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https://spitfirecoach.com/blog

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682
683    <div class="header-announcement-bar-wrapper">
684      
685      <a
686        href="#page"
687        class="header-skip-link sqs-button-element--primary"
688      >
689        Skip to Content
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691      
692
693
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709
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713
714
715
716"
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727      
728      
729
730      <div class='header-inner container--fluid
731        
732        
733        
734         header-mobile-layout-logo-left-nav-right
735        
736        
737        
738        
739        
740        
741         header-layout-nav-right
742        
743        
744        
745        
746        
747        
748        
749        
750        '
751        data-test="header-inner"
752        >
753        <!-- Background -->
754        <div class="header-background theme-bg--primary"></div>
755
756        <div class="header-display-desktop" data-content-field="site-title">
757          
758
759          
760
761          
762
763          
764
765          
766
767          
768          
769            
770            <!-- Social -->
771            
772          
773            
774            <!-- Title and nav wrapper -->
775            <div class="header-title-nav-wrapper">
776              
777
778              
779
780              
781                
782                <!-- Title -->
783                
784                  <div
785                    class="
786                      header-title
787                      
788                    "
789                    data-animation-role="header-element"
790                  >
791                    
792                      <div class="header-title-logo">
793                        <a href="/" data-animation-role="header-element">
794                        
795<img elementtiming="nbf-header-logo-desktop" src="//images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/17bd1846-842f-46cb-991f-162359d16ace/Coach.png?format=1500w" alt="Spitfire Coach" style="display:block" fetchpriority="high" loading="eager" decoding="async" data-loader="raw">
796
797                        </a>
798                      </div>
799
800                    
801                    
802                  </div>
803                
804              
805                
806                <!-- Nav -->
807                <div class="header-nav">
808                  <div class="header-nav-wrapper">
809                    <nav class="header-nav-list">
810                      
811
812
813  
814    <div class="header-nav-item header-nav-item--collection header-nav-item--homepage">
815      <a
816        href="/"
817        data-animation-role="header-element"
818        
819      >
820        Home
821      </a>
822    </div>
823  
824  
825  
826
827
828  
829    <div class="header-nav-item header-nav-item--folder">
830      <button
831        class="header-nav-folder-title"
832        data-href="/who"
833        data-animation-role="header-element"
834        aria-expanded="false"
835        aria-controls="about"
836        
837      >
838      <span class="header-nav-folder-title-text">
839        About
840      </span>
841      </button>
842      <div class="header-nav-folder-content" id="about">
843        
844          
845            <div class="header-nav-folder-item">
846              <a
847                href="/abouts"
848                
849              >
850                <span class="header-nav-folder-item-content">
851                  About Us
852                </span>
853              </a>
854            </div>
855          
856          
857        
858          
859            <div class="header-nav-folder-item">
860              <a
861                href="/case-studies"
862                
863              >
864                <span class="header-nav-folder-item-content">
865                  Case Studies
866                </span>
867              </a>
868            </div>
869          
870          
871        
872          
873            <div class="header-nav-folder-item">
874              <a
875                href="/faqs"
876                
877              >
878                <span class="header-nav-folder-item-content">
879                  FAQs
880                </span>
881              </a>
882            </div>
883          
884          
885        
886      </div>
887    </div>
888  
889  
890
891
892  
893    <div class="header-nav-item header-nav-item--folder">
894      <button
895        class="header-nav-folder-title"
896        data-href="/solutions"
897        data-animation-role="header-element"
898        aria-expanded="false"
899        aria-controls="solutions"
900        
901      >
902      <span class="header-nav-folder-title-text">
903        Solutions
904      </span>
905      </button>
906      <div class="header-nav-folder-content" id="solutions">
907        
908          
909            <div class="header-nav-folder-item">
910              <a
911                href="/forganizations"
912                
913              >
914                <span class="header-nav-folder-item-content">
915                  For Game-Changing Organizations
916                </span>
917              </a>
918            </div>
919          
920          
921        
922          
923            <div class="header-nav-folder-item">
924              <a
925                href="/forleaders"
926                
927              >
928                <span class="header-nav-folder-item-content">
929                  For Purpose-Driven Leaders
930                </span>
931              </a>
932            </div>
933          
934          
935        
936          
937            <div class="header-nav-folder-item">
938              <a
939                href="/for-icf-coaches"
940                
941              >
942                <span class="header-nav-folder-item-content">
943                  For ICF Coaches
944                </span>
945              </a>
946            </div>
947          
948          
949        
950      </div>
951    </div>
952  
953  
954
955
956  
957    <div class="header-nav-item header-nav-item--folder header-nav-item--active">
958      <button
959        class="header-nav-folder-title"
960        data-href="/resource"
961        data-animation-role="header-element"
962        aria-expanded="false"
963        aria-controls="resources"
964        
965          
966          aria-current="true"
967        
968      >
969      <span class="header-nav-folder-title-text">
970        Resources
971      </span>
972      </button>
973      <div class="header-nav-folder-content" id="resources">
974        
975          
976            <div class="header-nav-folder-item">
977              <a
978                href="/futureself"
979                
980              >
981                <span class="header-nav-folder-item-content">
982                  Future Self Design™ Coach Training
983                </span>
984              </a>
985            </div>
986          
987          
988        
989          
990            <div class="header-nav-folder-item">
991              <a
992                href="/press"
993                
994              >
995                <span class="header-nav-folder-item-content">
996                  Press and Media
997                </span>
998              </a>
999            </div>
1000          
1001          
1002        
1003          
1004            <div class="header-nav-folder-item">
1005              <a
1006                href="/resources-1"
1007                
1008              >
1009                <span class="header-nav-folder-item-content">
1010                  Resources
1011                </span>
1012              </a>
1013            </div>
1014          
1015          
1016        
1017          
1018            <div class="header-nav-folder-item header-nav-folder-item--active">
1019              <a
1020                href="/blog"
1021                
1022                  aria-current="page"
1023                
1024              >
1025                <span class="header-nav-folder-item-content">
1026                  Blog
1027                </span>
1028              </a>
1029            </div>
1030          
1031          
1032        
1033          
1034            <div class="header-nav-folder-item">
1035              <a
1036                href="/episode"
1037                
1038              >
1039                <span class="header-nav-folder-item-content">
1040                  Podcast
1041                </span>
1042              </a>
1043            </div>
1044          
1045          
1046        
1047          
1048            <div class="header-nav-folder-item">
1049              <a
1050                href="/merch"
1051                
1052              >
1053                <span class="header-nav-folder-item-content">
1054                  Online Store
1055                </span>
1056              </a>
1057            </div>
1058          
1059          
1060        
1061          
1062            <div class="header-nav-folder-item">
1063              <a
1064                href="/upcoming-events"
1065                
1066              >
1067                <span class="header-nav-folder-item-content">
1068                  Upcoming Events
1069                </span>
1070              </a>
1071            </div>
1072          
1073          
1074        
1075          
1076            <div class="header-nav-folder-item">
1077              <a
1078                href="/pleasedontcoachme"
1079                
1080              >
1081                <span class="header-nav-folder-item-content">
1082                  Please Don't Coach Me
1083                </span>
1084              </a>
1085            </div>
1086          
1087          
1088        
1089      </div>
1090    </div>
1091  
1092  
1093
1094
1095  
1096    <div class="header-nav-item header-nav-item--folder">
1097      <button
1098        class="header-nav-folder-title"
1099        data-href="/connect"
1100        data-animation-role="header-element"
1101        aria-expanded="false"
1102        aria-controls="lets-connect"
1103        
1104      >
1105      <span class="header-nav-folder-title-text">
1106        Let's Connect
1107      </span>
1108      </button>
1109      <div class="header-nav-folder-content" id="lets-connect">
1110        
1111          
1112            <div class="header-nav-folder-item">
1113              <a
1114                href="/contact"
1115                
1116              >
1117                <span class="header-nav-folder-item-content">
1118                  Contact
1119                </span>
1120              </a>
1121            </div>
1122          
1123          
1124        
1125          
1126            <div class="header-nav-folder-item">
1127              <a
1128                href="/joinus"
1129                
1130              >
1131                <span class="header-nav-folder-item-content">
1132                  Join Our Spitfire Team
1133                </span>
1134              </a>
1135            </div>
1136          
1137          
1138        
1139      </div>
1140    </div>
1141  
1142  
1143
1144
1145
1146                    </nav>
1147                  </div>
1148                </div>
1149              
1150              
1151            </div>
1152          
1153            
1154            <!-- Actions -->
1155            <div class="header-actions header-actions--right">
1156              
1157                
1158                  <div class="user-accounts-link header-nav-item header-nav-item--collection customerAccountLoginDesktop" data-controller="UserAccountLink" data-animation-role="header-element">
1159                    <a class="user-accounts-text-link header-nav-item" href="#" data-animation-role="header-element">
1160  <span class="unauth">Login</span>
1161  <span class="auth">Account</span>
1162</a>
1163                  </div>
1164                
1165              
1166              
1167
1168              
1169
1170            
1171            
1172
1173              
1174              <div class="showOnMobile">
1175                
1176              </div>
1177
1178              
1179              <div class="showOnDesktop">
1180                
1181              </div>
1182
1183              
1184            </div>
1185          
1186            
1187
1188
1189<style>
1190  .top-bun, 
1191  .patty, 
1192  .bottom-bun {
1193    height: 1px;
1194  }
1195</style>
1196
1197<!-- Burger -->
1198<div class="header-burger
1199
1200  menu-overlay-has-visible-non-navigation-items
1201
1202
1203  
1204  no-actions
1205  
1206" data-animation-role="header-element">
1207  <button class="header-burger-btn burger" data-test="header-burger">
1208    <span hidden class="js-header-burger-open-title visually-hidden">Open Menu</span>
1209    <span hidden class="js-header-burger-close-title visually-hidden">Close Menu</span>
1210    <div class="burger-box">
1211      <div class="burger-inner header-menu-icon-doubleLineHamburger">
1212        <div class="top-bun"></div>
1213        <div class="patty"></div>
1214        <div class="bottom-bun"></div>
1215      </div>
1216    </div>
1217  </button>
1218</div>
1219
1220          
1221
1222        </div>
1223        <div class="header-display-mobile" data-content-field="site-title">
1224          
1225            
1226            <!-- Social -->
1227            
1228          
1229            
1230            <!-- Title and nav wrapper -->
1231            <div class="header-title-nav-wrapper">
1232              
1233
1234              
1235
1236              
1237                
1238                <!-- Title -->
1239                
1240                  <div
1241                    class="
1242                      header-title
1243                      
1244                    "
1245                    data-animation-role="header-element"
1246                  >
1247                    
1248                      <div class="header-title-logo">
1249                        <a href="/" data-animation-role="header-element">
1250                        
1251<img elementtiming="nbf-header-logo-desktop" src="//images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/17bd1846-842f-46cb-991f-162359d16ace/Coach.png?format=1500w" alt="Spitfire Coach" style="display:block" fetchpriority="high" loading="eager" decoding="async" data-loader="raw">
1252
1253                        </a>
1254                      </div>
1255
1256                    
1257                    
1258                  </div>
1259                
1260              
1261                
1262                <!-- Nav -->
1263                <div class="header-nav">
1264                  <div class="header-nav-wrapper">
1265                    <nav class="header-nav-list">
1266                      
1267
1268
1269  
1270    <div class="header-nav-item header-nav-item--collection header-nav-item--homepage">
1271      <a
1272        href="/"
1273        data-animation-role="header-element"
1274        
1275      >
1276        Home
1277      </a>
1278    </div>
1279  
1280  
1281  
1282
1283
1284  
1285    <div class="header-nav-item header-nav-item--folder">
1286      <button
1287        class="header-nav-folder-title"
1288        data-href="/who"
1289        data-animation-role="header-element"
1290        aria-expanded="false"
1291        aria-controls="about"
1292        
1293      >
1294      <span class="header-nav-folder-title-text">
1295        About
1296      </span>
1297      </button>
1298      <div class="header-nav-folder-content" id="about">
1299        
1300          
1301            <div class="header-nav-folder-item">
1302              <a
1303                href="/abouts"
1304                
1305              >
1306                <span class="header-nav-folder-item-content">
1307                  About Us
1308                </span>
1309              </a>
1310            </div>
1311          
1312          
1313        
1314          
1315            <div class="header-nav-folder-item">
1316              <a
1317                href="/case-studies"
1318                
1319              >
1320                <span class="header-nav-folder-item-content">
1321                  Case Studies
1322                </span>
1323              </a>
1324            </div>
1325          
1326          
1327        
1328          
1329            <div class="header-nav-folder-item">
1330              <a
1331                href="/faqs"
1332                
1333              >
1334                <span class="header-nav-folder-item-content">
1335                  FAQs
1336                </span>
1337              </a>
1338            </div>
1339          
1340          
1341        
1342      </div>
1343    </div>
1344  
1345  
1346
1347
1348  
1349    <div class="header-nav-item header-nav-item--folder">
1350      <button
1351        class="header-nav-folder-title"
1352        data-href="/solutions"
1353        data-animation-role="header-element"
1354        aria-expanded="false"
1355        aria-controls="solutions"
1356        
1357      >
1358      <span class="header-nav-folder-title-text">
1359        Solutions
1360      </span>
1361      </button>
1362      <div class="header-nav-folder-content" id="solutions">
1363        
1364          
1365            <div class="header-nav-folder-item">
1366              <a
1367                href="/forganizations"
1368                
1369              >
1370                <span class="header-nav-folder-item-content">
1371                  For Game-Changing Organizations
1372                </span>
1373              </a>
1374            </div>
1375          
1376          
1377        
1378          
1379            <div class="header-nav-folder-item">
1380              <a
1381                href="/forleaders"
1382                
1383              >
1384                <span class="header-nav-folder-item-content">
1385                  For Purpose-Driven Leaders
1386                </span>
1387              </a>
1388            </div>
1389          
1390          
1391        
1392          
1393            <div class="header-nav-folder-item">
1394              <a
1395                href="/for-icf-coaches"
1396                
1397              >
1398                <span class="header-nav-folder-item-content">
1399                  For ICF Coaches
1400                </span>
1401              </a>
1402            </div>
1403          
1404          
1405        
1406      </div>
1407    </div>
1408  
1409  
1410
1411
1412  
1413    <div class="header-nav-item header-nav-item--folder header-nav-item--active">
1414      <button
1415        class="header-nav-folder-title"
1416        data-href="/resource"
1417        data-animation-role="header-element"
1418        aria-expanded="false"
1419        aria-controls="resources"
1420        
1421          
1422          aria-current="true"
1423        
1424      >
1425      <span class="header-nav-folder-title-text">
1426        Resources
1427      </span>
1428      </button>
1429      <div class="header-nav-folder-content" id="resources">
1430        
1431          
1432            <div class="header-nav-folder-item">
1433              <a
1434                href="/futureself"
1435                
1436              >
1437                <span class="header-nav-folder-item-content">
1438                  Future Self Design™ Coach Training
1439                </span>
1440              </a>
1441            </div>
1442          
1443          
1444        
1445          
1446            <div class="header-nav-folder-item">
1447              <a
1448                href="/press"
1449                
1450              >
1451                <span class="header-nav-folder-item-content">
1452                  Press and Media
1453                </span>
1454              </a>
1455            </div>
1456          
1457          
1458        
1459          
1460            <div class="header-nav-folder-item">
1461              <a
1462                href="/resources-1"
1463                
1464              >
1465                <span class="header-nav-folder-item-content">
1466                  Resources
1467                </span>
1468              </a>
1469            </div>
1470          
1471          
1472        
1473          
1474            <div class="header-nav-folder-item header-nav-folder-item--active">
1475              <a
1476                href="/blog"
1477                
1478                  aria-current="page"
1479                
1480              >
1481                <span class="header-nav-folder-item-content">
1482                  Blog
1483                </span>
1484              </a>
1485            </div>
1486          
1487          
1488        
1489          
1490            <div class="header-nav-folder-item">
1491              <a
1492                href="/episode"
1493                
1494              >
1495                <span class="header-nav-folder-item-content">
1496                  Podcast
1497                </span>
1498              </a>
1499            </div>
1500          
1501          
1502        
1503          
1504            <div class="header-nav-folder-item">
1505              <a
1506                href="/merch"
1507                
1508              >
1509                <span class="header-nav-folder-item-content">
1510                  Online Store
1511                </span>
1512              </a>
1513            </div>
1514          
1515          
1516        
1517          
1518            <div class="header-nav-folder-item">
1519              <a
1520                href="/upcoming-events"
1521                
1522              >
1523                <span class="header-nav-folder-item-content">
1524                  Upcoming Events
1525                </span>
1526              </a>
1527            </div>
1528          
1529          
1530        
1531          
1532            <div class="header-nav-folder-item">
1533              <a
1534                href="/pleasedontcoachme"
1535                
1536              >
1537                <span class="header-nav-folder-item-content">
1538                  Please Don't Coach Me
1539                </span>
1540              </a>
1541            </div>
1542          
1543          
1544        
1545      </div>
1546    </div>
1547  
1548  
1549
1550
1551  
1552    <div class="header-nav-item header-nav-item--folder">
1553      <button
1554        class="header-nav-folder-title"
1555        data-href="/connect"
1556        data-animation-role="header-element"
1557        aria-expanded="false"
1558        aria-controls="lets-connect"
1559        
1560      >
1561      <span class="header-nav-folder-title-text">
1562        Let's Connect
1563      </span>
1564      </button>
1565      <div class="header-nav-folder-content" id="lets-connect">
1566        
1567          
1568            <div class="header-nav-folder-item">
1569              <a
1570                href="/contact"
1571                
1572              >
1573                <span class="header-nav-folder-item-content">
1574                  Contact
1575                </span>
1576              </a>
1577            </div>
1578          
1579          
1580        
1581          
1582            <div class="header-nav-folder-item">
1583              <a
1584                href="/joinus"
1585                
1586              >
1587                <span class="header-nav-folder-item-content">
1588                  Join Our Spitfire Team
1589                </span>
1590              </a>
1591            </div>
1592          
1593          
1594        
1595      </div>
1596    </div>
1597  
1598  
1599
1600
1601
1602                    </nav>
1603                  </div>
1604                </div>
1605              
1606              
1607            </div>
1608          
1609            
1610            <!-- Actions -->
1611            <div class="header-actions header-actions--right">
1612              
1613                
1614                  <div class="user-accounts-link header-nav-item header-nav-item--collection customerAccountLoginDesktop" data-controller="UserAccountLink" data-animation-role="header-element">
