When we expect the best in others, and create from the belief that that "best" is possible, then we can move mountains. Creating intentional community is part of that mountain-making, part of embracing the tenets of courage, compassion, connection and commitment in our relationships so that we can proactively build a culture that reflects the same. Why allow yourself or those around you to accept workplace reality as nothing more than a series of habits, reactions or negative resentments from some distant past in the workplace to define the "NOW"? In this show, we will cover the three approaches needed to break the hold on isolation that occurs when we subscribe to business as usual, instead of business at it's best!

Big I- Using the highest self (our words) best self, big picture self to envision what is possible ...... versus creating from the little "i" - personality

Exercising the power of compassion to look at our selves and others as works in progress- if they could do things differently, they would....

Choosing resilency over resistance ....recognizing our own resistant reactions to letting the past go, living in the now versus choosing conviction- staying the course and holding a vision no matter what your current "reality" looks like---being patient, allowing the process to unfold in each person as you guide that big picture

Regret has a way of creeping up on you and your career. It creates resentment where none needs to exist, so why do we let it interfere with risk taking? Whether it is fear of failure, embarrasment, rejection or even fear of accomplishment, regret has a way of paralyzing our vision of self- potential. In this show, we will talk about what you can do to help yourself take more risks and avoid the "Regret Trap".

It happens to all of us, usually when we least expect it. We are just not on the same page. As a matter of fact, we are not even in the same BOOK…Yes, we are all laughing because we know it to be true, but when you are in the middle of a performance evaluation, an important meeting, a public conversation, or any interaction, sharing the SAME outlook is critical. What is the source? Where does it all begin? You might not be surprised to know it is expectations…Have you shared yours? We will cover the three key things you need to know to get on the same page.

How does GroupThink affect perception and objectivity in the workplace? Because it is not a conscious process, it can drive decisions toward limitation instead of inclusion and creativity. If you or your team is stuck in "habitual" decision making, this training will provide a new approach to old issues. Assist your employees and managers with understanding group think and how it can derail an organization’s plans for the future by listening to this radio broadcast.

Have you ever worked with someone that (most) everyone sees as a "nudge"? Have you ever been on a team with someone who just drives everyone crazy? Have you ever had to work closely with someone that just, literally, drains your energy? Wonder if that someone is you? It need not be a life-theme of yours. It could just be a "temporary" set back, when you are just not your buoyant self. However, regardless if it is you, someone else, long term or temporary, there is a core reason that creates "isolationism". In this radio show, we will cover what you need to know for others, yourself and investment in your "like-ability."

We all have had "difficult" managers; however, sometimes difficult becomes management by fear or intimidation. The tragedy is, many of these leaders and managers do not KNOW that this is how they are managing. With years of going uncontested, even encouraged by cultures that allow this approach to leadership, a manager can not only lose their potential to excel, but can drive away great employees and take departments down in the process.

And yet, the good news is - change can occur.

Everyone has the capacity to change, when they are given the feedback they require and the concrete intervention and coaching they need to step into their full potential

Check all that apply below based on experiences you may have had in the past or even the present. Use the key at the bottom to get a reading on what action should or could be taken.

The need to control others actions by micro-managing detail or situations in which the employee has proven competency

Secret telling is the norm rather than the exception

Employees are resistant/hesitant to share their perceptions because of retribution

Favoritism towards specific employees is occur.

Have you ever found yourself in a situation where you heard yourself say, " I can't believe they would do that?". Well, it happens, often when we least expect it. Betrayal is a fact of life and unfortunately, when so many are driven by fear, it happens just as often in the workplace.

Whether it was a confidence shared, a project executed, or a personal betrayal, the initial effects are the same- denial and anger. Once you are able to acknowledge these emotions, you can begin the most important chapter of this "life lesson"- what can I learn about MYSELF?

When we consider that every relationship we have with others in some way reflects our beliefs about ourselves, then even disappointments such as these can make sense.

Here are a few key questions to ask yourself:

Am I too trusting?

Did I have a blind spot to this persons behavior?

Was I ignoring the "signs" that pointed to questionable trust?

Did I spend more time "fixing" or "fighting" the situation than was needed?

Did I get a "gut feeling" at any time that I ignored!

When you choose to look at the situation with eyes wide open,

willing to see what you might have missed,

then the learning becomes easier. No one is perfect- including you.

And you know what? That is really okay.

"Karen" was late for the second time this week.

She arrived at work, and within 15 minutes pulled out her phone to text.

Telling a joke around 10 am, she got her co-workers to laugh until they cried. Returning to their computer screens, they smiled, thinking how great it was to work here when she was "on her game".

At 1:45 pm she was 20 minutes late returning from lunch.

In the middle of the afternoon rush, she triaged a demanding customer, and they walked away to sing her praises.

Confusing two crucial orders, her supervisor happened to catch her mistake and corrected it before it would have cost the department thousands of dollars.

Have you got the picture yet?

Karen" is your nightmare employee. Why?

Because she calls you to be THE critical thinker, objective and measured, strategic and compassionate- all at the same time.

I have met many "Karens". So have you.

Well meaning, even talented, they wreak havoc on the remaining staff and create chaos for the department.

In this weeks show, we will cover how to know when to cut the cord and do it in a way that serves everyone.

HI often will hear clients complain that no one listens to them in the workplace (and at home, for that matter!). Now, we know that it is likely an exaggeration that no one listens; however, when you perceive there is a theme going on in the listening department, maybe it is time to take a little stroll down the behavioral boardwalk!

Consider these questions to gain more clarity:

What does it look like when people ARE listening to you?

Become conscious of what feels good to you, what listening actually looks like in your world? When you can be clear about your needs, you can share them with others. Once your co-workers and friends know what you need, the ball is in their court to meet you half way.

Do you say things that are worth listening to?

As human beings, we tend to gravitate to others of like mind or philosophy. Basically we like to spend time with people who make us "feel good". What kind of energy boost or drain do you offer others? Are you complaining more than you realize? Could you be using relationships as a dumping ground for your toxic emotions? Is it time to put a deposit in your relationship bank and focus on listening to what others may need or want?

Hey, you never know, you just might shift things if you shift your own perceptions....

If you are looking for a solution to any interpersonal dilemma,

the greatest success begins with a "Self Inventory"

HI often will hear clients complain that no one listens to them in the workplace (and at home, for that matter!). Now, we know that it is likely an exaggeration that no one listens; however, when you perceive there is a theme going on in the listening department, maybe it is time to take a little stroll down the behavioral boardwalk!

Consider these questions to gain more clarity:

What does it look like when people ARE listening to you?

Become conscious of what feels good to you, what listening actually looks like in your world? When you can be clear about your needs, you can share them with others. Once your co-workers and friends know what you need, the ball is in their court to meet you half way.

Do you say things that are worth listening to?

As human beings, we tend to gravitate to others of like mind or philosophy. Basically we like to spend time with people who make us "feel good". What kind of energy boost or drain do you offer others? Are you complaining more than you realize? Could you be using relationships as a dumping ground for your toxic emotions? Is it time to put a deposit in your relationship bank and focus on listening to what others may need or want?

Hey, you never know, you just might shift things if you shift your own perceptions....

If you are looking for a solution to any interpersonal dilemma,

the greatest success begins with a "Self Inventory"