Sean Campbell is a well-regarded consultant, speaker, author, trainer, mentor, educator, founder and CEO of Cascade Insights. He's delivered talks for Fortune 50 companies and top tier conferences around the world and has written extensively on technology and business topics.

He's been a professional services firm owner for more than 20 years. He specializes in helping organizations find success and opportunity in the B2B tech sector via market research insights, smart strategy, and powerful messaging.

Top Takeaways:

1. Effective writing skills are crucial in remote sales as there is less face-to-face contact with potential clients. Many sellers lack the ability to write persuasively and concisely in their emails, which hinders their success.
2. Remote sales require sellers to rely more on written communication to convince prospects, schedule meetings, and convey their value proposition. The ability to write cogent and compelling emails becomes essential in establishing meaningful connections.
3. The shift to remote sales revealed a lack of writing proficiency among some sales professionals. The absence of in-person interactions exposed the limited writing skills of colleagues who relied on face-to-face communication to get their message across.
4. Specialization and narrow focus are key to standing out among the overwhelming volume of emails prospects receive. Instead of attempting to sell multiple offerings in a single email, sellers should identify the one thing they do exceptionally well and align it with the prospects' pain points or objectives.
5. Understanding the reader is crucial in writing effective sales emails. Sellers should prioritize researching and studying their prospects to create personalized messages that address their specific needs, challenges, and interests. The value of an email is determined by the reader's perception, and tailoring the message to resonate with their priorities is paramount.
6. The ability to sell virtually is becoming a crucial skill that salespeople will need to have permanently. Virtual selling provides opportunities for efficiency and effectiveness, even if face-to-face meetings are possible.
7. Building relationships and connections can still be done virtually, but there is value in in-person interactions, especially for brainstorming sessions or complicated projects. Being in proximity with one another allows for organic conversations and relationship building that is harder to replicate digitally.
8. Virtual communication requires different management skills. Managers need to learn how to effectively manage teams remotely and create an environment where employees feel comfortable admitting when they don't know something. This encourages open communication and problem-solving.
9. The productivity challenges during remote work may not be solely attributed to employees' time management but can also be a result of the loss of in-person interactions and relationships. Companies need to find ways to bridge this gap and foster collaboration and connection in a virtual environment.
10. The return to the office debate should consider both the advantages of in-person interactions and the skills that can be developed and leveraged in a virtual setting. There are valid arguments for both remote work and office-based work, and finding a balance that suits the needs of the organization and its employees is essential.

Top 3 Takeaways:
1.     Read and watch things you disagree with. 
2.     Learn how to write better. 
3.     If you’re remote, pick up the phone. 

Connect with Sean:
Linkedin: https://www.linkedin.com/in/seancampbell/
Website: https://www.cascadeinsights.com
Email: [email protected]&l

Antonio Garrido has over twenty-five years in senior leadership positions with world-class businesses. He is an expert in leadership transformation: shaping high-performance leaders out of highly stressed and overworked leaders. Antonio blends his own vast commercial experience with proven techniques to embed a unique brand of leadership development. He is a serial entrepreneur, successful business coach, charismatic speaker, and leader from small private businesses, right up to Fortune-60 size. 

Takeaways: 

• Having a clear understanding of what makes a bad leader is essential for modeling effective leadership. 
• Self-reflection and daily evaluation are crucial for leadership growth. By consistently asking ourselves if we've earned our money and if we've tried our best, we can hold ourselves accountable and strive for continuous improvement.
• Effective leaders possess a high level of self-awareness and engage in reflexive and reflective practices. This helps them identify areas for improvement, adjust, and achieve better outcomes for their teams and organizations.
• Journaling can be a valuable tool for leadership development. 
• Wisdom comes from evaluated experience, not just time served. Leaders should understand their knowledge and skills need continuous development.
• Building resilience and adaptability are crucial aspects of future-proofing. By establishing flexible processes, fostering a culture of innovation, and embracing change, businesses can position themselves to overcome obstacles and seize opportunities in evolving markets.
• Technology, such as AI and chatbots, is revolutionizing the way we work and interact. Keeping abreast of technological advancements and leveraging them appropriately can give businesses a competitive edge and contribute to their long-term sustainability.
• Embracing insights and aha moments. Insights can either occur naturally or be developed as a muscle through regular practice and deliberate effort.
• Future-proofing involves developing leaders at all levels of the organization. By investing in leadership development programs, nurturing talent, and creating a learning culture, companies can cultivate a pipeline of capable leaders who can drive innovation.
• Encourage constant learning and adaptation. Leaders should consistently learn from their experiences and apply those learnings to adapt their strategies and approaches. 
• Strategic planning, where leaders explore different possibilities and potential outcomes, should be an ongoing and dynamic process rather than a once-a-year event. 
• Encourage a culture of asking for and offering help to promote a supportive environment where resources, knowledge, and effort are shared to achieve collective goals.
• Collaboration is a critical aspect of future-proofing organizations, going beyond cooperation to a culture of shared resources and mutual support.
• Building a collaborative culture starts from the top.

