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Walking the Dog

Sat, 10 May 2025 21:52:27 GMT

What walking my dog taught me about letting go—and leading better

Sometimes I look down at my dog pulling me down the street and think, “Who’s walking who?” Honestly, I can almost hear him saying, “Lady, I got this. Stop trying to control everything!” And you know what? He wouldn’t be wrong.

I’m a first-born Virgo, and if you believe in such things, you already know that letting go doesn’t come naturally. When people say, “Ah, that makes sense—you’re a Virgo,” I just laugh and say, “Nope, recovering Virgo!”

It’s one thing to want control over where a painting goes in my house—that’s fair game. But when it comes to people , trying to manage every little thing isn’t just exhausting, it’s ineffective. If I’ve hired talented, creative, driven teammates (and I have), why would I need to direct every step they take? If I do feel the need to, maybe the issue isn’t them—it’s how I’m showing up as a leader.

Here’s what I’ve learned over time—and yes, the lessons started on a walk, leash in hand.

�� 1. I Reframed Control as Trust

Old mindset: “If I don’t manage it, it might fall apart.”
New mindset: “If I never let go, how will they grow?”

I had to shift from perfectionism to partnership. Letting go isn’t lowering standards—it’s creating space for others to lead.

��️ 2. I Moved from Doing to Designing

Now I ask myself:

“Am I doing this because it’s truly mine to do… or because it’s easier than coaching someone through it?”
“What structure or clarity could I give so this runs without me?”

I’ve learned to lead the system , not the steps.

�� 3. I Started Delegating for Development

It’s not just about getting things off my plate—it’s about putting people in position to own something.

Instead of saying, “Here’s how to do it,” I say, “You’re in charge of this. I’m here if you need me.”
I’ve shifted from step-by-step to setting vision and trusting their path.

�� 4. I Invited Feedback (Even the Hard Stuff)

Let’s be real—control often comes from fear. Fear of chaos. Of disappointment. Of things not being just so.

So I started asking my team:

“Where do I need to back off?”
“Where do you need more room to lead?”

That simple shift builds trust—and keeps my inner perfectionist in check.

��‍♀️ 5. I Practiced Grace in the Grey

Everything doesn’t have to be flawless to be effective.
Sometimes I let things be a little messy. I let others try and stumble, and find their way. And I let myself rest . Because when I’ve done the work of building smart systems and hiring good people, I can trust the process—and them.

So to all my fellow first-born Virgo executives (and all of you who lead with structure, excellence, and a strong sense of responsibility), here’s my nudge:

You can still be excellent without controlling everything.

Letting go doesn't mean letting standards slip. It means leading from a place of trust, clarity, and peace. And if you’re not ready to hand over a big project just yet... start with your dog. You might just discover a new path.

Coaching ROI

Sun, 04 May 2025 14:11:46 GMT

Will coaching pay off?

https://www.american.edu/provost/ogps/executive-education/executive-coaching/roi-of-executive-coaching.cfm

What do CEOs Need in an Executive Coach?

Sat, 03 May 2025 20:32:00 GMT

What CEOs Need from a Coach: Confidentiality, objectivity, and a personalized partnership

I’m drawn to people who are up to something meaningful — whether they’re building something entirely new or scaling a mission that’s already in motion. These principled, purpose-driven leaders aren’t just shaping their companies; they’re influencing their people, their communities, and often, the world. Coaching them is one of the ways I give back.

There’s a certain kind of person who takes on the mantle of CEO. They’re usually bold thinkers — driven, strategic, solutions-oriented. From the outside, it might seem like they have it all figured out. But the truth is, even the strongest leaders need support.

Why? Because the weight of leadership is heavy. Because growth demands reflection. And because no one — not even the CEO — thrives alone.

Here’s what CEOs truly need from an executive coach:

A Trusted Confidant
Someone who can hold space for the hardest conversations — without judgment or agenda. A coach who listens deeply, challenges respectfully, and becomes a safe place to think out loud.
A Strategic Thinking Partner
Not just a sounding board, but someone who understands the complexity of leadership and business — and can help sharpen decisions when the pressure’s on.
An Unfiltered Truth Teller
CEOs don’t need more yes-people. They need a coach who will speak the truth, reveal blind spots, and hold them accountable to their own values and aspirations.
A Centering Force
Amid chaos, a coach helps the CEO stay grounded and aligned — so they lead from clarity, not reactivity.
A Champion of Growth and Integrity
Someone who pushes for results, yes — but also for authentic, emotionally intelligent leadership that leaves a meaningful legacy.
A Protector of Vision
A coach who helps the CEO stay tethered to their purpose — especially when the noise and urgency of day-to-day operations threaten to blur it.

Because at the highest levels, leadership isn’t just about performance — it’s about presence. It’s about the courage to lead with clarity, humanity, and purpose. And every CEO deserves a partner who helps them do exactly that.

A.I. Smart

Mon, 28 Apr 2025 21:44:23 GMT

Why every leader needs to be AI smart - and how coaching helps.

There’s no time for lagging behind.

In today’s fast-paced environment, whether you're an individual, a start-up, a small business, or a global corporation, everyone must become "AI Smart."

That doesn’t mean becoming a technical expert. It means staying informed, understanding how AI impacts your field, and being proactive about how your organization engages with it.

Because tomorrow, a new tool will hit the market — and those who stay stuck will fall behind.

Fear Is Natural — But Action Is Necessary

Fear around AI is real and understandable.

For individuals, it often centers around loss of control, privacy concerns, misinformation, and reinforcing biases.

