You’re Already Behind in the AI Era—Here’s What Real Leaders Are Doing About It

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Not because you don’t care.
Not because you’re not capable.

But because you haven’t changed how you lead.

🚀

Everyone is talking about AI.

Very few leaders are actually changing their behavior because of it.

They’re playing with tools.
Sitting in demos.
Telling their teams to “figure it out.”

But their leadership?

Still running on an old operating system.

Here’s the truth:

AI doesn’t just change how work gets done.
It changes how you show up as a leader—every single week.

And if that hasn’t changed yet…

That’s the gap.

The Shift Most Leaders Are Missing

This isn’t just a tech shift.

It’s a clarity. confidence. connection. shift.

AI speeds everything up.
Gen Z expects it.

They want:

  • clarity on what matters
  • confidence in how to grow
  • connection with people who have their back

That’s not generational.

That’s performance.

Gen Z just forces you to deal with it.

What Real Leaders Do Differently (Week to Week)

1. They Lead—and Teach—Clarity

Most leaders ask:

“What needs to get done?”

Real leaders ask:

“What actually matters?”

They use AI to cut through noise.

Then they do the real work:

They demand clarity.
And they teach their team how to create it.

  • What does winning look like?
  • What doesn’t matter?
  • Where should we focus?

Because in this world:

Busy is everywhere. Clarity wins.

👉 Ask yourself:
Does your team know how clarity creates winning—and what it actually looks like? Or are they just grinding?

2. They Build Confidence Through Coaching (Every Day)

The old model is dead.

Confidence doesn’t come from talks.

It comes from reps.

Real leaders:

  • coach in real time
  • give feedback in the moment
  • use AI to help people think better

They don’t just develop performance.

They develop belief.

Because Gen Z doesn’t need more information.

They need someone who helps them see:

“You’ve got this. Let’s build it.”

👉 Ask yourself:
Who on your team is more confident this week because of you?

3. They Use AI to Think Better

AI isn’t the advantage.

Thinking is.

Average leaders use AI to move faster.

Real leaders use it to:

  • challenge thinking
  • test ideas
  • make better decisions

Then they act.

Because right now:

Slow is losing.

👉 Ask yourself:
Are you using AI to think better—or just to move faster?

4. They Model—and Teach—Connection

Culture isn’t a vibe.

It’s how people feel working with you.

Real leaders:

  • show up
  • ask better questions
  • listen
  • challenge
  • support

And they teach their teams how to do the same.

Because in an AI world:

Connection is the differentiator.

That’s what builds trust.
That’s what drives performance.

👉 Ask yourself:
Do your people feel like you have their back? Are you modeling and living real connection?

Why Gen Z Is the Unlock

Gen Z is not the problem.

They are the opportunity.

I see it every semester.

They’re hungry.
They’re capable.
They’re ready.

But they’re missing:

  • clarity
  • confidence
  • connection

And when leaders teach them those three?

They take off.

Fast.

The Real Gap

It’s not AI.

It’s leadership behavior.

You don’t become AI-ready by plugging in tools.

You become AI-ready by upgrading how you:

  • communicate
  • coach
  • decide
  • connect

Week to week.
Conversation to conversation.

The Bottom Line: What an AI-Ready Leader Does Differently

This isn’t an AI shift.

It’s a leadership shift.
A confidence shift.
A connection shift.

The leaders who win will:

  • create clarity
  • build confidence
  • teach connection
  • unlock the next generation

So here’s the question:

Are you leading in a way that actually works now?

Because if you are…

You separate.

If you’re not…

You’re already behind.

If You’re Ready

This is the work.

Helping leaders and teams:

  • get clear
  • build confidence
  • connect better
  • perform at a higher level

👉 If you’re ready to lead like that, let’s talk.

Why I Wrote Find Your Workverse

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The way we work is changing faster than anything I’ve seen in my career.

Right now, we’re seeing three major forces collide:

  • AI is reshaping roles — faster than organizations can redesign them
  • Gen Z is redefining expectations around purpose, flexibility, and growth
  • Leaders are being asked to guide people through uncertainty — without a clear map

In nearly every conversation I’ve had with leaders, teams, and students over the last few years, one question keeps coming up:

How do we build a work life that actually works — for humans — in an AI-powered world?

