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Awareness Without Action Weakens Organizations

I was 5 months pregnant with my 3rd child as I saw the world collapse in front of my eyes. I called the nanny who wanted to know if she should pick up the kids from school and I said yes and then I departed home to be with my family.

My husband was busy getting supplies from his company and sending them to NYC.

Fast forward to October 2023, my son was rounding up supplies from his military resources and arranging to get them to medics he knew in Israel.

These events; many in the past and more to come in the future are ones to reflect that the balance between peace and crisis is very delicate.

Today is a day of remembrance, but also a sign for the earth, our nation, your business, your families and yourself to realize that awareness of crisis & risk is a constant; yet awareness is not enough.

Taking these historical moments not as a warning of doom and gloom; these should be sources of inspiration for heightening our awareness of what is looming in our daily life and work and to seek paths of reducing risk.

Yet time and time again, I see leaders delay exploring the risks that they’re already aware of, but take no action. Worse yet, the ignore what they don’t know and then claim ignorance when they rear their ugly head.

Why is that?

I’d prefer to meet each one of you during a time of peace and prosperity and assess your systems & human dynamics risks in the organization to prevent history from repeating itself.

Remember, you are in control of the future with the awareness that action is needed now to prevent a crisis, not thrive in one.

Look at the image again and reflect on your perspective. Could it have been prevented? Maybe not. Could we have been better prepared? Probably and we did with unity of our country in the face of disaster.

When my husband and I were watching TV watching the world around us collapse, we were grateful we were safe. We averted our own crisis. While we don’t live scared, we live prepared for what the unknown comes our way.

If you are in a situation as the leader of an entity and are aware their are issues that could collapse your domain, what would it take to simply have an assessment and glean insights and the courage to take action to prevent a collapse?

I leave you with that parting thought not to scare you, but to remind you, you don’t have to do this alone.

It’s now 8:47 am and the world forever changed over the next few hours.

Let us all now take a moment of silence to remember those who are no longer with us.

Let us remember our pride as Americans.

Let us take these sorrowful memories and have the courage to live with awareness and action!

-Deb

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The Demise of Leaders When They Persist In Using The Same Playbook

You know I’m talking to you; you’re amazing at your leadership and have ascended the ranks and praised for your results. But now you’re in chaos; maybe even crisis and you wonder what has changed? I’ll tell you… the conditions, the unplanned for risks and even loss of a key leader are things you didn’t plan for, so who’s to blame? Quite frankly, I find it is the leader who persists with the same playbook with different conditions and expects the same result. Time to reflect on your own leadership or else it will be your demise.

Pro Tip:

  • Pause and reflect on your leadership style. Does it need to change? Do you need to adopt a new mindset that may require leaning on the help of others or bring in experts. Unless you move to being highly aware of yourself, then nothing will change your circumstances
  • Assess if you’ve been leading towards results or outcomes. Those that pursue results are destined to relive the cycle of missing the targets and then beating the teams into getting the results. That’s not leadership. When we lead with purpose and ask teams how can they achieve certain outcomes, you leverage the collective creativity of your team to solve bigger issues, not short sighted results that undisciplined leaders focus on.
  • Close the internal gaps within your teams and unleash their potential. When you focus on the human capacity, capability and confidence, they will achieve more. These are also leading indicators of future success. Look also at the interactions of team members or organizations and coach their ways of working and service level agreements. When you close gaps in the human dimension, you set the stage for sustainably reaching your results.

These are simple to say, but without the right mindset and behaviors, leaders are unable to change the cycle of going into chaos because they’re playbook is incomplete or they need a new one. I’m curious if you agree or have alternative views. I’ve had people say sometimes external factors “force” leaders to behave in certain ways. I get that, but I wonder then are these the organizations we as leaders should be working in? I’m not saying we should quite tough organizations, but then leaders need to have the courage to focus on changing the culture and show true leadership or else seek a different environment where they can use the same ole playbook and claim success.