Top 3 Takeaways:

Leaders:
1. Start journaling to increase your self-awareness – go to mydailyleadership.com to help start journaling.
2. Take a subjective assessment to find your weaknesses and strengths.
3. Encourage people to collaborate to make the world a better place. 

Connect with Antonio:
Read his book: www.mydailyleadership.com/book
Email: [email protected]
Website: https://www.mydailyleadership.com
LinkedIn: https://www.linkedin.com/in/antoniogarrido

On today’s show we talk about how to get your company to stand out in a crowded marketplace. 

Quinn Curtis has spent the last 15+ years rocking juicy brand and marketing strategy for startups, cool causes, small & large businesses, inspiring entrepreneurs, network marketers, authors, speakers, politicians, e-commerce, charter schools, creatives, and non-profits.

Key Takeaways

What's a purple cow and how can one go about finding one?

• It’s about finding clarity on what makes you special and unique. 
• A lot of companies ask for help finding their purple cow (like it’s out there), but it’s usually right inside their heart and vision that they’ve had all along.   
• Every company needs their three uniques:
  • 1 or 2 might be the same as another company, but not all three. It’s the combination that’s the purple cow to the business.

What are some of the ways you help a company find their purple cow?

• Take a day to have a vision day. What do we want this business to look like now and in the future. 
• Getting it down on a whiteboard. What unique qualities do we want to claim?
• Important to put your stake in the sand and claim who you are. 
• Getting clarity is the hardest part. Once you’re clear, you just need to spread the word about it. 

 How do stand out when it feels like every company says the same thing?

• Get really clear about your target market. A lot of your purple cow comes from how clear you are about your target market. You can’t communicate to everyone. 
• Let people experience your company – don’t just say things at them. 

 How do you find your target market?

• Do research. Leverage AI to help confirm your target market, not find it. 
• Connect with the hearts of your target market.
• Don’t go after a target market just because there seems to be a lot of opportunity there, focus on what you like the most about your company.
• Just because a market seems saturated doesn’t mean there isn’t opportunity there –  just  be clear about what your product does different and home in on that.  

How do you see AI disrupting marketing in general?

• We’re moving into a space where creativity is the new currency. Knowledge is cheap. Creativity is a new muscle. AI can mimic it, but it can’t replace it. 
• Humans can be empathetic and connect to people’s hearts, and AI can only take inputs it gets. 
• The emphasis of our education and society should be on creativity, emotional intelligence and problem-solving not just getting the right answer (that’s easy to do with technology). 
• AI is going to push us to operate on a higher level of ethics.

What’s most impactful to rise about the noise?

• Look at your funnel – what is your marketing to sale process. Make sure your bottom funnel is on track. 
• Video is a key place to explore– not many businesses are leveraging video well and there is a lot of opportunity there. 
• Test your message using a free platform like TikTok to try out talking organically about your brand.

Top 3 takeaways

• Don’t be intimidated by a crowded marketplace. Just show up to serve. 
• You don’t have to use all the platforms. Figure out what works best for your company.
• Quality of quantity always wins. People will notice. 

Connect with Quinn:

Website: https://disruptiveadvertising.com/         
LinkedIn: https://www.linkedin.com/in/quinn-curtis/     

On today’s show we talk about why we can’t expect people to leave their personal life at home.

Natalie Boudou is an executive coach and facilitator working with executives, senior management, and leadership teams from a wide range of corporates and international organizations. She's a specialist in the field of resilience at work. Her expertise covers areas such as agility, positivity, emotional intelligence, and communications skills. She helps clients to define their objectives and needs and to improve their performance at work. Throughout her career she has excelled at coaching teams and getting the best out of people and she brings this passion and skill to her coaching practice. Natalie has worked closely with multinationals, the U.N. and NGO’s developing resilient leaders and highly engaged and collaborative teams.

