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How a chance encounter can change the trajectory of your career.

How often do you take a chance to reach out to someone you don’t know for the pure join of getting to know someone?

Even more important is how deeply do you ask questions and listen to the wisdom they may share with you?

I ask this because forming human connections is the antithesis of networking which can be quite superficial.

Sound familiar? Read on…

I took a chance to speak to a quality professional and they took a chance on me to share their story.

While I was listening to both their backstory, a piece of wisdom came from them that I’d never heard before. They shared that in an organization where compliance requirements need to be met, they set that as their “Ceiling”. Their philosophy is to set the compliance requirement as the “Basement”.

Organizations who only seek to meet compliance requirements will forever be in a place of just seeking results and never take advantage of the power of compliance and how in the end it builds confidence in your customers to buy your products or services.

Organizations who see the compliance requirement as the “Basement” and seek to achieve a higher level of performance are ultimately rewarded with your customers dollars and achieve sustainable peace of mind.

It’s a monumental mindset shift when it comes to true leadership and I ask you to ponder this point. Are you a leader that seeks to simply meet requirements or use them as a platform for achieving excellence?

Because you took a chance to read this article and apply it to your situation, might I / we have changed the trajectory of your career?

I’d love to hear your successes or the battle scares you received while leveraging this wisdom.

I’m forever grateful I took a risk to get to know someone on a deeper level. They were excited I found value in their words and allowed me to share them with my community.

If you have a story or want to form deeper connections as part of building a valuable network, reach out to me and let’s talk.

Be well-Deb

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How Mirrorless Leaders Never Realize Their True Value…

I might sound like a broken record, but time and time again when I meet someone new or perhaps an old colleague who has reconnected, I see them in ways that they cannot see themselves. This is what I call Mirrorless Leadership; when they think they know their value, but can’t really see their true self.

It’s like being the picture of someone else’s narrative. They sound like they’re a leader and their doing leader-like things, but it sounds like an empty recording of what others are saying about themselves. It contains nothing unique and can quickly fade until people don’t really know you.

I will also say that if you’ve been fortunate to have a 360 review of your performance or received actionable feedback, sure you can change your mindset and behaviors, but it’s only a partial mirror. The problem with this is people are measuring you against their expectations for which the bar may be too high or it’s the wrong bar.

Infrequently do people listen to you and find the nuggets of value that you bring to people and your environment. When we can see our unique gifts, it opens up our eyes to greater possibilities and builds confidence in yourself. If we don’t have a mirror, we accept the judgement of others who are not seeing us, but simply telling us what they expect.

So how do we solve this?

Find a trusted partner and do the following:

  • Start sharing with them what gets you excited; tell a few stories.
  • What are the the things that you’re most proud of?
  • How have you helped people either at work, in your family or community?
  • Where have you made an impact and people have thanked you?
  • What environments stifle your creativity?
  • What have you done differently that has changed the lives of others?
  • What frustrates you about your current situation and what would you like to do to change it?

That trusted partner becomes your mirror and if they have the gift of deep listening and can reframe what it is that makes you unique, you start to see yourself differently and regain your confidence to move in the direction you decide.

Sure, I’m offering you a bit of coaching right now and I hope you can go away and do this yourself or find a partner who can work with you. But if you don’t have a support system, let me be your mirror and help see yourself for who you really are.

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

Can I be of further support to you? Could my interview skills help to elevate your impact by providing you an opportunity to share your insights to realize your true value?  Message me for some potential offers that can elevate your impact. Remember my first 30 minutes with you is complimentary because I want to provide you immediate value. If you would like more, I’d be pleased to extend to you these offers:

  • Reinvent Yourself offer: So many of you have asked how did I reinvent myself. Give me an hour with you and I’ll help you to find your value proposition and evolve your 30 second elevator pitch.
  • Promote Yourself: Recorded interview to obtain valuable content to share on social media or use for applying for a new position.
  • Guest on the Drop In CEO Podcast: with numerous assets to promote your brand
  • Message yourself: Help you to find what you stand for and key messaging for when you show up for a presentation or other communications. Two (2) sessions to elevate your impact offered at
  • Sponsor the Drop In CEO Podcast: and gain valuable reach for 4 months.

