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Why Your Team Doesn’t Need You To Read Another Leadership Book

If you have ever felt stuck at the top of a leadership ladder, you’re not alone.

You’ve read leadership books, attended personal development workshops and enlisted the services of a coach and still have not found a path forward to get a different result. You start to wonder if you’re no longer cut out for this line of work.

I’ve been in a place where I question not only what I’m doing but if I’m really making an impact at all. No book out there really tells you how to lead differently from a place of  your own personality. In fact, no book can help you because you are unique. However, what I’m about to suggest is not rocket science, but a question for you to ponder. 

What would your leadership style look like if you led from a place rooted in joy? 

Joy is a place where you can play, be spontaneous and exist with no effort. Think of those moments in your life where you experience joy. Is it watching a child excelling at sports? Is it experiencing the exhausted accomplishment of crossing the finish line of a 5k run? Is it serving food on the table for family and friends? Maybe it’s a good book, read in solitude from beginning to end. We experience these feelings in our personal life and then check these feelings and ways of behaving at the door when we enter our work environment. What some may call boundaries, I call a missed opportunity for a higher level of leadership.

What if we showed up at work like we show up in our personal life; would that get you a different result? 

Is it possible to share our personal experiences at work without being judged? Those same activities that bring us together as a community outside of our organizational doors are the exact activities that lead to high performing teams. While I know companies that enlist programs to try to bridge the gap between work and personal life experiences, this is not something we revert to the community building committee. Being an authentic leader means connecting with your team outside of task-oriented communication. This is a journey for you to ask yourself deeply, can you be your authentic self at work? If not, should you still be a leader?

Showing up as you is the only way you will get a different result, people will follow you and you will leave a lasting impact. 

I have felt like you in my business life, so while I write about myself, I can be sure there are 10 others reading this post who feel the same and don’t know how to break free. Let me share with you a few tips that will help you go from simply leading to a role where people will follow. There is a difference!

  • Laugh more – when we allow ourselves to “giggle” or “humf” a bit more, the soul is pouring through and people will see what’s inside
  • Smile more – for some this is hard because work is serious stuff. I had to force myself to smile more and with time, those muscles took over in how I show up. I also show my teeth more. I was very self conscious about the gap in my front teeth, but no longer am. When I smile, I feel more confident and people feel it and connect better. 
  • Move more – we need to deprogram ourselves from society when parents or teachers say “sit still.” This squelches our expressiveness and hides the child inside. I now stand at my desk during interviews which allows more of myself to pour through in the conversation. Moving more will make you stand out and peoples energy will respond to the increase in the energy you project
  • Celebrate your imperfections more – people respond to our quirks and mistakes. This is not about failure, but more about what we stumble on that we often apologize for vs. laugh more at. I can’t tell you how many times I would re-record a video because I would trip over my words. Being a fast talker and thinker, when the two are misaligned, I trip over my words. But for someone intently listening may not notice. So it’s simply who you are. Celebrate it, laugh at it and move on! Others will celebrate you because you are brave enough to acknowledge these and give them permission to be themselves and not apologize for mistakes. 
  • Tell people how you feel more – when you can share with someone how you feel in response to something they said or did, this is the ultimate connection with another person. Taking a pause in the conversation and reverting from the exchange of information, but your reaction to the information, creates a whole new dimension in relatability. For example, right after I finished a podcast interview with someone, I shared with them that they almost made me cry when they shared their bit of wisdom. It was so relevant to feelings I had about myself and the validation that it was okay. When we pause and connect with people, the relationship exponentially grows. This individual and I are now super fans of each other’s work

If these tips do not make sense, you might ask yourself another question; do you know your authentic self or is it long buried away in who you used to be?

If you’d like a bit more time to kick around your thoughts on this article, let’s book a call to discover your authentic leadership style. 

The CEO’s Compass: Your Guide to Get Back on Track – If you’re that leader who feels in their gut something is off track, this could be the resource for you.

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Resources

Good Reads

The Gamechangers Guide to Radical Success by Tevis Trowler is what I’m currently reading and it makes so much sense when it comes to mindset and fulfilling your potential. I recently interviewed Tevis and can’t wait to bring the conversation to you via my podcast, The Drop In CEO. 

Good Music

Loyalty Remains by Veigar Margeirsson another inspirational epic song that helps me get into creative flow when writing. All of Veigar’s music is uplifting and I recommend you check out his work. 

Good Advice

“Instead of reinventing the wheel, I need to talk to people that have already done this on a much higher scale so that I can humble myself and learn. I need to be the student.”

–Nicole Espinosa

Listen and subscribe now: https://podcasts.apple.com/us/podcast/the-drop-in-ceo/id1498953914

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Three People You Need in Your Support System to Prepare for Tomorrow

I pride myself in thinking differently. Like you, I have clients and team members that depend on my insights and leadership skills.