1615                    <a class="user-accounts-text-link header-nav-item" href="#" data-animation-role="header-element">
1616  <span class="unauth">Login</span>
1617  <span class="auth">Account</span>
1618</a>
1619                  </div>
1620                
1621              
1622              
1623
1624              
1625
1626            
1627            
1628
1629              
1630              <div class="showOnMobile">
1631                
1632              </div>
1633
1634              
1635              <div class="showOnDesktop">
1636                
1637              </div>
1638
1639              
1640            </div>
1641          
1642            
1643
1644
1645<style>
1646  .top-bun, 
1647  .patty, 
1648  .bottom-bun {
1649    height: 1px;
1650  }
1651</style>
1652
1653<!-- Burger -->
1654<div class="header-burger
1655
1656  menu-overlay-has-visible-non-navigation-items
1657
1658
1659  
1660  no-actions
1661  
1662" data-animation-role="header-element">
1663  <button class="header-burger-btn burger" data-test="header-burger">
1664    <span hidden class="js-header-burger-open-title visually-hidden">Open Menu</span>
1665    <span hidden class="js-header-burger-close-title visually-hidden">Close Menu</span>
1666    <div class="burger-box">
1667      <div class="burger-inner header-menu-icon-doubleLineHamburger">
1668        <div class="top-bun"></div>
1669        <div class="patty"></div>
1670        <div class="bottom-bun"></div>
1671      </div>
1672    </div>
1673  </button>
1674</div>
1675
1676          
1677          
1678          
1679          
1680          
1681        </div>
1682      </div>
1683    </div>
1684    <!-- (Mobile) Menu Navigation -->
1685    <div class="header-menu header-menu--folder-list
1686      
1687      
1688      
1689      
1690      
1691      "
1692      data-section-theme=""
1693      data-current-styles="{
1694        &quot;layout&quot;: &quot;navRight&quot;,
1695        &quot;action&quot;: {
1696          &quot;href&quot;: &quot;/member-community&quot;,
1697          &quot;buttonText&quot;: &quot;Member Community&quot;,
1698          &quot;newWindow&quot;: false
1699        },
1700        &quot;showSocial&quot;: false,
1701        &quot;socialOptions&quot;: {
1702          &quot;socialBorderShape&quot;: &quot;none&quot;,
1703          &quot;socialBorderStyle&quot;: &quot;outline&quot;,
1704          &quot;socialBorderThickness&quot;: {
1705            &quot;unit&quot;: &quot;px&quot;,
1706            &quot;value&quot;: 1.0
1707          }
1708        },
1709        &quot;sectionTheme&quot;: &quot;bright&quot;,
1710        &quot;menuOverlayAnimation&quot;: &quot;fade&quot;,
1711        &quot;cartStyle&quot;: &quot;cart&quot;,
1712        &quot;cartText&quot;: &quot;Cart&quot;,
1713        &quot;showEmptyCartState&quot;: true,
1714        &quot;cartOptions&quot;: {
1715          &quot;iconType&quot;: &quot;solid-7&quot;,
1716          &quot;cartBorderShape&quot;: &quot;none&quot;,
1717          &quot;cartBorderStyle&quot;: &quot;outline&quot;,
1718          &quot;cartBorderThickness&quot;: {
1719            &quot;unit&quot;: &quot;px&quot;,
1720            &quot;value&quot;: 1.0
1721          }
1722        },
1723        &quot;showButton&quot;: false,
1724        &quot;showCart&quot;: false,
1725        &quot;showAccountLogin&quot;: true,
1726        &quot;headerStyle&quot;: &quot;theme&quot;,
1727        &quot;languagePicker&quot;: {
1728          &quot;enabled&quot;: false,
1729          &quot;iconEnabled&quot;: false,
1730          &quot;iconType&quot;: &quot;globe&quot;,
1731          &quot;flagShape&quot;: &quot;shiny&quot;,
1732          &quot;languageFlags&quot;: [ ]
1733        },
1734        &quot;iconOptions&quot;: {
1735          &quot;desktopDropdownIconOptions&quot;: {
1736            &quot;size&quot;: {
1737              &quot;unit&quot;: &quot;em&quot;,
1738              &quot;value&quot;: 1.0
1739            },
1740            &quot;iconSpacing&quot;: {
1741              &quot;unit&quot;: &quot;em&quot;,
1742              &quot;value&quot;: 0.35
1743            },
1744            &quot;strokeWidth&quot;: {
1745              &quot;unit&quot;: &quot;px&quot;,
1746              &quot;value&quot;: 1.0
1747            },
1748            &quot;endcapType&quot;: &quot;square&quot;,
1749            &quot;folderDropdownIcon&quot;: &quot;none&quot;,
1750            &quot;languagePickerIcon&quot;: &quot;openArrowHead&quot;
1751          },
1752          &quot;mobileDropdownIconOptions&quot;: {
1753            &quot;size&quot;: {
1754              &quot;unit&quot;: &quot;em&quot;,
1755              &quot;value&quot;: 1.0
1756            },
1757            &quot;iconSpacing&quot;: {
1758              &quot;unit&quot;: &quot;em&quot;,
1759              &quot;value&quot;: 0.15
1760            },
1761            &quot;strokeWidth&quot;: {
1762              &quot;unit&quot;: &quot;px&quot;,
1763              &quot;value&quot;: 0.5
1764            },
1765            &quot;endcapType&quot;: &quot;square&quot;,
1766            &quot;folderDropdownIcon&quot;: &quot;openArrowHead&quot;,
1767            &quot;languagePickerIcon&quot;: &quot;openArrowHead&quot;
1768          }
1769        },
1770        &quot;mobileOptions&quot;: {
1771          &quot;layout&quot;: &quot;logoLeftNavRight&quot;,
1772          &quot;menuIconOptions&quot;: {
1773            &quot;style&quot;: &quot;doubleLineHamburger&quot;,
1774            &quot;thickness&quot;: {
1775              &quot;unit&quot;: &quot;px&quot;,
1776              &quot;value&quot;: 1.0
1777            }
1778          }
1779        },
1780        &quot;solidOptions&quot;: {
1781          &quot;headerOpacity&quot;: {
1782            &quot;unit&quot;: &quot;%&quot;,
1783            &quot;value&quot;: 100.0
1784          },
1785          &quot;
1785blurBackground&quot;: {
1786            &quot;enabled&quot;: false,
1787            &quot;blurRadius&quot;: {
1788              &quot;unit&quot;: &quot;px&quot;,
1789              &quot;value&quot;: 12.0
1790            }
1791          }
1792        },
1793        &quot;gradientOptions&quot;: {
1794          &quot;gradientType&quot;: &quot;faded&quot;,
1795          &quot;headerOpacity&quot;: {
1796            &quot;unit&quot;: &quot;%&quot;,
1797            &quot;value&quot;: 90.0
1798          },
1799          &quot;blurBackground&quot;: {
1800            &quot;enabled&quot;: false,
1801            &quot;blurRadius&quot;: {
1802              &quot;unit&quot;: &quot;px&quot;,
1803              &quot;value&quot;: 12.0
1804            }
1805          }
1806        },
1807        &quot;dropShadowOptions&quot;: {
1808          &quot;enabled&quot;: true,
1809          &quot;blur&quot;: {
1810            &quot;unit&quot;: &quot;px&quot;,
1811            &quot;value&quot;: 48.0
1812          },
1813          &quot;spread&quot;: {
1814            &quot;unit&quot;: &quot;px&quot;,
1815            &quot;value&quot;: 12.0
1816          },
1817          &quot;distance&quot;: {
1818            &quot;unit&quot;: &quot;px&quot;,
1819            &quot;value&quot;: 9.0
1820          }
1821        },
1822        &quot;borderOptions&quot;: {
1823          &quot;enabled&quot;: true,
1824          &quot;position&quot;: &quot;bottom&quot;,
1825          &quot;thickness&quot;: {
1826            &quot;unit&quot;: &quot;px&quot;,
1827            &quot;value&quot;: 4.0
1828          },
1829          &quot;color&quot;: {
1830            &quot;type&quot;: &quot;SITE_PALETTE_COLOR&quot;,
1831            &quot;sitePaletteColor&quot;: {
1832              &quot;colorName&quot;: &quot;accent&quot;,
1833              &quot;alphaModifier&quot;: 1.0
1834            }
1835          }
1836        },
1837        &quot;showPromotedElement&quot;: false,
1838        &quot;buttonVariant&quot;: &quot;secondary&quot;,
1839        &quot;blurBackground&quot;: {
1840          &quot;enabled&quot;: false,
1841          &quot;blurRadius&quot;: {
1842            &quot;unit&quot;: &quot;px&quot;,
1843            &quot;value&quot;: 12.0
1844          }
1845        },
1846        &quot;headerOpacity&quot;: {
1847          &quot;unit&quot;: &quot;%&quot;,
1848          &quot;value&quot;: 100.0
1849        }
1850      }"
1851      data-section-id="overlay-nav"
1852      data-show-account-login="true"
1853      data-test="header-menu">
1854      <div class="header-menu-bg theme-bg--primary"></div>
1855      <div class="header-menu-nav">
1856        <nav class="header-menu-nav-list">
1857          <div data-folder="root" class="header-menu-nav-folder">
1858            <div class="header-menu-nav-folder-content">
1859              <!-- Menu Navigation -->
1860<div class="header-menu-nav-wrapper">
1861  
1862    
1863      
1864        
1865          
1866            <div class="container header-menu-nav-item header-menu-nav-item--collection header-menu-nav-item--homepage">
1867              <a
1868                href="/"
1869                
1870              >
1871                <div class="header-menu-nav-item-content">
1872                  Home
1873                </div>
1874              </a>
1875            </div>
1876          
1877        
1878      
1879    
1880      
1881        
1882          <div class="container header-menu-nav-item">
1883            <a
1884              data-folder-id="/who"
1885              href="/who"
1886              
1887            >
1888              <div class="header-menu-nav-item-content header-menu-nav-item-content-folder">
1889                <span class="visually-hidden">Folder:</span>
1890                <span class="header-nav-folder-title-text">About</span>
1891              </div>
1892            </a>
1893          </div>
1894          <div data-folder="/who" class="header-menu-nav-folder">
1895            <div class="header-menu-nav-folder-content">
1896              <div class="header-menu-controls container header-menu-nav-item">
1897                <a class="header-menu-controls-control header-menu-controls-control--active" data-action="back" href="/">
1898                  <span>Back</span>
1899                </a>
1900              </div>
1901              
1902                
1903                  <div class="container header-menu-nav-item">
1904                    <a
1905                      href="/abouts"
1906                      
1907                    >
1908                      <div class="header-menu-nav-item-content">
1909                        About Us
1910                      </div>
1911                    </a>
1912                  </div>
1913                
1914                
1915              
1916                
1917                  <div class="container header-menu-nav-item">
1918                    <a
1919                      href="/case-studies"
1920                      
1921                    >
1922                      <div class="header-menu-nav-item-content">
1923                        Case Studies
1924                      </div>
1925                    </a>
1926                  </div>
1927                
1928                
1929              
1930                
1931                  <div class="container header-menu-nav-item">
1932                    <a
1933                      href="/faqs"
1934                      
1935                    >
1936                      <div class="header-menu-nav-item-content">
1937                        FAQs
1938                      </div>
1939                    </a>
1940                  </div>
1941                
1942                
1943              
1944            </div>
1945          </div>
1946        
1947      
1948    
1949      
1950        
1951          <div class="container header-menu-nav-item">
1952            <a
1953              data-folder-id="/solutions"
1954              href="/solutions"
1955              
1956            >
1957              <div class="header-menu-nav-item-content header-menu-nav-item-content-folder">
1958                <span class="visually-hidden">Folder:</span>
1959                <span class="header-nav-folder-title-text">Solutions</span>
1960              </div>
1961            </a>
1962          </div>
1963          <div data-folder="/solutions" class="header-menu-nav-folder">
1964            <div class="header-menu-nav-folder-content">
1965              <div class="header-menu-controls container header-menu-nav-item">
1966                <a class="header-menu-controls-control header-menu-controls-control--active" data-action="back" href="/">
1967                  <span>Back</span>
1968                </a>
1969              </div>
1970              
1971                
1972                  <div class="container header-menu-nav-item">
1973                    <a
1974                      href="/forganizations"
1975                      
1976                    >
1977                      <div class="header-menu-nav-item-content">
1978                        For Game-Changing Organizations
1979                      </div>
1980                    </a>
1981                  </div>
1982                
1983                
1984              
1985                
1986                  <div class="container header-menu-nav-item">
1987                    <a
1988                      href="/forleaders"
1989                      
1990                    >
1991                      <div class="header-menu-nav-item-content">
1992                        For Purpose-Driven Leaders
1993                      </div>
1994                    </a>
1995                  </div>
1996                
1997                
1998              
1999                
2000                  <div class="container header-menu-nav-item">
2001                    <a
2002                      href="/for-icf-coaches"
2003                      
2004                    >
2005                      <div class="header-menu-nav-item-content">
2006                        For ICF Coaches
2007                      </div>
2008                    </a>
2009                  </div>
2010                
2011                
2012              
2013            </div>
2014          </div>
2015        
2016      
2017    
2018      
2019        
2020          <div class="container header-menu-nav-item header-menu-nav-item--active">
2021            <a
2022              data-folder-id="/resource"
2023              href="/resource"
2024              
2025                
2026                aria-current="true"
2027              
2028            >
2029              <div class="header-menu-nav-item-content header-menu-nav-item-content-folder">
2030                <span class="visually-hidden">Folder:</span>
2031                <span class="header-nav-folder-title-text">Resources</span>
2032              </div>
2033            </a>
2034          </div>
2035          <div data-folder="/resource" class="header-menu-nav-folder">
2036            <div class="header-menu-nav-folder-content">
2037              <div class="header-menu-controls container header-menu-nav-item">
2038                <a class="header-menu-controls-control header-menu-controls-control--active" data-action="back" href="/">
2039                  <span>Back</span>
2040                </a>
2041              </div>
2042              
2043                
2044                  <div class="container header-menu-nav-item">
2045                    <a
2046                      href="/futureself"
2047                      
2048                    >
2049                      <div class="header-menu-nav-item-content">
2050                        Future Self Design™ Coach Training
2051                      </div>
2052                    </a>
2053                  </div>
2054                
2055                
2056              
2057                
2058                  <div class="container header-menu-nav-item">
2059                    <a
2060                      href="/press"
2061                      
2062                    >
2063                      <div class="header-menu-nav-item-content">
2064                        Press and Media
2065                      </div>
2066                    </a>
2067                  </div>
2068                
2069                
2070              
2071                
2072                  <div class="container header-menu-nav-item">
2073                    <a
2074                      href="/resources-1"
2075                      
2076                    >
2077                      <div class="header-menu-nav-item-content">
2078                        Resources
2079                      </div>
2080                    </a>
2081                  </div>
2082                
2083                
2084              
2085                
2086                  <div class="container header-menu-nav-item header-menu-nav-item--active">
2087                    <a
2088                      href="/blog"
2089                      
2090                        aria-current="page"
2091                      
2092                    >
2093                      <div class="header-menu-nav-item-content">
2094                        Blog
2095                      </div>
2096                    </a>
2097                  </div>
2098                
2099                
2100              
2101                
2102                  <div class="container header-menu-nav-item">
2103                    <a
2104                      href="/episode"
2105                      
2106                    >
2107                      <div class="header-menu-nav-item-content">
2108                        Podcast
2109                      </div>
2110                    </a>
2111                  </div>
2112                
2113                
2114              
2115                
2116                  <div class="container header-menu-nav-item">
2117                    <a
2118                      href="/merch"
2119                      
2120                    >
2121                      <div class="header-menu-nav-item-content">
2122                        Online Store
2123                      </div>
2124                    </a>
2125                  </div>
2126                
2127                
2128              
2129                
2130                  <div class="container header-menu-nav-item">
2131                    <a
2132                      href="/upcoming-events"
2133                      
2134                    >
2135                      <div class="header-menu-nav-item-content">
2136                        Upcoming Events
2137                      </div>
2138                    </a>
2139                  </div>
2140                
2141                
2142              
2143                
2144                  <div class="container header-menu-nav-item">
2145                    <a
2146                      href="/pleasedontcoachme"
2147                      
2148                    >
2149                      <div class="header-menu-nav-item-content">
2150                        Please Don't Coach Me
2151                      </div>
2152                    </a>
2153                  </div>
2154                
2155                
2156              
2157            </div>
2158          </div>
2159        
2160      
2161    
2162      
2163        
2164          <div class="container header-menu-nav-item">
2165            <a
2166              data-folder-id="/connect"
2167              href="/connect"
2168              
2169            >
2170              <div class="header-menu-nav-item-content header-menu-nav-item-content-folder">
2171                <span class="visually-hidden">Folder:</span>
2172                <span class="header-nav-folder-title-text">Let's Connect</span>
2173              </div>
2174            </a>
2175          </div>
2176          <div data-folder="/connect" class="header-menu-nav-folder">
2177            <div class="header-menu-nav-folder-content">
2178              <div class="header-menu-controls container header-menu-nav-item">
2179                <a class="header-menu-controls-control header-menu-controls-control--active" data-action="back" href="/">
2180                  <span>Back</span>
2181                </a>
2182              </div>
2183              
2184                
2185                  <div class="container header-menu-nav-item">
2186                    <a
2187                      href="/contact"
2188                      
2189                    >
2190                      <div class="header-menu-nav-item-content">
2191                        Contact
2192                      </div>
2193                    </a>
2194                  </div>
2195                
2196                
2197              
2198                
2199                  <div class="container header-menu-nav-item">
2200                    <a
2201                      href="/joinus"
2202                      
2203                    >
2204                      <div class="header-menu-nav-item-content">
2205                        Join Our Spitfire Team
2206                      </div>
2207                    </a>
2208                  </div>
2209                
2210                
2211              
2212            </div>
2213          </div>
2214        
2215      
2216    
2217  
2218</div>
2219
2220              
2221                
2222                  <div
2223                    class="user-accounts-link header-menu-nav-item header-nav-item--collection customerAccountLoginMobile"
2224                    data-controller="UserAccountLink"
2225                    data-animation-role="header-element"
2226                  >
2227                    <a class="user-accounts-text-link header-nav-item" href="#" data-animation-role="header-element">
2228  <span class="unauth">Login</span>
2229  <span class="auth">Account</span>
2230</a>
2231                </div>
2232                
2233              
2234            </div>
2235            
2236            
2237            
2238          </div>
2239        </nav>
2240      </div>
2241    </div>
2242    
2243    
2243<script>
2244      (function() {
2245        var header = document.getElementById('header');
2246        if (!header) {
2247          return;
2248        }
2249        function setHeaderHeightVar() {
2250          document.documentElement.style.setProperty(
2251            '--header-height',
2252            header.getBoundingClientRect().height + 'px'
2253          );
2254        }
2255        setHeaderHeightVar();
2256        var images = header.getElementsByTagName('img');
2257        for (var i = 0; i < images.length; i++) {
2258          if (!images[i].complete) {
2259            images[i].addEventListener('load', setHeaderHeightVar);
2260          }
2261        }
2262      })();
2263      //# sourceURL=reserveSpaceForHeader.js
2264    </script>
2264
2265  </header>
2266
2267
2268
2269
2270      <main id="page" class="container" role="main">
2271        
2272          
2273            
2274<article class="sections" id="sections" data-page-sections="675883044d1d567aac883f87">
2275  
2276  
2277    
2278    
2279
2280
2281  
2282  
2283
2284
2285
2286
2287
2288
2289
2290
2291
2292
2293
2294<section
2295  data-test="page-section"
2296  
2297  data-section-theme="white"
2298  class='page-section 
2299    
2300      content-collection
2301      full-bleed-section
2302      collection-type-blog-single-column
2303    
2304    background-width--full-bleed
2305    
2306      section-height--medium
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2404  
2405<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1779112933466-RIPWHKD6N873GCY3HHQ8/unsplash-image-faOiRmwNOz8.jpg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1779112933466-RIPWHKD6N873GCY3HHQ8/unsplash-image-faOiRmwNOz8.jpg" data-image-dimensions="2500x1667" data-image-focal-point="0.5,0.5" alt="Stop Stuffing It" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1779112933466-RIPWHKD6N873GCY3HHQ8/unsplash-image-faOiRmwNOz8.jpg" width="2500" height="1667" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1779112933466-RIPWHKD6N873GCY3HHQ8/unsplash-image-faOiRmwNOz8.jpg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1779112933466-RIPWHKD6N873GCY3HHQ8/unsplash-image-faOiRmwNOz8.jpg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1779112933466-RIPWHKD6N873GCY3HHQ8/unsplash-image-faOiRmwNOz8.jpg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1779112933466-RIPWHKD6N873GCY3HHQ8/unsplash-image-faOiRmwNOz8.jpg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1779112933466-RIPWHKD6N873GCY3HHQ8/unsplash-image-faOiRmwNOz8.