10% of all proceeds from these offers go into the Drop In CEO Scholarship Fund for Reinventing individuals who cannot afford to Reinvent their Career and a Resume Makeover.  Thank you in advance for your support

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The Networking Conundrum: Warding off unwanted connections and those that will pay dividends.

We’re bombarded on Linkedin and Email with people offering services for pain points we don’t have; we become numb to all people knocking on our door.

The result of all this noise is most people ignore or close the door on everything when in fact you might be hurting your career by not building a network.

The other thing I see wrong is we’re so isolated by our career and other activities, we don’t invest in a network. So many of the people I’ve met soon realize that is their demise when they need a network to further their career opportunities.

My advice to you is to find a way to triage the unwanted messages you get and delete those. The rest of the ones that seem like real humans, be open to vetting them if they’re open to just getting to know each other and schedule those conversations. More importantly, if it’s an old colleague who you were on good terms on, most definitely open the door and let them in.

Just yesterday, I had a conversation from someone I worked with over 15 years ago and it was like we never stopped talking. The conversation flowed and the experience was rewarding. Whether we connect again or not, it was memorable and that is enough.

Another person was brave enough to accept my invitation to connect; someone in my field and I was curious about them. The conversation was amazing and I am pleased to have found my next inspirational leader to drop in on my podcast. I never would have found such talent unless a) I was curious and sent the invite and b) the individual being open to networking and unknown possibilities.

Oh, and one other piece of advice… never burn a bridge.

Sometimes we leave bad cultures or bosses and leave behind people. Nurture those relationships too. I have found career and business opportunities from people that reconnect with me after 5-10 years. These have been some of the best opportunities I’ve experienced.

Be open to receiving new invites, be proactive in seeking new connections and always nurture the ones from the past. This is your networking capitol at work and your best in vestment in your future.

If you haven’t figured it out, I’m a huge proponent of networking. After being in business over 5 years, this has been one of the pillars of staying viable.

If we have not met, this is an open invitation to connect and form real human connection.

If you enjoy my content, please consider signing up for my weekly newsletter for more insights and resources to support your career.

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

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How to Lean Into Your Leadership Legacy

Marketing Strategies are broken because they lean into your pain points and tell you how they can fix you.

How many people out there are saying you are great and how can I help you to be greater?

Not many I bet you!

Marketing guru’s create a narrative that you’re broken and when people adopt that, it’s a tool to get you to buy services you don’t need.

What would it look like to lean into your leadership greatness to leave a legacy?

How many people are out there to help you on this journey to greatness?

Sure, there are publicists and media relations people that say you can promote yourself to get into the spotlight, but that’s not for everyone.

I propose you can do all of this yourself to leave a lasting impact and here’s how:

Get your thought leadership out to a broader audience!

You have what it already takes to be a thought leader and impact more people you can image. Consider taking your purpose, your talking points and leadership insights to more speaking events. Consider a podcast or even writing a book. It builds your credibility and your reach can be so much greater. You already have leadership figured out. Why waste it by not sharing it with others.

Mentorship is a gift!

If you prefer more intimate conversations to inspire people, consider mentorship or even better yet, start a program where you work. It doesn’t take much to set it up and with a simple structure, you can impact people on a deeper level. By the way, if you’ve had a mentor in the past, make sure you reach back out to them to let them know their impact. Giving the gift of mentorship one person at a time can leave a lasting impact for this and future generations of leaders.

Build a powerful network!

Connection is what humanity is about and we survive as a civilization because of our connection with other humans. By investing time in building not just vanity metrics, but deep connections, we build a set of advocates for what we stand for. They have your back when you need support, but they can also amplify your brand and personal to others who have not met you yet. Take advantage of building a powerful network as part of leaving your legacy. The worse time to build a network is when you’re out of work and need it. Build it during good times and they’ll have your back when the time is right.