Key Takeaways

What’s wrong with the philosophy that people should leave their personal life at home? We are complete human beings, and our power is not just how we work, but also what we bring to the workplace. We can’t check our emotions at the door. 

Does having to hide your emotions at work become a burden for employees? Yes, when you can't express your emotions freely there’s an emotional labor that takes a toll.

Is there a problem with people being themselves too much at work? It’s important for people to have emotional intelligence to understand their feelings so they know how to handle their emotions at work. They need to learn how to dial them up or down based on the situation. A lot of this has to do with the organizational culture, are emotions embraced?

Do our emotions ever lie to us? As in, “This is hard so I should just give up.” That's an example of a mindset, which are usually unconscious. Sometimes acknowledging the emotion associated with a way of thinking can be helpful to realize a mindset you have.

What about stereotypes in the workplace?

• There are stereotypes about how different genders should act. Women have been portrayed as too emotional which has been used against them, especially when they move up the corporate ladder.  Male stereotypes have to do with not showing emotions.

What are your recommendations for organizations to break down stereotypes?

1. Create clarity that stereotypes of the past are not valid. 
2. Give employees flexible work arrangements to create equal opportunities between genders, especially around family. 
3. Get curious about how it feels for people to be at work and what they think could be improve. 

How do encourage employees to share more about how they are really feeling?
1) Ask questions 2) Listen  3) Care about the answer

How do you create an atmosphere of trust?

• The team leader needs to be fostering this safety and the rest of the team can support it. 
• Have an open team discussion to set up ground rules about what will make the team feel safe.
• Leader needs to show vulnerability.
• Feedback should be regular and constant. 

Advice to be a good listener?

• Think about your challenges to listening. 
• Ask others how you are as a listener?
• Give yourself time. Think of listening is a long-term investment.

Top 3 takeaways:

1. Check in and get curious about what people say.
2. Especially with hybrid teams, be more intentional about having an emotional connection with your team members.
3. Take time to listen to people. 

Connect with Natalie:
Website: https://www.human-force.ch/
LinkedIn: https://www.linkedin.com/in/natalieboudouexecutivecoach/

On today’s show we talk about aligning your organization to accelerate your strategic goals. 

Nishika de Rosairo is a serial entrepreneur and leader who has spent the last 18 years focused on two key things – people and impact in organizations ranging from Deloitte Consulting to Apple, Cisco, Salesforce, Levi, and others, to the startups of Silicon Valley. On a mission to unlock the human potential of the world, she founded HumanQ to address the pain points felt by both individuals and organizations in having access to the right development opportunities.

Key Takeaways

What are the building blocks for alignment?
• Small companies are usually aligned, but as they grow, they become more siloed and misaligned. As companies grow, leaders need to consistently think about where people need to be aligned.

What are some tips for organizational alignment?
• Don't overcomplicate it. Provide good information that’s easy to understand.
• Build an employee purpose driven company. Individuals are the base layer, and they should receive the most investment from the company.

How does a leader begin to unlock potential in their organization?
• Start with strategic priorities. Are your people equipped to fulfill the company’s charter?
• Initiate a discovery session to ask key questions.
• Work with a leadership coach to challenge your mental paradigms.

How do you approach organizations losing alignment because they are doing too much at one time?
It’s about focused attention. It’s one thing to take an action and have it result in one outcome, it's another to take an action and have it result in many outcomes. The latter is a mindset change to increase capacity in an individual.

What are the things that stand in the way of unlocking potential of an individual.
• Company culture and the sense of psychological safety.
• Leaders can't be everything to everyone, so it’s important organizations invest in employees with a growth mindset who can coach themselves and others as well.
• Don’t be tied to old practices. Is there a new and better way to do something? Always be open to be inspired to change things up.

Any advice for how to change soft skills?
• Know the difference between training vs coaching. Coaching is focused on changing thinking.
• Consider the benefits of group versus individual coaching. The right type of development is key to change.
• It’s all about keeping up the momentum of change with ongoing coaching. Think of coaching like tuning a piano…

What does group coaching look like?
• No longer than one hour. Call this the “golden hour.”
• Utilize assessments to track metrics.
• Create one action item people can walk away with.

What are some myths are coaching?
From the employee, coaching is only for when you aren’t performing well. However, it can be a regular activity that's positive and transformational.  From a leadership perspective, HR is seen as a slow-moving administrative support function. Instead, HR can be a more dynamic and innovative function of the organization that challenges existing models.