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2406</a>
2407
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2413  <span class="blog-meta-primary">
2414    
2415    
2416      <span class="blog-author">Lauren LeMunyan</span>
2417    
2418    <time class="blog-date" pubdate data-animation-role="date">5/20/26</time>
2419  </span>
2420  <span class="blog-meta-delimiter"></span>
2421  
2422  <span class="blog-meta-secondary">
2423    
2424    
2425      <span class="blog-author">Lauren LeMunyan</span>
2426    
2427    <time class="blog-date" pubdate data-animation-role="date">5/20/26</time>
2428  </span>
2429  
2430  
2431  
2432</div>
2433<h1 class="blog-title">
2434  
2435    <a href="/blog/=/stop-stuffing-it" data-no-animation>
2436  
2437    Stop Stuffing It
2438  </a>
2439</h1>
2440<div class="blog-excerpt">
2441  <div class="blog-excerpt-wrapper"><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><em>You've gotten really good at it.<br><br>The performance. Shoulders back, voice even, jaw relaxed. You walk into the high-stakes meeting, the hard conversation, the make-or-break decision, and you look like none of it touches you. Because that's what leaders do.<br><br>So you stuff it. You square your shoulders and go.<br><br>And somewhere around 2am, it wakes you up anyway.<br><br></em><strong><em>The problem was never that you felt anxious. The problem is what you've been taught to do with it.</em></strong></p></div>
2442  
2443    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" id="item-6a0b199433e1d9306e108b80"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="255dfda46943fb1f69c9" id="block-255dfda46943fb1f69c9"><div class="sqs-block-content"><div class="sqs-text-block-container">
2444  
2445  <div class="sqs-html-content" data-sqsp-text-block-content><p style="text-align: center; ; white-space:pre-wrap;" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><em>How to make your anxiety work for you</em></span><em> and why the leaders who can are changing everything around them.</em></p></div>
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2527  
2528  <div class="sqs-html-content" data-sqsp-text-block-content><p style="white-space:pre-wrap;" data-rte-preserve-empty="true">You’ve gotten really good at it.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">The performance. Shoulders back, voice even, jaw relaxed. You walk into the high-stakes meeting, the hard conversation, the make-or-break decision, and 
2528you look like none of it touches you. Because that’s what leaders do. They hold it together. They don’t rattle. They certainly don’t sit in a boardroom and say, “Actually, I’m kind of terrified right now.”</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">So you stuff it. You square your shoulders and go.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">And somewhere around 2am, it wakes you up anyway.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong><em>Suppressing anxiety doesn’t make it disappear. It makes it louder — and eventually, it finds a way out.</em></strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">It comes out in your tone when a team member asks the wrong question at the wrong moment. It comes out in the decision you make when you’re depleted at 4pm that you’d never make at 9am. It comes out in the tension your people feel in the room before you’ve said a single word, because humans are wired to detect threat in the nervous systems of the people around them.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">The problem was never that you felt anxious. The problem is what you’ve been taught to do with it.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">After more than a decade coaching executives, founders, and high-stakes leaders, I can tell you with confidence: the leaders who have mastered suppression are often the ones struggling the most. Because they’ve built an entire leadership identity on containing something that is trying, desperately, to help them.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>What anxiety actually is</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Let’s start with the reframe, because it changes everything.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Anxiety is not a malfunction, it’s not evidence that you’re not cut out for this, or a character flaw dressed up as a feeling.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Anxiety, fear, doubt, worry — all of it — is <strong>an internal flag</strong>. </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A signal that says: I don’t have enough information yet, or I don’t have a plan yet. That’s it. </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">That’s the whole message. Your nervous system has identified something it hasn’t resolved, and it is doing exactly what it was designed to do: <strong>it is flagging it for your attention.</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">The question isn’t how to stop feeling it. The question is: <strong>what is it trying to tell me?</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">When you shift that question, you shift your entire relationship with the emotion. Instead of managing a problem, you’re gathering intelligence. Instead of performing calm, you’re actually leading.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>THE REFRAME</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><em>Anxiety isn’t the enemy. It’s a signal that you don’t have enough information or enough of a plan yet. That’s your nervous system doing its job. Your job is to listen.</em></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>Why stuffing it makes everything worse</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Most of us learned to suppress anxiety because, in the short term, it works. You contain it, you get through the meeting, and you feel a brief wash of relief on the other side. Competence confirmed. Crisis managed.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">But here’s what’s happening under the surface: suppression is not resolution. It’s compression. And compressed anxiety doesn’t dissipate — it builds pressure.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Over time, that pressure manifests in ways that are harder to trace back to the source. Decision fatigue that sets in faster than it used to. A shorter fuse in low-stakes moments. A creeping sense of dread before situations that used to feel manageable. Sleep that keeps getting interrupted for no obvious reason.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">And then there’s the transmission problem.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">You cannot hand your unprocessed anxiety to your team and call it leadership. But that is exactly what happens when we stuff it. The words say <em>everything’s fine</em>, but the energy in the room says something else entirely. People are not reading your PowerPoint. They are reading <strong>you</strong>. And what they pick up on shapes how they show up, how much risk they’re willing to take, how honest they’re willing to be with you.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">You become the emotional weather system for every room you walk into. The question is whether you’re bringing a storm you haven’t acknowledged, or something people can actually navigate by.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>The writing exercise that changes everything</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">I want to give you a tool you can use before your next high-stakes moment. Not a lengthy journaling practice, not a meditation routine, not anything that requires a retreat weekend to implement. Just three questions and a piece of paper.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Before you walk into the meeting, have the conversation, or make the decision — write down:</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" data-indent="2" style="margin-left: 80px; white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>1.&nbsp; What specifically am I anxious about?</strong> (Not “everything”, get granular. What is the actual source?)</p><p class="MsoNormal" data-indent="2" style="margin-left: 80px; white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>2.&nbsp; Where is the fear or worry coming from?</strong> (Is this a real gap? A worst-case spiral? Something I’ve experienced before?)</p><p class="MsoNormal" data-indent="2" style="margin-left: 80px; white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>3.&nbsp; What do I need to address, ask, or figure out before I move forward?</strong> (Now you have an action, not just a feeling.)</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">That’s it. The act of writing moves the anxiety from your body to paper — and in doing so, shifts it from your amygdala to your prefrontal cortex. You’re not suppressing it. You’re not performing through it. You’re giving it a job.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">
2528When anxiety has a job, it stops being noise and starts being data. It becomes part of your preparation instead of a liability you’re managing around.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>The body connection most leaders skip</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">There’s a piece of neuroscience that I come back to over and over in my coaching work, because it genuinely surprises people every time.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Fear and excitement are physiologically identical.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Same elevated heart rate. Same cortisol spike. Same tight chest, same heightened senses, same surge of adrenaline. The nervous system doesn’t distinguish between “I’m about to do something terrifying” and “I’m about to do something thrilling.” It just registers: high stakes, elevated state, pay attention.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">The only variable is the story you’re telling about what that state means.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><div class="sqsrte-scaled-text-container"><span class="sqsrte-scaled-text"><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong><em>The difference between fear and excitement is your breath. That’s not a metaphor. It’s biology.</em></strong>&nbsp;</p></span></div><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">One slow, intentional exhale — not a dozen, just <strong>one</strong> — signals safety to your nervous system. It activates the parasympathetic response. It gives your brain the fraction of a second it needs to choose the story you’re telling about what this moment means.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Before the meeting, before the call, before the conversation where everything is on the line: take one breath. Not to relax. Not to perform calm. But to give yourself the biological conditions for clarity.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>Building the muscle: PQ reps</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">In <a target="_blank" href="https://positiveintelligence.com/">Positive Intelligence</a> (PQ, the somatic layer beyond IQ and EQ) these micro-practices are called reps. PQ reps are small, physical, consistent actions that train your nervous system to stay regulated under pressure.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">The concept is straightforward: emotional regulation is a muscle. Like any muscle, it develops through repeated use, not through understanding the theory of it. You can read everything ever written about the gym and your body won’t change. You have to do the reps.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">PQ reps look like this: the breath before you respond. Feeling both feet on the floor before a hard conversation. Writing down the three questions instead of running the spiral in your head. Naming the emotion out loud to yourself before you walk into the room.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">None of these are dramatic. That’s the point. They’re small enough that you can do them anywhere, in any context, under any amount of pressure. And the more you do them, the shorter the gap between trigger and response becomes — which is precisely where leadership lives.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>WHAT THE REPS DO</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><em>Each rep trains your nervous system to move through activation instead of around it. Over time, you stop needing to white-knuckle through high-pressure moments. You start navigating them with actual clarity.</em></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>The goal isn’t calm. It’s clarity.</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">I want to be direct about something, because I see it misunderstood constantly.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">This is not about becoming unbothered. It is not about meditating your way to equanimity or rewiring yourself to feel nothing when the stakes are high. Those things are not leadership. They’re not even possible for most humans operating at the level of intensity that demanding work requires.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">The goal of this practice is clarity. Calm is a byproduct — it happens, sometimes, but it isn’t the metric. Clarity is the metric. Clarity is: I know what I’m feeling, I know what it’s signaling, and I’m choosing my response instead of reacting from the pressure of suppression.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Leaders who have built this practice don’t stop feeling pressure. They respond faster and cleaner. They enter rooms differently. Their teams feel it. The quality of their decisions changes. The relationships around them change.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Because here’s what becomes possible when you stop stuffing it: you stop transmitting it. You stop being the weather system no one can predict. You become the kind of leader people can actually orient by.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">That’s not a small thing. That’s the whole thing.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong><em>You can’t lead from clarity while running on compressed anxiety. But you can learn to stop compressing it — and that changes everything.</em></strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>Where to start</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">You don’t need to overhaul your routine. You don’t need a new system. You need one rep, done consistently, until it becomes the default.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Pick one:</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoListParagraph" data-indent="2" style="margin-left: 80px; white-space:pre-wrap;" data-rte-preserve-empty="true">•&nbsp;&nbsp;&nbsp;&nbsp; Before your next high-stakes moment, write down the three questions. Just once. See what it surfaces.</p><p class="MsoListParagraph" data-indent="2" style="margin-left: 80px; white-space:pre-wrap;" data-rte-preserve-empty="true">•&nbsp;&nbsp;&nbsp;&nbsp; The next time you feel anxiety rising, name it out loud to yourself: “There’s the flag.” That’s it. Don’t fix it, don’t suppress it, just name it.</p><p class="MsoListParagraph" data-indent="2" style="margin-left: 80px; white-space:pre-wrap;" data-rte-preserve-empty="true">•&nbsp;&nbsp;&nbsp;&nbsp; Tomorrow morning, before your first hard conversation, take one slow breath. On purpose. Notice what shifts.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">That’s one rep. And one rep, done enough times, is how the muscle gets built.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">The anxiety isn’t going anywhere. But what you do with it — that’s entirely yours to choose.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong><em>About the author</em></strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><em>Lauren LeMunyan, MCC is the founder and CEO of Spitfire Coach, a certified women-owned leadership development and executive coaching firm. With 4,000+ coaching hours and 500+ C-su
2528ite clients, Lauren works with leaders at the intersection of high performance and human intelligence. She is the creator of Future Self Design™, host of the Spitfire Podcast, and author of two books on leadership.</em></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Listen to the podcast episode</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Stop Stuffing It: How to Make Your Anxiety Work for You available now on the <a href="/episode">Spitfire Podcast</a>. Subscribe wherever you listen.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">&nbsp;</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Work with Lauren</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Ready to stop managing your energy and start leading from it? Learn about 1:1 executive coaching and the Future Self Design™ program at <a target="_blank" href="https://spitfirecoach.com/futureself">spitfirecoach.com/futureself</a>.</p></div>
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2633<a class="blog-more-link" href="/blog/=/stop-stuffing-it" data-animation-role="content">Read More</a>
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2644<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1770652880595-YDULFQQRJKLA1OWGJZZJ/unsplash-image-IVGZ6NsmyBI.jpg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1770652880595-YDULFQQRJKLA1OWGJZZJ/unsplash-image-IVGZ6NsmyBI.jpg" data-image-dimensions="2500x1406" data-image-focal-point="0.5,0.5" alt="The Power of “I Don’t Know”: A Coach’s Guide to Unlocking Growth" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1770652880595-YDULFQQRJKLA1OWGJZZJ/unsplash-image-IVGZ6NsmyBI.jpg" width="2500" height="1406" alt="" sizes="100.01778093883357vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1770652880595-YDULFQQRJKLA1OWGJZZJ/unsplash-image-IVGZ6NsmyBI.jpg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1770652880595-YDULFQQRJKLA1OWGJZZJ/unsplash-image-IVGZ6NsmyBI.jpg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1770652880595-YDULFQQRJKLA1OWGJZZJ/unsplash-image-IVGZ6NsmyBI.jpg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1770652880595-YDULFQQRJKLA1OWGJZZJ/unsplash-image-IVGZ6NsmyBI.jpg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1770652880595-YDULFQQRJKLA1OWGJZZJ/unsplash-image-IVGZ6NsmyBI.jpg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1770652880595-YDULFQQRJKLA1OWGJZZJ/unsplash-image-IVGZ6NsmyBI.jpg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1770652880595-YDULFQQRJKLA1OWGJZZJ/unsplash-image-IVGZ6NsmyBI.jpg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
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2655      <span class="blog-author">Lauren LeMunyan</span>
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2657    <time class="blog-date" pubdate data-animation-role="date">2/9/26</time>
2658  </span>
2659  <span class="blog-meta-delimiter"></span>
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2664      <span class="blog-author">Lauren LeMunyan</span>
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2666    <time class="blog-date" pubdate data-animation-role="date">2/9/26</time>
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2674    <a href="/blog/=/the-power-of-i-dont-know-a-coachs-guide-to-unlocking-growth" data-no-animation>
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2676    The Power of “I Don’t Know”: A Coach’s Guide to Unlocking Growth
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2679<div class="blog-excerpt">
2680  <div class="blog-excerpt-wrapper"><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>“I don’t know” isn’t the end of the conversation, it’s the invitation to begin a new one.</strong></p><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><br>In coaching, this phrase often signals the edge of a client’s known world: where certainty gives way to potential, and identity gives way to emergence. When we meet it with curiosity instead of urgency, “I don’t know” becomes a doorway to the deeper work.</p><p style="text-align: start; ; white-space:pre-wrap;" data-rte-preserve-empty="true">In this article, we explore how coaches can work skillfully with uncertainty, using real session dialogue to show how “I don’t know” becomes a tool, not a trap.</p></div>
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2740  <div class="sqs-html-content" data-sqsp-text-block-content><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">In coaching sessions, the phrase&nbsp;<em>“I don’t know”</em>&nbsp;often shows up with a sigh, a shrug, or an awkward pause. It can sound like a dead end, but it’s actually a signal of something on the horizon.</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">In a recent coaching conversation, a career coaching client found themselves repeatedly s
2740aying, “I don’t know.” Rather than moving past it, we stayed there. What unfolded was a powerful shift, not toward answers, but toward agency.</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Below, we’ll explore how “I don’t know” can become a lever for growth in sessions, and how you can work with it in your own coaching practice.</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><h3 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>Reframing “I Don’t Know”</strong></span></h3><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Most of us are conditioned to believe that “I don’t know” equals weakness, ignorance, or unpreparedness. In reality, it’s often a signpost marking the edge of a comfort zone, the fertile space where real learning begins.</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">In a coaching context, “I don’t know” can signal:</p><ul data-rte-list="default"><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A&nbsp;<strong>lack of clarity</strong>&nbsp;(ripe for exploration)</p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A&nbsp;<strong>protective defense mechanism</strong>&nbsp;(signaling vulnerability)</p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A&nbsp;<strong>growth edge</strong>&nbsp;(a place the client hasn’t had permission or time to explore)</p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A&nbsp;<strong>desire to avoid being wrong</strong>&nbsp;(especially in high-achieving professionals)</p></li></ul><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Coaches can reframe this phrase with clients by treating it as a cue, not a conclusion.</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><div class="sqsrte-scaled-text-container"><span class="sqsrte-scaled-text"><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>5 Ways to Leverage “I Don’t Know” in a Coaching Session</strong></span></p></span></div><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>1.&nbsp;Slow Down &amp; Normalize It</strong></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“Great. That’s a perfectly honest place to be. Let’s hang out there for a moment.”</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">When a client says “I don’t know,” resist the urge to fill the silence or fix it. Instead, model calm curiosity. Let the moment breathe. That pause alone can reduce performance pressure and make space for insight.</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>2.&nbsp;Ask What’s&nbsp;<em>Underneath</em>&nbsp;It</strong></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“If you&nbsp;<em>did</em>&nbsp;know, what might you guess?”</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“What’s making this hard to answer?”</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Sometimes “I don’t know” is a proxy for:</p><ul data-rte-list="default"><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“I haven’t thought about this before.”</p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“I’m afraid to say it out loud.”</p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“I’m not sure what’s acceptable to want.”</p></li></ul><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Gently probing helps clients differentiate between genuine uncertainty and emotional avoidance.</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>3.&nbsp;Turn It Into a Map</strong></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“What would you need to know in order to answer that?”</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">This is an excellent move when coaching around transitions, career changes, or identity questions. Help the client define the information gaps. Tur
2740ning ambiguity into inquiry helps them feel empowered, not stuck.</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>4.&nbsp;Use It to Surface Hidden Assumptions</strong></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“What do you think someone&nbsp;<em>should</em>&nbsp;know here?”</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“I don’t know” often masks internalized narratives or expectations—especially for high performers who fear they should already “have it all figured out.” Help clients notice the “rules” they’ve unconsciously adopted.</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>5.&nbsp;Build the Muscle of Not-Knowing</strong></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“Let’s treat this as your lab. What experiment could you run to learn more?”</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Especially in innovation, leadership, and career coaching, uncertainty is constant. Helping clients reframe “I don’t know” as an invitation to&nbsp;<em>test</em>,&nbsp;<em>explore</em>, and&nbsp;<em>discover</em>&nbsp;shifts their mindset from passivity to creative agency.</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><h3 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>When “I Don’t Know” Becomes a Pattern</strong></span></h3><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">If you hear “I don’t know” often from a client, consider what it might be protecting:</p><ul data-rte-list="default"><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Fear of <strong>failure or judgment</strong></p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Lack of <strong>psychological safety</strong> (in or out of the session)</p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Habitual <strong>external validation</strong> seeking</p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A deeper <strong>identity shift</strong> underway</p></li></ul><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Naming the pattern, with permission, can be freeing:</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“I notice we’ve hit ‘I don’t know’ a few times today. How do you usually handle uncertainty in your life or work?”</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><div class="sqsrte-scaled-text-container"><span class="sqsrte-scaled-text"><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>For Coaches: Practice Your Own Comfort with “I Don’t Know”</strong></p></span></div><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">The most powerful way to model this for your clients is to embrace your own “I don’t know” moments with humility and curiosity. You don’t need to have all the answers—you need to create the space where the&nbsp;<em>right</em>&nbsp;questions can unfold.</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><h3 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>“I Don’t Know” is a Beginning, Not an End</strong></span></h3><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Coaching isn’t about having answers, it’s about creating a container where clients can uncover their own. When a client says “I don’t know,” smile. You’ve just arrived at the edge of something meaningful.</p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p></div>