That question is what led me to co-author Find Your Workverse with Michelle Duval, alongside the incredible research and coaching platform, Coach Marlee.

This book isn’t about predicting the future.
It’s about helping people navigate it — with clarity, purpose, and confidence.

What I Mean by “Your Workverse”

Your Workverse is the unique ecosystem that shapes how you do your best work.
It’s the intersection of:

  • What energizes you
  • How you think and solve problems
  • What you value
  • How you naturally show up and contribute

For too long, we’ve tried to force people into:

  • Outdated leadership models
  • Rigid productivity systems
  • One-size-fits-all definitions of success

Those frameworks don’t work anymore — especially in a world where AI can handle more technical and transactional work than ever before.

What does matter now are human skills, including:

  • Self-awareness
  • Adaptability
  • Collaboration
  • Judgment
  • Purpose

Find Your Workverse helps you understand those strengths — and then shows you how to use AI to amplify them, not replace them.

Why This Matters Right Now

This book is grounded in Marlee’s global research, including insights from:

  • 80,000+ Gen Zers
  • 400,000+ professionals worldwide

That data makes one thing clear:

The people who thrive in the future of work won’t be the ones who:

  • Fight AI
  • Fear AI
  • Or try to outwork it

They’ll be the ones who:

  • Know who they are
  • Understand what drives them
  • Can collaborate effectively — with both humans and technology

That’s exactly what we set out to support in this book.

Inside the Book, You’ll Learn How To

  • Identify what truly energizes you at work
  • Strengthen the human skills that matter most in an AI-powered world
  • See AI as a partner, not a threat
  • Build a work and leadership path aligned with your values, strengths, and purpose

This Is an Invitation, Not a Prescription

I didn’t write this book to tell people how they should work.

I wrote it to help people:

  • Design a work life that feels sustainable
  • Build momentum that feels meaningful
  • Create alignment — whether you’re leading a team, building a career, or figuring out what’s next

You don’t have to have it all figured out.
You just need the right tools, language, and frameworks to move forward with intention.

That’s what Find Your Workverse offers.

If you’re ready to:

  • Lead differently
  • Collaborate more intentionally with AI
  • Build a future of work that actually works for you

This book is for you.

Find Your Workverse is available now from Amazon, Barnes & Noble, Walmart, and other major retailers.

See the official Press Release here.

Hiring Is Broken—Here’s How to Finally Get it Right in 2026

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Let’s be honest: Hiring is still one of the most broken systems inside most organizations.

Despite all the talk about data, AI, and “people-first” leadership, most teams are still hiring the same way they did twenty years ago:

  • Gut feel
  • Resumes
  • Interviews
  • References

That approach worked in 2003.

In 2025, it’s a liability.

Today’s workplace is faster, more complex, more remote, and more human than ever before. And the cost of hiring wrong isn’t just turnover. It’s culture damage, performance drag, burnout, and lost momentum.

The problem isn’t talent.
The problem is how we evaluate it.

Why Traditional Hiring Fails Modern Teams

Interviews are great at one thing: storytelling.
They’re terrible at prediction.

Candidates show you their best version.
Hiring managers fill in the gaps with assumptions.

What gets missed?

  • How someone is actually motivated
  • How they collaborate under pressure
  • How they communicate when things go sideways
  • Whether they’ll thrive or stall in your specific culture
  • Whether the role fits how they naturally work

By the time those issues surface, you’ve already invested months of time, money, and trust.

That’s why so many leaders feel like they’re constantly “fixing” hiring mistakes instead of building momentum.

What Top Teams Are Doing Differently

High-performing teams aren’t hiring harder.
They’re hiring smarter.

They’ve stopped guessing and started predicting.

Using Marlee’s Talent Vision, these teams can see what was previously invisible before making an offer. Think of it as X-ray vision for hiring decisions.

Instead of hoping someone will work out, leaders can confidently answer:

  • Is this person aligned with the role?
  • What actually drives them to perform?
  • How will they communicate and collaborate?
  • How do they behave under stress?
  • What environment helps them do their best work?
  • Will they elevate our culture or quietly erode it?

This isn’t personality testing.
It’s performance prediction.

What Talent Vision Reveals Instantly

Before you hire, you gain clarity on:

Role Alignment
Is this person naturally wired for the outcomes the role requires?

