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Empower Your Year-End Review: Mastering the Art of Gathering Data to Reflect on Your Achievement

December is a time of closure and take stock in what you’ve accomplished this year. The “year end” review is simply a data point for someone else to say if you have accomplished the objectives or not. However, I’d like to say that it does not define you. You are in control of your destiny and the year end review is simply information for which you have choices to continue in what you are doing or take inventory of your capability and passion and YOU DECIDE what 2024 looks like.

This past year I’ve been giving you tips for how to manage your career, and give you the essential skills needed to be seen, heard, respected and get a “seat at the table”. While I qualify it as the C-Suite, it doesn’t have to be. Some of you say you don’t aspire to that, and that’s your decision. But what is clear to all who I’ve spoken to is you want to do purposeful work, have an impact and have joy at work and at home. 

You are why I am here today whether you’re in the C-Suite or aspiring; I’m here to help you struggle less and spend more time doing the things you want to do.

My year end review…

I’m ending this year with what I would call a strong performance review having had 3 Drop In CEO clients, 3 coaching clients, continued with the podcast, launched a video strategy, managed the Drop In Collective, had a few paid speaking gigs and I’ve almost replaced my corporate earnings. I would rate myself as a target performance and I’m happy with that. 

However, that does not define me. I have started to feel joy in what I’m doing.  I’ve made choices to stop doing certain thanks such as stepping down as my curling  Secretary and WFFC President as well as delaying writing my book. Some people would feel those are failures, but I call them wins. I had the courage and leadership to walk away or delay certain things that were causing me stress.

Now it’s your turn…

So turning back to you as the “CEO of your domain”; it’s a mindset whether you are a CEO / President / founder of a company or the CEO of your department, now is the time to take inventory of your accomplishments and decide what you are going to do next.

To my CEO friends: I ask, what type of year was this for you? Did you survive another year of burnout and only meeting targets? Did you have crisis after crisis and applaud you and the team for the hours of hard work and sacrifice? Or are you at a point of stable operations, but need to do something different to grow, expand or be sustainable? Do you have the right people on your team or do you need someone external like myself who can extend your leadership capacity and capability so you don’t burn out in the next year? I’m speaking to you now because in 2024, I am dedicated to you to provide solutions to real issues I’ve faced and want to support you and be your partner.

To my leaders who may be stuck and who may not have had a support system, this past year’s podcast solos have been dedicated to you to give you the essential skills you need to navigate your challenges. To those who said it was helpful, I am grateful. For those of you who are still stuck; please know I’m here for you.

Follow me into 2024 as I speak to the leaders who are in the C-Suite positions or CEO’s and start to adopt the mindset, behaviors and practices to further elevate your leadership. Think about listening again to all the solo’s from 2023 to revisit what we’ve talked about. Please know that in 2024 I will distill down all these lessons for you into a single resource called The Secrets of the C-Suite so you have an invaluable resource as you move to higher and higher impact. Take it with you or share it with someone. Stay tuned so you can get your copy in 2024.

As I bring this to a close, I leave you with a few questions to ponder:

As you reflect on 2023, did you survive or thrive?

Did you feel fulfilled or fell short of job satisfaction?

Do you want to thrive in 2024 and do you have the support you need?

I’m that support and follow me into 2024 where we can grow together.

I’m here to listen and perhaps we can have a conversation and unlock your future!

To hear more about This topic please tune into my podcast that is releasing this Friday 12/8/23. 

Until we meet, I wish you well and much success!

-Deb

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Will this SECRET TECHNIQUE Unlock Your Future Career Path?

It was 2017 when I felt completely lost in how to change the future in my organization which was doing poorly when I arrived. This had been one of the most daunting challenges I had taken on. My region was in last place and needed to find a way forward. Working harder and applying more resources would get me short term results, but wasn’t sustainable. Does this resonate with you? I share this insight often because the leader’s conundrum is to get results, but they often are not rewarded for taking a pause to find a new path forward or envision and manifest the future.