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2944  
2945  <div class="sqs-html-content" data-sqsp-text-block-content><h2 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><a target="_blank" href="/futureself"><strong>Future Self Design™ for Coaches</strong></a></h2><h3 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><span class="sqsrte-text-color--accent">Deepen Your Craft. Expand Your Impact.</span></h3><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Future Self Design™</strong>&nbsp;is a reflective, practice-based experience for coaches who are ready to deepen their skills, not by adding more tools, but by deepening their practice to support who their clients are becoming.  </p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">In this experience, you will:</p><ul data-rte-list="default"><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Practice frameworks that help clients design from their future selves</p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Learn to work more confidently in the in-between spaces</p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Explore your own evolution as a coach, and what your next chapter is truly asking of you</p></li><li><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Join a community of fellow coaches doing courageous, personal work to serve at the highest level</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p></li></ul><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true">You’ll walk away with a clearer sense of who you are as a practitioner, what’s shifting in y
2945our presence, and how to help clients do work that actually sticks.</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><h2 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><a href="/futureself"><strong>Join Future Self Design™</strong></a></h2><p class="sqsrte-large" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p></div>
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3022</div></div></div></div></div></div>
3023  
3024</div>
3025
3026<a class="blog-more-link" href="/blog/=/the-power-of-i-dont-know-a-coachs-guide-to-unlocking-growth" data-animation-role="content">Read More</a>
3027
3028
3029        </div>
3030      </article>
3031    
3032      <article class="blog-single-column--container entry blog-item no-image-fade-in">
3033        
3034        <div class="blog-single-column--text">
3035          <div class="blog-meta-section">
3036  <span class="blog-meta-primary">
3037    
3038      <span class="blog-categories-list">
3039        
3040          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a>
3041      </span>
3042    
3043    
3044      <span class="blog-author">Lauren LeMunyan</span>
3045    
3046    <time class="blog-date" pubdate data-animation-role="date">1/17/24</time>
3047  </span>
3048  <span class="blog-meta-delimiter"></span>
3049  
3050    <span class="blog-meta-delimiter blog-category-delimiter"></span>
3051  
3052  <span class="blog-meta-secondary">
3053    
3054      <span class="blog-categories-list">
3055        
3056          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a>
3057      </span>
3058    
3059    
3060      <span class="blog-author">Lauren LeMunyan</span>
3061    
3062    <time class="blog-date" pubdate data-animation-role="date">1/17/24</time>
3063  </span>
3064  
3065  
3066  
3067</div>
3068<h1 class="blog-title">
3069  
3070    <a href="/blog/=/the-power-of-effective-communication-in-the-workplace" data-no-animation>
3071  
3072    The Power of Effective Communication in the Workplace
3073  </a>
3074</h1>
3075<div class="blog-excerpt">
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3136  <div class="sqs-html-content" data-sqsp-text-block-content><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Communication is a fundamental aspect of any successful organization. It plays a crucial role in fostering collaboration, building trust, and driving overall workplace success. However, despite its importance, many leaders and employees struggle with effective communication. In fact, studies have shown that <strong>a lack of effective collaboration and communication is the main cause of workplace failure for 86% of employees and executives</strong>.</p><h3 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent">So, what exactly does communication mean in the context of the workplace? </span></h3><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">According to the standard definition, it is the process of exchanging information, ideas, thoughts, or feelings between individuals or groups. However, when it comes to effective communication, it goes beyond simply exchanging information. It involves a two-way flow of understanding and engagement.</p></div>
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3336  
3337  <div class="sqs-html-content" data-sqsp-text-block-content><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">One of the major challenges that leaders and teams face in achieving effective communication is what we call a directional challenge. In many instances, communication becomes one-way where individuals focus solely on expressing their own ideas, agendas, and desires to be heard and understood. This results in what can be described as two brick walls of agendas colliding, creating a chaotic and unproductive environment.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">To overcome this directional challenge and foster effective communication, there are a few key strategies that can be implemented. The first step is to acknowledge that we are all on the same team. This mindset shift helps cultivate a sense of unity and purpose, promoting a collaborative atmosphere where communication can thrive.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">A critical aspect of improving communication is getting curious about the people we are communicating with. Before entering a meeting or initiating a conversation, it is important to ask ourselves a series of questions. </p><ol data-rte-list="default"><li><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Who is our audience? </p></li><li><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">What is most important to them? </p></li><li><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">What do we agree on? </p></li></ol><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">By understanding the needs and perspective of our audience, we can shape our communication to foster understanding rather than simply pushing our own agenda.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">When presenting an idea, it is essential to consider what information our audience needs to know and what support or decision we are seeking from them. By providing context, detail, and clarity, we can improve understanding and engagement. This intentional approach to communication shifts the focus from being heard to being truly understood.</p></div>
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3537  
3538  <div class="sqs-html-content" data-sqsp-text-block-content><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--black">On the other hand, when we are on the listening end of a conversation or in a meeting, it is important to approach it with an open mind. We should strive to find common ground by acknowledging and appreciating the 10% that we agree or appreciate about the presented ideas. It is also crucial to objectively evaluate how those ideas may impact us and how they can potentially help us.</span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--black">To ensure effective communication, we should remain objective, avoiding emotional reactions or personal biases. We need to make conversations about ideas and facts, rather than allowing them to be driven by energy, emotion, or personal stories. By focusing on the shared goal of building shared understanding, we can create an environment of trust and collaboration.</span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--black">Implementing these strategies can have a significant impact on the energy and collaboration within a team. Effective communication leads to improved outcomes, increased productivity, and a more positive work environment. By fostering a culture of open and effective communication, organizations can overcome the challenges they face and achieve greater success.</span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--black">The power of effective communication in the workplace cannot be understated. It is a critical driver of success and plays a pivotal role in fostering collaboration and building trust. By acknowledging the directional challenge and implementing strategies to overcome it, leaders and employees can transform their communication from one-way exchanges to meaningful two-way interactions. This shift in mindset and approach can enhance understanding, improve productivity, and create a more cohesive and successful work environment.</span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--black">Remember, effective communication is a skill that can be developed and honed over time. By consciously applying the strategies discussed here, individuals and organizations can overcome communication challenges and reap the benefits of clear, open, and collaborative communication.</span></p></div>
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3749</style>
3750
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3753
3754</div>
3755</div></div></div></div></div></div>
3756  
3757</div>
3758
3759<a class="blog-more-link" href="/blog/=/the-power-of-effective-communication-in-the-workplace" data-animation-role="content">Read More</a>
3760
3761
3762        </div>
3763      </article>
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3765      <article class="blog-single-column--container entry blog-item no-image-fade-in">
3766        
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3768          <div class="blog-meta-section">
3769  <span class="blog-meta-primary">
3770    
3771    
3772      <span class="blog-author">Lauren LeMunyan</span>
3773    
3774    <time class="blog-date" pubdate data-animation-role="date">1/4/24</time>
3775  </span>
3776  <span class="blog-meta-delimiter"></span>
3777  
3778  <span class="blog-meta-secondary">
3779    
3780    
3781      <span class="blog-author">Lauren LeMunyan</span>
3782    
3783    <time class="blog-date" pubdate data-animation-role="date">1/4/24</time>
3784  </span>
3785  
3786  
3787  
3788</div>
3789<h1 class="blog-title">
3790  
3791    <a href="/blog/=/kickstart-your-teams-new-year-with-8-ways-to-create-unstoppable-motivation" data-no-animation>
3792  
3793    Kickstart Your Team's New Year with 8 Ways to Create Unstoppable Motivation!
3794  </a>
3795</h1>
3796<div class="blog-excerpt">
3797  <div class="blog-excerpt-wrapper"></div>
3798  
3799    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" id="item-6596e08d15622a162510ea49"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="78ae898318950925f6d8" id="block-78ae898318950925f6d8"><div class="sqs-block-content"><div class="sqs-text-block-container">
3800  
3801  <div class="sqs-html-content" data-sqsp-text-block-content><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Happy New Year! As we embrace the fresh start that comes with this time of year, it's the perfect moment to reignite the spark within our teams. Forget the cliché resolutions that fizzle out by February. It's time for real, impactful strategies that will keep your team energized, engaged, and motivated throughout 2024.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>1. Set Clear, Exciting Goals: </strong></span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Start the year with a clear vision. Host a goal-setting session where everyone contributes. Make these goals ambitious yet achievable, something that stirs excitement. Remember, a team galvanized by a common purpose can move mountains!</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>2. Celebrate the Wins of the Past Year: </strong></span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Reflect on the successes of the previous year, no matter how small. This isn’t just about feeling good, it's about understanding what works. Highlight individual and team achievements to boost morale and set the tone for the year ahead.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>3. Make Learning Fun! </strong></span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Encourage your team to embrace new skills and challenges in 2024. Whether it’s workshops, courses, or cross-departmental projects, fresh learning opportunities keep the brain engaged and the work exciting.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>4. Open the Floor (and Your Door) for Feedback: </strong></span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Create an environment where feedback flows freely and constructively. Start the year by asking your team what they need from you to succeed and listen genuinely. This two-way street of communication builds trust and a sense of shared purpose.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>5. Recognize and Reward Efforts: </strong></span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">
3801Regularly acknowledge the hard work and accomplishments of your team. Whether it’s a shout-out in a meeting or a small token of appreciation, recognition goes a long way in keeping morale high.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>6. Foster a Sense of Belonging: </strong></span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Team-building activities aren’t just for fun; they’re vital for creating a sense of belonging and camaraderie. Plan regular activities throughout the year that bring everyone together in a relaxed, social setting.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>7. Maintain a Positive Atmosphere:</strong></span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Your attitude as a leader sets the tone. Maintain a positive, solution-focused mindset. When challenges arise, frame them as opportunities for growth and innovation.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><span class="sqsrte-text-color--darkAccent"><strong>8. Encourage Life Outside of Work:</strong></span></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"> Show your team that you value their well-being. Encourage them to take their vacations, respect their off-hours, and promote a healthy work-life balance.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Let's step into this new year with a game plan that not only motivates but sustains that enthusiasm throughout the year. Here's to a 2024 filled with achievements, growth, and a team that’s more motivated and unified than ever!</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><br></p></div>
3802
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3857    
3858  @media screen and (max-width: 767px) {
3859          
3860          
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3866<style class="transform-overrides-vars">
3867  
3868</style>
3869
3870
3871
3872
3873</div>
3874</div></div></div></div></div></div>
3875  
3876</div>
3877
3878<a class="blog-more-link" href="/blog/=/kickstart-your-teams-new-year-with-8-ways-to-create-unstoppable-motivation" data-animation-role="content">Read More</a>
3879
3880
3881        </div>
3882      </article>
3883    
3884      <article class="blog-single-column--container entry blog-item">
3885        
3886          <div>
3887            <a href="/blog/counterrevolution" class="image-wrapper" data-animation-role="image">
3888  
3889<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1704324392261-UM5DWCUWIEBRRI45PHFG/image-asset.jpeg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1704324392261-UM5DWCUWIEBRRI45PHFG/image-asset.jpeg" data-image-dimensions="2500x1667" data-image-focal-point="0.5,0.5" alt="The Counter Resolution: Embracing What Already Works for You" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1704324392261-UM5DWCUWIEBRRI45PHFG/image-asset.jpeg" width="2500" height="1667" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1704324392261-UM5DWCUWIEBRRI45PHFG/image-asset.jpeg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1704324392261-UM5DWCUWIEBRRI45PHFG/image-asset.jpeg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1704324392261-UM5DWCUWIEBRRI45PHFG/image-asset.jpeg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1704324392261-UM5DWCUWIEBRRI45PHFG/image-asset.jpeg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1704324392261-UM5DWCUWIEBRRI45PHFG/image-asset.jpeg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1704324392261-UM5DWCUWIEBRRI45PHFG/image-asset.jpeg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1704324392261-UM5DWCUWIEBRRI45PHFG/image-asset.jpeg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
3890</a>
3891
3892          </div>
3893          <div class="blog-article-spacer"></div>
3894        
3895        <div class="blog-single-column--text">
3896          <div class="blog-meta-section">
3897  <span class="blog-meta-primary">
3898    
3899      <span class="blog-categories-list">
3900        
3901          <a href="/blog/category/Self-Care" class="blog-categories">Self-Care</a><span class="blog-categories--comma">, </span>
3902        
3903          <a href="/blog/category/Time+Management" class="blog-categories">Time Management</a><span class="blog-categories--comma">, </span>
3904        
3905          <a href="/blog/category/Stress+Relief" class="blog-categories">Stress Relief</a>
3906      </span>
3907    
3908    
3909      <span class="blog-author">Lauren LeMunyan</span>
3910    
3911    <time class="blog-date" pubdate data-animation-role="date">1/3/24</time>
3912  </span>
3913  <span class="blog-meta-delimiter"></span>
3914  
3915    <span class="blog-meta-delimiter blog-category-delimiter"></span>
3916  
3917  <span class="blog-meta-secondary">
3918    
3919      <span class="blog-categories-list">
3920        
3921          <a href="/blog/category/Self-Care" class="blog-categories">Self-Care</a><span class="blog-categories--comma">, </span>
3922        
3923          <a href="/blog/category/Time+Management" class="blog-categories">Time Management</a><span class="blog-categories--comma">, </span>
3924        
3925          <a href="/blog/category/Stress+Relief" class="blog-categories">Stress Relief</a>
3926      </span>
3927    
3928    
3929      <span class="blog-author">Lauren LeMunyan</span>
3930    
3931    <time class="blog-date" pubdate data-animation-role="date">1/3/24</time>
3932  </span>
3933  
3934  
3935  
3936</div>
3937<h1 class="blog-title">
3938  
3939    <a href="/blog/counterrevolution" data-no-animation>
3940  
3941    The Counter Resolution: Embracing What Already Works for You
3942  </a>
3943</h1>
3944<div class="blog-excerpt">
3945  <div class="blog-excerpt-wrapper"><p class="">As we step into a new chapter, the air is rife with resolutions and promises of change. But here's a twist for you – instead of the traditional New Year's resolutions, let's talk about the Counter Resolution. It's about focusing on what's already ticking in your life, the small yet significant actions that are making a difference. It’s about doubling down on these actions.</p></div>
3946  
3947    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" id="item-6595ebfdef5b000f05c1dce8"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="e8e97e7224fa7380f0d1" id="block-e8e97e7224fa7380f0d1"><div class="sqs-block-content"><div class="sqs-text-block-container">
3948  
3949  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;"><strong><em>At the end of the year, we put out a short newsletter about The Counter Resolution and got several requests to expand on the idea. So here you go!</em></strong></p></div>
3950
3951
3952  
3953<style id="container-styles">#block-e8e97e7224fa7380f0d1 {
3954    
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4037      <form action="https://app.convertkit.com/forms/5960990/subscriptions" class="seva-form formkit-form" method="post" data-sv-form="5960990" data-uid="6a61dda47b" data-format="modal" data-version="5" data-options="{&quot;settings&quot;:{&quot;after_subscribe&quot;:{&quot;action&quot;:&quot;message&quot;,&quot;success_message&quot;:&quot;Success! Now check your email to confirm your subscription.&quot;,&quot;redirect_url&quot;:&quot;&quot;},&quot;analytics&quot;:{&quot;google&quot;:null,&quot;fathom&quot;:null,&quot;facebook&quot;:null,&quot;segment&quot;:null,&quot;pinterest&quot;:null,&quot;sparkloop&quot;:null,&quot;googletagmanager&quot;:null},&quot;modal&quot;:{&quot;trigger&quot;:&quot;scroll&quot;,&quot;scroll_percentage&quot;:&quot;10&quot;,&quot;timer&quot;:5,&quot;devices&quot;:&quot;all&quot;,&quot;show_once_every&quot;:15},&quot;powered_by&quot;:{&quot;show&quot;:true,&quot;url&quot;:&quot;https://convertkit.com/features/forms?utm_campaign=poweredby&amp;utm_content=form&amp;utm_medium=referral&amp;utm_source=dynamic&quot;},&quot;recaptcha&quot;:{&quot;enabled&quot;:false},&quot;return_visitor&quot;:{&quot;action&quot;:&quot;hide&quot;,&quot;custom_content&quot;:&quot;&quot;},&quot;slide_in&quot;:{&quot;display_in&quot;:&quot;bottom_right&quot;,&quot;trigger&quot;:&quot;timer&quot;,&quot;scroll_percentage&quot;:null,&quot;timer&quot;:5,&quot;devices&quot;:&quot;all&quot;,&quot;show_once_every&quot;:15},&quot;sticky_bar&quot;:{&quot;display_in&quot;:&quot;top&quot;,&quot;trigger&quot;:&quot;timer&quot;,&quot;scroll_percentage&quot;:null,&quot;timer&quot;:5,&quot;devices&quot;:&quot;all&quot;,&quot;show_once_every&quot;:15}},&quot;version&quot;:&quot;5&quot;}" min-width="400 500 600 700 800" style="background-color: rgb(246, 248, 250); border-radius: 0px;"><div data-style="image"><div data-element="column" class="formkit-column" style="background-color: rgb(51, 51, 51); height: 480px;"><div class="formkit-background" style="background-image: url(&quot;https://embed.filekitcdn.com/e/wnVP3jiYhVXk4hgSPVRDhN/g24288Zp1ABgVR2HvHFkre&quot;); opacity: 0.3;"></div><div class="formkit-header" data-element="header" style="color: rgb(255, 255, 255); font-size: 36px; font-weight: 700;"><h2>Join the SPitfire newsletter</h2></div><div class="formkit-subheader" data-element="subheader" style="color: rgb(255, 255, 255); font-size: 22px;"><p>Subscribe to get our weekly leadership tips and insights by email.</p></div></div><div data-element="column" class="formkit-column"><ul class="formkit-alert formkit-alert-error" data-element="errors" data-group="alert"></ul><div data-element="fields" class="seva-fields formkit-fields"><div class="formkit-field"><input class="formkit-input" name="email_address" aria-label="Email Address" placeholder="Email Address" required="" type="email" style="color: rgb(77, 77, 77); 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4051  
4052  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><br></p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true">As we step into a new chapter, the air is rife with resolutions and promises of change. But here's a twist for you – instead of the traditional New Year's resolutions, let's talk about the Counter Resolution. It's about focusing on what's already ticking in your life, the small yet significant actions that are making a difference. It’s about doubling down on these actions.</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><br></p><h3 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Doubling Down: What Does It Mean?</strong></h3><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Doubling down means taking something that's already working for you and amplifying it. For instance, taking a moment to breathe before diving into your digital world or stepping away from the screen when stress beckons. It's about recognizing those lunchtime walks or moments of gratitude that add a sparkle to your day. These are not just routines; they are your stepping stones to greater success and well-being.</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><br></p><h3 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>The Power of Positive Focus</strong></h3><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Statistics and studies have long shown the power of positive focus. A study by the University of California found that people who focused on positive experiences had greater life satisfaction and fewer health complaints. It's about creating an imprint of positivity in our lives.</p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><br></p><h3 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>How to Identify and Amplify What Works</strong></h3><ol data-rte-list="default"><li><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Recognition and Reflection:</strong> Start by recognizing what's working. Perhaps you've been more mindful of your health, or you've managed to balance work and personal life better. Acknowledge these changes, no matter how small.</p></li><li><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Document Your Successes:</strong> Writing down these positive aspects can be incredibly powerful. A Harvard Business Review study suggests that people who jot down their successes feel more confident and capable.</p></li><li><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true">I<strong>ncrease Intensity and Intention:</strong> Once you've identified what's working, think about how you can do more of it. If a short walk helps clear your mind, consider extending it. If expressing gratitude makes you happy, try doing it more often.</p></li><li><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Utilize the 90-Day Reflection Technique:</strong> Look back at the last 90 days and note your wins. What did you do to achieve them? Get detailed – the specifics will guide your path forward.</p></li></ol><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><br></p><h3 style="white-space:pre-wrap;" data-rte-preserve-empty="true">Case Studies: Doubling Down in Action</h3><ul data-rte-list="default"><li><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Corporate Success Story: A report by Deloitte highlighted a company that focused on their employees' strengths, leading to a 14% increase in productivity and a 20% increase in sales.</p></li><li><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A Personal Growth Tale: Consider one of our clients, we’ll call her “Jane”. Jane is a marketing executive who decided to increase  her morning meditation from 5 to 10 minutes. Not only did she report feeling more focused, but she also noticed a 30% rise in her work output.</p></li></ul><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><br></p><h3 style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Conclusion: Your Secret Magic Sauce</strong></h3><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true">By doubling down on what's working, you're not just maintaining the status quo; you're elevating it. It's about harnessing your unique strengths and practices that contribute to your success. In a world fixated on fixing what's broken, let's shift our gaze to what's flourishing and make it thrive even more. Remember, it's the little things that often make the biggest difference. Here’s to making the most of what’s already making your life better!</p></div>
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4128
4129<a class="blog-more-link" href="/blog/counterrevolution" data-animation-role="content">Read More</a>
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4131
4132        </div>
4133      </article>
4134    
4135      <article class="blog-single-column--container entry blog-item no-image-fade-in">
4136        
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4139  <span class="blog-meta-primary">
4140    
4141    
