, you can usually afford 5 minutes and a phone call to someone else before you make the final call.

Name the power you and others hold. Get used to naming when you are deciding.
Your co-workers, employees, and clients should know you are making the decision even without input. It builds trust and clarity when you give honest answers about how a decision is made.

(Do I think you should give up some of your decision-making power? Yes, I do. There are many thoughtful ways to share power and gain creativity in decision-making.)

Be clear about when and how you will use input in your decision-making.
Name when and how feedback will be used in your decision. Come back to anyone you asked for input and name how you used it in your decision, including why you did not follow advice. Clarify when you are not asking for input and why.

Coach and support your team to know different ways to make decisions and use a few tools everyone is trained on for making decisions.
Give your team the tools you are using. Have managers share their strategies for decision-making and take through their decision-making processes and reasoning. The more you prepare everyone to make thoughtful, aware, value-aligned decisions, the stronger your organization is.

Do you want to know the other vital processes essential to making teamwork work?
Check out this post!

P.S. Guess what?

Inside Clear Harbor in the fall, we will lead a 5-part series on how to set up a solid set of decision-making processes and deal with sticky, complex decision-making. Be on the lookout for when our doors to the community open in the fall!

How to bring in joy & intention when building partnerships [Leaders Creating Change Series]

February 27, 2023

Thoughtfully built relationships are vital to creating long-term partnerships that support your work, mission, and also support you in your leadership. I am always looking to learn better and different ways to be in relationships and in partnerships with fellow humans – so that together we can create social change and experience joy and delight along the way.

I want to share more opportunities for you to gather and hear from thoughtful leaders building toward equity and social change in their communities.

I recently had the joy of talking with Amanda Thomas, Director, Community Partnership for Tacoma Public Schools. We spoke about how she shows up in spaces, builds community, and creates long-term partnerships. Amanda is one of my favorite leaders to work with and it was a delight to hear her talk about her leadership and work.

Hear what Amanda says about building relationships even in institutional capacities:

You can probably tell from our conversation that Amanda brings joy into her work and the communities she’s a part of, so I wanted to know how joy fits into building relationships for her. She said…

Amanda offered the reminder that it IS enough to simply be in relationship with each other. Building relationships thoughtfully over time supports your growth as a leader and your ability to create something bigger and more meaningful. Investing time in the relationship without considering what you have to gain creates trust and space for learning and creativity. This allows you to make more significant and impactful changes.

We can’t do any of our change work alone.

If we’re going to build larger solutions, we have to be in conversations with each other and hear diverse perspectives. We must be able to see and talk about the problems with people who view them differently.

It’s more than just partnerships, though. As leaders, we have to identify and find the support we need intentionally. I asked Amanda how she has built a support community around herself. She finds support in others but also in herself.

I’m grateful to have found support in my relationship with Amanda. My hope for you is that you have built or are building partnerships and communities of support for yourself, too.

In what ways are you putting energy into relationships simply for the joy and act of being in community?

A massive thank you to Amanda for joining me and for always showing up in spaces and giving very freely to community.

Interested in the full interview with Amanda? To learn more about building relationships and partnerships, grab it here.

A secret tool for navigating ongoing courageous conversations

November 15, 2022

I have a secret tool I use to help me navigate ongoing, courageous conversations, and I did not learn it from running my business or a workshop – I am learning it from parenting.

I am noticing in my current work with clients – leaders are working seriously to create brave, co-led, collaborative workplaces. (I believe this is because people expect and require this from their workplace, more leaders with the intent to create a healthy, equitable workplace are moving into positions of power, and there are more opportunities and resources to learn and become an inclusive, collaborative organization.)

Of course, healthy, inclusive, collaborative workplaces require more relationship-building, more navigation of ethical decision-making and processes, and more thoughtful conversations. And not just a single courageous conversation. Most moments require a series of honest, difficult conversations.

So what does this have to do with my current parenting learnings?

I am parenting an exuberant, loving, imaginative child who feels things quickly and with his whole body. It requires me to learn how to navigate accountability, boundaries, and big conversations with a level of calm and compassion – I honestly was never able to muster in grown-up spaces until now.

(Umm, partially because the child I am parenting is biologically mine, and he may have gotten his ability to have big feelings fast from my DNA.)

To show up calmly and not escalate the situation, I have had to increase my compassion and nervous system regulation practices.

Here is my not-so-secret secret. The more I support myself to feel compassion (toward others and myself) and calm (by taking good care of my own body and nervous system) – the better I am navigating highly charged situations with my son (oh, and with other family members, and with clients).