Motivation Drivers
What actually fuels their performance, not what they say in an interview.

Collaboration & Communication Style
How they work with others, share information, and handle conflict.

Stress Behavior
What shows up when pressure hits, and deadlines tighten.

Ideal Work Environment
The conditions they need to perform consistently, not occasionally.

Culture Impact
Whether they strengthen your team dynamic or quietly strain it.

This is how top teams are achieving 90%+ predictive accuracy in hiring.

The Year-End Talent Vision Sprint

As we close out the year, we’re opening a limited Year-End Talent Vision Sprint for companies who want to start 2026 with clarity instead of cleanup.

This is not theory.
It’s an accelerated, hands-on sprint designed to lock in smarter hiring before the new year planning cycle kicks off.

What You Get

  • A 90%+ predictive accuracy model for your key roles
  • A success-factor analysis for 2026 hires
  • Culture and collaboration mapping across your team
  • Two dedicated strategy sessions with accelerated onboarding

This sprint is built for leaders who don’t want to spend Q1 fixing Q4 hiring mistakes.

Limited Availability Before 2026

We’re opening this to only the first 20 companies that respond and sign up before year-end.

Why the limit?
Because this work requires focus, depth, and precision. We want every company to walk into 2026 with a hiring system that actually works.

If hiring is even part of your 2026 strategy, this is the moment to stop guessing and start predicting.

Click here to request more details and see if the Year-End Talent Vision Sprint is right for your team.

Hiring doesn’t have to be broken.
But it does need to evolve.

And the teams that figure this out now are the ones everyone else will be chasing next year.

Cultivating a Positive Attitude at Work: Why It Matters More Than Ever for Gen Z

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In today’s fast-paced workplace, being the fastest learner or the smartest in the room is often not enough. As Amazon CEO Andy Jassy points out, a positive attitude at work truly sets individuals apart. This advice goes beyond just being cheerful, however. It involves working well with teams, respecting deadlines, and maintaining a “can-do” mindset. But how does this advice resonate with Gen Z—especially as they face a work environment different from previous generations?

A Positive Attitude: The Underestimated Skill for Success

Jassy’s perspective highlights that success often stems from a mindset that fosters teamwork, reliability, and the ability to embrace new challenges. For Gen Z, however, this may feel like new territory. Groundbreaking research into Generation Z from an Australian company, Marlee, suggests that Gen Z employees naturally seek feedback and external insights, which can help them grow quickly when paired with the right attitude. However, they tend to value consistency and a sense of belonging rather than pursuing relentless goals like their Gen X or Baby Boomer managers. These priorities mean that Gen Z must find balance in being open to growth while building stability in their roles.

Navigating Feedback and Fostering Belonging

Jassy’s advice centers on essential qualities like teamwork, meeting commitments, and embracing challenges. This can be a strength for Gen Z, known for their affinity for feedback and continuous learning. Marlee’s insights suggest Gen Z’s inclination toward real-time feedback is a superpower that helps them adjust and improve. Yet, if overdone, a focus on external validation can sometimes clash with the expectation of self-driven attitude and resilience that Jassy advocates. To make the most of their positive attitude, Gen Zers can lean on feedback while learning to anchor their motivation from within, creating resilience alongside their natural enthusiasm for feedback.

Embracing Big-Picture Thinking While Staying Grounded

Jassy’s experience illustrates the power of seizing unexpected opportunities—something he did as a young professional at Amazon. For Gen Z, embracing big-picture thinking can be challenging, especially with their tendency to analyze details meticulously before acting. By adopting Jassy’s mindset of stepping into challenges with a positive attitude, even when uncertainties exist, Gen Z professionals can develop their confidence in tackling the unknown—a critical skill as they rise into leadership roles.

Building Stronger Workplace Relationships

Jassy emphasizes that a positive attitude fosters valuable workplace relationships. For Gen Z, belonging and mentorship are essential. They’re motivated by connection rather than authority and respond best to leaders who prioritize support and inclusivity. To leverage Jassy’s advice, Gen Z professionals should seek mentors who embody the qualities they admire, not just those in higher positions. This approach creates a more genuine connection, enhancing workplace satisfaction and enabling Gen Z to cultivate essential leadership skills organically.