4142      <span class="blog-author">Lauren LeMunyan</span>
4143    
4144    <time class="blog-date" pubdate data-animation-role="date">9/12/23</time>
4145  </span>
4146  <span class="blog-meta-delimiter"></span>
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4148  <span class="blog-meta-secondary">
4149    
4150    
4151      <span class="blog-author">Lauren LeMunyan</span>
4152    
4153    <time class="blog-date" pubdate data-animation-role="date">9/12/23</time>
4154  </span>
4155  
4156  
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4158</div>
4159<h1 class="blog-title">
4160  
4161    <a href="/blog/=/7-key-skills-for-good-managers" data-no-animation>
4162  
4163    7 Key Skills for Good Managers
4164  </a>
4165</h1>
4166<div class="blog-excerpt">
4167  <div class="blog-excerpt-wrapper"></div>
4168  
4169    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" id="item-6500dec793b8d16ded720db6"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-video video-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/website.components.video.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/20293.js&quot;,&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/website.components.video.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.video" data-sqsp-block="video" data-website-component-id="yui_3_17_2_1_1694555828491_55158" id="block-yui_3_17_2_1_1694555828491_55158"><div class="sqs-block-content">
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4226    <p class="" style="white-space:pre-wrap;">The 7 Skills Every Good Manager Needs to Now and in the Future</p>
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4243</div></div><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="7ff8fa9e4dcb81058e6d" id="block-7ff8fa9e4dcb81058e6d"><div class="sqs-block-content"><div class="sqs-text-block-container">
4244  
4245  <div class="sqs-html-content" data-sqsp-text-block-content><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">70% of an employee's experience is directly related to their immediate manager, making good management skills crucial for employee retention and turnover. In this article, we will discuss the seven key skills that make a good manager and provide strategies for developing and refining these skills.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>1. Relationship Building</strong></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Good managers excel in creating bonds of trust with the people they work with and understand the importance of maintaining strong relationships. To develop this 
4245skill, managers should focus on active listening, empathy, and effective communication. Building trust requires consistency, reliability, and being transparent with team members.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>2. Developing People</strong></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">A good manager recognizes the potential in their team members and knows how to co-create visions and plans to support their skills development and provide new opportunities for growth. This requires a deep understanding of individual strengths and areas of improvement. Managers can mentor and coach their team members to help them reach their full potential.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>3. Responding to Change</strong></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Change is inevitable in any organization, and good managers are adept at assessing the situation and remaining curious amidst change. They don't react impulsively, but instead look for options and opportunities, rather than viewing everything as a problem to solve. They encourage their team to embrace change and adapt to new challenges.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>4. Motivating and Inspiring Others</strong></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Effective managers take the time to understand their team members' motivation drivers and tailor their communication style to resonate with them. They inspire and motivate their team by setting clear goals, recognizing achievements, and providing support whenever needed. A good manager understands the importance of keeping their team engaged and motivated to achieve success.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>5. Critical Thinking</strong></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Good managers go beyond surface-level thinking and engage in critical thinking to assess situations from different angles. They challenge assumptions, seek more information, and question existing processes or outdated thinking. By doing so, they can identify areas that need improvement and guide their team towards a better future.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>6. Clear Communication</strong></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Clear communication is vital for effective management. Good managers leverage curiosity, clarification, and verification to ensure everyone is on the same page. They ask open-ended or clarifying questions to avoid ambiguity and push back on assumptions. Additionally, they ensure that all necessary parties are included in relevant discussions to foster collaboration and alignment.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>7. Creating Accountability</strong></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Good managers hold themselves accountable and model that behavior to their team members. Instead of micromanaging, they create shared agreements based on the expectations of each employee's role. This approach fosters a high-trust and high-respect dynamic within the team. Managers should empower their team to take responsibility for their work and provide support when needed.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Now that we have discussed the key skills of a good manager, let's explore strategies for developing and refining these skills.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>1. Read Leadership Books:</strong> Start by reading books on leadership, management, and personal development. These books provide insights and practical advice to enhance your management skills. <em>(Also be sure to apply critical thinking when determining which skills and opinions you’d like to absorb as your own)</em></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>2. Surround Yourself with Empowering Leaders:</strong>Surround yourself with individuals who embody the energy and presence you admire in a leader. Observe their behaviors and learn from their experiences. If you don't have such individuals in your current circle, consider working with a coach, joining a leadership development group, or finding a mentor or advisor.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>3. Seek Direct and Constructive Feedback:</strong> To identify your gaps and blind spots as a manager, it's crucial to be in an environment that provides direct and constructive feedback. Regularly seek feedback from your team members, peers, and superiors. Actively listen to their suggestions and implement necessary adjustments.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>4. Continually Learn and Grow:</strong>  Embrace a growth mindset and be open to learning new management strategies and techniques. Attend seminars, workshops, or conferences related to leadership and management. Engage in ongoing professional development to stay up-to-date with the latest trends and best practices.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"><strong>
42455. Mentor and Coach Your Team:</strong> As a manager, invest time in mentoring and coaching your team members. Help them identify their goals, provide guidance, and offer opportunities for growth. Encourage them to develop their own leadership skills by delegating responsibilities and empowering them to make decisions.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true"></p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Being a good manager requires a diverse set of skills. By focusing on relationship building, developing people, responding to change, motivating and inspiring others, critical thinking, clear communication, and creating accountability, managers can effectively lead their teams and drive organizational success. Furthermore, by continuously developing and refining these skills through reading, seeking feedback, surrounding oneself with empowering leaders, and embracing ongoing learning, managers can excel in their roles and create a positive work environment.</p></div>
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4319  
4320</div>
4321
4322<a class="blog-more-link" href="/blog/=/7-key-skills-for-good-managers" data-animation-role="content">Read More</a>
4323
4324
4325        </div>
4326      </article>
4327    
4328      <article class="blog-single-column--container entry blog-item no-image-fade-in">
4329        
4330        <div class="blog-single-column--text">
4331          <div class="blog-meta-section">
4332  <span class="blog-meta-primary">
4333    
4334    
4335      <span class="blog-author">Lauren LeMunyan</span>
4336    
4337    <time class="blog-date" pubdate data-animation-role="date">8/16/23</time>
4338  </span>
4339  <span class="blog-meta-delimiter"></span>
4340  
4341  <span class="blog-meta-secondary">
4342    
4343    
4344      <span class="blog-author">Lauren LeMunyan</span>
4345    
4346    <time class="blog-date" pubdate data-animation-role="date">8/16/23</time>
4347  </span>
4348  
4349  
4350  
4351</div>
4352<h1 class="blog-title">
4353  
4354    <a href="/blog/=/my-rant-about-venting-and-what-you-can-do-about-it" data-no-animation>
4355  
4356    My Rant About Venting (and what you can do about it)
4357  </a>
4358</h1>
4359<div class="blog-excerpt">
4360  <div class="blog-excerpt-wrapper"></div>
4361  
4362    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" id="item-6500e0059a30cc0f5e532d0c"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-video video-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/website.components.video.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/20293.js&quot;,&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/website.components.video.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.video" data-sqsp-block="video" data-website-component-id="yui_3_17_2_1_1694555828491_67586" id="block-yui_3_17_2_1_1694555828491_67586"><div class="sqs-block-content">
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4432  
4433  <div class="sqs-html-content" data-sqsp-text-block-content><h4 style="text-align: center; ; white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Are you someone who loves to vent?</strong></h4><h4 style="text-align: center; ; white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Do you find it satisfying to unload all your frustrations and complaints onto someone else?</strong></h4><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">While it may feel good in the moment, constantly venting can have negative consequences on your relationships and overall well-being. </p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">We’re discussing the addictive nature of venting and provides strategies for expressing your frustrations in a more constructive and effective way.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Venting, or expressing your frustrations and complaints, is a common practice for many people. It feels good to let off steam and have someone listen to your problems. However, constantly venting can create a negative spiral of emotions and prevent you from finding solutions to your problems.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">One of the key insights shared in the podcast episode is the addictive nature of venting. As humans, we are social animals wired to seek connection and community. When we feel bad, we often want others to feel bad too, even if it's unconsciously. By venting, we invite others to join in our negative experience, increasing our emotional charge and creating a shared sense of frustration. However, this can be detrimental to our relationships and personal well-being in the long run.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">If you find yourself constantly venting, it's essential to pause and reflect on the purpose and impact of your venting. Are you seeking genuine understanding and support, or are you simply looking for confirmation and validation of your negative emotions? Understanding your motivations can help you navigate your venting tendencies more effectively.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">One method recommended by Lauren LeMunyan to manage venting is to create a safe space for yourself to process your frustrations. She suggests using a spiral-bound notebook to objectively collect the facts of the situation that led to your frustration. By separating your emotional storytelling from the facts, you can gain a clearer perspective and have a foundation for finding solutions.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Additionally, it's crucial to understand how you want to feel about the situation and what you want to achieve. Instead of focusing on what you don't want to feel, reframe your thoughts and identify positive emotions and outcomes you desire, such as feeling at peace, empowered, or clear. This shift in mindset can guide you towards finding constructive ways to address the situation and prevent repetitive cycles of venting.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">If you've been a chronic venter, it might be time to make new commitments and acknowledge the impact of your venting on others. Lauren suggests apologizing to the people you have vented to in the past and committing to not venting in the future. Taking responsibility for your actions and demonstrating your commitment to change can increase your respect and credibility within your personal and professional relationships.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">On the other side of the equation, if someone starts venting to you, it's essential to establish boundaries and maintain a balanced perspective. While it's crucial to acknowledge and validate the other person's frustrations, you should also encourage them to move towards finding solutions. Lauren recommends summarizing the situation objectively and asking the venting person what they need from you. By directing the conversation towards productive actions, you can help them convert their venting into problem-solving.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Ultimately, the key takeaway is the importance of self-awareness, self-regulation, and effective communication when it comes to venting. By creating a safe space for yourself to process frustrations, reframing your mindset, and making commitments to change, you can break free from the cycle of constant venting. Similarly, by setting boundaries and focusing on solutions when someone vents to you, you can encourage a more constructive dialogue and maintain your own emotional well-being.</p><p style="white-space:pre-wrap;" class="sqsrte-large" data-rte-preserve-empty="true">Venting can feel satisfying in the moment, but constant venting can have negative consequences on your relationships and personal well-being. Instead of indulging in venting, it's crucial to find healthy ways to express your frustrations and seek solutions. By creating a safe space for yourself to process emotions, reframing your thoughts, and committing to change, you can break free from the cycle of venting and foster healthier relationships with others. Remember, effective communication and self-awareness are the keys to expressing your frustrations in a way that leads to positive outcomes and personal growth.</p></div>
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4505</div>
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4507  
4508</div>
4509
4510<a class="blog-more-link" href="/blog/=/my-rant-about-venting-and-what-you-can-do-about-it" data-animation-role="content">Read More</a>
4511
4512
4513        </div>
4514      </article>
4515    
4516      <article class="blog-single-column--container entry blog-item">
4517        
4518          <div>
4519            <a href="/blog/truscle" class="image-wrapper" data-animation-role="image">
4520  
4521<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1691098796356-JP6ZIBEJWZXNM2ZARJSI/image-asset.jpeg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1691098796356-JP6ZIBEJWZXNM2ZARJSI/image-asset.jpeg" data-image-dimensions="1667x2500" data-image-focal-point="0.5,0.5" alt="Flex Your Truscle: The Ke
4521y to Empowering Success as a Leader" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1691098796356-JP6ZIBEJWZXNM2ZARJSI/image-asset.jpeg" width="1667" height="2500" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1691098796356-JP6ZIBEJWZXNM2ZARJSI/image-asset.jpeg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1691098796356-JP6ZIBEJWZXNM2ZARJSI/image-asset.jpeg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1691098796356-JP6ZIBEJWZXNM2ZARJSI/image-asset.jpeg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1691098796356-JP6ZIBEJWZXNM2ZARJSI/image-asset.jpeg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1691098796356-JP6ZIBEJWZXNM2ZARJSI/image-asset.jpeg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1691098796356-JP6ZIBEJWZXNM2ZARJSI/image-asset.jpeg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1691098796356-JP6ZIBEJWZXNM2ZARJSI/image-asset.jpeg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
4522</a>
4523
4524          </div>
4525          <div class="blog-article-spacer"></div>
4526        
4527        <div class="blog-single-column--text">
4528          <div class="blog-meta-section">
4529  <span class="blog-meta-primary">
4530    
4531      <span class="blog-categories-list">
4532        
4533          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a>
4534      </span>
4535    
4536    
4537      <span class="blog-author">Lauren LeMunyan</span>
4538    
4539    <time class="blog-date" pubdate data-animation-role="date">8/8/23</time>
4540  </span>
4541  <span class="blog-meta-delimiter"></span>
4542  
4543    <span class="blog-meta-delimiter blog-category-delimiter"></span>
4544  
4545  <span class="blog-meta-secondary">
4546    
4547      <span class="blog-categories-list">
4548        
4549          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a>
4550      </span>
4551    
4552    
4553      <span class="blog-author">Lauren LeMunyan</span>
4554    
4555    <time class="blog-date" pubdate data-animation-role="date">8/8/23</time>
4556  </span>
4557  
4558  
4559  
4560</div>
4561<h1 class="blog-title">
4562  
4563    <a href="/blog/truscle" data-no-animation>
4564  
4565    Flex Your Truscle: The Key to Empowering Success as a Leader
4566  </a>
4567</h1>
4568<div class="blog-excerpt">
4569  <div class="blog-excerpt-wrapper"><p class=""><strong><em>Trust is essential for leaders, it's the glue that holds the whole team together. When your team members trust you as their leader, they feel more connected and committed. It helps people get on the same page and make the magic happen. With trust you get better collaboration, more open communication, and people are more motivated to give their best. Trust, along with Psychological Safety, are the two necessary elements to build a solid foundation for teams and organizations to innovate, collaborate and accelerate.&nbsp;</em></strong></p></div>
4570  
4571    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1691098881195" id="item-64cc1dcee8f17e2774bdea0b"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="43859d2c38398648aa99" id="block-43859d2c38398648aa99"><div class="sqs-block-content"><div class="sqs-text-block-container">
4572  
4573  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;">Trust is essential for leaders, it's the glue that holds the whole team together. When your team members trust you as their leader, they feel more connected and committed. It helps people get on the same page and make the magic happen. With trust you get better collaboration, more open communication, and people are more motivated to give their best. Trust, along with Psychological Safety, are the two necessary elements to build a solid foundation for teams and organizations to innovate, collaborate and accelerate.&nbsp;&nbsp;</p></div>
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4706  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;"><br><br><br></p><p class="" style="white-space:pre-wrap;">But trust doesn't just arrive in your inbox, it takes intentional and consistent effort. You don't get in shape at the gym in one day, but just like your biceps need reps to get stronger, so does your Trust Muscle, or what we call your Truscles.</p><p class="" style="white-space:pre-wrap;"><em><br></em><br><br></p><h2 style="white-space:pre-wrap;"><strong><em>Here are 7 Things You Can Do as a Leader to Flex your Truscles</em></strong></h2><p class="" style="white-space:pre-wrap;"><em><br></em><br><br></p><p class="" style="white-space:pre-wrap;"><strong><em>1. Embrace Self-Awareness</em></strong></p><p class="" style="white-space:pre-wrap;">The foundation of building self-trust as a leader starts with self-awareness. Exploring your strengths, weaknesses, and values will help you identify gaps and blind spots, celebrate your efforts, and build credibility with your team. Self
4706-Awareness begins with quiet reflection, where you can curiously evaluate and reassess past situations through a learning lens. You can also engage in introspection by soliciting peer feedback and filtering what is for you to learn and grow from. As a self-aware leader, you are setting an example for others and demonstrating the importance of continuous growth and learning.</p><p class="" style="white-space:pre-wrap;"><em><br></em><br><br></p><p class="" style="white-space:pre-wrap;"><strong><em>2. Set Clear Goals and Keep Your Word</em></strong></p><p class="" style="white-space:pre-wrap;">Only 3% of the population has goals, and only 1% of them write them down. By writing down your goals, you are 42% more likely to achieve them. As a leader, having a clear vision and well-defined goals doesn't just benefit you, but it gives your team a secure space to operate in. The more specific you are in your goals, the better you can plan for success. Once your goals and plans are clear, you are more equipped to keep your word with yourself, which is the most effective way to build trust within yourself.&nbsp;</p><p class="" style="white-space:pre-wrap;"><em><br></em><br><br></p><p class="" style="white-space:pre-wrap;"><strong><em>3. Transparency and Open Communication</em></strong></p><p class="" style="white-space:pre-wrap;">Transparency is a powerful tool for building trust in any relationship, including leadership roles. Be open and honest with your team, sharing relevant information and insights. Have the necessary conversations that can help create pathways forward. Transparent communication fosters a sense of inclusion and helps team members feel valued and trusted. If faced with challenges or mistakes, don't shy away from admitting them. Your vulnerability will humanize you as a leader and reinforce the trust your team has in you.</p><p class="" style="white-space:pre-wrap;"><em><br></em><br><br></p><p class="" style="white-space:pre-wrap;"><strong><em>4. Delegate and Empower Others</em></strong></p><p class="" style="white-space:pre-wrap;">Leadership is not about micromanagement; it's about trusting your team to excel. Delegate tasks to individuals based on their strengths and provide them with the autonomy to accomplish their goals. Empowering your team members cultivates a sense of ownership and accountability. When you show confidence in their abilities, they will reciprocate that trust and work diligently to meet expectations.</p><p class="" style="white-space:pre-wrap;"><em><br></em><br><br></p><p class="" style="white-space:pre-wrap;"><strong><em>5. Learn from Failures</em></strong></p><p class="" style="white-space:pre-wrap;">Failures are inevitable in any leadership journey. What sets a great leader apart is their ability to embrace failure as an opportunity for growth. When things go awry, take responsibility, analyze what went wrong, and learn from the experience. Demonstrating resilience and adaptability in the face of setbacks will bolster your credibility as a leader, showing your team that you can navigate through challenges and emerge stronger.</p><p class="" style="white-space:pre-wrap;"><em><br></em><br><br></p><p class="" style="white-space:pre-wrap;"><strong><em>6. Build Positive Relationships</em></strong></p><p class="" style="white-space:pre-wrap;">Trust in leadership is inherently tied to the relationships you foster with your team. Be approachable and invest time in getting to know your team members as individuals. Listen actively to their concerns, ideas, and aspirations. By building positive relationships, you create a supportive and collaborative environment where trust can flourish naturally.</p><p class="" style="white-space:pre-wrap;"><em><br></em><br><br></p><p class="" style="white-space:pre-wrap;"><strong><em>7. Acknowledge and Celebrate Success</em></strong></p><p class="" style="white-space:pre-wrap;">Recognize and celebrate achievements and effort for yourself and your team. Expressing gratitude and acknowledging hard work reinforces positive behavior and motivates your team. Where your focus goes is where your energy grows. Celebrating success together enhances team cohesion and builds a 
4706sense of camaraderie, which further strengthens the bond of trust.</p><p class="" style="white-space:pre-wrap;"><br><br><br></p><p class="" style="white-space:pre-wrap;">The more you use your Truscles, the stronger your trust bond will be. Every day is your opportunity to build trust in yourself and those around you. The more intentional and committed you are, the more successful you will be. So get out there and flex those Truscles!</p><p class="" style="white-space:pre-wrap;"><br><br><br><br></p><h1 style="white-space:pre-wrap;">Need support in building trust with your team, we’re here to help! Book a complimentary consultation and learn what Spitfire Coach can do for you and your team.</h1></div>
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4922<a class="blog-more-link" href="/blog/truscle" data-animation-role="content">Read More</a>
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4933<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1686334459761-LCY3YCGUQQTHXWEU9E0M/image-asset.jpeg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1686334459761-LCY3YCGUQQTHXWEU9E0M/image-asset.jpeg" data-image-dimensions="1667x2500" data-image-focal-point="0.5,0.5" alt="Does Your Company Have a “Staff Infection”?" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1686334459761-LCY3YCGUQQTHXWEU9E0M/image-asset.jpeg" width="1667" height="2500" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1686334459761-LCY3YCGUQQTHXWEU9E0M/image-asset.jpeg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1686334459761-LCY3YCGUQQTHXWEU9E0M/image-asset.jpeg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1686334459761-LCY3YCGUQQTHXWEU9E0M/image-asset.jpeg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1686334459761-LCY3YCGUQQTHXWEU9E0M/image-asset.jpeg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1686334459761-LCY3YCGUQQTHXWEU9E0M/image-asset.jpeg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1686334459761-LCY3YCGUQQTHXWEU9E0M/image-asset.jpeg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1686334459761-LCY3YCGUQQTHXWEU9E0M/image-asset.jpeg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
4934</a>
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4941  <span class="blog-meta-primary">