But when the buck stops with you, it can often make decision-making an isolating task. The stress this imposes on C-Suite leadership is one of the main causes of burnout.

So how do we mitigate the stress of constant decision-making and the responsibility that comes with it? Just as a construction crew builds a foundation to support skyscrapers, CEOs should be building a solid foundation of support figures to allow for future growth.

As leaders we need a safe space to think and ask better questions.  I want to awaken leaders to the support systems and advisors you need to invest in today to be better prepared for tomorrow. 

You need a Public Relations / Media expert on your team

Now why would I say media is important to your business? You have a Marketing Manager, a social media team and if you’re big enough, someone adept at corporate communications. Leaders feel that they have all the bases covered when communicating their message both internally and to the external ecosystem.

The problem with this logic is that you have the systems in place only for when things are going well. This lacks risk based decision making and leaders are caught off guard when things go south.

Having a media expert will enable you to build relationships in the community, in the media, trends in the market place and have visibility to risks in your industry and human perception of what you do. You need to proactively be building trust and education amongst consumers of your products, services or those simply watching you. When a competitor has issues or the industry is getting unwanted attention, you have already created a mitigation strategy to manage the viral nature of information.

Having someone who understands the industry and the position your company is in will allow you to stay ahead of any issues and act quickly in the event you need to adjust your public messaging.

You need a Human Capital Strategist

The “great resignation” is not a surprise. The symptoms of people wanting a different way to pursue their careers has always been there; we’ve simply not seen it as a risk. When the pandemic accelerated our ways of working, we now have a new issue that needs to be cured like it’s a disease worse than the pandemic itself.

The real problem is leaders either don’t know what is simmering below the surface of their human investments or choose to ignore it for the more tactical work in their day to day. When leaders take the time to ask better questions like how will I protect my investments in my human intellectual property and capacity, we might be better prepared for the future.

We start to ask questions about the characteristics of the generation coming into the workforce preparing to attract and retain that talent. What if we had a military escalation and lost both men and women from the workforce, have we evolved our successors to step in sooner than later? If there was a world-wide outage of infrastructure and loss of connection with our employees, how would we communicate with them to assure business continuity?

While bleak, asking these questions while things are going well allow us to make decisions with confidence proactively, rather than pivoting at the last moment. The foresight of an expert in this field allows you a window into the future and the ability to create a plan before it’s needed.

A Chief Mindset Officer replaces the 800 lb gorilla in your boardroom

When we say things like ‘that person is difficult’ or ‘that person doesn’t have the skills needed for the next level’ or even the infamous ‘we’ve always done it that way’, the mindset of an 800 lb gorilla in the room is your biggest risk for unleashing potential and sustainability.

There is an infinite amount of research and strategy based on mindset and how to help our people achieve one that aligns with our organizational goals. However, too often we see problems with team mindset and we accept it as is. If leaders have some short-term consciousness, they may choose to mentor someone or send them out for training to ‘fix people’ and their mindset.

But how often does a leader take the time to understand their own mindset, that of the individuals they lead and the collective mindset or culture created by the leader?

We waste so much time and money when we fail to address our own mindsets in our daily leadership. When we ask people what they think, how they see themselves, how they see others and what they’re capable of (or not), we start to see the great divide in what is possible and unleashing human potential.

What would it look like if you had a resource on your team that partnered with you to evolve the collective mindset of your people? Would people have more confidence? Would teams perform at a higher level? Would your problems move from managing poor performance to everyone is a high performer and how to keep feeding the engine of exceeding expectations? 

How to create your own support system

Before you immediately dismiss the idea of adding three more people to your payroll, consider your immediate needs and a few creative ways to slowly add to your circle:

  • Rather than keeping a media expert on staff full time, you could hire a consultant to come in regularly and discuss trends, competitive messaging, and audit your current communication efforts to catch mistakes before they become habits
  • Determine the area of leadership you feel is most challenging and join a mastermind of peers that focuses on that topic. This is a great opportunity to find trusted resources, discuss problems and exercise your own credibility as an expert in your space.
  • Ask your high performers who they trust for personal development and consider hosting an event or workshop. Some lessons are better heard from different voices. Create relationships with thought leaders that can help you support your team while you focus on the growth goals of your organization.

If you disagree with what I propose, then let’s engage in a conversation that promotes future thinking and better preparation for tomorrow. 

If you agree with what I propose, how do you move one step forward to being the leader everyone else wishes they could be? If this is you, let’s book a call. 

The CEO’s Compass: Your Guide to Get Back on Track – If you’re that leader who feels in their gut something is off track, this could be the resource for you.