I may not be telling you anything new.

You probably know that when you can offer yourself and others a little compassion, your relationships and conversations improve. You also know when you’re rested and grounded – it is easier to enter into complex discussions.

Disrupt the idea that you don’t deserve rest.
Tricia Hersey, the founder of The Nap Ministry, says: “I’m divine. Rest is my birthright.
To disrupt that and push back is social justice.”

Read about the Nap Ministry here & her upcoming book.

Knowing this and applying it at the moment are two different things.

Here is my technique for increasing compassion & calm to support brave communication:

FIND: Find out what practices work best to increase calm, groundedness, and compassion. (You could explore silent walks, meditation and mindfulness apps, yoga, tai chi, time outside, time off media, naps, trying different breathing techniques, breathwork*, or create rest and reflection in your day.)
TRY: Try out explicit self-compassion or metta meditations.
BUILD: Build in 5 to 10 minutes a day devoted to building a habit that increases your ability to tap into calm and compassion.
CREATE SPACE: Before entering into a brave conversation, create time in your calendar to slow down (10-30 minutes) and use a practice that allows you to slow down, increase compassion, and get into a more grounded state.
- Bonus points if you try a metta meditation before your conversation.
REVISIT: After your conversation, build in 10-20 minutes to revisit a practice that supports you feeling calm in your body.
SEEK: Ensure you have a friend or colleague outside of work to call in for support before and after. (Remember that you want this person to hold you accountable to your values and not insert shame into the situation.)

Get this technique in a handout!

I am grateful for the learning required of me as a parent to show up with love, commitment, and accountability for my child. My continued learning is changing how I show up in my professional relationships daily. I still feel ALL the feels (the disappointment in myself, the frustrations in others, and being overwhelmed with the tasks at hand). However, at the same time as feeling everything, I can also tap into a well of calm inside my body that allows me to stay more present in my professional relationships and in my commitment to support the building of more inclusive, just, healthy workplaces.

May you find moments of calm and compassion as you show up bravely in your leadership, relationships, and conversations.

_{*A note on breathwork. Breathwork and nervous system practices can bring on trauma responses if not trauma-informed. It can be helpful to have the support of a mental health provider while exploring these techniques.}

There’s a difference between rest and reflection. Spoiler alert: You need both.

May 17, 2022

“Being a leader is not about production; it’s about being there for the people I lead, support, and serve. And I need to prepare myself to be a decent human being so that
I can be there for others and be approachable.”
– Andrew, Clear Harbor member

I have to exist as a human to show up at work. And when I show up as a cog and a machine, I feel the least fulfilled in my life.”
– Shannon, Clear Harbor member

Over the past few weeks, I’ve had many conversations about rest and reflection. We talked about why it’s important and how to fit it into our busy lives. The two quotes I shared above were from those conversations and examples of why we must find time to rest and reflect individually and in groups if we want to show up as leaders in our lives.

Rest can happen when you reflect, but rest is not always reflection time. Sometimes the reflection piece gets left behind. We hear a lot about self-care and well-being on the topic of rest. But often, reflection is missing.

Leaders, in particular, need both rest and reflection to:

keep going,
keep leading,
stay in their role (and lane),
not burn out,
make decisions, and
recognize that pauses are necessary.

Leaders need built-in time to reflect on themselves. The results? You avoid bringing knee-jerk reactions and your own bias to your team. We must reflect internally first before we can show up and lead a reflection with others. Reflection can bring you back to your why and passion and help you feel human. Time for reflection for yourself and then in groups is a critical tool for building a more equitable and inclusive workplace.

“Your goal is not to stick to a given schedule at all costs; it’s instead to maintain, at all times,
a thoughtful say in what you’re doing with your time.”
– Cal Newport, Deep Work: Rules for Focused Success in a Distracted World

Most times, teams will retrospect at the end of a project by looking at how things went, what worked, what didn’t work, and what can be improved. But you can do this at any time as a team! Build those moments into groups in the arc of the process with reflection points to pause and observe.

I build rest and reflection into meetings – we stop, take a breath, take a break, and look away from the screens and each other. We write on our own before we share in the group. These practices are critical when building your team and group processes.

At times, I work with teams after they’ve missed opportunities to reflect – on the big picture or on cultural dynamics. They always had lots of work to complete but little time to reflect. The good news? It’s never too late to change this. We can find time to reflect.