Creating a Culture of Stability and Growth

Gen Z values stability, especially in a workplace filled with constant change. Marlee’s research suggests that a stable environment is crucial for Gen Z to feel safe and open to different perspectives. Jassy’s emphasis on attitude aligns with this, as a positive outlook can help young professionals adapt to change without feeling overwhelmed. Companies that support Gen Z through routines, mentorship, and steady feedback create a foundation for these employees to take risks confidently, ultimately contributing to a positive workplace atmosphere.

Looking Forward: How Gen Z Can Rise to the Challenge

As Gen Z grows into future leaders, a positive attitude will be a cornerstone of their success. By taking Jassy’s advice to heart, they can balance their strengths in feedback and big-picture thinking with a resilient mindset that embraces challenges. Gen Z’s approach to work can thrive when coupled with Jassy’s timeless advice, leading to a generation that builds inclusive, innovative, and adaptable workplaces for the future. Want to unlock even more insights into the Gen Z members of your team or company? Click here to try Marlee! Powered by AI and decades of research into human behavior, Marlee is changing how generations connect in the workplace and combine their superpowers for organizational success.

People Activation at Work: The Ripple Effect of Great Leadership

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In the realm of leadership, profound lessons often emerge from the simplest acts. Imagine a soccer player, drenched and weary, noticing the child right in front of him during opening ceremonies who is exposed to the relentless rain. Without hesitation, this player steps forward and offers his own jacket to the child. This small yet powerful gesture doesn’t go unnoticed. Inspired by this act of kindness, the other players quickly follow suit. This is the ripple effect of great leadership.

But why does this example resonate so deeply? Why is everyone so moved by the simplest acts of kindness? And furthermore, how the heck does coaching amplify such moments to create lasting change?

 

The Power of a Single Act

Leadership is often misunderstood as a command-and-control display of authority or the execution of complicated ideas and strategies. However, true leadership is more frequently found in small, intentional acts of compassion and empathy. The soccer player’s decision to protect the child exemplifies this beautifully. This single act not only provided immediate relief for the boy but also sparked a chain reaction among teammates. This ripple effect reminds us that small acts of compassion can flood the world with hope and inspire others to act similarly.

The Role of Coaching in Leadership Development

Coaching plays a pivotal role in harnessing and amplifying these moments of compassion. Here’s how coaching can transform individual acts into a broader culture of leadership:

  1. Awareness and Mindfulness
    • Coaching helps individuals become more aware of their surroundings and the impact of their actions. By cultivating mindfulness, coaches encourage leaders to be more intentional and notice opportunities for kindness and intervention, much like the soccer player did.
  2. Encouraging Authenticity
    • Authenticity is at the heart of impactful leadership. Coaches work with individuals to embrace their true selves, allowing them to act from their place of genuine concern and empathy.
  3. Building Confidence
    • Often, it takes courage to step out and act differently from the norm. Coaching builds confidence in leaders, empowering them to take those first steps, just as the soccer player did, knowing they can make a difference.
  4. Creating a Culture
    • Coaches help leaders understand the importance of creating a supportive and compassionate culture within their teams. When one person leads by example, as seen on the soccer field, it sets a precedent for others to follow, fostering a culture where empathy and support are the norm.
  5. Sustaining the Ripple Effect
    • Leadership coaches work on sustaining these positive behaviors. They help leaders implement systems and practices that ensure these acts of compassion are not one-time events but part of an ongoing culture!

The Broader Implications for Leadership and Life

The soccer player’s act of shielding the child from rain serves as a metaphor for leadership across all domains. Whether in the workplace, in communities, or in personal relationships, the ripple effect of great leadership lies in those small, selfless moments. Coaching ensures these moments are not fleeting but become ingrained in the leader’s approach to life.

Remember the old adage that a good leader is the same in public as in private. Well in leadership and life, never underestimate the power of one selfless moment. These moments, amplified through effective coaching, have the potential to create waves of positive change, transforming not just individuals but entire organizations and communities.

What do you or your business do to embrace the power of coaching to cultivate leaders who inspire, act with compassion, and create lasting ripples of hope and humanity?

5 Strategies for Rapid Transformation and Growth Through People Activation

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In today’s rapidly evolving business landscape, transformation is not just a buzzword; it’s an imperative. To thrive in this era of acceleration, businesses must look beyond new technology and processes. The core of successful transformation is profoundly personal—it’s about PEOPLE ACTIVATION.