Resources

Good Reads

Speak Inside the Box: On-screen Presentation Tips for Speakers, Trainers, and Leaders, by Dave Bricker This book was enlightening when my entire world was confined to a computer screen and learning how to technically and strategically continue to make a connection with your audience. Dave Bricker has also become a trusted partner of The Drop in CEO Brand and you should check out his profile 

Good Music

When Leaves Dance by Shoshana Michel As the season starts to change in the northern hemisphere so does the music to inspire me when I think or I write. This piece is so full of playfulness of the leaves falling, the wind swirling bringing in cooler air and also a sense of wonderment of what lies ahead. That is the phase I am in right now as I prepare for the next season of my business and immense possibilities. 

Good People

“As leaders, we need to know what our personal mission, vision and values are so that we can use those as a competence to help us in times of difficult decision-making.” –Chuck Cooper

Listen and subscribe now: https://podcasts.apple.com/us/podcast/the-drop-in-ceo/id1498953914

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3 Questions for Leaders Facing Burnout

Waking up in the morning with my mind going faster than I can write my to do’s on my list is a bad sign.

My checklist is full of things like networking, blog writing, cold outreaches to potential clients, prepping for an interview, prepping for this week, prepping for next week, but it’s all in pursuit of my goals, right?

Here’s the hard truth: the hustle is not getting me any closer to my goals, and it’s probably not working for you either.

A wise person said to me recently you have all the right pieces, but you have to give yourself some air. Why “air” I asked? And that’s when they said, sometimes trying too hard is met with some resistance from the universe saying stop pushing so hard; similar to an airplane taking flight. Resistance is good, but sometimes going too fast is met with even more resistance.

If you’ve ever questioned why doing everything “right” still isn’t producing the results you want, the reason could have nothing to do with how hard you hustle.

Following the advice of others has to be tempered by what feels right to you and serves you vs. serving others. We do need to serve others and pay it forward to help the entire ecosystem whether you work for someone or work for yourself.

However, we have to pause and evaluate if chasing these goals really helps us to achieve them.

Here are a few questions to consider on how your actions are helping you to achieve your goals:

  • Does the activity make sense to you or are you only following the advice of a “guru” promising fast results?
  • Do you feel good about doing the activity? If it stresses you, it’s probably not right for you
  • Do you get signals that indicate the activity is making an impact? If not STOPPPP!!!!

Now, the other piece of advice I can share with you I learned from Dorie Clark. When our goals are large it’s sometimes hard to determine what progress looks like and we need to look at what Dorie calls “the long game.” The most important thing to think about when it comes to progress is if your actions feel good to you and you’re getting small “raindrops,” you may be on the right track. 

So how do you stop chasing your goals and start attracting results? I recently had a discussion with my friend and colleague Jeffrey Shaw about this.

Here are some examples of attracting your goals, feel free to modify for yourself:

  • Instead of asking people to be a guest speaker, consider creating your own Lunch & Learn and attract the people who really want to hear you speak.
  • Instead of hoping for a promotion for all the hard work, ask for feedback on what you are doing well, what can you start doing that will position you for a promotion. You’ll quickly learn if a promotion is on your horizon or you should start looking in another direction.
  • Instead of networking heavily in one networking group to try to find the people who value your work, navigate many until you find the one that does not feel like networking, but you can build meaningful relationships. 
  • Instead of trying to keep all your commitments and feeling overwhelmed, consider downsizing them so the ones you maintain give you joy and fulfillment.

I recently took a short pause and cleared my calendar of all the complexity I had created and felt soooo good! I have a clearer mind and now can see what serves me and what does not. While I’m a bit superstitious and don’t want to share what has recently happened to me, let me share that I can see that slowing down just a bit is already getting me closer to my goals. I’m hopeful to share some of these in stories to come.

What I’d like to know now is what you think about what I’ve shared with you and how by not chasing goals actually gets you closer to your goals. If this is you, let’s book a call. 

The CEO’s Compass: Your Guide to Get Back on Track – If you’re that leader who feels in their gut something, this could be the resource for you.

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Good Reads

The Long Game: How to Be a Long-Term Thinker in a Short-Term World by Dorie Clark. I haven’t read this book yet, but let me tell you if it’s anything like her last 3 books, you will be inspired. We discussed her new book on the podcast and I just received my copy. I’ll be sharing my thoughts on social when I’m done. She’s also written Stand Out, Entrepreneurial You and Reinventing you

Good Music

Passaggio by Lavinia Meijer

Sometimes a tune like this gets the mind focused on the task at hand. Each week when I write these posts, while I love to write, I also may procrastinate. I want to create content that is meaningful to you. This song was exactly what I needed to get focused and be in service to you!

Good People

“When you build connections with people who are outside what you’re doing, that’s actually where you have the greatest potential to change your direction and to learn dramatically new things.” – Dorie Clark 

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The Aftermath of The Road Less Traveled

If I had a dime for every time I took the road most traveled, I wouldn’t have enough for a cup of coffee. Call it stubborn (as my mother would say) or simply leading with the childlike curiosity of asking “why,” my life is rich by traveling the road less traveled. 

