Kimberly Penharlow Consulting

If you are curious about the importance of purpose conversations, read my article. #purpose #valuealignment #employee engagement Kimberly Ruth Penharlow Kimberly Penharlow Consulting

Explore psychological safety in this article. There is always something new to learn. #growthmindset #psychological safety

Supporting Mental Health: Show, Don’t Tell As organizations strive to foster environments that promote well-being, it's becoming increasingly clear that the underlying culture is crucial in supporting mental health. A positive organizational culture enhances employee morale and contributes to overall productivity and retention. Please read this article and learn how organizations invest in mental health resources for their staff. #mentalhealth #leadership #bestinclass #employeeresources. Kimberly Ruth Penharlow Kimberly Penharlow Consulting

Please read my personal experience with how suicide impacted my life. Leaders, there are tips for you to help support your staff who might be impacted by suicide too. #suicide #SuicideAwarenessMonth #MentalHealthMatters #EndTheStigma #entrepreneur

Why “Survive Till ‘25” Is Worth Thinking About: In today's volatile world, we’ve all heard the phrase "in these unprecedented times" more than we can count. Refrains like that stick because they capture how people are feeling. There's a new mantra making the rounds that seems to be gaining traction: "Survive till '25.” (ST25) Everywhere, from nonprofits to the entertainment industry and higher education, more and more people are espousing this motto—even if they don’t know precisely what it means or where it came from.? Based on what I can find, the phrase’s origins are a mystery, but the line from the 2024 New York Times Op-Ed “How Bad Can it Get for Hollywood”? might be one of the first mentions in major media: “Just survive till ’25.” Regardless of where it came from, this sentiment tries to capture the reality many leaders and organizations face today—navigating a storm of uncertainties in geopolitics, culture, and economics. As I understand it, the idea is simple: Hold steady, avoid significant risks, and focus on getting through the next couple of months. While 'Survive till '25' has passive connotations, leaders can reframe this mindset into a more active strategy. Acknowledging the anxiety and uncertainty swirling around us is crucial. This is an opportunity for leaders to engage in deeper conversations about how these external realities (many out of our control) affect organizations and talent. We owe it to our staff to acknowledge that outside factors like politics, war, and cultural shifts weigh heavily on organizations, their health, and the mental health of individual talent. I can’t think of a better example than the leaders I work with in Qatar, who’ve shown me how taxing it is to stay nimble when geopolitics shifts rapidly. That takes resilience and self-care.?? As leaders, it's our responsibility to reach the following milestones in a way that will support organizations and talent into the future. That's why ST25 is about fostering a sense of community and resilience. But I'm curious: what does "Survive till 25" mean to you? Are you just holding on? Are you having open dialogues about concerns,? providing clarity where possible, and ensuring everyone feels heard and supported?" If you want to explore this topic, contact me or comment. #SurviveTill25 #talent #leadershipcompassion #executivecoaching #resilience #uncertainty Kimberly Ruth Penharlow Kimberly Penharlow Consulting

Welcome to part two of our primer on managing up. In last month’s newsletter, I mainly focused on the “what” of managing up and the common mistake many make: assuming that good employees already know how to do it. The HOW of Managing Up: Part 2/2: This time, let’s focus on “the how” of this practice, particularly with managing up’s biggest benefit: it allows direct reports to provide insights into talent, culture, and goals that a leader cannot see or know. ? We know that scheduled 1:1s with your direct reports increase psychological safety, communication, and engagement. But to ensure that you provide space for employees to manage up in the key areas of talent, culture, and goals, it can be helpful to structure your conversations more deliberately. Below, I’ve compiled a list of questions that anyone can ask employees to facilitate managing up in these critical areas starting ASAP. Powerful Questions to Help Encourage Managing Up During 1:1s: Talent: How are you developing your rising stars? How are you celebrating your staff's success? Who is someone I should have coffee with on your team? What is the greatest challenge your team is facing? Who is a flight risk? Culture: Do leaders and managers reflect the company’s values in their behaviors and interactions? Do you feel the organization’s values are reflected in its policies and practices? Do you feel safe and respected when sharing your ideas and opinions? What initiatives would your staff like to see implemented to improve workplace culture? Would you recommend working here to a friend and why/why not? Goals: What resources do you need to complete the goals? What goals have been achieved? What obstacles do you need to be removed to succeed? What goals are being met with the most resistance?? How can I reinforce the importance of the goals with your team and across the organization? Throughout my many years of coaching, I’ve noticed that managing up allows employees to be the eyes and ears of an organization—effectively illuminating previously hidden challenges, areas for growth, and solutions.? But you can’t just expect employees to manage up in the natural flow of conversation. Next time you meet with a direct report, try incorporating the questions above to help them manage up more effectively. #globalexecutivecoach #executive coach #managingup #culture #goals #talent #management #employeeengagement Kimberly Penharlow Consulting Kimberly Ruth Penharlow