In about 2 minutes, I’ve suggested ways to lean into your leadership legacy because you’re already great. I hope you can use some of these tips as you think about your future and the impact you want to make. If this was helpful, let me know. If you know of another great leader who might benefit from this, please share this article with them.

If I can be in service to you and you want to add me to your network, let’s talk and see how we can make you even greater!

If you want to learn more, I recently was on a Linkedin Live on 16 April where you can hear the full conversation on this topic. It will also be a future Podcast & YouTube episode for you to share with others.

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

-Deb

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How to Manage the Mental Mayhem of Delayed Responses

The recruiter is not calling you back.

The job opportunity is put on hold.

The manager is out of office.

The client is not responding to your proposal.

The list goes on and on for which there is a growing trend of Mental Mayhem plaguing professionals today trying to navigate their next opportunity. We don’t prepare professionals for these challenges and instead they fester over what “is not” happening vs. what “is” happening.

I call this Mental Mayhem because as professionals we are results driven with heroic skills to “get things done”. When it’s out of our control, nothing we do can force something to happen. And there lies the Mental Mayhem when nothing we do seems to work.

I’m going through the same challenge right now for which my coach inspired an A HA moment in me that may help you as well.

When we think about what we cannot effect, think about everything you did up until this point to reach a point where the world is saying “No”. You took control of your situation, researched the opportunity, composed an email or set up a call and engaged in healthy dialog or interaction that appeared to be going in the right direction. When you hit a wall and nothing has happen, I propose to you that actually something did happen and it’s up to you to decide what to do next.

Given the world is saying “No”, you have a choice. You can continue to bang on that door and waste energy or quickly pivot, leverage what you learned and pursue another direction. Gone are the days that you should feel victim to circumstances, but quickly take these events and move on… quickly.

Had you not done all that work to get to this point you may not have tested your value, updated your resume or made 2-3 connections in the meantime. You have moved the needle and like my coach said; celebrate the wins that got you to this point in time. It’s not the actual result, but it’s about the journey.

As we speak, I’ve had no-shows to meetings, I’ve re-opened doors that I thought I should shut and, I’ve shut doors that looked promising, but my gut said they were not. Each day we have a choice to move forward or sideways, but never feel stuck or retract.

That is my thought for you to Manage Mental Mayhem. If there is a delayed response to something you are pursuing, pursue those things in your control. It’s a healthy state of being and will serve you well while navigating the obstacles of delayed responses.

What Mental Mayhem have you had to Manage? I’d love to know. When you share, you inspire others.

Be well-Deb

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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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Avalanche Leadership: How to avoid sending your team into a crisis

So many leaders never learn their lesson. They see snow and they send their team out to shovel. They see a blizzard and they give their team more shovels. They see an avalanche and realize they don’t have a crisis plan and see the team get swallowed up by the catastrophe. Once the people dig out, he gives them a shovel to clean up the mess. The lucky ones escape to warmer climates where it doesn’t snow.

Short sighted leadership ultimately causes the crisis because they have not put on their ski goggles to see what the real issue is.

Recently I dropped into a client who had a crisis and we’re solving the issue to get them back on track. They’ve even hired a top talent who will help them evolve their quality systems so they don’t have the same issue again. When they shared they hired this talent, I said I guess I’ll be handing over the reigns shortly. To this, they said “No”, and wanted me to stay for at least 2 more months. They saw the value in setting up a strong foundation and setting the next leader up for success. I’m grateful that they find value in my work and avoid a crisis again.

They could have been short sighted and cut my services and fees right away. However, these leaders knew that in order to avoid another crisis, they needed to assure a smooth transition; giving the new leader all the tools they needed to avoid the avalanche.