That is why I created a “crystal ball” for unlocking your future career path. It’s called the “whiteboard” both physically and figuratively, but simply a place to project your thoughts. It could be post-it notes, Miro Boards, Journal, Powerpoint or any space you feel comfortable putting down your thoughts.

What is different from most “Planning” frameworks is there is no structure to this. Simply put random thoughts on the “whiteboard” and don’t worry if they have meaning.

To enable the creative process, you might want to ask yourself such questions as:

  1. What is missing?
  2. What is needed?
  3. What is working well?
  4. What type of leader am I?
  5. What type of leader do I want to or need to be?
  6. How do I feel?
  7. What does the team need?
  8. What are my strengths and weaknesses?
  9. What are my team’s strengths and weaknesses?
  10. What do I see in my future?

These are simply prompts to put up random ideas with no structure. When we allow ourselves time to freely think with minimal structure, something interesting happens. What we want or what we “see” starts to show up on the board. Once they are documented, it is good to walk away  and come back later and look at them with a fresh set of eyes. Let the words / phrases speak to you and I promise the “whiteboard” is the crystal ball into the future. When you start to see common themes or connected concepts, they start to take shape and tell you what the future looks like and the actions needed.

Here are a few things that happened when I started to whiteboard:

  • The Framework of One came to me to enable me to unify my region
  • My purpose was to enable people to struggle less and spend more time doing the things they enjoy
  • My greatest gift to my team was to remove barriers and elevate their leadership to unleash their potential
  • Create a collaborative environment to amplify their impact
  • Leverage feedback continually as an accelerator for improving performance.

So what happened after I did this exercise? I went from the #4 out of 4 regions to #2 in 18 months! I created the future I wanted and enabled the team to perform to it’s highest potential. There were of course challenges along the way, but this vision and change in my leadership created the future I wanted for myself and others.

Even now, I have a whiteboard that is telling me to use my voice in ways I never imagined to support you and enable your fullest potential. It’s working for me and I want to give this approach to you.

Here’s your framework for creating your own crystal ball:

STEP 1: Find your whiteboard

STEP 2: Write down ideas, no framework, nothing, personal, professional, family, community, passion, strengths, goals, dreams… what you see, visualize it

STEP 3: Walk away

STEP 4: Return and add to it, step back and just assess, no goals

STEP 5: Go back to step 3 and walk away

STEP 6: Circle themes, start to make some sense of it, what are they saying about the future. Start summarizing what you are seeing

STEP 7: Go back to step 3 and walk away

STEP 8: Take some of the themes and put them into a plan / roadmap to explore or go in that direction with specific steps.

Do you have challenges with unlocking the future? Do you avoid leaning into seeing the future? Worse yet, are you a leader who has team members who lack these critical skills to create vision and a future worth pursuing? Let me partner with you. I’m here to listen and perhaps we can have a conversation and unlock your future!

To hear more about this topic please tune into my podcast that is releasing this Friday 11/24/23.

Would you rather have a quick 1-2-1 to discuss your specific challenge?

Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success.

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Career Secrets: How the Power of Pivoting is a Game Changer

You know, these days the word “pivot” gets thrown around a lot. It’s become quite overused! But let me tell you, having the courage to pivot can really be a game changer when it comes to your leadership.

Let me share a personal story with you. My son David asked me if we could take care of his dog Gabbi, and just like that, we went from being empty-nesters to having a very energetic puppy in our lives. It completely shook up my routine, and at first, I resisted the change. But soon enough, I realized that this was my new reality. Gabbi forced me to get more focused on the things that really matter and eliminate any wasteful activity in my life. With her needing attention, I found myself taking more walks and pausing in my day to prevent any chaos that might ensue if she gets bored or ignored. This shift gave me more time to reflect on the quality of my life and what truly matters.

During this time of reflection, I made some important decisions. I put off writing my book, took a break from redoing my website, and instead, I became laser-focused on my well-being, client work, and making meaningful connections. I also dove headfirst into developing a YouTube strategy to reach a wider audience. Let me tell you, I am so excited about these initiatives, and my team is on board too. Since shifting my focus, I’ve noticed that the stress I used to feel is slowly melting away, and new opportunities are starting to present themselves.