MANAGING UP: The What and Why of Managing Up Over my years of coaching, leaders have shared these concerns: “I was shocked they (direct reports) didn’t tell me about challenges with a strategic goal or their team.” “I don’t know how my direct reports feel about working here or with me.” “How come I feel like the last to know about opportunities to improve our culture?” When I hear statements like these, I ask one follow-up question: “Have you ever talked with your direct reports about how to manage up to you?” Usually, this is followed by a long, telling pause. Many people are familiar with managing up, but mistakenly assign the responsibility for it solely to their employees. And if you’ve done that, you’re certainly not alone. But the truth is, it’s your responsibility as a leader to model and integrate this into team culture proactively. So today, let’s focus on teaching your team to manage up to you. What is Managing Up? The Harvard Business Review defines managing up as “being the most effective employee you can be, creating value for your boss and your company.” That’s a good one, but it glosses over a critical aspect of managing up: how it allows direct reports to provide insights into talent, culture, and goals that a leader cannot see or know. Your direct reports often are your eyes and ears, so take the time to look and listen. In Practice, Managing Up Can Look Like: Keeping your manager up to date on goals Asking your manager to remove obstacles for your team Looping in your manager when deadlines aren’t going to be met (CYA) Concrete Steps to Implementing Managing Up and the Benefits of Each: Teach It: Integrate managing up into your interactions and be specific about what you want to know and why. Clarifying what you need takes the guesswork out of it for your direct reports. Clarify Communication: Establish open lines of communication, allowing direct reports to manage up. Decide how you want to receive information—via Slack, text, WhatsApp, emails, etc. Consistent, honest communication will help your team feel safe sharing the challenges with goals, talent, and culture. Commit to a meeting cadence: Schedule 1:1s with your direct reports to solidify the connection, deepen trust, and maintain momentum. Celebrate challenges: Direct reports will share updates on talent, goals, and culture that might be disappointing, challenging, or confusing.? If you play your part, you’ll enjoy the key benefits of managing up described above, in addition to: ·?Better information flow ·?Improved decision-making ·?Increased trust ·?Greater alignment between individual and organizational goals If you want to explore working with me, reach out! Video onsite with my client Georgetown University, Qatar at Salwa Beach, Qatar. #managingup #executivecoach #leadership #psychologicalsafety #Qatar Kimberly Ruth Penharlow Kimberly Penharlow Consulting

How is it already mid-July? Let's talk BHAGs... As we pass the midpoint of the fiscal year, it's a great time to reflect on our goals and decide whether to retrofit, ditch, or set new ambitions for the rest of the year. One powerful guide to help us through this process is the BHAG—or Big Hairy Audacious Goal. Inspired by Jim Collins' work, a BHAG is a clear and ambitious goal that everyone in an organization can grasp and feel immediately motivated by. As Collins puts it: “When an expedition sets out to climb Mount Everest, it doesn’t need a three-page, convoluted ‘mission statement’ to explain what Mount Everest is…” Of course, we all have our own personal and organizational “Mount Everest.” For Hilton, this was “To be the preeminent global hospitality company—the first choice of guests, team members, and owners alike.” Does that need 10-page memos or lengthy meetings to explain? No. Is it easy? Well, also, no. But judging by the fact that 95% of employees consider Hilton a “great place to work,” there’s no doubt that Hilton’s clear vision is increasing satisfaction and engagement at all levels of the organization. When I think deeply about BHAGs, I also think about performance, speed, and agility, but in the context of my running journey. For me, it’s about pushing beyond my comfort zone, tolerating inevitable setbacks, and continuously striving for improvement. So, at this mid-point in Q3, I ask myself: Do I continue to push towards my running BHAG or adjust my goal??The same question applies to our professional ambitions. Should we stay the course, pivot, or set new targets? I’ll admit that it’s a powerful question without easy answers. But every time I lace up my sneakers, I'm reminded that the difficulty we encounter while pursuing BHAGs is where actual growth happens. Let's embrace this mid-year reflection and make bold decisions to propel us towards greatness. My BHAG is to run a sub-20 minute 5k this summer. What’s yours? How do you want to tackle it for the rest of the year? If you want to engage in coaching, reach out. I am ready to talk BHAGs. Photographer and Running Coach Francisco Balagtas hashtag #Leadership #BHAG #Running #GoalSetting #MidYearReview #globalexecutivecoach #executivecoach #masterrunning #management #goals Kimberly Ruth Penharlow Kimberly Penharlow Consulting

#LeadershipCPR #leadershipnewparadigm #executivecoaching #globalexecutivecoach #decisionmaking #stuck

JOIN MY LEADERSHIP INNER CIRLE: this month's topic concerns curiosity and resilience… It can be tempting to rely on others' opinions, especially when making complicated and consequential decisions. There are so many buzzwords, protocols, and possible directions to keep up with. If you spend too much time on LinkedIn, it can seem like the knowledge and insight we need to make confident decisions must come from outside of ourselves. But from my journey consulting with leaders, managing my own business, and participating in challenging runs across the country, I've learned that the most powerful tools for decision-making often come from within. If you're already part of our community, prepare for this month's newsletter, which includes a practical guide on using your curiosity and resilience to make confident decisions. This month, I had an experience that reinforced how our innate capacities for these two qualities can help us commit to scary decisions and stay the course when things get tough. Are you still waiting to be a subscriber? You're in the right place if you're looking for free leadership insights gleaned from years of consulting with world-class teams and exemplary leaders. Click here https://lnkd.in/e6Nb6WMm to become a member of my inner circle of leadership. Just be prepared for a few lines about running… and maybe a line or two about my love for temporary tattoos. Thank you, @Francisco Balagtas for the photo. #leadershipCPR #leadershipcoaching #resilience #curiosity #growthmindset #globalexecutivecoach #mastersrunning #runningat51 #femaleentrepreneur #executivecoaching #juvenilerheumatoidarthritis #osteoporosis #movethatbody Kimberly Ruth Penharlow Kimberly Penharlow Consulting