Within coaching, how long until a leader will see results from their team?
6 weeks but it is recommended to keep going for 12 months. Constant momentum is important. The biggest mistake is to approach coaching as one and done.

Top Takeaways:
• Challenge your way of thinking around development and what it really takes to win as a company.
• Question what has worked in the past to see what could increase your ROI and realize your organizational charter. 

How to Connect with Nishika:
Website: www.humanq.com
Email: [email protected]
LinkedIn: https://www.linkedin.com/in/nishikaderosairo/

On today’s show we talk about the power of perspective.

Robin Osborn has a 33-year history of being at the helm of her small family business in Southern California. Her remarkable entrepreneurial journey started at the young age of 21! She managed over 40 employees with a current employee retention record of over 30+ years. She has an intuitive understanding of both the employee’s and customer’s needs.

As a consultant, she provides the secrets to strengthening key components of a business. She helps leaders discover a simple yet powerful way to run a company providing a path for more focus, growth, and enjoyment.

Key Takeaways

How we get ahead of fire fighting in organizations?

• Leaders must focus on prioritizing and delegating tasks. 
• Take time to understand the actual problem. 

What can leaders do about false alarm emergencies? 

• Utilize DISC, a powerful tool to create cohesiveness and understanding of each leader. 
• Focus on the outcome first. An issue can have many different issues wrapped inside of it but what are we actually solving? 
• Avoid the crazy 8, when everyone is spinning around without really understanding the problem. 
• Make a decision while also training everyone around you to help solve the problem. Delegation is critical to avoiding fires. 

 How to get to root cause of problems organizations face?

• Create better meeting that have a clear agenda. 
• Use the 5 WHY? Ask why 5 times during a meeting. to help spark curiosity and problem solving.
• Have difficult conversations. 

Why do people avoid have difficult conversations?

• They don't feel safe having them. 
• Leaders must create a culture of trust even in conflict and they have to be comfortable with difficult conversations.

How do you turn around unhealthy behaviors from employees without seeming negative?

• As an executive it starts with you.  Base your feedback on the company values. 
• Show you care about your people and consistently let them in on what they are doing well. 
• Ask open ended questions to let them know where you’re coming from.  
• Be impeccable with your word. The more a leader is willing to work on improving themselves the better they can connect and lead others. 

 How can an organization hire for culture as well as skill set?

• Be clear during the hiring process about the core values of the company.
• Ask potential employees open questions about their values to make sure they’re a good fit.
• Interview with the right questions and really listen to the answers.
• Avoid hiring too fast. Take time and do multiple interviews if needed. 

How do you approach someone with a different conversation style?

• Refer to the Five Dysfunctions. First, we must have the foundation of trust. Then we do want healthy conflict in a team to make good decisions. 
• Make the space safe to disagree and make sure everyone knows conflict is not personal. 
• Start recognizing the conversation styles of others. Make an effort to come to another

Top Takeaways 

• Look at yourself in the mirror and ask yourself if you’re in alignment with your values and aspire to be your best self. 
• To learn more about DISC, check out Robin’s website at https://robinosborn.com/

Ways to Connect with Robin Osborn:
Website: https://robinosborn.com/
LinkedIn: https://www.linkedin.com/in/robinosborn/

On today's show, we discuss getting unstuck and out of your own way.

Theresa Lear Levine’s personal struggles with trauma, high-functioning anxiety, and ADHD kept her in a holding pattern of dissatisfaction and stress for longer than she likes to admit. Eventually, it led to exhaustion, insomnia, and major difficulty being present in her own life. All those negative feelings melted away when she cracked the code to her nervous system, taking responsibility for her own well-being, and elevating her consciousness in ways that truly restored her feelings of calm, clarity, and confidence. 

 Theresa is an EFT Master Practitioner, Law of Attraction coach, and Energy Strategist. She’s the founder of Becoming More Me where she helps professional women to get out of their own way and resolve their innermost pains, traumas, and challenges so they can fully enjoy their success and present moments. 

Key Takeaways:

 What is EFT?

Emotional Freedom Techniques regulate our nervous system utilizing our Meridian system, which is the same system and end points that would be accessed for a deep tissue massage or acupuncture. In the same way that these techniques can release physical pain, we can use techniques to release negative emotions and beliefs. We can release these things by thinking a negative thought and then tapping on various points located all over the body. By focusing on the negative and doing this in a certain sequence, we can elevate to a new perspective. There are many scientific studies about this, showing that it can change the way you feel physically or emotionally about current issues, past traumas, or worries about the future.