But how do you help your team deal with both the successes and failures of traveling adventurously?

Leadership requires you to lead people down the path of changing, evolving or growing. What I find missing is we rarely give leaders a compass to know what to do once we’ve come through to the other side; the aftermath.

Aftermath: the consequences or aftereffects of a significant unpleasant event.

When you think about “high fiving” your team for a job well done, did you ever pause and reflect on the impact of that change with your team? Sure we help people get ready for change, navigate change, but how much do we spend with them addressing the aftermath of change?

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The answer is simple – not enough. Leaders often don’t take the time because like squirrels, we’re off chasing another nut. The problem is you’ve left your team feeling somewhat deflated because you haven’t taken the time they need to evaluate the impact of change. After any transition your people need time and feedback to stabilize the new state of being before chasing the new nut.

Leadership in action

We had an aggressive requirement to get 100 people through problem solving training across 8 plants and like most operations, we executed flawlessly. However, we left people in shambles because we had conducted the training, yet people were not given time in the day to practice their craft. We achieved the goal, but the aftermath did not get us any closer to where we needed to be. We needed to be critical thinkers to resolve issues and prevent them in the future. I see this over and over again when we “high five,” yet we are no closer to improving the experience of having issues or repeat issues. That is why leaders are so often “off track” and unsustainable.

Navigating the aftermath of this change, we debriefed the experience. We agreed the training itself was good, but how we delivered the training was all wrong. We went back and created a Problem Solving 2.0 to create critical thinkers vs. checking the box on training. We kept what was good in the training and added new experiential learning elements to enable learning. We also took our time vs. being pressed by the higher leadership because checking the box would yield a bad result and going down a different path would leave a lasting impact. We later saw a significant improvement in both internal and external problems. 

Leadership requires a different way of thinking and managing the aftermath of change is new muscle we need to develop. 

Here are three things you need to do to manage the aftermath of change:

  • Check in and ask how is everybody feeling
  • Leverage the Feedback model from The CEO’s Compass and ask them to think about:
  • What should we continue (what went well)
  • What should we start doing (what should we do to enhance the outcome we achieved)
  • What should we change (what should next time so we don’t detract from the outcome we want to achieve)
  • Does this change lead us closer to our outcome? (gut check to assure everyone is still aligned and keeps them in a reflective mode)

My challenge to you is this: Think about a recent change in your organization and could you use these tips NOW to help your team regain it’s confidence in the aftermath of a recent change? 

Let me know how you applied these tips. 

I see and feel the leader such as yourself who is going through major changes in their organization. When we meet, you are keenly aware of a need for a different approach and see the value in an external set of eyes. If this is you, I truly want to learn more about what you do first. Let’s book a call 

Resources

The CEO’s Compass: Your Guide to Get Back on Track – If you’re that leader who feels in their gut something is not right, let’s talk. If you “high fived” your team after a major project, only to feel in your gut it’s not right, think about this resource. A recent acquaintance said after they read the first chapter, they put down the book and had to think about their situation. This could be the resource for you. 

Good Reads

Unlock the Sales Game by Ari Galper

Oh my! I have been following the guru’s when it came to extending my offers and I had it all wrong! I’m excited to have met the author and we’ll be recording an interview on the Drop in CEO Podcast. You got to read this and realize your gut was right all along when it came to selling! 

Good Music

Awake-Megan Wofford 

Sometimes I procrastinate on my weekly social media blogs and while my copy editor patiently awaits my content (shout out to Amanda Lund!). I use music such as this to get me in flow and squeak in my content under deadlines. 

Good People

I usually post from past episodes, but this week I’m doing something differently. I really, really want you to put a note on your calendar to listen to my solo episode on Friday. I feel for certain people it can be life changing and I’m honored to share a story from my life and how I am transformed because of it. 

“I hope you are inspired to not live a life of what could have – of being just so close, but living one with a purpose and moving forward down a road that you know who you can be.” – Deborah Coviello

Listen and subscribe now: https://podcasts.apple.com/us/podcast/the-drop-in-ceo/id1498953914

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Harness your Grit in 3 Easy Steps

Have you ever had a moment of panic when a client asks you to do something new and you don’t know how to do it? There’s a term for that “magic” that happens between fear and success: Grit.

While the uneasy feeling of new challenges can be overwhelming, those times are also the source of great creativity.

I have 3 easy steps I use every time I need to harness my own Grit:

1) Breathe

2) Breathe

3) Breathe

Stay with me – I mention breathing three times for a reason:

Breathing, in addition to being vital to human existence, slows down your heart rate, allows the body to take in more oxygen and ultimately signals the brain to wind down.

It also balances your hormones- lowering down cortisol levels and increasing endorphin rush in the body. When you can slow things down, it clears the mind to allow more creativity.

Breathing, in conjunction with good posture like at a standing desk or working on a whiteboard sends more oxygen to muscles in your body and brain to enable creativity to flow.