For companies, fears include how to get started, whether to build in-house or outsource, risks of hallucinations leading to unintended consequences, potential legal issues, and staying competitive as the field evolves daily.

As Susan Jeffers, Ph.D., famously said:

“Feel the fear and do it anyway.”

That’s where executive coaching becomes invaluable.

How Executive Coaching Helps Leaders Navigate AI

As an executive coach, I’m not here to teach you how AI models are built — I'm here to help you face the strategic and emotional challenges that come with leading in an AI-driven world.

Together, we can:

Identify where you are in your personal and organizational AI journey

Clarify your next steps aligned with your business goals

Tie AI adoption to your OKRs (Objectives and Key Results) for focus and accountability

Create and execute an implementation plan — and adjust it as the technology evolves

Manage the fear so it doesn't paralyze progress

Being "AI Smart" doesn’t mean you need to code or understand every technical detail — just like you probably don’t know how your smartphone works internally.

What matters is that you know you need it, use it wisely, and stay ahead.

Leadership Today Means Moving Forward — Even When the Road Isn’t Perfectly Clear

If you're feeling the pressure to “figure out AI” while still running a business, leading a team, or setting strategy, you're not alone.

You don’t have to carry that weight alone either.

Through executive coaching, you can stay steady, strategic, and courageous — turning uncertainty into opportunity.

Let's work together to keep you moving forward — confidently and wisely.

Leader Always

Mon, 28 Apr 2025 21:30:22 GMT

Why leadership isn't something you take off.

I'll admit it: I love delivery services.

Groceries, packages, meals — if it can show up at my front door, I’m a happy customer. Staying home, managing life quietly, has its appeal.

But eventually, I have to step outside.

And when I do, whether it’s a quick run to the store or an errand across town, something important happens: I put my leadership hat back on.

It doesn’t matter that I’m technically “off-duty.”

Leadership, once you embrace it, isn’t something you wear just at work or during business hours. It's part of who you are.

A Real-World Example: Leadership at the Grocery Store

I could be standing in the grocery store minding my own business, trying to find the best deal on fruit.

Out of nowhere, a stranger next to me sighs and says,

"These prices!"

Now, I have a choice:

Ignore them and move along

Complain with them

Start a debate about the economy or politics

Or — listen, acknowledge their frustration, and give them a brief moment of kindness

Because I believe in "Leader Always," I choose to listen. I stay centered, offer a few calm words, and leave them feeling a little more seen and heard — even in the checkout line.

That's leadership.

It's not about taking charge. It's about presence. It's about carrying the values of leadership with you wherever you go.

Leadership Isn't Situational — It's Personal

At work, the same truth applies.

You don't get to take the hat off when times are tough, when tech is changing fast, when a team member frustrates you, or when you're just tired.

Walking down the hallway? You’re leading.

Facing tough decisions during rapid AI changes? You're leading.

Managing through a reorganization? You're leading.

Celebrating a big win with the team? Still leading.

Leader Always means showing up consistently — in the good, the hard, and the uncertain moments.

It means carrying your integrity, calm, and values into every room, every conversation, every situation.

Why This Matters Now More Than Ever

In a world where change is constant — from technological innovation to shifting workplace dynamics — people need stable, steady leadership.

They need leaders who don't just lead when it's convenient or when eyes are on them.

They need leaders who show up fully, every day, whether anyone notices or not.

Final Thought

Leadership isn’t a role you play.

It’s a life you live.

So even on a grocery run, or while managing OKRs during a major AI transformation, remember:

The hat stays on.

Leader Always.

Human First

Mon, 28 Apr 2025 21:18:07 GMT

Why exceptional people management still matters.

My Gen Z son is pretty typical of his generation — it's as if they were born with a smartphone in hand. Sometimes I have to remind him (and myself) that despite all the technology at our fingertips, we’re still human. People haven’t changed as much as it seems: we still want to be seen, heard, acknowledged, and respected.

I've learned that the best way to connect with him is to start where he is — a simple text message. Nine times out of ten, he’ll respond not just digitally, but by stepping out of his room to answer me in person. It’s a small but powerful reminder: human connection still matters.

And it matters even more in leadership.

As executives, it's easy to get caught up in data, dashboards, and AI-driven everything. But we’re not managing robots (at least, not yet). We're leading people — and people perform at their best when they feel valued.

Today’s workforce expects more than just a paycheck. They want meaningful engagement. A 2023 Gallup study found that teams with higher engagement levels experience 23% higher profitability and 43% lower turnover. Simply put: treating people like people isn’t just nice — it’s a serious business advantage.

When I was starting my career in corporate retail, leadership was different. The president of the company dictated the culture, and the message was clear: if you wanted to succeed, you became a mini version of him. We all learned the unspoken rules — when to speak, when to stay silent, and how to fit into a narrow mold.

Today’s leadership requires something different: versatility.

Effective leaders now are expected to know their teams — their personalities, working styles, motivators, and communication preferences. It's not about being soft; it’s about being smart.

One simple, powerful tool I often recommend is a basic social styles assessment. It categorizes team members into four primary styles, helping leaders adapt their approach. For example:

Does your team member need time to process a request before responding?

Or do they prefer a fast, collaborative conversation in the moment?

Adjusting to these small preferences builds stronger bonds, increases trust, and drives better results.

When executives lead with a "human first" mindset, the benefits are undeniable:

Higher engagement

Lower turnover (cost savings)

Stronger culture and loyalty

Better long-term performance

At the end of the day, leadership isn't about mastering technology — it’s about mastering connection.

Stay human first. Your team — and your bottom line — will thank you for it.