Accelerating transformation is crucial in today’s business environment. According to a 2020 McKinsey report, companies that embraced digital transformation and innovation during the pandemic were more resilient and outperformed their peers. The urgency is clear: businesses must adapt swiftly to changing market conditions, technological advancements, and evolving customer expectations.

However, a study by Gartner reveals that 75% of transformation initiatives fail to deliver the expected results. The hurdles include capability and skill gaps, burnout, and disengagement from continuous change. Middle managers, in particular, bear the brunt of these challenges, often expressing concerns about their ability to lead their teams through constant transitions.

So, what can leaders do when they face formidable challenges in executing transformations?

At the heart of successful transformations is ACTIVATING PEOPLE. Changing mindsets and behaviors matter the most. Co-creating, understanding, and empathizing with employees’ experiences of change is key. For each employee, transformation is personal. It affects their daily work, their sense of purpose, and their engagement with the company.

5 Strategies for Rapid Transformation and Growth

1. Empathy and Understanding: Take the time to understand employees’ perspectives. Regular check-ins and feedback sessions can help leaders stay connected with their teams. People want to feel seen, heard, and celebrated. Above all, they want to know that what they do matters and creates impact!

  • According to a 2021 Gallup report, organizations with highly engaged employees experience 41% lower absenteeism and 17% higher productivity. Regular check-ins and feedback sessions can significantly boost engagement by demonstrating empathy and understanding.
  • A study by Businessolver found that 96% of employees believe showing empathy is an important way to advance employee retention.
  • A Deloitte survey highlights that organizations focusing on employee experience are 25% more profitable than their peers.

2. Clear Communication: Transparent and consistent communication about the transformation process helps reduce uncertainty and builds trust. Strategically and intentionally including employees across all levels of your organization will create buy-in and personal investment in the outcome of the transformation journey.

  • The Project Management Institute (PMI) reports that ineffective communication is the primary contributor to project failure one-third of the time and has a negative impact on project success more than half the time.
  • A Towers Watson study found that companies with highly effective communication practices enjoy 47% higher total returns to shareholders compared to firms with less effective communication.

3. Training and Development: Invest in upskilling and reskilling programs to address capability and skill gaps. This not only boosts employees’ confidence but also enhances their performance.

4. Recognition and Rewards: Acknowledge and reward employees’ efforts and achievements during the transformation journey. This fosters a positive and motivating work environment.

  • A study by Bersin & Associates found that companies with effective recognition programs have 31% lower voluntary turnover than their peers with ineffective recognition programs.
  • According to a survey by O.C. Tanner, 79% of employees who quit their jobs cited lack of appreciation as a key reason for leaving.

5. Focus on Accelerating Teamwork and Adaptation: Implement Collaborative Tools that facilitate seamless communication and collaboration among team members. Adopt Agile Methods to foster flexibility and responsiveness in teams for quicker adaptation to changes and more efficient project management. Encouraging Cross-Functional Teams to work together on transformation initiatives to promote diverse perspectives and innovative solutions.

  • In the 15th Annual State of Agile Report, 86% of respondents say agile practices helped them manage changing priorities more effectively.
  • A Deloitte Survey found that organizations with high levels of cross-functional teamwork are 4.5 times more likely to be top performers in their industry.
  • According to McKinsey & Company, productivity improves by 20-25% in organizations where employees use collaborative tools.

By focusing on these essential strategies for rapid transformation and growth through People Activation, leaders will overcome the challenges of change, foster a culture of possibility, and drive their organizations toward a prosperous future.

Need help implementing? Learn more about how our coach-sulting solutions will help you unlock success for your workforce in just 90 days!

Are You a Toxic Leader?

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Toxic leaders can devastate a workforce. They may be in charge of the most talented people in the industry, but if they lead in a toxic way, much of that talent will go to waste. A good leader will not only bring out the best in their employees, they will also push them past their limits, allowing them to reach their fullest potential. Learn to identify your toxic leadership traits and you will be able to lead more effectively. You will also reduce your stress and improve overall productivity within your work environment.

Do You Find Yourself Exhausted and Unfilled at the End of the Day?