The greater outcome is to reflect upon our leadership and ask if we were truly meant to lead. If yes, do you have the courage to try a new playbook?

If you’re curious or would like to dialog around this, let’s talk.

I’m forever in service to you and wish you much success-Deb


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Pursuing Outcomes vs Chasing Outputs Can Bring You Peace of Mind

Society distills what we do down to agendas, action items and report outs; leaving very little to the human element. While we talk about change management, stakeholder engagement and team building are vehicles to help humans move through a project, they fall short of making a deep connection needed for sustainable results. I’m talking about the difference between Outcomes and Outputs for which we need to dig deeper and why we need to shift our focus achieve a Strategic Advantage in your work.

To illustrate this point, I had an opportunity to engage with a senior leader and get a particular result for my initiative; aka the output. I had my agenda and prepped what I wanted to achieve. Through our engagement, I got what I needed, but not before I realized there was something deeper that needed to be achieved. This leader was struggling with their messaging to move forward their strategic initiative. I realized they needed my superpower of deep listening to reframe what they said into something that was concise and messaged what needed to be said.

We took a moment to discover the disconnected thoughts and after they spoke at length, I played back what I heard and the enrichment that was needed to present a strong message. As soon as I delivered this to the leader, I immediately saw calm in their face and body. I was able to say what he’s been needing to say in a way that made sense. The outcome of this interaction was Peace of Mind for this individual. I also became a trusted partner for them in the future; for tasks unknown.

I could have stopped at the output of my agenda to get their support on my initiative. Instead, I carved out enough time to build a trusting relationship for which that outcome is far more important and may now be a strategic advantage for me for the next initiative or to support this leader.

The point is that we are rewarded daily for results, transactions and executing on an agenda. This behavior is short sighted and while necessary does not achieve sustainable results nor achieve outcomes that pay higher rewards. How do we balance the two and evolve our behavior and leadership? Ultimately, aren’t we in pursuit of Peace of Mind? The image on this article should be what we’re striving for through these insights both for ourselves and those we serve.

Actionable Tips for Strategic Advantage and Achieve Peace of Mind

Start with the outcome you want to achieve. Could it be to build a relationship, establish trust, or finding ways to build a long term partnership. This is the ultimate focus of your efforts and success criteria

Continue with your tactical agenda, but be open to not completing it in favor of achieving your Outcomes

Change your mindset on what does success look like. No one will remember you for the action item you completed. You will be memorable the relationships you establish and outcomes you achieve. Think about it.

I hope you found this article helpful. If you have a situation that is unique that you want a better outcome, I’m happy to talk you through it in a complimentary 15 minute conversation to help you to achieve a better outcome!

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‘We were afraid you would be like most other consultants…’

I’m laughing inside as a recent client of mine commented during our debrief, ‘We were afraid you would be like most other consultants…’ to which I am grateful I was excluded from that demographic!

As the Drop In CEO, I don’t come in to cause chaos, but to take a business through the crisis scale from Crisis->Chaos->Control->Continuous Improvement->Competitive Advantage, while elevating their team’s capabilities for a lasting impact.

Then I wonder why so may (not all) consulting experiences leave a bad taste in ones’ mouth? Don’t blame it on the consultant; they were just doing their job. Could it be how they were introduced to the organization and how they were deployed? It goes to leadership practiced that could be responsible for the havoc they cause an organization. It could be how we set the expectation for what we want consultants to do. Is it to achieve a business transaction and / or is it to bring people along for a change? Again, go ask leadership what the expectation should be.

To avoid creating chaos for you, I’m offering a few tips to help you navigate the changing landscape for you and your team:

Ask what do we hope to achieve?

If we want to implement a new system for better efficiency, that is the wrong answer. A better outcome statement may be: want to help our people realize efficiency gains while making they’re lives easier. With a better outcome in mind, the consultants might create a workstream that engages the people in how best to deploy the new platform. Simply deploying a new platform will bring an organization to a screeching halt if the people don’t realize the gains.

