Clarity

As discussed in the previous edition, I prefer yearly themes over New Year’s resolutions.? The advantage, for me, is that it allows me to find opportunities to work towards my goals in ways and at times I had never considered before. ?

My theme for 2025 is “The Year of Clarity”

What does this mean?

During 2024, the focus of my content was on offering development tips and advice for leaders.? My goal was to provide best-practices for leaders who want to make an impact on their teams and the work.? This material was well received - especially toward the end of the year when I transition to short-form video content.

In 2025, I will continue that work, sharing my knowledge and best leadership practices gained through 15 years of experience leading teams in Human Resources, Change Management, and Training and serving on global spanning transformation projects effecting tens of thousands of employees.

What will be “clarified” is how I can directly support your experience as a manager. ?

Leadership can be a lonely role.? Impostor syndrome kicks in and I know you don’t always trust your own judgement (but you put on a brave face).? Are you making the right kind of impact?? Is your career going in the right direction?? Or are you just running around in circles endlessly putting out fires.

In the coming weeks you will see more content focused on THOSE aspects of leadership.? I am going to talk about the things that are scary about being a leader.? And I am going to talk about why you’ve got what it takes to be an amazing leader. ?

And I invite you to join me on this journey.

Share your challenges, your hopes, and your dreams.? What do you want to create with your career?? What are you afraid to create?

Let’s discuss how we can support each other be the best leaders possible - without the stress, without the fear, and without the burnout.

Send me a DM and let’s talk!

In the meantime, this week, I also published several videos exploring a variety of topics.

Encouraging Employees

If you only give feedback AFTER an employee does something (either good or bad) you are missing out on an opportunity to focus their development and ensure they are successful at their tasks.? In short, provide encouragement

In this video, I talk about the kinds of encouragement you can provide each of your employees before they take on a new task.? Be sure to customize your encouragement to each of your employee’s specific needs and capabilities for maximum effect:

Leading without Support

What do you do when your boss just isn’t all that great?? Reporting into someone who is not able to communicate effectively, delegate work fairly, or provide the support you need can be difficult for anyone to deal with.? But don’t feel you have to just accept bad leadership.

In this video I talk about things you can do to learn from the experience and continue to develop your skills as a leader even if you don’t have the support you might have hoped for.

Developing your Managers

For organizational leaders, such as directors and VPs, it is important to recognize that your management team needs your support.? Often, they feel alone, unsupported (in ways that matter), and are afraid to speak up.? After all, they do not want to appear incapable of doing the job to their bosses. ?

In this video I talk about three things you can do to help create a supportive environment for your management team and start building their capabilities for the future.

Until next week, if you are looking to clarify your own leadership message for the year ahead, let's brainstorm together! Book a call with me and let's talk.