When you’re stressed, angry, or upset, you don’t function efficiently. You tend to be irritable and often spend more time finding things to complain about than finding solutions to problems. You’re always looking to find fault with others before you look for faults within yourself. This constant and intense expenditure of energy can leave us exhausted at the end of the day. You may feel as if you accomplished nothing and that your entire day was wasted.

Are You Angry or Frustrated All the Time?

If you notice that you’re angry or frustrated most of the time, ask yourself why. The key to being a good leader is knowing your leadership style and finding ways to maximize your own potential. Be creative. Find where your passion lies. Do you enjoy the work you do? If so, then focus on finding your joy in helping others be productive. If not, consider finding a different job. Being angry and frustrated just minimizes your effectiveness as a leader. Take the time to relax and look for ways to enjoy what you do.

Do Your Employees Feel Valued and Appreciated?

A toxic leader rarely recognizes the true value of the people they work with. If you want to become a better leader, take the time to get to know your employees. Find their strengths and weaknesses. Help them identify their talents and then give them the tools and resources they need to make the most of their abilities. Show them how appreciative you are of the effort they put into the work they do. Recognize both individual and team efforts so that everyone can be proud of their efforts.

Do You Find Yourself Taking on the Majority of the Work?

A toxic leader will often take on the majority of the work because they don’t have faith in their employees. This can lead to resentment and may cause employees to not put in the effort they should. If you want to maximize your employees’ potential, encourage them. Delegate duties and then help each employee do a better job. They can only improve if you give them the guidance and support they need to succeed. Instead of stressing over the work, give your employees a chance to learn more and take on more responsibility.

When Was the Last Time You Practiced Self-Care?

The best way to get the most out of your workforce is to lead by example. This includes self-care and encouraging your employees to express themselves. Many employees don’t take time off because they are made to feel as if they aren’t trying hard enough when they do. Speaking their mind can get them in trouble as well. Take a day off when you need it and allow your team to work on their own. Encourage them to speak up when they have a question, concern, or an idea that may be useful. Taking time away and self-expression are great ways to keep the mind clear and more focused on the tasks at hand.

Do You Lack Enthusiasm or Passion?

Another toxic leadership trait is the lack of enthusiasm or passion that many leaders begin to feel when they no longer enjoy what they do. When you get to that point, it’s time to take a short break. Meet with your team and ask them what changes they would like to see in the workplace. Let them be more involved in some of the decision-making steps. Their ideas may be just what you need to find your passion again. Toxic leadership can be the result of depression, anxiety, addiction, or other mental health disorders. Consider talking to a counselor and looking for ways to get back into the swing of things. Becoming a good leader is a learning process. Find your own leadership style and continue to grow with your employees. Working together can bring out the best in both of you.

5 Top Leadership Tips for Next Gen Leaders

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Leaders always want to up their game. They want to become high performance work athletes!  Whether they’re new to their leadership position, switching teams or companies, or just want to level up and be their best, real leaders know they have to put in the work to see the results. Use these 5 simple and proven leadership tips to up your game and create the impact you want to have at work this year. 

Leadership Tip #1: Use Your #1 Communication Tool

What is the #1 communication tool in any leader’s toolkit? Simple – your ears!

Great communicators are great listeners. They listen in order to understand, to make the other person feel heard, and to inquire about solutions with great questions. If you find yourself talking more than you listen, start there. Houston, there is a problem. Challenge yourself to recognize when you are overtalking and really listen to the people around you, your team, your bosses, your customers, family, etc. Then, stop, breathe, and shift to ask one great question that deepens your understanding and insight of your audience. Guaranteed you will be surprised how the simple act of listening changes results for you.

Leadership Tip #2: Let Go of Making it All About You and Needing to Always Be Right

Many leaders are leaders for a reason. They like to be in charge and to take control of situations and solutions. So, one of our most effective leadership tips to simply let go of that need to always be right and replace it with the desire to serve others. Accept and expect that your answer or your idea isn’t always the best one. You need to include diversity of thought. If you create space for others to step up and make their own ideas heard you will win every time. People want to feel that what they do matters, that they are contributing and creating impact. Part of your job as a leader is to simply back off and allow it to happen in the way that makes the most sense at the time.