Breathing, when you have achieved the result and reflecting on your work, such as a deep sigh of relief is paying respect to you as a human.

You have worked hard to get in the right mindset, you’ve done the physical and mental work and now it is time to breathe. Breathing in the context of self reflection is an exercise of your leadership muscle. 

I once had a client ask me to help him create a suite of documents to satisfy a requirement for which I had no experience. When I shared that I had no experience, he said: “We’ll learn together.”

The lesson here is when we come to the table with grit and do the hard work to get a result, people remember that. They remember you for the commitment, the tenacity and the courage to do what is needed.

What does Grit mean to you?

Do you see it as the characteristics you need to take on a challenge, or do you see it simply as something messy that you shy away from? Next, if you think you have Grit, do you have the capabilities to press forward?

If not, think about the breathing techniques I have outlined here. If you still want to talk about personal development for your unique situation or your team, I invite you to book a call, it’s free. Aren’t you worth the investment of time in yourself? 

For more insights about Grit, listen to my podcast this week with Nicole Brown, Chief Innovation Officer at Open Book Extracts. 

The CEO’s Compass: Your Guide to Get Back on Track – relates to Grit in chapter 3-Compass Point: Peace of Mind and Finding Your True North. Be sure to get your copy to learn more. 

Resources

Good Reads

Good to Great by Jim Collins

A classic and everyone should have this in their leadership library. It’s a story of staying the course with the right people and with consistency and grit, moving from just good to great. 

Good Music

Don’t Stop Believin’ by Journey

A great song that is a story about pressing forward. I get really jazzed about this one on the treadmill.

Good People

“You can leverage what you’re good at in any industry. Companies are looking for those all-around athletes, people who have skill sets and tenacity and drive and curiosity and passion to play a role and be an asset.” – Nicole Brown 

Listen and subscribe now: https://lnkd.in/dfxK2DA

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Your Team Doesn’t Need Another Certification

I asked someone I really respected, what do I need to get ahead? They told me to get an MBA.

At the time I was raising three kids, chasing three ferrets and managing a career. The idea of adding MBA classes to the mix was enough to make me dizzy. Even later, when I was interviewing for a Director of Quality position and didn’t get the offer, I asked what was missing. They responded that I had great credentials, but I was missing my PCQI certification in Food Safety. I did eventually obtain that, but I question what was the value as I already had demonstrated competency in that area. 

What is the value of certifications? 

I could get myself in trouble because there is big business behind higher education & the certification industry, but that is secondary to what you need to do to elevate the impact of your team.

At surface level, certifications are proof that someone has the knowledge necessary to complete a specific task. An MBA serves as a testament to a knowledge base of business strategy and leadership skills.

However, when leading your own team you already have an understanding of what your individuals are capable of. Sending a team member off for a certification or an MBA while they are already juggling the job duties of your organization plus the responsibilities of outside life is sure to cause a dip in productivity at best and total burnout at worst.

Customizing Leadership Development

As leaders of high performers, we can identify the gaps of our team members and find the right strategies and resources to help them elevate their own skills on their own time. We do this through mentorship, trainings, and most of all business development books.

I wrote The CEO’s Compass: Your Guide to Get Back on Track, to be a resource for the CEO going through rapid transformation. Many of the chapters around People, Process and Platforms are aimed to equip your people with the tools for greater impact. Why certify when they can gain all the knowledge at your fingertips?

I truly care about giving you the resources you need to elevate your team. During my research for the book I have met and developed relationships with an outstanding network of people. I would still be struggling had I not found these amazing people who do purposeful work and how they’ve helped me; now they can help you. These resources provide you tools to complex engagement such as public speaking, messaging and negotiation:

Laura Sicola who’s book – Speaking to Influence can help your team speak with authority and make an impact in how they drive conversation and decisions. 

David Bricker who’s two books Story Sailing and Speak Inside the Box enhance the individuals influence by weaving in story telling into their presentation and best practices for virtual engagement. 

Karyl Eckerle author of The Image Impact teaches you the importance of both internal and external messaging. Nothing is worse when your people present information, but how they show up confuses the receiver of their message. 

Moshe Cohen, an interesting title, but ever so practical, he has shared his work through Collywobbles: How to Negotiate when negotiating makes you nervous. This was an amazing resource to provide tips when engaging in dynamic conversations to gain a result. 

What are you doing to elevate your team through resources, workshops, training, professional development to elevate your team’s impact?

A small investment into growing the intellectual assets of your company can pay dividends for a lifetime. Be a leader and forget the certifications. Your money is better spent in leveraging other resources. The reason I say this is once certified, it’s a one and done and often sits on a shelf without application. Leveraging resources and engaging in mentoring behaviors will leave a greater and lasting impact on you and your team. 

Now let’s talk so I can connect you to the rest of my network to elevate your team!