How do we prepare the team for a consultant?

Often, they show up on your doorstep with little notice leaving a very awkward moment when the consultant starts reaching out to people. Your team does not have context nor know their role in the change you are hoping for. Leadership needs to communicate in advance why is the change needed, how the change will impact them and how they consultant will engage with them. Oh, most important during this period is to let people know how much their valued and maintain constant communications. An information void will damage what you are trying to achieve.

Find the right consultant; they’re not all created equal.

I propose you find someone who becomes integrated into the day to day operations of your business and is seen as a business partner. When they become one with your team while on a mission, people will trust the resources more and move as one. When you hire someone that promises a result and then complains how the team is not supporting the work, you may have mis-represented what you wanted from the consultant. It always goes back to leadership to set the expectations. Some consultants are just think tanks and want to give you their expertise and simply execute. They are note as interested in working with the teams from a change management perspective. The want to get in and get out. You then have to determine if you have the capacity for change management or do you want to hire someone that has both the technical and change experience?

The choice is yours. If the consultant fails at the outcome, you may want to look inside and see what it was you asked for.

Shameless plug here, I’m the Drop In CEO and I drop into organizations and partner with you to assess what is needed in the changing landscape and also elevate the people in the process. I love that work and would love to be “that consultant” who is memorable.

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How Consuming Too Much Content Kills Creativity

Inspired by my recent podcast interview with Michael P. Bourque who guest hosted for me, he posed the question about how do I disconnect from my work. I shared with him moments in time where I had to stop consuming so much information such as the Media, Books and Podcasts in order to enable my own thoughts to flow out and be the Creative I once was. Stay with me as I share a story of being lost and discovered my true self…

I left my corporate job November 2018 and entered into the holiday season with my family for which we enjoyed time together and also theater. While waiting for our show to start, we went to a museum across the street where I then stood in front of a wall with bright lights and had this picture taken of me. My body was in the shadows; looking dark and a bit sad. The other side of my image was lit up by bright lights; a common theme I experienced many times over during my transition period. Bright lights showed up everywhere for me and each time I would tear up because of the beauty and inspiration for creativity. Then it came to me, the name of my business would be Illumination Partners, LLC.

I was still lost, but new I wanted to take my craft from corporate to small and medium size businesses as a consultant. I pounded the pavement like any new entrepreneur seeking that silver bullet to land clients. I consumed books, podcasts and all types of resources to learn what the guru’s advise in order to realize exponential success. I was overwhelmed by the information and went into a flurry of activity of “doing” and was not thinking for myself. Thankfully through some strategic networking, I landed three gigs in my first 6 months and through I had this consulting gig nailed.

I soon ran out of work because I learned the hard way you need to be constantly doing business development in order to keep a pipeline. I was left with minimal savings and had to dig into other was of financing my business. It was a rough time, but instead of consuming more “how to” resources, I immersed myself in creating content. It was therapeutic for me to create and it gave me great joy letting my ideas flow out of me.

I started to create my own content on #linkedin in both video and written format. I found my voice and soon I had followers. I started to reach out for speaking events for which I created my 7P framework for leaders and presented at the ASQ world conference. While it was not a Ted Talk, I was finding I had something to say on a greater stage. I thought long and hard what was it I was creating. After many hours of thinking and doodling, The CEO’s Compass was born and my book released in August of 2021.

I am now in a similar place with a “Big Dream” and I’m working very hard to figure out how to achieve it. I’m not reading books or podcasts, but leveraging my vast network to figure out how I’m going to get there; letting my ideas flow out and hoping one of them will take shape to achieve “Big Dream”. This is only possible if I stop consuming too much information. I’m smart, resourceful and able to figure things out. I’ve done it before and will do it again.