4942    
4943    
4944      <span class="blog-author">Lauren LeMunyan</span>
4945    
4946    <time class="blog-date" pubdate data-animation-role="date">6/9/23</time>
4947  </span>
4948  <span class="blog-meta-delimiter"></span>
4949  
4950  <span class="blog-meta-secondary">
4951    
4952    
4953      <span class="blog-author">Lauren LeMunyan</span>
4954    
4955    <time class="blog-date" pubdate data-animation-role="date">6/9/23</time>
4956  </span>
4957  
4958  
4959  
4960</div>
4961<h1 class="blog-title">
4962  
4963    <a href="/blog/staff infection" data-no-animation>
4964  
4965    Does Your Company Have a “Staff Infection”?
4966  </a>
4967</h1>
4968<div class="blog-excerpt">
4969  <div class="blog-excerpt-wrapper"><p class="">In all companies employees contribute to workplace culture and overall productivity. Their effect, whether positive or negative, ripples like in a pond and can extend far beyond their immediate sphere,impacting team dynamics and employee morale.&nbsp;</p></div>
4970  
4971    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1686334518294" id="item-64836b37704bc34894aefda1"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="63c4370ded088d8bc41d" id="block-63c4370ded088d8bc41d"><div class="sqs-block-content"><div class="sqs-text-block-container">
4972  
4973  <div class="sqs-html-content" data-sqsp-text-block-content><h2 style="white-space:pre-wrap;"><strong><em>How to Address Problematic Employees and the Impact on Workplace Culture&nbsp;</em></strong></h2><p class="" style="white-space:pre-wrap;">First let me state for the record, that I did not come up with the term “Staff Infection.” My amazing client mentioned it during our session in describing the infectious energy and deterioration of standards, morale and motivation from one or two employees.&nbsp;</p><p class="" style="white-space:pre-wrap;">What a perfect way to describe the impacts of mis-fit employees and cultures! This infection does not clear up on its own and if ignored it will only flare up and show more damaging symptoms.</p><p class="" style="white-space:pre-wrap;">Before we dive into the costs, impacts and what you can do about it, let us first be clear that employees are not “toxic”. That label is damaging and does not provide a way forward to be anything but what they’ve been assigned. Instead, we like to use problematic, misaligned, or mis-fit to describe a situation where expectations, roles, and/deliver is not in flow.</p><p class="" style="white-space:pre-wrap;">In all companies employees contribute to workplace culture and overall productivity. Their effect, whether positive or negative, ripples like in a pond and can extend far beyond their immediate sphere,impacting team dynamics and employee morale.&nbsp;</p><h3 style="white-space:pre-wrap;"><strong><em>The 5:1 Ratio</em></strong></h3><p class="" style="white-space:pre-wrap;">Did you know that for every negative experience a person encounters, they need five positive experiences to balance out. In areas of high conflict, that ratio increases to 12. So imagine the amount of negative ripples and how they can in turn compound into additional negative experiences.</p><p class="" style="white-space:pre-wrap;">While it's easy to overlook or understate their impact, the costs of not addressing these issues can be substantial. Let's dive into the effects of problematic employees, the costs of inaction, and the steps managers can take to mitigate these issues.</p><h3 style="white-space:pre-wrap;"><strong><em>Costs and Statistics:</em></strong></h3><p class="" style="white-space:pre-wrap;">According to a study by the Society for Human Resource Management (SHRM), <strong>the cost of a bad hire can go up to five times the bad hire's annual salary.</strong> So if an employee has a $100,000 salary, you now have a <strong>$500,000 problem</strong>. This cost arises from various factors such as decreased productivity, overworking of other employees, and potentially, recruitment and training costs to replace those who leave due to the toxic environment.</p><p class="" style="white-space:pre-wrap;">Moreover, a survey conducted by Cornerstone OnDemand found that <strong>good employees are 54% more likely to quit when they work with a toxic employee</strong>. This indicates that the presence of problematic employees not only decreases productivity but can also lead to an exodus of valuable employees. And the cost to replace those employees can range from 50-250% of their salary!</p><p class="" style="white-space:pre-wrap;">Now that we’re aware of how expensive and damaging this issue is, here’s what you can do about it.</p><h3 style="white-space:pre-wrap;"><strong><em>Five Steps Managers Should Take:</em></strong></h3><ol data-rte-list="default"><li><p class="" style="white-space:pre-wrap;"><strong><em>Identify it Early:<br></em></strong>Spotting signs of problematic behavior early on is crucial. Managers should be observant of their team dynamics and be vigilant of any potential disruptors. This includes consistently late submissions, disregard for company rules, or patterns of negative interactions. We believe in micro-conversations that provide immediate insight and information on progress and competence.</p></li><li><p class="" style="white-space:pre-wrap;"><strong><em>Clear Communication:</em></strong><br>Open dialogue about the issue at hand is essential. Managers should have a private, candid conversation with the employee, providing clear examples of the concerning behavior and its impact on the team. Remember: Ambiguity is a clear sign of avoidance. If something doesn’t feel clear, follow up with curious questions, ask for specific examples, and have the employee create clear next steps.</p></li><li><p class="" style="white-space:pre-wrap;"><strong><em>Set Expectations and Follow Up:<br></em></strong>Once the issue has been discussed, managers should ask the employee to define the expected changes in behavior and set up a cadence to follow up. This is against status quo leadership advice as it requires the employee to take ownership of their behavior change rather than the manager following up and babysitting.&nbsp;&nbsp;</p></li><li><p class="" style="white-space:pre-wrap;"><strong><em>Involve HR and Document Everything:<br></em></strong>If behavior doesn't improve, it's essential to involve Human Resources for their expertise and to ensure procedural correctness. Documenting all communications and actions related to the problematic behavior is also vital in case of potential disputes or legal implications.</p></li><li><p class="" style="white-space:pre-wrap;"><strong><em>Consider Termination:</em></strong><br>If there is not a clear way forward with the employee and your organization,, termination might be the best option for the overall health of the team. This decision should be made in consultation with HR and should always be the last resort.</p></li></ol><p class="" style="white-space:pre-wrap;">Problematic employees pose a significant challenge to workplace culture and productivity. The costs of overlooking their impact can be high, affecting not just team morale but also the bottom line. However, through early identification, clear communication, setting expectations, involving HR, and, if necessary, termination, managers can mitigate these issues and work towards maintaining a healthy, productive workplace environment. Remember, the goal is to foster a culture where all employees can thrive.</p><p class="" style="white-space:pre-wrap;">At <a href="http://www.spitfirecoach.com/"><span style="text-decoration:underline">Spitfire Coach</span></a> we work with all levels of organizations to provide a way forward into creating a psychologically safe environment that inspires and supports positive disruption and innovation.</p><p class="" style="white-space:pre-wrap;">If this topic resonated with you, we’d love to help. <a href="https://laurenlemunyan.as.me/capabilitiesbriefing"><span style="text-decoration:underline">Schedule a time here</span></a>
4973 and we’ll walk you through our process.&nbsp;</p><p class="" style="white-space:pre-wrap;"><em><br></em></p></div>
4974
4975
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5049
5050<a class="blog-more-link" href="/blog/staff infection" data-animation-role="content">Read More</a>
5051
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5053        </div>
5054      </article>
5055    
5056      <article class="blog-single-column--container entry blog-item">
5057        
5058          <div>
5059            <a href="/blog/=/how-to-lead-leaders-10-tips-to-elevate-high-achievers" class="image-wrapper" data-animation-role="image">
5060  
5061<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1670608348412-GWHJ9GAGHV6VVUFMJC6Q/unsplash-image-LJtfV2Dkp4U.jpg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1670608348412-GWHJ9GAGHV6VVUFMJC6Q/unsplash-image-LJtfV2Dkp4U.jpg" data-image-dimensions="2500x1667" data-image-focal-point="0.5,0.5" alt="How to Lead Leaders: 10 Tips to Elevate High Achievers" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1670608348412-GWHJ9GAGHV6VVUFMJC6Q/unsplash-image-LJtfV2Dkp4U.jpg" width="2500" height="1667" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1670608348412-GWHJ9GAGHV6VVUFMJC6Q/unsplash-image-LJtfV2Dkp4U.jpg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1670608348412-GWHJ9GAGHV6VVUFMJC6Q/unsplash-image-LJtfV2Dkp4U.jpg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1670608348412-GWHJ9GAGHV6VVUFMJC6Q/unsplash-image-LJtfV2Dkp4U.jpg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1670608348412-GWHJ9GAGHV6VVUFMJC6Q/unsplash-image-LJtfV2Dkp4U.jpg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1670608348412-GWHJ9GAGHV6VVUFMJC6Q/unsplash-image-LJtfV2Dkp4U.jpg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1670608348412-GWHJ9GAGHV6VVUFMJC6Q/unsplash-image-LJtfV2Dkp4U.jpg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1670608348412-GWHJ9GAGHV6VVUFMJC6Q/unsplash-image-LJtfV2Dkp4U.jpg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
5062</a>
5063
5064          </div>
5065          <div class="blog-article-spacer"></div>
5066        
5067        <div class="blog-single-column--text">
5068          <div class="blog-meta-section">
5069  <span class="blog-meta-primary">
5070    
5071    
5072      <span class="blog-author">Lauren LeMunyan</span>
5073    
5074    <time class="blog-date" pubdate data-animation-role="date">12/5/22</time>
5075  </span>
5076  <span class="blog-meta-delimiter"></span>
5077  
5078  <span class="blog-meta-secondary">
5079    
5080    
5081      <span class="blog-author">Lauren LeMunyan</span>
5082    
5083    <time class="blog-date" pubdate data-animation-role="date">12/5/22</time>
5084  </span>
5085  
5086  
5087  
5088</div>
5089<h1 class="blog-title">
5090  
5091    <a href="/blog/=/how-to-lead-leaders-10-tips-to-elevate-high-achievers" data-no-animation>
5092  
5093    How to Lead Leaders: 10 Tips to Elevate High Achievers
5094  </a>
5095</h1>
5096<div class="blog-excerpt">
5097  <div class="blog-excerpt-wrapper"><p class="">As a manager, supervisor, or lead of leads, you may have felt challenged to influence and guide your team of high-performing leaders. Here are 10 tips you can use to supp
5097ort them</p></div>
5098  
5099    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1670253925689" id="item-638e0d236e61251c86c8631a"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="3aa9af7205425211b2b6" id="block-3aa9af7205425211b2b6"><div class="sqs-block-content"><div class="sqs-text-block-container">
5100  
5101  <div class="sqs-html-content" data-sqsp-text-block-content><h2 style="white-space:pre-wrap;">10 Tips for Leading Leaders While Keeping Your Sanity and Energy</h2><p class="" style="white-space:pre-wrap;">As a manager, supervisor or lead of leads, you may have felt challenged to influence and guide your team. Here are 10 tips you can use to support your leaders:</p></div>
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5244  
5245  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;"><br></p><h3 style="white-space:pre-wrap;">
52451. Know your role</h3><p class="" style="white-space:pre-wrap;">As a leader of leaders, you are in a unique position, one that needs to create guardrails rather than boxes. You are the point person for concerns and big picture questions, but your role isn’t to always have the answers. Rather, your role is to open options and help leaders navigate tricky waters. So before you approach your leaders, get clear on how you will work together and what your role is.</p><h3 style="white-space:pre-wrap;">2. Recognize them as top leaders</h3><p class="" style="white-space:pre-wrap;">As a leader, they have proven themselves to be effective in their role and have years of experience. With this comes a level of trust, respect and agency. Make it clear what responsibility they hold by serving in their role.&nbsp;</p><h3 style="white-space:pre-wrap;">3. Macro-manage</h3><p class="" style="white-space:pre-wrap;">We’ve all heard about micro-managing, where you get into the weeds on minutea details. In macro-managing, you’re looking at key milestones and deliverables and looking at trends that are adding to success or stopping progress in its tracks. Macromanagement looks at consistent snapshots over time to ask curious questions for insights and recommendations. In this way it’s more about what you’re noticing v. a specific and personal criticism on the individual.</p><h3 style="white-space:pre-wrap;">4. Empower them to choose</h3><p class="" style="white-space:pre-wrap;">The highest form of engagement is choice. Instead of delegating tasks and projects to leaders on your team, open the door for them to decide which projects would be a best fit and when they expect to complete them. You can offer suggestions by planting seeds about past successes related to similar projects or offer a stretch goal to inspire them. Once assigned, give the leader the controls on the approach and strategy for completion. It’s your role to help them increase awareness and navigation around potential friction points and roadblocks.&nbsp;</p><h3 style="white-space:pre-wrap;">5. Highlight their strengths</h3><p class="" style="white-space:pre-wrap;">Where our focus goes is where our energy grows. Imagine what strength you’d like to leverage in your leaders and incorporate that into your discussions and feedback. For example: I see one of your strengths being around building consensus and I wonder how you could leverage that strength to move this part of the project forward?&nbsp;</p><h3 style="white-space:pre-wrap;">6. Get curious and get clarification</h3><p class="" style="white-space:pre-wrap;">In this would of ambiguous corporate speak, it’s more important now to get curious about what someone actually means. Without it, we are running on assumptions. So if someone says, “We’re making this item a priority,” what does that actually mean? You can then respond with, “I appreciate you making it a priority, when do you expect this to be completed?” In this response we are validating what they’re saying and also asking for a specific “when.” Without specific information, we have a lot of gray areas, which further creates frustration, miscommunication and missed deadlines.</p><h3 style="white-space:pre-wrap;">7. Create shared accountability</h3><p class="" style="white-space:pre-wrap;">As you work with other leaders, it is important to ask how they want to work with you and how they want to be held accountable. What that means is that they give you permission to respond when things aren’t going as planned or when you notice a trend emerging. It’s also important to reciprocate the same sentiment for when you may not be keeping up with your commitments.&nbsp;</p><h3 style="white-space:pre-wrap;">8. Model the behavior you want to see</h3><p class="" style="white-space:pre-wrap;">It is imperative that your expectations for others is what you embody yourself. If you want your team of leaders to collaborate and be open, guess what you need to be? If you want people to speak with respect, guess what you need to speak with? This is what we call alignment - when your inner thoughts and feelings match your outer expression.&nbsp;</p><h3 style="white-space:pre-wrap;">9. Give fast and objective feedback</h3><p class="" style="white-space:pre-wrap;">When you see something, say something… unless you are emotionally charged. If you are using absolute language (never, always, every time), you are in a reactive state. In this case separate the story from the facts and only deliver the facts. And remember feedback should only be given when the other person feels safe and has given you permission.</p><h3 style="white-space:pre-wrap;">10. Share your knowledge (when requested)</h3><p class="" style="white-space:pre-wrap;">You are in this position for a reason, you have demonstrated expertise and the experience to do so. But just because you’re in this position doesn’t mean your way is the only way. Instead when in discussions with your team, ask for permission to offer up a suggestion based on your past knowledge. This could sound like… “So this reminds me of a past experience working with a similar technology, if this would be helpful I’d be happy to share.” By asking for permission, we are building lines of trust v. a separation in hierarchy.</p></div>
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5312</style>
5313
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5315
5316
5317</div>
5318</div></div></div></div></div></div>
5319  
5320</div>
5321
5322<a class="blog-more-link" href="/blog/=/how-to-lead-leaders-10-tips-to-elevate-high-achievers" data-animation-role="content">Read More</a>
5323
5324
5325        </div>
5326      </article>
5327    
5328      <article class="blog-single-column--container entry blog-item no-image-fade-in">
5329        
5330        <div class="blog-single-column--text">
5331          <div class="blog-meta-section">
5332  <span class="blog-meta-primary">
5333    
5334      <span class="blog-categories-list">
5335        
5336          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a>
5337      </span>
5338    
5339    
5340      <span class="blog-author">Lauren LeMunyan</span>
5341    
5342    <time class="blog-date" pubdate data-animation-role="date">12/5/22</time>
5343  </span>
5344  <span class="blog-meta-delimiter"></span>
5345  
5346    <span class="blog-meta-delimiter blog-category-delimiter"></span>
5347  
5348  <span class="blog-meta-secondary">
5349    
5350      <span class="blog-categories-list">
5351        
5352          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a>
5353      </span>
5354    
5355    
5356      <span class="blog-author">Lauren LeMunyan</span>
5357    
5358    <time class="blog-date" pubdate data-animation-role="date">12/5/22</time>
5359  </span>
5360  
5361  
5362  
5363</div>
5364<h1 class="blog-title">
5365  
5366    <a href="/blog/=/10-reasons-you-shouldnt-become-a-manager" data-no-animation>
5367  
5368    The 10 Reasons You SHOULDN'T Become a Manager
5369  </a>
5370</h1>
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5421  
5422  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;">In today's video, we're going to get a little real. These are the ten reasons why you shouldn't be a manager. There seems to be this push for everyone to want to move up, to climb that c
5422orporate ladder, to advance in their career. But maybe being a manager isn't quite right for you. Press play to find out what I mean.</p><h3 style="white-space:pre-wrap;">The 10 Reasons You Shouldn’t Become a Manager</h3><p class="" style="white-space:pre-wrap;">You shouldn’t become a manager if you answer “yes” to four or more of the following reasons:</p><p class="" style="white-space:pre-wrap;">1) You don't like working with people<br>2) You don't respect your colleagues<br>3) You avoid hard conversations<br>4) You don't want to learn or grow<br>5) You don't want to be successful for other people's growth or success<br>6) You don't want to have to communicate - people should just know what to do<br>7) You see it as a necessary step in your career path, but really don't want to do it<br>8) Only for the money<br>9) You don't want to think big picture or have a strategy<br>10) Don't like holding yourself or others accountable</p></div>
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5497  <div class="sqs-html-content" data-sqsp-text-block-content><h3 style="white-space:pre-wrap;"><strong>How many did you check off?</strong></h3></div>
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5649    <div class="newsletter-form-footnote"><p>We respect your privacy.</p></div>
5650    <div class="hidden form-submission-text">Thank you!</div>
5651    <div class="hidden form-submission-html" data-submission-html=""></div>
5652  </form>
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5654
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5667  
5668</div>
5669
5670<a class="blog-more-link" href="/blog/=/10-reasons-you-shouldnt-become-a-manager" data-animation-role="content">Read More</a>
5671
5672
5673        </div>
5674      </article>
5675    
5676      <article class="blog-single-column--container entry blog-item">
5677        
5678          <div>
5679            <a href="/blog/10reasonsmanager" class="image-wrapper" data-animation-role="image">
5680  
5681<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1668614413681-5SOKG7H6Z2EQ5HX0URMI/unsplash-image-Lks7vei-eAg.jpg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1668614413681-5SOKG7H6Z2EQ5HX0URMI/unsplash-image-Lks7vei-eAg.jpg" data-image-dimensions="2500x1667" data-image-focal-point="0.5,0.5" alt="The 10 Reasons Why You Should Become a Manager" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1668614413681-5SOKG7H6Z2EQ5HX0URMI/unsplash-image-Lks7vei-eAg.jpg" width="2500" height="1667" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1668614413681-5SOKG7H6Z2EQ5HX0URMI/unsplash-image-Lks7vei-eAg.jpg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1668614413681-5SOKG7H6Z2EQ5HX0URMI/unsplash-image-Lks7vei-eAg.jpg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1668614413681-5SOKG7H6Z2EQ5HX0URMI/unsplash-image-Lks7vei-eAg.jpg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1668614413681-5SOKG7H6Z2EQ5HX0URMI/unsplash-image-Lks7vei-eAg.jpg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1668614413681-5SOKG7H6Z2EQ5HX0URMI/unsplash-image-Lks7vei-eAg.jpg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1668614413681-5SOKG7H6Z2EQ5HX0URMI/unsplash-image-Lks7vei-eAg.jpg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1668614413681-5SOKG7H6Z2EQ5HX0URMI/unsplash-image-Lks7vei-eAg.jpg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