Resources

Good Reads

The Self Employed Life by Jeffrey Shaw

What can I say? He’s been writing about my entrepreneurial journey since I first found him 3 years ago. I know him personally and have had the honor of interviewing him on my podcast. His work is noble in creating the entrepreneurial ecosystem that can help propel your business forward. I’m grateful to know him and you should check out all his resources.

Good Music

Dancing on the Light by Richard Dillon

This song is light, but also pensive and serves me when I’m seeking to get into creative flow. It’s filled with possibilities and takes you on a journey to create beautiful works. It helps me both with writing and jogging. Enjoy!

Good People

“Always lead by example, especially early on. Be the first one there and the last one to leave.” – Jack Brendamour

Listen and subscribe now: https://lnkd.in/dfxK2DA

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An Open Letter to the Future of Leadership

I believe in creating the future you want.

Today is the official “Book Birthday” of The CEO’s Compass, and while we take a moment to celebrate, I am also looking toward the future.

The following is a letter written for the future leadership who have embraced The CEO’s Compass and every leader who has supported me and my vision along the way.

August 24, 2022

Dear Peace of Mind Leader,

I can’t tell you how thrilled I am to see how The CEO’s Compass has impacted so many leaders to find their True North or “Peace of Mind” based on the insights from the book. When I set out to write this book, it felt necessary to distill all my experience and hundreds of interviews into a resource for you. My intention starting November 2020 was to change the course of leaders one at a time. While many seek the validation of being a #1 Best Selling Author; that vision does nothing for the leader who needs a compass to get back on track.

I want to thank first and foremost the leaders who had the courage to see the value and invite me into your organizations. It takes vulnerability to have conversations about feeling off track, but you and your team were open to assessing and thinking differently. Thank you for allowing me a glimpse into your business.

To the professors who equipped their students with a new way to assess their leadership skills, thank you. In a business landscape that is ever-changing, I’m inspired by the passion of students and their mentors alike. I can only aspire to support leaders as they go beyond and strategy and focus on the humans behind high performing organizations.

I’m especially thankful for the leaders in the Professional Networking Organizations who found value in me speaking to your community. While the audience was engaged and afterwards we chatted and I signed a few books, the most compelling conversation happened as we were wrapping up the evening.

A young professional came up to me and started to thank me for the talk. Then they said: “For so long I worked hard in my job, obtained additional certifications and followed the advice of my manager on what I should do to get ahead. After listening to your talk, I realized my mindset and confidence was holding me back. All the hard work was not going to pay off until I shifted my mindset.”

These stories from one individual at a time are those that fuel me to continue to engage with anyone who feels off track and needs a compass. I’m grateful for all who supported me during this journey to enable me to grow so many leaders.

As we close out 2022 with these amazing stories, I reflect forward to seeing how many individuals we can impact by The CEO’s Compass and help more leaders get back on track in 2023. If you are that leader who wants to change the trajectory of your career, your team and your business, let’s talk!

Thank you to all and I wish you continued success.

Deborah A. Coviello

Founder of Illumination Partners and The Drop in CEO

Author of The CEO’s Compass: Your Guide to Get Back on Track. 

Resources

Good Reads

The Long Game by Dorie Clark

This book is due for release September 21, 2021, but as we project forward, I know this is going to be a game changer. I’m a fan of her work having read her three previous books and you should visit her website for great resources. Her most recent assessment resource based on The Long Game gives you a glimpse into this book. 

Good Music

Victorious by Veigar Margeirsson

As you may have noticed, I’m a fan of epic songs that lift you to achieve your greatest results. Listening to his song and this artist always elevates my creativity and endless possibilities. I’d love to hear what you think of this music! 

Good People

Dorie Clark

In the spirit of projecting into the future, I am thrilled to be able to interview Dorie as part of The Drop in CEO Podcast today! She may not realize it, but her books were instrumental in evolving my brand and goals as I navigated into entrepreneurship. I know I’ll be inspired by the conversation as I get to know the person as well as the inspiration behind her new book. I can’t wait to bring this conversation to you. Think about a person who has inspired you and have you let them know? 

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How to Inspire your Team to be Open to Change

I remember last curling season we were facing the top team in our league. I felt challenged and exhilarated at the same time. I knew this team’s strategy and I knew if I played their strategy against them, I would narrow the number of points between our scores and avoid humiliation. What I didn’t expect was that we nearly beat them when we decided to change our strategy!

What would it look like if leaders changed their strategy when it came to change?

What if we shared the change with our team and rather than discussing why it is hard, instead use a SWOT assessment to understand our capability to navigate the change? The SWOT assessment (Strength, Weakness, Opportunities, Threats) is an amazing tool to distill what you are good at, starting at a place of strength and then identify risks and actions to close those gaps. 