So I turn to you and ask how much information do you consume? Do you pride yourself in combining a workout and listening to your favorite podcast. Are you inspired by the sense of accomplishment and consuming the content? Possibly, you’ll get entertainment value or a few actionable tips. Are you regurgitating other peoples ideas instead of your own? When was the last time you simply existed in silence and your own thoughts? Did some new idea… a crazy idea come through that you quickly dismissed?

You’re doing yourself a disservice when you don’t allow your own ideas to flow out. You need to be in service to your mind and soul and let the ideas come out. Only then can you assess them and potentially take action. Having never experienced your creativity, you may never realize your full potential.

I share my story with you because so many of you exist to complete tasks with a few short term goals you achieve. Think bigger! Consume less content and allow your own ideas become a reality. Succumbing to the barrage of content consumption will kill creativity and you will simply exist and never leave a legacy. The choice is yours….

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Agile and Lean: A Powerful Duo for Team Resilience

I could drop into a business blindfolded and identify the three barriers to having an Agile & Lean organization. Call me arrogant, but when I see the pattern repeat itself over and over again, I think CEOs need to take note of these blindspots. Too often their organizations are based on a shaky foundation of poor talent management, unclear authority and ineffective barrier removal to unleash potential. This is the invisible waste under any strategy that detracts from your impact and then you wonder why you can’t sleep at night.

Recently I dropped into a manufacturing company where I provided interim quality leadership in support of operations. It was chaotic and I was curious why I was being consulted on every quality issue; decisions that could have been made by the supervisors. I learned the previous leadership for whatever reason needed to be consulted on all rejections and investigations. In the process, I also learned their leadership was not conducive to building confidence in the front line leaders. It was a sad set of circumstances, but I sought to understand what was missing or broken.

Putting aside the leadership issue of the past, I realized my role was to remove the barriers for their decision making and eliminate waste in the process. Most leaders throw resources at a problem or stretch the existing labor until they call off. What I saw was a much different issue rooted in poor agility and a massive amount of waste. Here is what I learned and will now share with you.

Removing the blindspots in these three areas will enable resilient teams to be Agile and Lean:

  • Assess the talent and really see their value. Elevate them in their current role to give them back confidence. Plan to move those where their talent can be amplified. Your job is not to keep people in their places, but to move them up and out. Short sighted views would see this as a risk. However, long term thinking will recognize that you amplify their impact.
  • Establish levels of authority, capability & capacity – Too often we strip people of their decision making authority and the ability to think in a risk averse environment or a culture of micro management. If there is too much waste in back and forth between your line workers and leadership, take a close look at how the authority is assigned and remove non-value added activities. Give the leaders more strategic work vs. being down in the weeds.
  • Ways of working & barrier removal – give your resources a forum where they can escalate issues and solutions early and often. They become part of the solution based culture vs. one that is guided by rigid goal posts for which they could feel helpless to make a difference. As a leader you need to bubble up their challenges and your role is to be in service to make their jobs easier. Gone are the times of being cooped up in your office for hours on end. Your job is to be where the work is being done and do everything to help them.

Does this sound familiar?

Do you or do you know someone who is having this challenge?

Would a guide help to navigate these challenges?

For the unfiltered, off the cuff discussion about this topic, please listen to my podcast airing on 2/2/24 and view the video so you see how I really feel about this topic!.

If you are a CEO who would love a partner to help you with a business challenge, be your #2 or help develop the team of tomorrow, let us partner in 2024.

Be well-Deb

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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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How Can You Proactively Ask for Feedback in the Workplace?

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 is releasing 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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Why teachers are the most overlooked asset in the C-Suite

Throughout our educational journey, teachers have had a profound impact on us. They’ve nurtured our problem-solving skills, effective communication, and innovation. But why is this support system often missing in the workplace?

I’m not suggesting we directly hire teachers from academia. Instead, I propose we identify individuals within our organizations who already possess these nurturing characteristics and consider ways to elevate their roles in supporting teams. My book, “The CEO’s Compass,” is a resource that can help CEOs and anyone facing challenges in their current playbook. I emphasize this in my chapter on people where I say that people are the greatest tool in your toolbox and investing in them can pay dividends. 

