Am I the missing piece to your puzzle?

"One key question I ask clients struggling to determine their next steps is, “How do you envision your life in 10 years?” This prompts them to create a clear vision to serve as their North Star. With this vision in mind, they can identify micro goals that align with it. While specific goals may evolve, the steady vision helps clarify immediate actions, even in a rapidly changing landscape."

"The CEO could integrate restorative practices, such as community-building circles, to ensure psychological safety during controversial times. These circles allow team members to discuss sensitive topics in a structured, respectful environment, guided by a trained facilitator. This approach fosters open communication, strengthens the team and ensures diverse perspectives are heard without the risk of alienation."

"I partner with clients to co-create an accountability plan that honors their autonomy and wisdom. A key tip for fostering accountability and progress is helping clients deeply understand their “why.” When clients know why their goals personally matter and believe in their ability to achieve them, it boosts intrinsic motivation, which is far more powerful than extrinsic motivation."

"Imposter syndrome can harm job performance, satisfaction and health. Dr. Valerie Young, co-founder of Impostor Syndrome Institute, offers a framework: Normalize by showing self-compassion and understanding the source of imposter feelings. Reframe your views on competence, failure and criticism to see them as growth opportunities. Keep going with support; confidence will build with practice."

"Many leaders misunderstand that they have to be all-knowing. This can result in various destructive patterns. It can keep them from fostering and integrating the talent and wisdom of employees, make them closed to receiving feedback, and lead to a lack of job fulfillment for everyone. Transformation happens when leaders are comfortable with not knowing and are leveraging the talent and wisdom of others."

"Quiet quitting is a symptom of employees feeling exploited and disregarded. It’s an employee’s way of saying, 'I’m tired of this one-sided relationship, and you’re going to get no more than what you give!' To manage this, managers can seek to honor and manage the employer-employee relationship as one in which both have important needs to be acknowledged, regarded and negotiated."

"One creative way to leverage internal influencers is by creating a TED Talk-style series where they share their expertise, experiences and insights. This could foster a sense of community by allowing them to highlight shared values, celebrate wins and encourage personal development. It would also create a platform for open dialogue, boosting engagement and connection across the enterprise."

"A common misconception is that psychological safety means comfort. In reality, it enables candid dialogue, honest feedback, healthy risk-taking, learning from mistakes and constructive conflict - even during difficult, uneasy conversations. Growth requires discomfort, and true psychological safety ensures individuals can face those moments without fear of attack or retaliation."

"Instilling a sense of belonging is key to a performing organization. When people don’t feel like they belong, it impacts their mental and physical well-being, lowering engagement, resilience and problem-solving. Leaders must care about this and be about it, embedding belonging as a core value in the organization’s strategy, treating it as both important and urgent and fostering it daily."