At the game, I turned to my vice skip and said we were going to play a take-out game; which meant every shot my opponent placed in a scoring position, we hit their rock out of play. My vice skip at first was unsure because that was not our typical game. I convinced them that that if we played a different and more riskier strategy we would upset them and they would have to play a defensive game. With that self assurance, the vice skip went back to the rest of the team and told them the new strategy. While it wasn’t the game we normally play, it’s a game they were ready to play to get a different result. 

My team’s strength was a “can-do” attitude. Their weakness was that the take-out shot was not their best shot, but they were willing to push themselves to deliver on that request. Their opportunity was if we played a different game, we would at least reduce the number of points our opponent could score. And finally the threat was my mindset to deliver on a different strategy and would I have the confidence to lead. 

As leaders, we need to show confidence in the wake of change, share risks associated with the change, but also with enthusiasm that the team would grow together. Your leadership is not necessarily about the result, but taking your team through a process where they feel like they can trust you. That is your legacy and why we should grow to feel more confident in navigating change. 

It was the second to last shot of the game and the score was tied 7-7. The fans were quiet as they watched the top team close to a loss. The opposing team was also unusually quiet as they saw their winning streak possibly coming to an end.

As I took my last shot; a very challenging take-out on the edge of the 8 foot ring, I made it to lead 8-7. As I walked back to my vice-skip, we knew we had already won the game despite the score. The opposing team made their last shot and took out one of our stones and then placed a 2nd one in play giving them two points for a 9-8 win over us.

The result did not matter, but instead the team unified behind a challenging task and a change of strategy that win or lose, we were victorious!

You can be an inspiration to others by taking risks, building trust and achieving success: making change a process for growth. Remember:

  • Explain the change so they understand
  • Ensure any concern is addressed with empathy
  • Build Trust by embracing the strengths of the team and exuding confidence to navigate uncertainty. 

If this story inspires you; think about someone who could use The CEO’s Compass: Your Guide to Get Back on Track; that gives you actionable tools to gain results in days vs. months. This resource can be your compass or someone you know who is going through transformation and needs just a few minor changes to get major results.

You can find my book on Amazon or other favorite book outlets. My podcast The Drop in CEO is a free resource to gain insights and inspiration from industry leaders and elevate your career or business outcomes. 

To learn more about curling (I could talk about it for hours) or have a 15 minute chat, let’s book a call!

Resources

Good Reads

The CEO’s Compass: Your Guide to Get Back on Track by Deborah A. Coviello.

I would be remiss if I did not share this resource with you. I’m quite proud of it as well as the people who supported me. This resource picks up where the leadership books left off: giving you the tools to open up your mind and show you how to achieve results in days vs. weeks. I can’t wait to hear what you think of it and who you can hand the compass to, to leave your legacy. 

Good Music

Runner by Dustin O’Halloran

I’ve changed my tune as I actually like running and this is a piece that picked me up as I muscled through the first mile today and as I’m preparing to run another ½ marathon. It’s a daunting task, but I’m up for it. Enjoy this song. 

Good People

Rick Maurer: How to Help Your Team Embrace Change I was so inspired by what Rick said about change and resistance. When it comes to resisting change, it boils down to: a) I don’t understand it, b) I don’t like it, c) I don’t trust it or “you”… As leaders, we have to be mindful to address these concerns and show you care. Ultimately we must show respect to the human; the change is secondary. 

#ceo #theceoscompass #dropinceo

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Why You SHOULDN’T Read The CEO’s Compass

In case you’re on the fence about whether or not The CEO’s Compass is right for you, I wanted to take a moment and emphatically say… maybe.

The truth is, The CEO’s Compass is a strategic, action-based book. This isn’t a light beach read, or something your retired Aunt Sadie is discussing with her book club (unless Aunt Sadie is a high-powered CEO and in that case I would love to meet her!)

I’ve spent the past several months talking about what’s inside The CEO’s Compass, but now that it’s out in the world I think it’s time to be clear about who SHOULDN’T read the book.

The following are a few reasons why The CEO’s Compass may not be right for you:

You’re not interested in improving your leadership skills

Being open to change is a critical skill in leadership. But if your current team is operating perfectly and you see no reason to adapt new strategies, this isn’t the time to crack open The CEO’s Compass.

Your organization does not experience change.

A recent study showed that over 75% of organizations anticipated mitigating at least five firm-wide changes in the next three years. In the world, and especially in business, change seems to be the new constant. However, if you are part of one of the rare organizations that is always consistent and never needs to adapt to new circumstances, there is no need to identify the gaps in your current operations or create a strategy to help you sleep better at night.

You have already identified all of your leadership blindspots

Organizations who are experiencing high turnover rates, sudden supply chain issues, and lowered customer satisfaction often struggle to see these problems as symptoms of a larger issue. If your team is operating efficiently and you have confidence that your team feels seen and heard when it comes to acknowledging problems, there’s no need to read The CEO’s Compass.

