If you’re looking to show up to work with increased confidence, trust, ease, and wisdom during your next challenging conversation, try these 4 practices for shifting your team dynamic and communicating better at the office: Be Mindful Of Your Judgments And Interpretations, Increase Your Capacity For Discomfort, Cultivate The Quality Of Your Presence, and Remember Your Values. 

When confronted by a difficult conversation, frustrating email, or challenging personality at work how do you respond? Are you calm, present, and regulated, or do you tend to lose control and rule with an iron fist?

If the switch from reacting emotionally to staying present and balanced is harder for you, you aren’t alone. Don’t be discouraged if you need some help working through your default programming, it’s likely had a hold of you since childhood.

Do you invite your team to challenge the way things have always been done at your organization?

Great leaders don’t get locked into the “that’s the way things are done around here” syndrome. Instead, they give their employees the autonomy to solve their own problems, freeing up space to do their own big work, while also empowering their team to grow and develop into the most impactful version of themselves.

Does this look like professional success to you?

Working 12+ hour days, chasing the next deal, putting out fires and constantly feeling exhausted, thinking of your family when you’re at the office, and the office when you’re with your family. You sleep poorly, your workouts and stamina are becoming a distant memory, and you can’t remember the last time you actually flirted with your significant other? 

Then why are so many of us working and living this way? And what do you do to change it?

How do we fix the not fixing?

While quickly providing solutions to employees’ problems can be tempting, given your pressing deadlines and long list of important tasks, consider the value-building approach of asking them the right questions, which include benefits like helping them develop their problem-solving abilities, creativity, and resourcefulness.

Try a 5-minute self check-in exercise to build self-awareness.

If you find yourself struggling to inspire and motivate your employees, and keep them feeling supported so that they can do their best work, I’ll tell you what I tell my clients—it’s not your fault, it’s human nature.

Your work is no longer about believing you have to have all the answers, all the time, and telling others what to do, instead it becomes seeking input from the team around you and empowering them to get the job done.

Have you ever wondered how I made the shift from Wall Street to Operations, to Executive Coaching? Last week I sat down with Dr. Chad Prevost and Dr. Shelley Prevost from The Big Self Podcast and Big Self School to talk about my journey from Leadership roles in finance and healthcare to coaching today’s leaders how to have more impact and less stress at the office and at home.

Finding yourself stuck in a cycle of triggered reactions to stressors at the office? Looking to eliminate the stress, overwhelm and expectations on your relationships? Follow these easy prompts to begin a journaling and self-reflection practice, resulting in more impactful, sustainable results in the boardroom and at home.

Stressed, Yelling, and Overwhelmed? Struggling to consciously choose how you want to respond? Want to push performance boundaries, show up as your best, and maintain the necessary focus and resilience to achieve your goals, I’ll tell you what I tell my clients--it all begins with a deep breath.

Don't dwell on feelings of overwhelm, letting them knock you off course! Dealing with the overwhelm effectively is less about managing time and tasks, and more about managing our thoughts and emotions. Learn to handle your teams complicated feelings, thoughts, and emotions.

“How can I be a better leader and motivate my team during COVID?” Is the number one question in my inbox at the moment.

From those just getting their seat at the table, to the ones having led their teams for decades, they all find themselves in this new unfamiliar territory.

I’ll tell you what I tell them…

His emotions were hindering his ability to deal with things the way an effective leader should. I also heard him say that he believed emotions, especially those of a CEO, don’t belong in the workplace. So even though he felt them, he never showed them. He always thought that a good leader was unfailingly strong and didn’t let his feelings get in the way of success. He was wrong…