 How do you identify that you have a problem that could be helped by EFT? How do you determine the source of the problem?

There's usually something you've identified that keeps happening over and over that you don't like and wish you could get past. We work backward as far as possible to earliest negative memories. At the end of any real work is the finding of true love, acceptance, and forgiveness, which completely shifts and changes our feelings physically and emotionally about everything.

 What does the process look like?

You'll think about a negative issue, such as a headache. You'll say something expressing how much you don't like the headache, but you want to love, accept, and forgive yourself. Then tap on the specific points that have been shown to release these feelings as you express the negative. It may need to be repeated. The process is the same for a physical issue or an emotional one. 

3 Top Takeaways:

• Take the time to slow down. Take a deep breath.
• Tap into your intuition so you can make decisions from a centered place.
• While you find yourself ranting about something that is bothering you, just try tapping one of the EFT end points and see how it goes.

If you'd like to experience what it's like to do EFT Tapping with Theresa, you can access the session we did together by requesting her private sessions resource absolutely free at theprivatesessions.com You'll receive access to dozens of EFT sessions that are packed with value, nervous system regulation, and therapeutic breakthroughs!

More ways to connect with Theresa Lear Levine:

Website theresalearlevine.com 

The Becoming More Me Podcast Becomingmoreme.com 

Instagram @theresalearlevine 

On today's show, we discuss the value of optimizing your organization.

Anne Hill a certified Director of Operations, a business owner, wife, and mother. She took her experience building processes, teams and businesses in the healthcare space and started her own. And while she started as a Physical Therapist and Rehab Manager, she now spends her days rehabbing and restoring businesses. 

For the last 10 years, she has helped entrepreneurs set their businesses up for success by building teams and processes that work…even when they are not around. She helps people feel less pain and more joy as an entrepreneur (isn’t it funny how life can take a turn, only to come full circle again?). 

She can help you create realistic SOPs…or hire a kick-ass team…or figure out how the heck to build the business you’re dreaming of…so you can step away – whether it’s for a morning off or a desperately-needed family vacation. 

Key Takeaways:

What contributes to the lack of efficiency and effectiveness of a business?

Growth causes communication issues and role changes. Businesses have to evolve and adapt processes as they grow.

What are some preventative measures businesses can take as they scale?

Company-wide training helps to make sure everyone is on the same page and working toward the same goals.

What are some tools to help create that alignment?

Leadership should first be aligned in business goals and values. Then, they will more likely hire people aligned with those things and train them in that way.

What are some symptoms for a larger company to identify that may mean there is a problem?

• Revenue will plateau. 
• Team members won't be as motivated or feel like they bring value.

How does a company know where to start with improving?

• Identify the big areas by looking at the metrics to determine where things are stagnant. 
• Talk to the team members to get their impression.

How do you determine what the future state of the business should look like?

It's about learning what the vision is from conversations with the leadership and the team members. Then we can reverse engineer processes that will get the company to that future state.

What is the biggest pitfall?

The biggest pitfall is when a business focuses all its energy on putting out fires rather than taking the time to really look at ways to improve.

Teams with structure are more efficient. To operate effectively, a team needs to know:

• Where to find things
• Where to get information
• How to communicate
• What the expectations are

Process documentation is important at any company size. It's vital that the documentation provides an overall framework while still allowing for creativity for employees.

What about KPIs?

Every department should have KPIs. If we don't track things, they won't get enough attention. For the business as a whole, we should limit them to 3-5 to stay focused.

3 Top Takeaways:

• Remember who you are as a business and why you do what you do.
• See how what you do fits into the big picture of the business.
• Focus on communication. Make standards and expectations clear.

Connect with Anne Hill:

Website: https://hilltopoperations.com 

LinkedIn: https://www.linkedin.com/in/annehill/ 

On today's show we discuss what to do when you're not getting the results you need.  

Jason Scott founded of 120VC to help people, leaders, and teams get things done that really matter. He's uncovered some universal truths along the way: organizations are optimized for the results they're getting, and to get different results, humans need to perform their jobs differently. He is also the founder of  the Transformational Leadership Academy, a bestselling author, and a keynote speaker.

When a high functioning team is not performing well, how do you go about diagnosing the problem?
·       Figure out who is struggling on the team. The problem is almost always a person.  

·       Find out what that person is missing to be successful at their job and help them find it.  

·       If they are unable or unwilling to work together on what is missing, the leader can help them move into another role where they can be successful.

When an individual in a team is not performing well, what advice do you have for them?