Given I’ve seen the pattern over and over and over again that leaders only fix symptoms or wait too long to ask for help, here are my best tips to avoid causing the leadership avalanche:

  • Step back and look at the landscape; if you see the same issues happening over and over again, what are the conditions that exist that enable the same issues to happen? That’s your job to ask those questions and be able to face harsh reality. Sometimes you or your predecessor set up the conditions to exist.
  • Assess if you have the capability or capacity to address the conditions that exist for repeat issues. This takes courage to accept the reality, it might not exist within your environment. Be the leader that asks for help sooner before it’s too late. Be the leader your team needs you to be.
  • If a crisis is looming, the cost of the clean up is far more extensive than the short sighted cost containment of doing nothing. What legacy do you want to leave? If you’re struggling with making the best decision, find someone to talk through the challenge.

For me, I’m excited that recently a few people in and outside my community have found me and reached out to use my services or start with a conversation.

These people see the rough conditions and want to avoid a crisis for which we’ve started to have conversations where I try to impart some immediate value.

If you are seeing the avalanche coming, are you giving your people more shovels or are you going to be the leader who helps them to avoid the avalanche all together? Failure to do anything, you become the Avalanche Leader and leave your legacy that people remember. I don’t want that for you. Let’s talk. If someone you know would benefit from this article, please share it so we can help others.

For more insights, please listen to my podcast airing on 2/23/24 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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Leadership Lessons to Prevent a Crisis

Dear Leaders,
 In today’s edition, we’ll be delving into the pressing issue of handling a hiring crisis faced by business leaders. As companies across industries continue to grapple with talent shortages, CEOs and HR professionals are seeking innovative strategies to attract, retain, and develop skilled employees.

Join me as we explore solutions to one of the most pressing concerns facing organizations today.

Be Well,
Deb
The Spark
Ample, a company specializing in EV battery-swapping technology, is facing a crisis of skilled labor shortage at its manufacturing facilities in the Bay Area. As it aims to double its manufacturing workforce, it struggles to find workers trained to handle high-voltage machinery and complex robotics.
The Burn
The skilled labor shortage in manufacturing is a common problem for several reasons. Firstly, advancements in technology have led to an increase in the complexity of machinery and processes, requiring workers with specialized skills and training to operate them effectively. Also, traditional educational pathways may not always align with the specific needs of modern manufacturing, leading to a gap between the skills taught in educational institutions and those demanded by employers.
The Clean Up
To address this issue, Ample is collaborating with local community colleges to establish apprenticeship programs, allowing individuals to gain necessary skills without a traditional college degree. Despite the challenges, the company remains confident that these initiatives will help meet its growth targets and support the expansion of renewable energy goals in the United States.

 CEOs can address the skilled labor shortage in their companies through several strategic approaches:

Investment in Training and Development: Implement comprehensive training programs to upskill existing employees and prepare them for more advanced roles within the company. This can include on-the-job training, workshops, seminars, and tuition reimbursement for further education.

Partnerships with Educational Institutions: Forge partnerships with local community colleges, vocational schools, and technical institutes to develop tailored training programs that align with the specific needs of the company. This can involve sponsoring apprenticeship programs, internships, or co-op opportunities to attract and retain talent.

Promotion of STEM Education: Engage in initiatives to promote science, technology, engineering, and mathematics (STEM) education at the K-12 level to cultivate interest in manufacturing and technical careers from an early age. This can involve supporting STEM-related extracurricular activities, mentorship programs, and educational outreach efforts.

Flexible Hiring Practices: Consider implementing more flexible hiring practices, such as hiring based on aptitude and potential rather than strict educational requirements. This can open up opportunities for individuals with non-traditional backgrounds or career paths to enter the manufacturing workforce.

Embrace Automation and Technology: Embrace automation and technology to augment the workforce and increase productivity. This can involve investing in robotics, artificial intelligence, and other advanced manufacturing technologies to streamline processes and alleviate the burden on human workers.