I’m sharing all of this with you because I’m genuinely thrilled about how I feel, and I want to help you feel the same way. I want you to feel energized and excited about what you do, for yourself, your friends, your family, and your community. I want you to find purpose in your work and make a real difference in the lives of others.

Recently, I had a client who was at a crossroad in their career. They were holding onto their current pursuits, but deep down, they knew they needed a change. That’s when they reached out to me for guidance. We carefully analyzed their needs, desires, and passions. Through our discussions, I proposed ways for them to realize their value and identify where they should apply it. It didn’t take long for them to recognize a different path that would lead to a more fulfilling life, both financially and in terms of purposeful work and life balance. When our engagement came to an end, they felt more confident than ever about the new direction they had taken.

I want this same sense of fulfillment and joy for all of you. I want you to have more fun and spend time doing the things you love. And most importantly, I want you to embrace the mindset that pivoting often can open up incredible possibilities and bring more joy into your life.

So, remember, when you have the courage to pivot, your C-Suite leadership skills will not only be recognized but will also bring you greater joy and satisfaction in your work.

Do you  have challenges with pivoting? Do you avoid leaning into pivoting? Worse yet, are you a leader who has team members who lack these critical skills? Let me partner with you. I’m here to listen and perhaps we can have a conversation.

To hear more about This topic please tune into my podcast that is releasing this Friday 11/17/23. 

Would you rather have a quick 1-2-1 to discuss your specific challenge? 

Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success. 

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Mastering the Art of Communication: How Your Delivery Shapes Success

When an old boss of mine said to me “you shouldn’t have said that”, for the longest time, I went quiet in expressing my views. This happened, because my boss did not coach me on the “how” to say it or “when” to say it, just “you shouldn’t have said that”. The context of the conversation is not important, but I wonder how many professionals now avoid conflict for fear of saying the wrong thing. Anyone have that issue?

Given that few of us have coaches or mentors, where is the professional to go to for guidance on how to say things vs. what they say? And further, how we say things can influence the outcome of a situation for better or for worse. How many times do we say the sky is falling and we need to spend money to only have it fall on deaf ears. Could we teach our professionals to express positions with the context of risk or opportunity and what is the impact?

The boss who did not coach me on “how” to say something in a controversial situation; I took it very personally and took the road of being quiet. At the same time, it is because of this situation I also have him to thank because I’ve taken many years to hone my skills in “how” to say things. It is why I’m here today to guide you on a better way of influence, reduce stress and create a future you want.

Given one of the most frequent opportunities to practice how to say things vs. what to say are meetings. We often defer to the agenda or transaction vs. realizing we’re managing human interactions and preserving relationships.

They don’t teach that in school and after years of learning a better way, I want to share a framework with you to consider:

Framework for maintaining relationships and getting a better outcome: 

Step 1:

Think about the interaction you’re going to have. They fall into a few categories in increasing importance

Exchanging information: Usually of a nature to inform so they can do their work or documenting an agreement; not always needing a next step or Call to action

Call to action Often transactional and needing information or approval

Influence an outcome Such as a proposal to move from a current state of A to a future state of B

Step 2:

Exchanging information has been dehumanized for which people get frustrated for not getting the desired outcome. Here are two ways of approaching an exchange; the “what” and the “how”. I promise you the “how” will get you what you want: 

What you say â€śHere is the information you requested. Let me know If you need any further support.”

How you might say it better “Thank you for the opportunity to have a great conversation last week. Per our agreement, I’m sharing with you the information you requested to support your initiative. Wishing you success and please reach out to me if I can be of further service to you.”

Step 3:

Call to action is about moving forward, but how we say it can expedite the result: 

What you say I need your approval by close of business November 30th. I can be reached at this phone number if you have any questions.