5682</a>
5683
5684          </div>
5685          <div class="blog-article-spacer"></div>
5686        
5687        <div class="blog-single-column--text">
5688          <div class="blog-meta-section">
5689  <span class="blog-meta-primary">
5690    
5691      <span class="blog-categories-list">
5692        
5693          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a>
5694      </span>
5695    
5696    
5697      <span class="blog-author">Lauren LeMunyan</span>
5698    
5699    <time class="blog-date" pubdate data-animation-role="date">11/16/22</time>
5700  </span>
5701  <span class="blog-meta-delimiter"></span>
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5709          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a>
5710      </span>
5711    
5712    
5713      <span class="blog-author">Lauren LeMunyan</span>
5714    
5715    <time class="blog-date" pubdate data-animation-role="date">11/16/22</time>
5716  </span>
5717  
5718  
5719  
5720</div>
5721<h1 class="blog-title">
5722  
5723    <a href="/blog/10reasonsmanager" data-no-animation>
5724  
5725    The 10 Reasons Why You Should Become a Manager
5726  </a>
5727</h1>
5728<div class="blog-excerpt">
5729  <div class="blog-excerpt-wrapper"><p class="">Wondering if you should take the next step to become a manager? Here are ten reasons why you <strong>should become a manager. </strong>Check out the full video or review the list.</p></div>
5730  
5731    <div class="blog-body-wrapper">
5731<div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1668614438318" id="item-63750711e066d80b646ebb3a"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="yui_3_17_2_1_1668613874750_35671" id="block-yui_3_17_2_1_1668613874750_35671"><div class="sqs-block-content"><div class="sqs-text-block-container">
5732  
5733  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;">Wondering if you should take the next step to become a manager? Here are ten reasons why you <strong>should become a manager. </strong>Watch the full video or review the full list below.</p></div>
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5833  
5834  <div class="sqs-html-content" data-sqsp-text-block-content><h2 style="white-space:pre-wrap;">The 10 Reasons You Should Become a Manager</h2><p style="margin-left:40px;white-space:pre-wrap;" class=""> 1) You care about outcomes and positive results </p><p style="margin-left:40px;white-space:pre-wrap;" class="">2) You like people and want to play a role in their success and development </p><p style="margin-left:40px;white-space:pre-wrap;" class="">3) You love learning and growing </p><p style="margin-left:40px;white-space:pre-wrap;" class="">4) You're a good listener </p><p style="margin-left:40px;white-space:pre-wrap;" class="">5) You see potential in others</p><p style="margin-left:40px;white-space:pre-wrap;" class="">6) You trust your colleagues and feel like they trust you </p><p style="margin-left:40px;white-space:pre-wrap;" class="">7) You're a good communicator both verbally and in writing </p><p style="margin-left:40px;white-space:pre-wrap;" class="">8) You're okay not being liked </p><p style="margin-left:40px;white-space:pre-wrap;" class="">9) You have a mastered relevant technical skill </p><p style="margin-left:40px;white-space:pre-wrap;" class="">10) You're the best option</p><h3 style="white-space:pre-wrap;"><br><br><br><br></h3><h3 style="white-space:pre-wrap;">Go through the list. <strong>How many describe you?</strong> </h3><p class="" style="white-space:pre-wrap;"><br><br><br><br></p><p class="" style="white-space:pre-wrap;">If you got 7 or more, you should absolutely become a manager.</p><p class="" style="white-space:pre-wrap;">If you got less than 7, this is an opportunity for awareness to work on areas of growth.</p></div>
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5986    <div class="newsletter-form-footnote"><p>We respect your privacy.</p></div>
5987    <div class="hidden form-submission-text">Thank you!</div>
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5992<style>.fe-block-yui_3_17_2_1_1668799183209_4009 {mix-blend-mode: ;
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6003--></div></div><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="yui_3_17_2_1_1668799183209_4123" id="block-yui_3_17_2_1_1668799183209_4123"><div class="sqs-block-content"><div class="sqs-text-block-container">
6004  
6005  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;"><br><br><br><br></p><p class="" style="white-space:pre-wrap;"><strong>Want to equip yourself to become a better manager?</strong> Let’s chat!</p></div>
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6101>
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6108</div></div></div></div></div></div>
6109  
6110</div>
6111
6112<a class="blog-more-link" href="/blog/10reasonsmanager" data-animation-role="content">Read More</a>
6113
6114
6115        </div>
6116      </article>
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6119        
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6122  <span class="blog-meta-primary">
6123    
6124    
6125      <span class="blog-author">Lauren LeMunyan</span>
6126    
6127    <time class="blog-date" pubdate data-animation-role="date">3/5/22</time>
6128  </span>
6129  <span class="blog-meta-delimiter"></span>
6130  
6131  <span class="blog-meta-secondary">
6132    
6133    
6134      <span class="blog-author">Lauren LeMunyan</span>
6135    
6136    <time class="blog-date" pubdate data-animation-role="date">3/5/22</time>
6137  </span>
6138  
6139  
6140  
6141</div>
6142<h1 class="blog-title">
6143  
6144    <a href="/blog/=/are-you-a-middle-man-mediator-how-to-stop-getting-in-the-middle-of-peoples-drama" data-no-animation>
6145  
6146    Are You a Middle Man Mediator? How to Stop Getting in the Middle of People’s Drama
6147  </a>
6148</h1>
6149<div class="blog-excerpt">
6150  <div class="blog-excerpt-wrapper"><p>Are you the person everyone comes to when they have a problem? Are your texts, emails and Facebook messages filled with “I can’t believe she did that?” “Who do they think they are?” etc?</p></div>
6151  
6152    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1509814761641" id="item-59fdf1b153450a448c6cf3e6"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="yui_3_17_2_1_1646493308044_6409" id="block-yui_3_17_2_1_1646493308044_6409"><div class="sqs-block-content"><div class="sqs-text-block-container">
6153  
6154  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;"><em>(Originally posted November 8, 2017, Updated March 6, 2022)</em></p></div>
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6354  
6355  <div class="sqs-html-content" data-sqsp-text-block-content><h3 style="text-align:center;white-space:pre-wrap;"><strong>Are You Stuck in The Middle Again?</strong></h3><p class="" style="white-space:pre-wrap;">Are you the person everyone comes to when they have a problem? Are your texts, emails and Facebook messages filled with “I can’t believe she did that?” “Who do they think they are?” etc?</p><p class="" style="white-space:pre-wrap;">You may just be a Middle Man Mediator. People know you as having a great ear and being open to hear about all of their problems. You’re patient and understanding. You offer advice as they nod along before they launch into another rant. It feels good to help people in their time of need.</p><p class="" style="white-space:pre-wrap;">You feel needed and necessary to others, but then you hit your limit. You get tired of people’s nonsense. It never stops. They don’t take your advice and they sure as hell aren’t resolving their problems. You become their drama dumping ground and the pile keeps mounting.</p><p style="text-align:center;white-space:pre-wrap;" class="" data-rte-preserve-empty="true"></p><p style="text-align:center;white-space:pre-wrap;" class=""><strong>Worse than that what if you mediation turns into you becoming Shit Stirrer, Drama Darling or Gossip Guru?</strong></p><p class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></p><p class="" style="white-space:pre-wrap;">You get brought into the drama because your piece of advice was used as ammunition in the conflict. Suddenly you’re the target and in the muck of it. As you sludge around you ask yourself <strong>“How did I get here? I was just trying to help.”</strong></p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">Sound familiar? Fear not. I have the solution for you. This is not going to be easy, but I promise you it’s effective when implemented consistently and assertively.</p></div>
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6554</div></div><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="yui_3_17_2_1_1646493308044_14535" id="block-yui_3_17_2_1_1646493308044_14535"><div class="sqs-block-content"><div class="sqs-text-block-container">
6555  
6556  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;">Someone enters your space, inbox, Zoom room or phone line and you can see and or hear it in their tone that they are stressed out.</p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><strong>STEP ONE: Take a Deep Breath. </strong>The difference between anxiety and excitement are connect to your breath and what hormones get released. Keep on breathing!</p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><strong>STEP TWO: Decide What Energy They’re Leading With. </strong>Are they<strong> </strong>stressed, frustrated, hopeful, rational?</p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><strong>STEP 3: Stay Neutral. </strong>This is super hard, but if you want to be a solid resource, you need to take yourself and your opinions out of it.</p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><strong>STEP 4: Acknowledge and Validate. </strong>“It sounds like this event really upset you. It makes sense you would feel this way.”</p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><strong>STEP 5: Assess the Situation. </strong>Has the mood changed? Is the other person opening up or still firing off and venting.</p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><strong>STEP 6: Check Your Energy. </strong>How are you feeling? Has your energy dipped? Where do you feel it in your body? Do you want to invest anymore time or energy in this exchange?<strong> </strong></p><p class="" style="white-space:pre-wrap;">If you want to disengage, here is an example of how to move away. “It sounds like you’re pretty upset and need to vent. As your friend I want to help you through this. How can I supp
6556ort you?”</p><p class="" style="white-space:pre-wrap;">Typically people will say that they want to vent or they need a hug or just someone to listen. That’s your opportunity to transition. But there also may be a strong stuck energy that doesn’t want to move. In that case, there is nothing you can say or do to resolve the situation and it will suck the life out of you if you try.</p><p class="" style="white-space:pre-wrap;">If the negativity continues, “I hear that you’re upset and I really want to help you. But I don’t know how to do that. I’m working on some cool stuff that I think might be helpful for you when you’re ready.”</p><p class="" style="white-space:pre-wrap;">Be prepared for this person to unleash on you. When the fight comes out, it will try to take everything down around it. Your job is to hold your line.</p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><strong>STEP 7:</strong> <strong>Make a Decision for You. </strong></p><p class="" style="white-space:pre-wrap;">What is your role and responsibility with this person? Where have you creeped out of your scope of responsibility? Where are you giving away your power? Do you want to end the conversation or transition to a new topic.</p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><strong>STEP 8: Exit Strategy. </strong></p><p class="" style="white-space:pre-wrap;">Whatever you need to do or say to feel safe and in control, do what you need to do. It may mean ending the conversation abruptly with a manufactured incoming request  or an honest “I don’t feel comfortable talking about this topic.” or “It doesn’t sound like you want resolution around this and I don’t want to partake in gossip.”</p><p class="" style="white-space:pre-wrap;"><strong>&nbsp;</strong></p><p class="" style="white-space:pre-wrap;">This may seem extremely harsh, but think about the impacts of the emotional garbage you take on from other people. It comes down to you and how you want to be treated. The great news is it’s all up to you! Here are a couple of questions to help you sift through your decision:</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">What would your life feel like if you didn’t have to take it on?</p><p class="" style="white-space:pre-wrap;">What do you get out of it by taking it on other people’s emotional baggage?&nbsp;</p><p class="" style="white-space:pre-wrap;">What value does it serve for you?</p></div>
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6726  
6727  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;"><br></p><h2 style="white-space:pre-wrap;">Need more help navigating conflict with your team members or colleagues?</h2><p class="" style="white-space:pre-wrap;"><a href="https://learn.spitfirecoach.com/refereetocoach" target="_blank">Check out this replay of “From Referee to Coach: How to Lead Your Feuding Team to the Finish Line”</a></p></div>
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6923
6924        
6925      
6926        </figure>
6927      
6928
6929    </div>
6930  
6931
6932
6933  
6934
6935
6936</div></div></div></div></div></div>
6937  
6938</div>
6939
6940<a class="blog-more-link" href="/blog/=/are-you-a-middle-man-mediator-how-to-stop-getting-in-the-middle-of-peoples-drama" data-animation-role="content">Read More</a>
6941
6942
6943        </div>
6944      </article>
6945    
6946      <article class="blog-single-column--container entry blog-item">
6947        
6948          <div>
6949            <a href="/blog/fastfeedback" class="image-wrapper" data-animation-role="image">
6950  
6951<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310044793-1VAUJC41UJ1RBM1LOA9D/unsplash-image-8pOTAtyd_Mc.jpg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310044793-1VAUJC41UJ1RBM1LOA9D/unsplash-image-8pOTAtyd_Mc.jpg" data-image-dimensions="2500x1667" data-image-focal-point="0.5,0.5" alt="Rethinking The Frequency of Feedback" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310044793-1VAUJC41UJ1RBM1LOA9D/unsplash-image-8pOTAtyd_Mc.jpg" width="2500" height="1667" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310044793-1VAUJC41UJ1RBM1LOA9D/unsplash-image-8pOTAtyd_Mc.jpg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310044793-1VAUJC41UJ1RBM1LOA9D/unsplash-image-8pOTAtyd_Mc.jpg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310044793-1VAUJC41UJ1RBM1LOA9D/unsplash-image-8pOTAtyd_Mc.jpg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310044793-1VAUJC41UJ1RBM1LOA9D/unsplash-image-8pOTAtyd_Mc.jpg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310044793-1VAUJC41UJ1RBM1LOA9D/unsplash-image-8pOTAtyd_Mc.jpg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310044793-1VAUJC41UJ1RBM1LOA9D/unsplash-image-8pOTAtyd_Mc.jpg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310044793-1VAUJC41UJ1RBM1LOA9D/unsplash-image-8pOTAtyd_Mc.jpg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
6952</a>
6953
6954          </div>
6955          <div class="blog-article-spacer"></div>
6956        
6957        <div class="blog-single-column--text">
6958          <div class="blog-meta-section">
6959  <span class="blog-meta-primary">
6960    
6961    
6962      <span class="blog-author">Lauren LeMunyan</span>
6963    
6964    <time class="blog-date" pubdate data-animation-role="date">1/18/22</time>
6965  </span>
6966  <span class="blog-meta-delimiter"></span>
6967  
6968  <span class="blog-meta-secondary">
6969    
6970    
6971      <span class="blog-author">Lauren LeMunyan</span>
6972    
6973    <time class="blog-date" pubdate data-animation-role="date">1/18/22</time>
6974  </span>
6975  
6976  
6977  
6978</div>
6979<h1 class="blog-title">
6980  
6981    <a href="/blog/fastfeedback" data-no-animation>
6982  
6983    Rethinking The Frequency of Feedback
6984  </a>
6985</h1>
6986<div class="blog-excerpt">
6987  <div class="blog-excerpt-wrapper"><p class="">As we move from a formal annual review process to a continuous feedback model, how often should your employees receive feedback? And what kind of feedback is most effective?</p></div>
6988  
6989    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1641310279874" id="item-61d4668199cb691d249a93f8"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="bb1a5c7fa10f229b0184" id="block-bb1a5c7fa10f229b0184"><div class="sqs-block-content"><div class="sqs-text-block-container">
6990  
6991  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;">Feedback is crucial for maximizing employee performance and engagement, but many managers have categorized it as another dreaded "F word." We know that feedback is important to employees' success. Employees who rate their manager's feedback as "meaningful and useful," in the words of <a href="https://www.gallup.com/workplace/357764/fast-feedback-fuels-performance.aspx?utm_source=workplace&amp;utm_medium=email&amp;utm_campaign=workplace_newsletter_jan_01042022&amp;utm_term=newsletter&amp;utm_content=energize_employees_cta_1&amp;elqTrackId=6919f3d76a0b4ca092e7286c6d4230f0&amp;elq=3fc5679d9a944619bb3d693542f1e609&amp;elqaid=7979&amp;elqat=1&amp;elqCampaignId=1701" target="_blank"><span style="text-decoration:underline">Gallup's research</span></a> are <strong>more than four times as likely to be engaged in their jobs. </strong></p><p class="" style="white-space:pre-wrap;">Those who strongly agree they received meaningful and useful feedback in the past week are almost <strong>two times more likely to get a promotion or a raise within the next 12 months</strong>. What's more, when managers get high-quality feedback on what they do well from their employees, team members report being happier with benefits such as salary increases.</p><p class="" style="white-space:pre-wrap;">In addition to benefits felt by managers and workers alike, data indicates that giving effective performance reviews also benefits companies. When employees rate their manager's feedback as highly effective, the company sees increased productivity, quality rates, and customer satisfaction.</p><h3 style="white-space:pre-wrap;"><strong>But how do we make feedback less painful and more useful?</strong></h3><p class="" style="white-space:pre-wrap;">We as humans often look for a quick fix and this is where <strong>fast feedback</strong> can make match words with actions and bridge the gaps between performance reviews while having ongoing conversations about development. </p><p class="" style="white-space:pre-wrap;">Fast feedback is regular, timely, and specific. It<strong> relies on useful data</strong> (not storytelling and assumptions) on what people are doing well or could do better—ideally <strong>within minutes or hours of engaging in the behavior.</strong> Remember the signs in airports and metro stations: <strong>If you see something, say something.</strong> This goes for both recognition and correction.</p><p class="" style="white-space:pre-wrap;">According to Gallup, the benefits for teams and organizations are significant:</p><ul data-rte-list="default"><li><p class="" style="white-space:pre-wrap;"><strong>Supports agility</strong>
6991: Fast Feedback energizes employees and enables teams to make real-time, on-the-fly performance adjustments that create a competitive edge.</p></li></ul><ul data-rte-list="default"><li><p class="" style="white-space:pre-wrap;"><strong>Inspires excellence</strong>: Employees believe they are more motivated to do outstanding work when their manager provides daily (vs. annual) feedback. (3.6 times more likely to strongly agree) </p></li><li><p class="" style="white-space:pre-wrap;"><strong>Retains talent:</strong> Employees today want purpose-driven work and a manager who acknowledges and accelerates their progress. Fast feedback creates an ongoing process of continuous coaching while also improving morale by <strong>highlighting quality work before it goes unrecognized</strong>. </p></li><li><p class="" style="white-space:pre-wrap;"><strong>Recognizes and appreciates efforts:</strong> Fast feedback creates opportunities for managers and contributors to positively influence the workplace culture by showing employees that they value their work - not just the finished product,  but the entire process.</p></li></ul><p class="" style="white-space:pre-wrap;">This type of feedback is different from a traditional, formal review—and more similar to the dialogue between great sports coaches and players on the court or on the bench during a game. </p><p class="" style="white-space:pre-wrap;">At its core, fast feedback uses tools that <strong>capture data in real-time</strong>, so managers can monitor their direct reports' activities as they happen and provide input when necessary. Depending on what people are doing, this can include a simple thumbs up for excellent work or recommendations about how to improve gaps and blind spots.</p><p class="" style="white-space:pre-wrap;">If you've ever felt the pain at the end of a review cycle, fast feedback can help you offload the fear. By giving clear, data-centric immediate feedback, there is no question or assumptions made about someone's performance or stance in the organization. Imagine lifting the veil of annual performance reviews and cloaked rating systems. <strong>How much better do you think your teams would be performing if they knew how they were doing in real-time?</strong></p><p class="" style="white-space:pre-wrap;">Of course, it may not always be possible for managers to offer fast feedback in every situation like annual planning or a financial close, which may require longer feedback loops. That said, there are likely countless other times when managers can offer quick replies that give their employees an immediate sense of validation. If your company doesn't yet use this type of constant coaching, try incorporating it into your manager's toolkit and <strong>plant some seeds for positive change</strong>. </p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><br><br></p></div>
6992
6993
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7057</div>
7058
7059<a class="blog-more-link" href="/blog/fastfeedback" data-animation-role="content">Read More</a>
7060
7061
7062        </div>
7063      </article>
7064    
7065      <article class="blog-single-column--container entry blog-item">
7066        
7067          <div>