By implementing these strategies, CEOs can proactively address the skilled labor shortage in their companies and position themselves for long-term success in the manufacturing industry.
Fire Prevention Tools
Here are a few tools I’ve used when facing hiring issues within manufacturing organizations:

Learn from this Crisis and Repeat: The leadership responded properly realizing they own their destiny and investing in building talent as a long term strategy is the right thing to do. However, have they really learned anything? Where else in their organization might their be risks? Regulatory issues? Supply Chain Issues? Socio-economic changes? Where else could they set up a long term strategy to avoid having to react to a crisis? As a business owner myself, I realize my ability to provide services rests heavily on a robust network that I’ve grown from 800-8000 on Linkedin. As my business grows, I can respond to the changing needs of my clients

Resources should be valued as much as Intellectual Property: When a company creates a patten or a new technology, businesses are quick to protect it for longevity of the company. People are our greatest assets, yet we commoditize most of them and focus on a critical few. Why don’t they consider every resource as a valued asset and seek to protect them and be in service. When we take care of our people and capture their knowledge for future employees, we sustain the ups and downs of any labor shortage.
Change the mindset towards resources and make it a strategic imperative to preserve these assets

Focus on the culture and resources will flock to your company: Even more proactive than the strategy set forth to grow talent and pull them into an organization, what about being the employer of choice for which people are knocking on your door to get in. It’s tough trying to push through a labor desert, but if we could create “pull” like in lean methodology, obtaining and retaining talent would not be an issue. Take a look at smaller businesses; first and second generation owners who may bring in talent at lower price points, but people stay. Why is that? I’ve been in many of these organizations and the culture is nothing like anything I’ve seen in the larger companies. If we can get back to what makes a great culture, labor shortages just don’t exist.

Think about it!If you have thoughts on this, I’d love to hear from you and let’s continue the conversation!

For more insights, I propose to take a moment to get a copy of  The CEO’s Compass, where I very specifically speak to crisis management and how to use the Compass to get back on track. If you’re currently facing a crisis, let’s talk!
Want to be a master at navigating a crisis?
Here are just a few ways we can connect:
Connect on Linkedin
Subscribe to YouTube
Be a Podcast Guest
Ask Deb a Question
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A Guide to Transforming Hope into Action for a Successful 2024

The year is coming to a close and your fate has been sealed. It often feels anti-climactic as you then have to ramp up to a new year of setting goals and “Hoping” you can achieve them or get that new role. Stop hoping and start “Owning” your future!

As you can see, I’m nudging you a bit to make sure you don’t get stuck. Within the last month, two people came to me who have expressed frustration in their current situation and through some active listening on my part, reframing back to them what I saw as their value and some self awareness on their part, they came to the conclusion that they can see the future and take control. Something magical happens when I speak with people, but until we speak, I’d like to impart a few thoughts with you.

Reflect on all the value  you have brought in 2023 and use that data to predict your future performance:

  • Can people see your future potential?
  • Can you tell stories to show how past data and performance is a predictor of future performance?
  • Do you know what words or phrases to use to project your value?

And let’s ask yourself another set of questions about the future:

  • Can you see the future?
  • Can you see yourself in a new role or project?
  • Can you see yourself at the next level?

When you can see the future, articulate the future and act like your future self, you will get pulled into opportunities either of your own doing or external factors.

When you see the future, you can identify the barriers or actions needed to be addressed in order to move forward. If you’re in a situation that you cannot control the environment, then it’s time to move to a different environment where you will thrive. No shame in moving on, but regret if you stay put.

I can help you whiteboard your thoughts and future state and close the gap on the current and future state. It’s that easy and the only thing standing in the way of your successful 2024 is your decision to work with someone.

I know this was a bit of a pep talk vs. a framework, but it’s actually simple. You can do this on your own or you can make the decision to work with someone like myself, a mentor or a trusted partner. Regardless of who you work with, move yourself to action.

If this was helpful, let me know!

If someone could benefit from this DIY lesson, please share it with them!

If you need some help, I’m here for you.

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

To hear more about This topic and goal setting for 2024, please tune into my podcast that is releasing this Friday 12/29/23.

Be well

-Deb

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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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