How you might say it better I sincerely appreciate your time to evaluate this proposal per our meeting last week. In order to enable us to expedite our delivery on these services to you, we do need a response by November 30th. I am happy to review this with you in person or with your designee should you have any questions to enable your approval.

Step 4:

Influence an outcome: when buy in is critical and sometimes we have to connect with ones emotion vs. simply the problem at hand

What you say We’re at risk of not meeting our customer deadline if we don’t approve funds for the purchase of this test equipment.

How you might say it better Given the trend in customer complaints is increasing and we risk losing market share, I propose we consider the purchase of the test equipment by end of November in order to close the gap we currently have and rebuild customer trust.

Step 5:

Watch the magic unfold: I promise you that when you practice how you communicate, it will improve the outcome extending from maintaining or building relationships to streamlining proposals and people acting on what you need.

In summary, when you prioritize human interactions over the transaction, you get the outcome you are seeking. 

Do you have challenges in how to effect a better outcome? Do you avoid interaction because you haven’t been taught the skills? Worse yet, are you a leader who has team members who lack these critical skills? Let me partner with you. I’m here to listen and perhaps we can have a conversation.

To hear more about This topic please tune into my podcast that is releasing this Friday 11/10/23. 

Would you rather have a quick 1-2-1 to discuss your specific challenge? 

Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success. 

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Tips for Leading with Gratitude

In a world of so much uncertainty, political tensions heightening and chaos unfolding in all parts of the world, it can be challenging to keep a positive attitude as you show up for yourself, family and colleagues each day.

I despise uncertainty and hence my superpower is “control” to deflect the unknown and uncomfortable throughout my day. And while that serves me well over the years, too much control over my interactions can lead to a perception of being a bit aloof and less engaged.

If you know me, that is not a persona I wish to show up with and I’ve found other tools in my toolbox to combat my need to control uncertainty is gratitude.

I find this to be the key to establishing quick rapport with people, easing the pace of transactional and also reminds us we’re all human and that is the only constant we can rely upon amidst all the world chaos.

When we lead with gratitude, it changes the dynamics and in all cases you get a positive outcome. This is the only thing I can be certain of and I want you to realize more positive interactions whether at home or at work.

These are my tried and true tips that have served me well and maintain human connection:

Step 1: Create a new mindset: Every interaction is an opportunity to express gratitude. If you lead with this approach, watch the magic unfold as you will see everyone else follow your lead!

Step 2: Meeting in person or Virtual: Thank the person for their time and meeting with you; it shows respect. If it’s a new person and you are uncertain about the interaction, this slows things down and allows some casual conversation to get to know each other.

Step 3: Write an email with human connection. Start with a thank you for their time to consider the proposal:

  • Thank you in advance for your time to review this need…
  • Thank you for providing the information and the value it brings…
  • Thank you for their quick response and how it helped you…
  • Thank you for that constructive feedback, I sincerely appreciate your thoughts…

It slows things down and pays respect to the person and how you value them

Never!!!! Start with the action like “I Need “x”. I know this may be contrary to some “Lean email” I told you about where you state the Ask & need in the first sentence. Pause and express gratitude and then get to the point.

Step 4: Texting: Same as email

I don’t prefer texting, but if Whatsapp / texting is a communication of choice for someone you are interacting with, the same goes for this. Start with a quick thank you; similar to email.

Step 5: Lead by example and coach others in the same.

If someone is struggling with getting people to respond, this bit of advice will help them immensely.

These tips are for you, but if you see someone struggling; sharing this kind feedback with them will lift them and elevate your interactions.

When we lead with gratitude, the universe will respond to you in kind!

Do you  have challenges in this world of uncertainty that you just need someone to talk to?  I’m here to listen and perhaps we can have a conversation.

Now is the time for you to collect your thoughts and take action. I want you to succeed and this framework can enable you to do it yourself.

However, if you need more help, I’m here for you as the Drop In CEO, CEO whisperer or as a sounding board.

To hear more about This topic please tune into my podcast that is releasing this Friday 11/3/23.