·       When an individual feels like they are not succeeding, they're miserable. A good leader is going to work to help find out what's missing for the individual.

What are your thoughts on failing projects: 

·       Projects fail due to poor leadership, period.

·       If you're not getting the results you need from a team, try something different with the team and then measure if that improves or diminishes the desired result.

Best practices to reach best project outcomes (KPIs):

·       Make sure you can articulate why the change needs to be done. 

·       If you ask humans to their jobs differently, they must understand and feel the problem we are solving is important enough to put themself at risk and be vulnerable.  

·       When you have a change project, start by asking: Who are we going to ask to do their jobs differently? Who is going to be doing the work?

It's about commitment not compliance or agreement.  

·       As a leader, don’t ask for people to agree – which is from their head, ask them to commit, which is from their heart. 

·       Lead by giving people the ability to choose their own path.  Allow people to choose to follow you.

What do you do about performance reviews when people are not on board? 

·       Whenever you launch a project you need to rationalize your why. 

·       To get to your why ask what problem are you solving? Does it improve customer satisfaction? Does it improve team satisfaction? Does it improve profitability? 

·       Then ask: Is there demand for this? To test a project demand, create a brief presentation asking: How does this drive company vision? Why do we need to make this change now? What will happen if we don’t make this change? 

·       Ask for people to give you experience shares, not advice or opinions.

Top Takeaways: 

·       You don’t have to be talented to be successful. You just have to do the work. 

·       The meaning of life is people. If you care for people on your team and support them to be as successful as possible, they will succeed for themselves and for you. Control is not necessary. 

Connect with Jason: 

Websites: https://120vc.com/ 

LinkedIn: https://www.linkedin.com/in/jasonscott120vc/ 

On today's show we discuss how to uncover untapped potential in your team.   

Dr. Clint Ladine is a leadership and success coach, author, and former professional basketball player. His clients include renowned restaurateurs, super bowl champions, and C-suite executives. He's delivered coaching leadership development programs in both the profit and not-for-profit realms and he is the author of Power Coaching: Stand Out, Get Unstuck, And Energize Your Leadership.

Clint's credentials include a Master's degree in leadership and a Doctorate degree of Strategic Leadership and Executive Coaching from Bethany University. He holds more than 13 years of organization development experience and 15 years of executive coaching experience.

Clint lives in San Francisco with his wife of 27 years and five kids and has served as the president of the North of Market Community Benefit District and is currently serving on the Stonestown YMCA Board of Directors as the chair of the fundraising committee.

How does coaching in basketball relate to coaching in corporations? 

• Coaching is about maximize potential to ensure the teams are working cohesively.  
• One of the jobs of a basketball coach is to manage egos and get people to work together in the best way, similar to a corporate coach. 

When you have a team. How do you help them work together?  

• Help each person understand their why in relation to how it helps the community or corporation as whole.  

What type of things get in the way of coaching or people reaching their potential? 

• The ego, or "I can do it alone" mentality. There's a greater impact when people work together.
• To work through this, coach people toward an abundance mentality.

Do you think leaders still need to be the smartest in the room and know it all? 

• This mentality still exists today, however successful leaders actually exercise humility not superiority.
• For leaders, humility is the highest skill set. 

What role does leader vulnerably play in building teams? 

• Vulnerability plays a big part of leading. If you want to know others, you need to be known. 
• Start with being vulnerable in small chunks to build trust. i.e. share a mistake 
• Being vulnerable might not always go as planned.

What do you do with a toxic team member? 

• Have a crucial one-on-one conversation with team member - asking questions to understand the team member's perspective:
  • What do you love about our team interactions?
  • What can I do as a leader to better motivate you? 

What are limiting beliefs? 

• Beliefs that prevent you from executing your full potential
• We've built up beliefs in our lifetime and we don’t even know they exist until we talk to a coach to unearth them.  
• One way to identify a limiting belief is to look for the word because.  The because is usually not true.  

Do you recommend affirmations? 

• Yes. People need to hear positive reinforcement - they usually don’t get enough, if any at all.
• Affirmations build positive pathways that lead to more individual success.

Top 3 takeaways
1) Hold on to your vision for yourself personally & professionally. Strive for that vision. 
2) Build others up. Help others fulfill their dreams. 
3) Be kind to yourself. Reframe & continue to build on the positive. 

Connect with Dr. Clint Ladine:
Website: https://www.successfullycoaching.com
LinkedIn: https://www.linkedin.com