Leadership Tip #3: Figure Out What People Want

The Platinum Rule has replaced the Golden Rule and it reminds us to treat people how they want to be treated, not how we want to be treated. Start by figuring out what it is your people want! As their boss or manager, figure out what motivates them and their passions, skills, and values. The simplest way to figure that out is to ask them: turn your organization upside down. Having your audiences’ desires firmly in mind will allow you to frame your conversations and interactions accordingly. If you know one team member wants to be a manager, this allows you to tailor your communications and coaching to move them toward that goal. Likewise, if you know someone desires to be home with their family as much as possible, you know you can appeal to them by offering greater flexibility with the time and place of work.

Leadership Tip #4: Improve Your Communication Skills

To step up as a leader who creates real-deal impact, focus on improving your communication skills this year. Learn the art of the question, make a habit of using inquiry to go deeper, listen twice as much as you speak, and use our GPS communication strategy for tough conversations. If you need help and guidance to get you where you want to go, reach out to us about our personalized and on-demand coaching. We ask our client to ask themselves what is in it for the them (WIFThem): the audience.  And then to continue to use inquiry as a tool to solve and bridge any gap. 

Leadership Tip #5: Adopt Simple Systems

On a recent podcast I was asked about my best leadership tip and it is this:

KISS. Keep It Simple Stupid.

The principles of leadership are easy. What’s not easy is the execution. Adopt simple systems to support growth and sustain permanent change. Our launchbox coaching systems focus on actionable and easy to implement 3 – 4 step processes each time. We provide a practical approach not a theoretical one. Our systems meet our clients where they, and their workplace culture, are. It’s been finetuned and tested thousands of times.

Don’t overthink the problem. Tap into something that is proven to work so you can start making big leaps in your career.

Taking the next step in your leadership journey starts with you. Implement our best leadership tips to drive your success and reach out to us to learn more about our leadership coaching for driven and motivated individuals.

Learn to Love Your Performance Review and Up Your Game

Have a performance reviewing coming up? The first step is to take a plain and simple DEEP BREATH: just RELAX. Performance reviews aren’t bad – they are AWESOME. WHY? They are pure, unadulterated opportunities for you to learn and grow. If you really want to crush your goals and up your career game, you have to change your mindset. Here’s how to love them and see them for the true opportunity they are. Use our tips to get the most out of your performance review:

Take a Breath and Receive the Feedback

Instead of getting nervous, wound up, defensive or even angry, take a breath and really set your mindset to engage and listen to what they’re saying. Receive, breathe in and absorb the feedback. If you understand it as one-on-one coaching and training, you can take the BS emotion out of it and really hear what they want you to do to own your success. Even the positive feedback is something you need to really hear and digest. Continuing to double down on your strengths while implementing the ideas your boss has for you to learn and grow is how you will continuously up your game at work. 

Make It About Them

Once you’ve taken that breath, received the feedback, and removed the emotion from it, it’s time to make it about them. What does that mean? It means you need to serve your audience, the reviewer, and cement your relationship. What does your boss really need and want from you? Why is it important that they get it? When you can understand where THEY ARE coming from, you can really see that the feedback they’re giving you is really to help you grow and become better. We call it WIFThem. What is in it for them?  If you understand that, you create greater trust and connection masterfully. If you can do that, they will want to help you even more along the way. That is what you want – more help and support. Which brings me to my next point…

Believe They’ve Got Your Back

Your boss truly does want you to succeed. They’ve got your back. They’ve invested time and money into training you. They want you to be part of their company. They want you to deliver more output, to be happy, to make their job easier, to help them be seamless. If they are smart, they will take it seriously. Serious grooming and training require serious and real feedback that may be hard to digest. Nonetheless, you’re aligned with them. It’s in your interest and theirs for you to be better. By the way, having someone’s back isn’t about blowing smoke up your ____ and telling you how great you are. It’s about supporting you and helping you realize your potential. Having honest, authentic conversations and being transparent about where you can do better. That’s having your back!  If you can understand how to give and take feedback, your game will be better than the rest. So how to make it better? Use this one simple tip…

Ask Great Questions

Now that you’ve accepted and internalized the feedback, you must go deeper and use curiosity to level up. Learn the single best communication tool: how to ask great questions. This is your opportunity to go deep and create trust by showing you understand, respect and value their feedback. Demonstrate that you hear what they’re saying and that you really want to understand so you can implement. So summarize or repeat what you heard and then double down on asking great questions like: what can I do to help you become more successful? Are there any books I could read? Where could I learn additional skills that might help? Can I help with the team? How do I better serve you, etc?  Speaking of serving….