Would you rather have a quick 1-2-1 to discuss your specific challenge?

Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success.

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Why change is scary (and how to beat your fear)

Would you trust me if I promised you that 90% of change is good?

A month or so ago, I wouldn’t trust myself with such a statement! But with a few gray hairs and some wise people in my network, I now trust myself to embrace it vs. fear it.

I’m now going through change with respect to my business; being faced with some long term engagements that may impact my freedom & creativity. Another change pending could be placing me out of an opportunity because I did my job well. And finally, I may be pausing some of my projects in a favor of more personal time off. I’m scared of these changes, because of the uncertainty that comes with change. Even more scary is that I have to provide both you and myself a framework to navigate changes with the mindset it is good and to trust the process!

Most of you may receive Change Management training from your company because “change” is being imparted on you. If you are an avid reader, there are many frameworks on change. A favorite one of mine is about teams that take you through the phases of “Forming”, “Storming”, “Norming” and “Performing”. This and many others are all good in theory, but for everyone change is personal and often lacks the human and emotional element and where most will fear it.  It is because I find most resources are lacking in this area that I wanted to share a framework with you that I think can be even more valuable. 

To start, you must ask yourself a few important questions to understand your starting point: 

  • Do you fear change?
  • How often has change resulted in something bad for you?
  • How often has change resulted in something good for you?
  • Have you ever regretted not going with a change?
  • Do you fight change?
  • Why do you fear change? If you do, when did it start and is it still relevant?

Step 1: Shift your mindset to err on the side of excitement and what change can be for you. When was there a time when Change was good for you? Did it happen to you or did you create the change? (New Job, New Location). Think about the times when Change was positive for you and shift your mindset from being risk averse to the possibility 90+% change will result in something good. Easier said than done, but what if you ask yourself: What if this change, I will be successful!  Don’t fear failure, but fear regret of not embracing the change and coming out better on the other side.

 Step 2: What can you control? In every change, there is something you own whether your attitude, actions to prepare for the change, questions you can ask to help you navigate the challenge. The more information you have with a positive mindset, the better you can maneuver through the change.

 Step 3: What can you not control? It could be that there is a decision to downsize for which you cannot influence. Maybe your team focus is being changed to a new direction; that decision has already been made and you have to accept it, good or bad. Once you get through any disappointment, revert to step 2, What can you control? I never want you to feel you don’t have options, you do and that’s why I’m here for you to talk through things… reach out to me!

Step 4: Acknowledge your feelings about the change, never push them aside; it will be a source of negative energy if you don’t have an outlet to feel them, talk about them, be angry about them. Find your way to either manage the emotion or even celebrate it if it’s a good change. If we don’t deal with our emotions, it will simmer down below and prevent you from performing.

Step 5: Check in with yourself â€“ when you get through the change and are performing again, you need to pause and reflect that you made it through and what were the steps you took to manage through this. The next time change happens, you can reflect on your resiliency and how you got through as a source of strength for the next change.

Back to my story… I was a bit sad due to the uncertainty of some of my upcoming changes and I knew I had to honor how I felt. I took a few days off from work to just be with our dog Gabbi and watch Netflix. I rested and I let myself go with the flow and thought about what I was gaining by these changes. Giving myself the time I needed and the mindset that the changes were good has brought me back to a good place. I’m excited for my new possibilities to enjoy my life more and do purposeful work in service to you. 

What stories of change would you like to share? I’m here to listen and perhaps we can have a conversation.

Now is the time for you to collect your thoughts and take action. I want you to succeed and this framework can enable you to do it yourself. 

However, if you need more help, I’m here for you as the Drop In CEO, CEO whisperer or as a sounding board. 

To hear more about This topic please tune into my podcast that is releasing this Friday 10/27/23. 

Would you rather have a quick 1-2-1 to discuss your specific challenge? 

Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success. 