Here are a few tips for creating an environment that supports teaching skills in the workplace:

Implementing the Concept: First we must assess the organization’s readiness for such a change. Leaders need to realize teaching is a human capital investment vs. a compliance activity that the hope and pray assures peace of mind. We need to connect with the hearts and minds of leadership to realize that at the other end of the product or service they produce is a family member. If we don’t invest in elevating the skills of our team with deep understanding, failures can have deep negative impact. Only then can we appreciate that teachers specialize in taking concepts from theory to application. These skills translate to business leadership by assessing the readiness of the organization, focusing on change management, and defining the desired outcomes. It’s about elevating education and creativity within our teams.

Investing in Team Strengths: It’s crucial to assess team strengths and invest in individuals who have a teaching and nurturing persona. This could mean identifying someone within the organization who possesses these skills or considering bringing in external support, such as an educator or fractional chief people officer, to advise and nurture the current team.

Preparing the Team for Change: Preparing the team for the changes and investments being made is essential. We need to communicate to our workforce that these efforts are not just compliance activities, but a genuine investment in their growth and the future success of the company. The return on investment may be intangible, but it’s significant – improved employee retention, team performance, and customer experience.

Training and Skill Development: Time constraints can make training a challenge. Instead of lengthy training sessions, I recommend providing an hour or two of overview training on the new skills and integrating it into their day-to-day work. Real-time observation, coaching, and application of the new skills within their current challenges can accelerate the impact and make the training more effective.

Celebrating Achievements: Sharing progress, celebrating achievements, and recognizing the organization’s commitment to investing in its people and teams is important. I encourage continuous engagement and repetition of these principles.

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 story about framework, please tune into my podcast that is releasing this Friday 8/18/23. 

Maybe you simply need a support system to apply these new insights. I find leaders need a place to talk through the challenges and that’s why I created The Drop In CEO Collective, a forum for C-Suite leaders of today and tomorrow. To learn more about our next event you can visit our page and register. 

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 via my website and let’s have a conversation. Until then, I wish you much success. 

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Mastering the Art of Unplugging

This year, I’m embracing simplicity, and I’ve got three pillars to guide me: investing in myself, expanding my reach to help more of you, and prioritizing my well-being. I’m happy to report that my recent annual physical showed that these efforts are paying off!

One of the biggest challenges of prioritizing well-being can be the challenge of disconnecting from work, especially when on vacation. I’ve been there, constantly checking emails, and I know it’s a struggle. But I’ve learned that most emails can wait, and it’s all about discipline and time blocking. I’ve also learned the hard way that strategic work should be a priority. After a wake-up call in the form of a negative performance review, I took a course on understanding what’s important versus urgent and developed new strategies.

Here are a few of my top tips for prioritizing and managing time in the summer:

  • Take stock of your current workload and prepare your backup for your time away. It’s never too early to make sure your replacement has all of the information they need to be successful.
  • Prepare for your vacation by reaching out to your customers and internal stakeholders beforehand. Introduce them to your backup to ensure business continuity and peace of mind for everyone involved.
  • Try turning off your phone in the middle of the day. It’s a game-changer. You’ll be able to focus on creating lasting memories with your loved ones and leave a positive impression on those around you.

Remember, it’s not about being on top of your email, but about creating meaningful experiences. What legacy do you want to leave behind?

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 story about framework, please tune into my podcast that is releasing this Friday 7/21/23. 

Maybe you simply need a support system to apply these new insights. I find leaders need a place to talk through the challenges and that’s why I created The Drop In CEO Collective, a forum for C-Suite leaders of today and tomorrow. To learn more about our next event you can visit our page and register. 

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 via my website and let’s have a conversation. Until then, I wish you much success. 

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