Deliver and Create Impact

This last step happens after the performance review is done, AND it’s one of the most important steps to loving a performance review. After the performance review, it’s time to start delivering and creating impact based on the feedback. Take what you’ve heard and learned and use that to coach yourself to take things to the next level. If you can implement and execute on what you were told would help, you will create massive value for your boss and you will strengthen their trust in you. You will demonstrate that you’re someone who can not only receive feedback but execute. That is why we love performance reviews. Where else do you get to learn, bond and then deliver exactly what they need?

Need some help to up your career game, change your mindset around your upcoming performance review, or help with communication? Or need a little guidance to really implement the feedback you’ve received? Our one-on-one coaching provides you with the personalized, on-demand support you need to quickly level up in your career and life. Click here to reach out to us about getting started. 

 

Three Resilient Career Paths You Should Pursue At The End Of The Pandemic

(Today we’re sharing a guest post from our friends over at Career Karma. With the world starting to open up again, you might be thinking about your next career move. Though no one can predict the future, these three jobs may be among the most resilient choices you can make.)

With vaccines being developed and released for the Covid-19 pandemic, it almost seems as if the end may be in sight. Unfortunately, this virus has certainly done a large amount of damage around the world by putting millions of people out of work and disrupting general trends within the workforce. In fact, American unemployment peaked at a distressing 14.7 percent back in April and has only slowly been recovering.

 If you are a part of the millions who were laid off, rest assured knowing that there are still actions you can take. Not every industry has been completely disrupted due to the pandemic, and there are a number of resilient career paths that anyone can choose to follow and succeed in. Pursuing one of these paths may lead to a long-lasting career, but be sure to choose a path that resonates with your skills and interests.

UX Design

For those who don’t consider themselves to be tech-savvy, pursuing UX design is a fantastic choice. Unlike a more extensive tech profession, becoming a UX designer does not require as many technical skills, such as coding. Becoming a member of this field requires an eye for aesthetics and design thinking, which makes it one of the most accessible tech fields to enter.

As the future comes nearer and nearer, web designers are going to be needed at an increasing rate. Without web designers, the Internet would be full of raw websites that aren’t appealing to the eye. After all, the best way to convince someone to interact with your site is for it to catch their eye.

Contrary to popular belief, a career such as this doesn’t require an extra degree from a traditional institution. Opt instead to attend an accelerated web design bootcamp that can teach you how to become a web designer in a matter of months. Choosing this path and networking to find professionals in your area who you can learn from will help you to set up a successful career in the coming years.

Data Science

Data science is a unique field that not many typically consider. The reason it hasn’t been considered as much in the past is due to its high barrier to entry. Previously, a master’s degree was required to enter this field, but the rise in online education has taken this barrier and shattered it.

 Now, anyone with data analysis skills and an eye for sifting through large amounts of data has the potential to enter this field. InfoWorld has projected that the US alone may have as many as 250,000 job openings for data science by 2024. Clearly, this is a field that has only grown in importance as the number of computers, websites, and subsequent data have increased over the years.

 As mentioned, the barrier to entry that was a master’s degree has been partially removed by new forms of education. New data science bootcamps, as covered on Bootcamp Rankings, have the ability to teach students everything they need to know about the field in a matter of months. With an average length of just over a year, these bootcamps are a great choice for working professionals, or those looking to get back in the workforce.

Coding

Coding as a general skill can help you land many jobs and open new doors that were previously closed to you. The skill became prominent over the last decade and has resulted in a number of jobs being created. Languages such as Python, Java, HTML, and C++ rule the industry, and developing skills in any of these can help you stand out in the future.  

As with data science and web design, there are bootcamp you can attend, completely online of course, that will teach you anything and everything about your chosen coding language. This is a great strategy for anyone who just lost their job, or is simply looking to develop an impactful skill in their free time.

Conclusion

A global pandemic isn’t something anybody could have predicted 2020 would have in store, but we all had to roll with the punches regardless. We are fortunate that it seems the pandemic is coming to an end in the near future, but there are still many pieces to put back together. Don’t be afraid to jump into a new career that will last you for years to come.