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Are You Speaking Up at Work? Three Things Your Boss Needs to Hear from You

During my time under the corporate umbrella, my creativity was stifled. Although I had fresh ideas, I was often overlooked for recognition and merely appreciated as a dependable resource within the organization. This didn’t work for me, and I started envisioning ways to revamp the organization and make it an attractive place to join, essentially launching a marketing campaign for my department. 

As I attempted to implement a regional strategy, it was met with resistance and failed to contribute to my professional growth, prompting me to realize that something was amiss. Through introspection and a quest for meaningful work, I realized that to break free and pursue my purpose, I had to venture out on my own, as I no longer belonged in my current environment where my innovative ideas fell on deaf ears.

Today, I wanted to share with you how leveling the playing field will help you be seen, heard, respected, and top of mind when it comes to proposals, changes, promotions, or critical conversations, avoiding that feeling of being unappreciated in the workplace.

Be a Proactive Proposer

The first thing your boss needs to hear from you is proposals for what needs to be changed, improved, shared, leveraged, or used. By speaking up and sharing your ideas, you’ll be seen as an idea person with strategic thinking.

Be a Problem Solver

The second thing is being a problem solver. Instead of creating more problems, provide solutions to the problems you see. Take charge and consult on an approach rather than waiting for leadership to fix the problem. By doing so, you’ll be seen as a leader and an equal to your boss.

Be Open to Feedback

If you follow this approach in an environment that values thought leadership, you will start to see signs that your ideas are valued and desired. However, not all bosses may be receptive, and if met with negativity or adversity, it is an opportunity to gather data and consider alternative directions.

If you’re in a leadership position, share this article with colleagues or team members who struggle with speaking up. I firmly believe that by helping others, we elevate the collective. I’m available for further discussions and look forward to hearing from you.

If you are aspiring to the C-Suite, and tired of the hustle, are you ready to change how you work and implement these tips? 

If you are a business owner or C-Suite leader, are you ready to invest in your people and help them be successful? Their success is your success! 

Now is the time for you to collect your thoughts and take action. I want you to succeed and this framework can enable you to do it yourself. 

However, if you need more help, I’m here for you as the Drop In CEO, CEO whisperer or as a sounding board. 

To hear more about my upcoming book, please tune into my podcast that is releasing this Friday 10/20/23. 

Would you rather have a quick 1-2-1 to discuss your specific challenge? Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success. 

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How to Advocate for yourself and project the value you bring to the workplace

When I was 35, I had my sights set on a promotion that I felt would change the trajectory of my career. Asking for a promotion or advocating for oneself is not just about the desired outcome, but also about confidently stating the value we bring and providing specific examples of how we have made a difference. It’s about being proactive, action-oriented, and not being afraid to ask for feedback or help when needed.

I was only successful because of my ability to advocate for myself, utilizing my support system and the resources available to me.

The next time you’re facing a challenge, here are a few tips to remember:

  • Reflect on your value and address any gaps in performance. Take proactive steps to solicit feedback and showcase your contributions to the organization. Self-advocacy is a sign of true leadership.
  • Be confident and assertive when discussing your goals and aspirations. Clearly communicate what you want from the conversation and set the tone for a productive discussion.
  • Don’t be afraid to seek help and guidance. Reach out to mentors, colleagues, or professionals who can provide valuable insights and support in your self-advocacy journey.

Remember, reflect on your value, clearly communicate your goals, and seek support when necessary. With these tips, you can effectively advocate for yourself and achieve the success you deserve.

If you are aspiring to the C-Suite, and tired of the hustle, are you ready to change how you work and implement these tips? 

If you are a business owner or C-Suite leader, are you ready to invest in your people and help them be successful? Their success is your success! 

Now is the time for you to collect your thoughts and take action. I want you to succeed and this framework can enable you to do it yourself. 

However, if you need more help, I’m here for you as the Drop In CEO, CEO whisperer or as a sounding board. 

To hear more about my upcoming book, please tune into my podcast that is releasing this Friday 10/13/23. 

Would you rather have a quick 1-2-1 to discuss your specific challenge? Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success. 