You CAN build in time to reflect starting now to avoid big crises and conflicts in the future. When you practice slowing down and reflecting now, you will remember how to do it in the middle of stressful moments and not leap into fast decision-making based on assumptions and stories. When we slow down and recognize our own biases, we change how we do things. That’s one step toward making our work more equitable and inclusive.

This is one reason I created Clear Harbor for leaders – more here if you’re intrigued.
Clear Harbor is a built-in time for groups of people to reflect outside of the day-to-day pressures to respond.
It’s a commitment on your calendar to other people.
It’s a space to step back and reflect with a more significant viewpoint.

We not only show you it’s possible to build this into your workday, but we show you how.

I promised you a list of ways to build in time for rest and reflection. You can grab the list here. Remember, this isn’t MY list. These thoughts and ideas are from friends, clients, colleagues, and maybe even from you. Browse the list and see if anything sparks your interest. Try a few of the ideas yourself.

How can you build reflection into your day?

Staying Awake to Others While Navigating Change

February 9, 2022

As a leader, the people you work with are the key – to creating and building something beautiful and enjoying the work you’re doing. Without people, without a team, the vision does not move forward. Many leaders I work with are working with people who care deeply and work hard. And they are tired and navigating change after unsettling change.

And, the leaders I work with are navigating personal and professional challenges daily.

P.S. Everyone I work with is a leader because I follow this definition of leadership.*

It is easy to lose sight of how everyone around you is doing when you have so much to do.

However, there can be detrimental impacts when you are not staying connected to your team, peers, and humans in your life. When we are not paying attention to those around us – we lose the warmth of human connection, love, and care. We lose the insights and visions offered up by different people who see the world and its opportunities differently than we do. We lose out on the potential to build a strong team or a thoughtful family. When we are not attending to our teams and people, relationships may end. We miss the chance to offer support, and we miss the opportunity to grow and learn.

I’ve had moments in my life and my business where I was feeling so overwhelmed that I did not take the time needed to care about the core people in my life. The memories of those moments cause an ache in my heart and belly.

I am aware that:

I was not living out my values, and
I need to ensure that I do not get to the point of overwhelm that causes me to cut off connections to others.

I continue to work on this in my life.

How do I live out my value of being in intentional, meaningful relationships with my partners, clients, community, and family while juggling the work of being a human?

Here is a check-in to help you stay connected to your team, the people you work with, and the people you care about in your personal life.
There are four areas to pay attention to 1. tending, 2. tuning, 3. checking in, and 4. changing.

Download this check-in tool here!

Give yourself a mini-audit.

In your relationships, how are you tending, tuning in, checking in, and changing?

What is ONE thing you can do in ONE of the areas with a teammate or loved one?

No one person can do it all!

Of course, we cannot be connected to everyone on our team or in our community at all times. We need to make choices about who we are investing in and who are the critical relationships for us. And we need to be aware of how much time and capacity we have. It helps to write down who you are committed to being in the right relationship with.

Others may be acquaintances and colleagues you invest less energy in but treat with respect. If you are in a formal leadership position, you will need to foster skills across your company to help everyone stay connected and check in with staff.

(You know I am going to say this – but here’s a reminder – to be tuned in and awake to what is happening with others… you need to be awake to yourself and take care of yourself. If there is no energy left in your engine, these practices will be hard to do! Be on the lookout for more in March about staying awake to yourself!)

P.S. Here are some additional resources for Step 3 – Checking In:
4 essential human connections we all need right now
Simple ways to connect with each other, even virtually
How to stay open when you are ready to shut the conversation down
Tips for staying open & non-defensive in difficult conversations
5 Steps for Grounding During Instability
5 steps for grounding during instability pdf
2 questions that cut back the stress

* Vessel Consulting uses Brene Brown’s definition of leadership, “A leader is anyone who takes responsibility for finding the potential in people and processes and has the courage to develop that potential.”

Why I love meetings and how you can too

May 4, 2021

Meetings… there were already so many dreaded meetings. And now most of us are still doing meetings online with glitchy internet looking at little screens scrambling for a background that hides the messy dishes. (Just noticing do all my notes include dirty dishes… yes there are a lot of dirty dishes in my life!)

Guess what – I am one of those weird people who likes meetings!
I know, I know… it’s true. I built a whole business around being in meetings (small and even very large). And often it is with people I don’t know well. People who are trying to make a plan for the future of their work together.

And I love it!

Can I tell you why I love it?
(The secret can also help you enjoy a few more meetings.)

I love meetings because I get to learn more about other people and connect to their stories while moving forward critical, purpose-driven work.