You have a complete system and plan for achieving optimal team performance

I’ve seen on multiple occasions how flaws within systems can create a domino effect of redundancy and frustration. Having a quick way to assess and solve problems is critical for optimal organizational performance. Those of you that have a complete system for acknowledging performance issues will have no need for the seven-point assessment system inside The CEO’s Compass. The worksheets, videos, and supporting resources that help CEO’s identify and solve problems in days instead of weeks is only valuable to those who need it.

You have a well-balanced workload and feel on track in business and in life

A recent study showed nearly 60% of leaders feel depleted at the end of day. This feeling is a key indicator of burnout and makes it difficult to lead and inspire others. However, if you’ve never experienced that restless exhaustion, the inspiring stories and strategies inside the CEO’s Compass will be just that – stories.

So, is The CEO’s Compass right for you? 

Whether or not you choose to read the book, I hope that you are inspired to think differently about leadership and what we can accomplish when focus on the humans behind the performance indicators. 

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Why Your Team Needs You to Take More Risks

How many times have you watched children jump off a dock or a swing into a lake with arms outstretched, landing with a splash?

When was the last time you were that excited about taking the plunge? 

Kids take risks because they haven’t experienced the consequences of miscalculations.

As leaders we are taught to mitigate risks while relentlessly pursuing goals. Those behaviors are reflected in the way our teams perform, for better or worse.

I’ve made choices in my life that were often calculated to minimize risk on my career, people and money, but one time it was about simply taking a risk on myself. 

The CEO’s Compass – Your Guide to Get Back on Track is the book that summarizes all my experience and those of others to help leaders navigate rapid change and lead their teams towards true north or Peace of Mind. It was simply a concept in November 2020, but I set the intention to write the book after finding my book coach Judy Weintraub of Skillbites.

I had reasonable validation that my writing made an impact on people especially when one article went viral on Linkedin The Leadership Gap: What your High Potentials are Not Telling You and Why They’re Leaving You. Out of a need for expression and sharing insights to inspire others, I realized I could impact people on a greater level. 

Book Writing for Non-Writers

The challenge that lingered was from my high school days of getting nothing more than a B in English with red marks on my papers indicating my work was less than perfection. I was also thwarted when the graduation speech I poured my heart into was not selected; making me doubt did I have anything worthy of saying and for people to listen to. My love for writing was quickly getting challenged by society for which I assumed the narrative I was not a good writer. Taking the less risky approach, I quickly learned as a practicing STEM professional that clear, concise writing and mastering the “powerpoint” was my low risk path forward to communicate. 

This path was low risk, but in my heart and my gut, I was unfulfilled and each time I spoke up and said anything different than the mainstream, society further amplified the doubt of speaking up.

In recent times, you’ve heard me speak about the presentation I made at a global meeting and said that the path forward for my region was not about “What” we did, but “Why” the team exists and “How” we were going to work differently. To that way of thinking, senior leadership admonished me for not following the standard of presenting the “What” we were going to do detailed plan. 

So with all of that doubt about my capability why would I set the intention of writing a book that is meant to inspire people to think differently about business? And then this happened…

  • The people in my life who did not appreciate my work are no longer relevant.
  • The people in my life who did appreciate my work were very relevant.
  • The person who I could depend on to see the future and persist forward was myself. 

Given that logic, what could hold me back? And given the same logic, what should hold you back? No one…

The next time you see someone jumping off a dock into a lake, seeking the thrill of the cold water hitting their body and that sense of accomplishment… Could that person be you? 

Think about it…

And on that thought, if these insights were helpful for you, I extend my offer of The CEO’s Compass – Your Guide to Get Back on Track; is now available on Amazon.  While written for the CEO, the insights and inspiration transcend all professionals regardless of their place in the career hierarchy. 

If you’d like to discuss this article or something that might be holding you back from a major decision, let’s talk. 

Resources

Good Reads

The Self-Employed Life by Jeffrey Shaw

While on vacation this week, I finally had the opportunity to read this book; someone who was instrumental in my journey to take a risk on myself as well as a guest on The Drop in CEO podcast. This work can help anyone who is simply trying to create the “eco-system” to control your destiny vs. one that is by circumstances. 

Good Music

 I Believe by Giuliano Poles

As I listen to this piece, it takes me to a reflective place of realizing the work that I’ve done has been good and has brought me joy. It is calming and celebratory. Something we / you need to do more of. Recognize past successes as the motivation to keep moving forward. 

Good People

Cameron Herold: Strengthening Your Partnership with Your COO

As I was in the final leg of my journey back from Switzerland, on my layover in Washington DC, I was listening to Cameron and was inspired by one of his comments. He says something like Focus on your Zone of Genius and Delegate the Rest.  This speaks to me from the standpoint that we should focus on our strengths to propel us forward and minimize the influence of those things that are “not”. Find a way to push through and around and leverage other resources who are better and can support us in where we need to go. 

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