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How to Proactively Receive Feedback

I’ve been fortunate to receive some wonderful feedback from my clients. It’s been a privilege to help them through crises, act as a listening partner and collaborator, and contribute to their organization’s growth. I’ve seen firsthand how external resources can be a lifeline when facing challenges. I’m fortunate to have a vast network that I can connect you with, so don’t hesitate to reach out if you need support.

One topic I feel strongly about is the importance of feedback in the workplace. Unfortunately, not all leaders provide feedback, and waiting for performance reviews can be detrimental. I encourage you to take control of managing your leaders by proactively asking for feedback.

I’ve developed a framework for soliciting feedback, which includes asking what to continue, what to start, and what to change. It’s crucial to qualify the value you’ve brought to the organization and have face-to-face conversations to receive feedback.

When asking these questions, here are a few things to remember:

  • Gratitude is a powerful tool. It’s important to acknowledge positive feedback and use the foolproof 1-to-1 formula to position your value and ensure your contributions are recognized and valued.
  • When receiving recognition, pause and slow down. Show gratitude and acknowledge the effort others put into sharing their feedback and the value they see in your work.
  • Seek to understand constructive feedback. Constructive feedback may not feel good initially, but it provides valuable data and insight that can help us show progress and meet objectives. 

I urge you to take this framework and apply it to your own situations. If you’re a leader with team members who struggle with managing their careers and asking for feedback, share this podcast episode. For leaders who don’t have the time to teach these skills, I offer my assistance as the “drop-in CEO” to facilitate conversations or build capabilities within organizations.

If you are aspiring to the C-Suite, and tired of the hustle, are you ready to change how you work and implement these tips? 

If you are a business owner or C-Suite leader, are you ready to invest in your people and help them be successful? Their success is your success! 

Now is the time for you to collect your thoughts and take action. I want you to succeed and this framework can enable you to do it yourself. 

However, if you need more help, I’m here for you as the Drop In CEO, CEO whisperer or as a sounding board. 

To hear more about my upcoming book, please tune into my podcast that released this Friday 10/6/23. 

Would you rather have a quick 1-2-1 to discuss your specific challenge? Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success.

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How Can Breaking Down Tasks Help You Finish the Year Strong?

As we approach the final 90 days of the year, I can’t help but feel a sense of excitement. Yes, I’m behind on my website update, writing plan, and five-year strategy, but I believe in the importance of giving oneself grace and finishing the year strong. I encourage you all to approach the end of the year with anticipation rather than stress. It’s an opportunity to accomplish goals and make a lasting impact.

I’ve faced my fair share of challenges with my website update, writing plan, and five-year plan. However, I’ve learned that discipline and prioritization are key to overcoming these hurdles. I’ve found success in creating focus time on my calendar and breaking tasks down into manageable chunks. I’m also thrilled about my upcoming book, “Secrets of the C-Suite,” and I’m confident that I’ll complete it within the next year.

If you’re overwhelmed by the thought of breaking tasks down, here are a few helpful tips:

  • Schedule your tasks into the calendar, no matter how small. Being able to check them off a list will help you see your progress and keep you focused on what comes next.
  • Celebrate each achievement, and learn to embrace small rewards. Something as simple as your favorite cup of coffee after completing some paperwork you’ve been putting off can go a long way when trying to motivate yourself to move forward.
  • Consistency really is the key to success. Any overwhelming task only gets less overwhelming when we keep at it. Start at the result and figure out your steps by working your way back toward the beginning.

If you are aspiring to the C-Suite, and tired of the hustle, are you ready to change how you work and implement these tips? 

If you are a business owner or C-Suite leader, are you ready to invest in your people and help them be successful? Their success is your success! 

Now is the time for you to collect your thoughts and take action. I want you to succeed and this framework can enable you to do it yourself. 

However, if you need more help, I’m here for you as the Drop In CEO, CEO whisperer or as a sounding board. 

To hear more about my upcoming book, please tune into my podcast that is releasing this Friday 9/29/23. 

Would you rather have a quick 1-2-1 to discuss your specific challenge? Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success. 

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