These are my favorite things – being with people and moving a plan forward!

Good meetings do these two things almost always…

Connect people – relationships are built, and people come away understanding other people’s stories and perspectives more than before.
Move forward purpose-driven action – decisions are made, ideas are discussed, and people come away with meaningful tasks that move the whole group toward their purpose.

Double-check the meetings you are a part of.
Do your meetings connect people and move forward action items?

Or do you have meetings that are:

just a download of someone’s agenda or priorities.
all about those next steps and action without any opportunity to build teamwork & relationship.
meandering and unclear.

Think through these two questions when planning the next meeting:

Is there 10-15 minutes for human connection?

Is there space to discuss, make decisions, and clearly set up next steps?

Want more on how to support your teams and move them toward action and connection? Let’s talk!

Show up for your team without depleting yourself

April 22, 2021

You are doing a lot.

As the world continues to shift around us, our commitments require a lot of energy.
The pandemic and the continued fight for racial justice serves as a reminder of the need for action on so many fronts.

So maybe you find yourself run down and tired at the end of the day. Maybe you find yourself on autopilot. Or perhaps you are cranking up the speed to stay ahead of the next change.

Wherever you find yourself, I know how much people depend on you.

When we are committed to creating positive community change, connection, inclusion and love in our work lives and at home, we are tasked with offering up our time and attention to others.

Your team needs you. Your coworkers need you. Your friends and family need you. People depend on you to show up every day and make space to plan and strategize with them.

Everyone needs to be seen and supported.

I know that when I am already at my max for energy and capacity figuring out just how to offer myself up can be a real struggle.

I promise you – you can have the energy you need and stay connected with people on your team (and in your life) at the same time.

Here is a simple checklist that can help you stay connected and be supportive of your team WHILE feeling less stress and more energy.

Before you dive in – take a grounding breath. (Inhale, exhale.) The key is simple, small, consistent check-ins with yourself and others. It just requires you to slow down a tiny bit.

How is your own energy and capacity? What are you doing to boost your own capacity? Once you’ve given yourself a boost – you will experience more energy to do the work of supporting others.
Where can you carve out specific time out in your day for your own breathing room, and space for the people on your team?
What everyday practices can you build into your workflow and conversations that allow you and others to understand each other better and communicate more readily?
What open-ended and curious questions can you add to your repertoire that force you to slow down and listen deeply? (For example – “Can you tell me more about that?”, “Do you have ideas for what you want to try next?”)
(For example – “Can you tell me more about that?”, “Do you have ideas for what you want to try next?”)
What simple actions can you (and others) take that actively demonstrate your support for your team and what structures can you build to allow your team members to support each other?
What consistent gestures can you offer that weave in appreciation, acknowledgment and celebration with your team?

(P.S. If you don’t work with a team sub out the word “team” for any person or small group of humans you are in a relationship with.)

Want a more detailed guide? I made one just for you here.

You’ll find that teamwork is more effective when people feel actively seen, acknowledged, and supported. As a leader, both you and your team will experience increased creativity, vision, and willingness to take risks once you take the time to tend to your team. You’ll encounter less harmful, unaddressed conflicts because trust, relationships and communication allow issues to surface.

Over time, well-tended teams become more efficient and build capacity to problem solve, generate new ideas, and take on more responsibility… which eventually frees up your own energy.

When we are tired or pushed to the limit, we can miss the opportunities to nurture our relationships.

Take good care of yourself and find one easy way to check in with your people.

4 doable steps to move toward a big (or small) transition in your work and life

January 27, 2021

Why, you may ask, am I offering up thoughts on making a big transition in a pandemic and during economic instability?

Many clients and friends are thinking about making large (and small) life transitions.

Multiple times a week I talk with someone about changing a career or finding a new way to do things.

The pandemic, the fight for justice for black and brown people, the economic uncertainty is causing many people to get clear on how they want to show up in the world and where they want to put their efforts.

And some of us are in the thick of the biggest challenges of our lives. There is little time to think of the next hour. If you are there, this first video could still offer a place to carve a little breathing room for what happens in a few years.

Check out these 4 doable steps to move toward a big (or small) transition in your work and life.

I’ve created this guide with all 4 steps as a resource for you.

Getting ready for a transition and not wanting to do it alone?

In a leadership position striving for positive community change and in support of justice for black and brown people?

I am starting 2 new Clear Harbor cohorts this February. One is specifically focused on leaders who are contemplating a career transition.

Let’s chat – more info here and jump on my calendar to talk more.