7068            <a href="/blog/professionaldevelopment" class="image-wrapper" data-animation-role="image">
7069  
7070<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641308558663-2SB8ZE2BNJZN9MSYJITR/unsplash-image-vrbZVyX2k4I.jpg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641308558663-2SB8ZE2BNJZN9MSYJITR/unsplash-image-vrbZVyX2k4I.jpg" data-image-dimensions="2500x1667" data-image-focal-point="0.5,0.5" alt="Professional Development: Where Can I Get the Most Return on My Investment" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641308558663-2SB8ZE2BNJZN9MSYJITR/unsplash-image-vrbZVyX2k4I.jpg" width="2500" height="1667" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641308558663-2SB8ZE2BNJZN9MSYJITR/unsplash-image-vrbZVyX2k4I.jpg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641308558663-2SB8ZE2BNJZN9MSYJITR/unsplash-image-vrbZVyX2k4I.jpg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641308558663-2SB8ZE2BNJZN9MSYJITR/unsplash-image-vrbZVyX2k4I.jpg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641308558663-2SB8ZE2BNJZN9MSYJITR/unsplash-image-vrbZVyX2k4I.jpg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641308558663-2SB8ZE2BNJZN9MSYJITR/unsplash-image-vrbZVyX2k4I.jpg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641308558663-2SB8ZE2BNJZN9MSYJITR/unsplash-image-vrbZVyX2k4I.jpg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641308558663-2SB8ZE2BNJZN9MSYJITR/unsplash-image-vrbZVyX2k4I.jpg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
7071</a>
7072
7073          </div>
7074          <div class="blog-article-spacer"></div>
7075        
7076        <div class="blog-single-column--text">
7077          <div class="blog-meta-section">
7078  <span class="blog-meta-primary">
7079    
7080      <span class="blog-categories-list">
7081        
7082          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a><span class="blog-categories--comma">, </span>
7083        
7084          <a href="/blog/category/Work+Dynamics" class="blog-categories">Work Dynamics</a><span class="blog-categories--comma">, </span>
7085        
7086          <a href="/blog/category/Job+Hunting" class="blog-categories">Job Hunting</a>
7087      </span>
7088    
7089    
7090      <span class="blog-author">Lauren LeMunyan</span>
7091    
7092    <time class="blog-date" pubdate data-animation-role="date">1/4/22</time>
7093  </span>
7094  <span class="blog-meta-delimiter"></span>
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7102          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a><span class="blog-categories--comma">, </span>
7103        
7104          <a href="/blog/category/Work+Dynamics" class="blog-categories">Work Dynamics</a><span class="blog-categories--comma">, </span>
7105        
7106          <a href="/blog/category/Job+Hunting" class="blog-categories">Job Hunting</a>
7107      </span>
7108    
7109    
7110      <span class="blog-author">Lauren LeMunyan</span>
7111    
7112    <time class="blog-date" pubdate data-animation-role="date">1/4/22</time>
7113  </span>
7114  
7115  
7116  
7117</div>
7118<h1 class="blog-title">
7119  
7120    <a href="/blog/professionaldevelopment" data-no-animation>
7121  
7122    Professional Development: Where Can I Get the Most Return on My Investment
7123  </a>
7124</h1>
7125<div class="blog-excerpt">
7126  <div class="blog-excerpt-wrapper"><p class="">Employee development is an investment in future growth for your business. Having an employee who's constantly learning and growing will provide a more valuable contribution than someone that remains stagnant because they're able to attract higher-quality talent due to the importance placed on developing people within this model of work going forward with us attracting those top candidates by investing into their own personal improvement not just as employees but also from customers/clients or outside sources too! This high-quality workforce can make all sorts of things happen like increased company culture which leads up here about how important it actually was...</p></div>
7127  
7128    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1641307327577" id="item-61d45c746093c611d2ecac11"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="000c26ad29fcc9f2740b" id="block-000c26ad29fcc9f2740b"><div class="sqs-block-content"><div class="sqs-text-block-container">
7129  
7130  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;">Personal and professional development is essential to the growth of your business, but it can be difficult to determine what should be prioritized for employee development.  It's often difficult to justify the financial expense that goes into developing employees, so it helps to understand why you should invest in growth.</p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;"><strong>Here are three reasons why your organization should be focusing on personal and professional growth:</strong></p><p class="" style="white-space:pre-wrap;"><br></p><h3 style="white-space:pre-wrap;"><strong>1. You'll Obtain Better Talent</strong></h3><p class="" style="white-space:pre-wrap;"><em>A strong learning culture led to 30-50% high retention rates in companies. </em>(<a href="https://www.roberthalf.co.uk/press/employers-fear-45m-workers-could-be-move-year" target="_blank"><span style="text-decoration:underline"><strong>Robert Half</strong></span></a>)</p><p class="" style="white-space:pre-wrap;">Employee development is an investment in future growth for your business. Having an employee who is constantly learning and growing will provide a more valuable contribution to your company than a seasoned worker who remains stagnant. By investing in growth, you will attract higher-quality talent because prospective employees will realize the importance of growth within your business model. This high-quality workforce can make a big difference in company culture and production value going forward, which leads us to...</p><p class="" style="white-space:pre-wrap;"><br></p><h3 style="white-space:pre-wrap;"><strong>2. You'll Have A More Inclusive Workplace Culture</strong></h3><p class="" style="white-space:pre-wrap;"><em>43% of surveyed employees claim corporate culture was the main reason for their search for a new job.</em> (<a href="https://www.hays.com/press-releases/us-workers-willing-to-compromise-on-salary-for-the-right-benefits-company-culture-and-career-growth-opportunities-2030744" target="_blank"><span style="text-decoration:underline"><strong>Hays</strong></span></a>)</p><p class="" style="white-space:pre-wrap;">Culture is formed when behaviors are done over and over again by a group. When you are intentionally and deliberately investing in y
7130our team's development, you signal that they are important, necessary, and integral. As your team grows, those investments pay out dividends by creating an inclusive culture for all employees. As your employees continue to grow, the organization should grow along with them, creating a workplace culture that fosters innovation, collaboration, and future vision.</p><p class="" style="white-space:pre-wrap;"><br></p><h3 style="white-space:pre-wrap;"><strong>3. Your Customers Will Feel The Positive Effects</strong></h3><p class="" style="white-space:pre-wrap;">As the work environment nurtures employees, customers will also feel the positive pacts with higher quality products and services that speak directly to their needs. When employees have more opportunities to sharpen their skills and abilities, they are more likely to apply those insights and efficiencies into their daily work. The growth of your workforce will directly correlate to the growth of your business as long as you are providing development tools for each employee along the way! Remember that these benefits are only attainable if you provide growth opportunities for your employees.</p><p class="" style="white-space:pre-wrap;"><br><br></p><p class="" style="white-space:pre-wrap;"><strong>Here are four growth opportunities that can help you invest in your team's professional development:</strong></p><p class="" style="white-space:pre-wrap;"><br></p><h3 style="white-space:pre-wrap;"><strong>1. On-Demand Learning Platforms</strong></h3><p class="" style="white-space:pre-wrap;">There are numerous online learning platforms that provide cost-effective tools to develop individual skill sets such as Udemy, Skillshare, and Coursera. Let's say you have an employee who wants to perfect their project management skills. Imagine if that employee communicated it with their manager and there was a free-to-the-employee option provided by the organization and allocated time within the workday to research options and learn.  </p><p class="" style="white-space:pre-wrap;">If you don't make the time for your employees to learn and grow, they will start looking for other organizations that support their development. </p><p class="" style="white-space:pre-wrap;"><br><br></p><h3 style="white-space:pre-wrap;"><strong>2. Books / ERGs / Seminars</strong></h3><p class="" style="white-space:pre-wrap;">Encourage growth by giving each employee assigned books/tasks/seminars relevant to their skill set every month. Create and support learning pods and study groups Doing so isn't costly and encourages growth, creating a cohesive workplace culture throughout your organization. Switch it up by alternating who leads the group each month and don't forget to reward the efforts of the group with more public recognition upon completion. Many larger firms have ERGs (Employee Resource Groups) that are employee-run and company-supported. <strong>There's no reason why the size of the company should matter if the intention is the same - to support, educate and empower engaged employees!</strong></p><p class="" style="white-space:pre-wrap;"><br><br></p><h3 style="white-space:pre-wrap;"><strong>3. Networking Opportunities</strong></h3><p class="" style="white-space:pre-wrap;">Networking opportunities allow your employees to learn from their peers within your organization, industry, and beyond. The pandemic has made it tricky to meet face-to-face, but with some intentional and deliberate introductions, employees are better able to expand their networks and share experiences with other growth-oriented professionals. Associations and professional networking groups are great for employees who want to put themselves out there. LunchClub is also a great free option to connect with specific industries and interests. You also have a Roladex of contacts that with some curious questions, you could better able match with inquisitive team members. </p><p class="" style="white-space:pre-wrap;"><br><br></p><h3 style="white-space:pre-wrap;"><strong>4. Group and Individual Coaching</strong></h3><p class="" style="white-space:pre-wrap;">We are definitely biased by the power of coaching. Employees at one of our longest-standing global clients rate coaching as the top employee benef
7130it at the company. Coaching works on a deeper level to unlock the unique talents, experiences, and expertise of each employee to build confidence, expand leadership presence and problem solve in a crisis. </p><p class="" style="white-space:pre-wrap;">According to the International Coaching Federation (ICF), 80% of people who receive coaching report increased self-confidence, and&nbsp;over 70% improved work performance, relationships, and more effective communication skills. </p><p class="" style="white-space:pre-wrap;">Coaching is definitely a financial investment for the organization, but the numbers don't lie. In multiple studies, The International Coach Federation (ICF) has shown that coaching usually generates an ROI of&nbsp;<strong>between $4 and $8 for every dollar invested.</strong></p><p class="" style="white-space:pre-wrap;"><br><br></p><p class="" style="white-space:pre-wrap;">Investments in employee growth should not be limited to those in leadership positions; rather, all employees across the company should be encouraged to participate in learning opportunities through ongoing personal and professional development training or by taking advantage of growth opportunities associated with company goals and initiatives. </p><p class="" style="white-space:pre-wrap;"><br></p><p class="" style="white-space:pre-wrap;">When it comes down to it, growth has multiple benefits. It is not just important for your employees but is also crucial for your business' success! Grow your team today with personal and professional development growth strategies! </p><p class="" style="white-space:pre-wrap;"><a href="mailto:[email protected]">Contact us today to design your team’s Professional Development Strategy.</a></p></div>
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7198<a class="blog-more-link" href="/blog/professionaldevelopment" data-animation-role="content">Read More</a>
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7207            <a href="/blog//5-ways-to-be-a-better-people-manager" class="image-wrapper" data-animation-role="image">
7208  
7209<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310746230-62BUK0SY8W1CP6MEQH9I/unsplash-image-aASWYaw-3HI.jpg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310746230-62BUK0SY8W1CP6MEQH9I/unsplash-image-aASWYaw-3HI.jpg" data-image-dimensions="2500x2000" data-image-focal-point="0.5,0.5" alt="5 Things You Can Do Right Now to Be a Better People Manager" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310746230-62BUK0SY8W1CP6MEQH9I/unsplash-image-aASWYaw-3HI.jpg" width="2500" height="2000" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310746230-62BUK0SY8W1CP6MEQH9I/unsplash-image-aASWYaw-3HI.jpg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310746230-62BUK0SY8W1CP6MEQH9I/unsplash-image-aASWYaw-3HI.jpg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310746230-62BUK0SY8W1CP6MEQH9I/unsplash-image-aASWYaw-3HI.jpg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310746230-62BUK0SY8W1CP6MEQH9I/unsplash-image-aASWYaw-3HI.jpg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310746230-62BUK0SY8W1CP6MEQH9I/unsplash-image-aASWYaw-3HI.jpg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310746230-62BUK0SY8W1CP6MEQH9I/unsplash-image-aASWYaw-3HI.jpg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310746230-62BUK0SY8W1CP6MEQH9I/unsplash-image-aASWYaw-3HI.jpg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
7210</a>
7211
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7215        <div class="blog-single-column--text">
7216          <div class="blog-meta-section">
7217  <span class="blog-meta-primary">
7218    
7219    
7220      <span class="blog-author">Lauren LeMunyan</span>
7221    
7222    <time class="blog-date" pubdate data-animation-role="date">10/22/21</time>
7223  </span>
7224  <span class="blog-meta-delimiter"></span>
7225  
7226  <span class="blog-meta-secondary">
7227    
7228    
7229      <span class="blog-author">Lauren LeMunyan</span>
7230    
7231    <time class="blog-date" pubdate data-animation-role="date">10/22/21</time>
7232  </span>
7233  
7234  
7235  
7236</div>
7237<h1 class="blog-title">
7238  
7239    <a href="/blog//5-ways-to-be-a-better-people-manager" data-no-animation>
7240  
7241    5 Things You Can Do Right Now to Be a Better People Manager
7242  </a>
7243</h1>
7244<div class="blog-excerpt">
7245  <div class="blog-excerpt-wrapper"><p class="">It doesn't matter if you have the title. It doesn't matter if you have assumed the role. You have the opportunity to be a better leader in every moment of interaction.</p></div>
7246  
7247    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1630328926108" id="item-612cd7c6231e8036652961ed"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-video video-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/website.components.video.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/20293.js&quot;,&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/website.components.video.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.video" data-sqsp-block="video" data-website-component-id="yui_3_17_2_1_1630328727403_53336" id="block-yui_3_17_2_1_1630328727403_53336"><div class="sqs-block-content">
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7316</div></div><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="e025486c4a91b4954c92" id="block-e025486c4a91b4954c92"><div class="sqs-block-content"><div class="sqs-text-block-container">
7317  
7318  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></p><p class="" style="white-space:pre-wrap;">It doesn't matter if you have the title.</p><p class="" style="white-space:pre-wrap;">It doesn't matter if you have assumed the role.</p><p class="" style="white-space:pre-wrap;">You have the opportunity to be a better leader in every moment of interaction.&nbsp;</p><p class="" style="white-space:pre-wrap;">What is a leader?</p><p class="" style="white-space:pre-wrap;">A leader is a person who has influence.&nbsp;</p><p class="" style="white-space:pre-wrap;">A leader is someone who shifts the energy of the group.</p><p class="" style="white-space:pre-wrap;">Guess what, the leader can affect the group, and the group can affect the individual.&nbsp;</p><p class="" style="white-space:pre-wrap;">Now that can be in good ways. You can have inspiration and motivation and all those creative vibes.</p><p class="" style="white-space:pre-wrap;">Or it can draw the energy down.&nbsp;</p><p class="" style="white-space:pre-wrap;">Have you ever been in a meeting, and someone yucks on your yum?&nbsp;</p><p class="" style="white-space:pre-wrap;">
7318Here's how we can positively influence a group.&nbsp;</p><p class="" style="white-space:pre-wrap;">Number one, check yourself before you wreck yourself.&nbsp;</p><p class="" style="white-space:pre-wrap;">Meaning before you step into a meeting, do a nice little body scan.&nbsp;</p><p class="" style="white-space:pre-wrap;">Are you holding on to stress? Do you have any resentment? Are you full of bias?&nbsp;</p><p class="" style="white-space:pre-wrap;">If you're not clear, get a piece of paper. What are you bringing in?&nbsp;</p><p class="" style="white-space:pre-wrap;">Have you just had an argument with someone? Did you read a frustrating email? Are you worried about how to make a decision?&nbsp;</p><p class="" style="white-space:pre-wrap;">Get it out of your head.&nbsp;</p><p class="" style="white-space:pre-wrap;">Number two, what are your intentions in meeting with people?&nbsp;</p><p class="" style="white-space:pre-wrap;">Do you want to learn things? Do you want to get clarification? Do you want to brainstorm an idea share? Do you want to alter behaviors?&nbsp;</p><p class="" style="white-space:pre-wrap;">If you aren't clear, you're coming in with assumptions.</p><p class="" style="white-space:pre-wrap;">If you don't have an agenda for your meeting, go ahead and do that.&nbsp;</p><p class="" style="white-space:pre-wrap;">What are one, two, or three things that you want to accomplish in this interaction?&nbsp;</p><p class="" style="white-space:pre-wrap;">This is going to help you create a framework and an outline of how you move things forward.&nbsp;</p><p class="" style="white-space:pre-wrap;">I want you to think about how do you want to feel at the end of the interaction.&nbsp;</p><p class="" style="white-space:pre-wrap;">So as you're clicking out of your Zoom Room, as you are exiting your email exchange, as you're ending a phone call, how do you want to feel?&nbsp;</p><p class="" style="white-space:pre-wrap;">I want to feel at peace.&nbsp;</p><p class="" style="white-space:pre-wrap;">I want to feel like this person and I have some trust built. We're coming together. We have trust, yay.&nbsp;</p><p class="" style="white-space:pre-wrap;">But if you're not clear about how you want to feel, this is an opportunity to further define that. That's right, we're going to get more specific because once we know where our target is, we can reverse engineer it.&nbsp;</p><p class="" style="white-space:pre-wrap;">I'm not gonna do the Roger Rabbit because I have neighbors below me.&nbsp;</p><p class="" style="white-space:pre-wrap;">Here is the sprinkle sauce. I want you to take yourself out of it.&nbsp;</p><p class="" style="white-space:pre-wrap;">It ain't about you.</p><p class="" style="white-space:pre-wrap;">Advice, I could do a whole series on advice-giving.&nbsp;</p><p class="" style="white-space:pre-wrap;">Stop it! Please stop giving advice.&nbsp;</p><p class="" style="white-space:pre-wrap;">It's like leaving a flaming bag of dog poo at someone's door, and they'd be like pika to prison is nice. It's the worst!&nbsp;</p><p class="" style="white-space:pre-wrap;">If it is unsolicited, people didn't ask for it. And therefore, it's not going to be received as a gift.&nbsp;</p><p class="" style="white-space:pre-wrap;">It's going to be received as a judgment, as a comparison, as criticism.&nbsp;</p><p class="" style="white-space:pre-wrap;">You know you've gotten it before.&nbsp;</p><p class="" style="white-space:pre-wrap;">
7318So can we please stop? Thank you.&nbsp;</p><p class="" style="white-space:pre-wrap;">We're not giving advice. We are not laying our stuff and our story and our assumptions on other people.&nbsp;</p><p class="" style="white-space:pre-wrap;">What we're doing is creating space for other people to step in, meet us where they are, have inclusivity, and allow people to emerge as themselves.&nbsp;</p><p class="" style="white-space:pre-wrap;">What we're going to do is be curious. We're going to ask good questions we're going to clarify.&nbsp;</p><p class="" style="white-space:pre-wrap;">"So what I'm hearing you say is..."&nbsp;</p><p class="" style="white-space:pre-wrap;">"Tell me more about this..."&nbsp;</p><p class="" style="white-space:pre-wrap;">"So we've done this before; how are we going to move this forward?"&nbsp;</p><p class="" style="white-space:pre-wrap;">You do not need to have the answer.&nbsp;</p><p class="" style="white-space:pre-wrap;">And in fact, not having the answer as a leader allows you to be a better leader and be less stressed and not feel that internal pressure that I know y
7318ou've been feeling and being the right kind of leader.&nbsp;</p><p class="" style="white-space:pre-wrap;">Guess what the right kind of leader is?&nbsp;</p><p class="" style="white-space:pre-wrap;">The one that's okay, not having the answers, that's okay being wrong, that owns their stuff.&nbsp;</p><p class="" style="white-space:pre-wrap;">"I'm feeling stressed today. I feel overwhelmed. But I'm really looking forward to our time together."</p><p class="" style="white-space:pre-wrap;">"I'm looking forward to problem solve, to brainstorm to hear about your ideas."&nbsp;</p><p class="" style="white-space:pre-wrap;">When you can do that consistently, then people trust you.&nbsp;</p><p class="" style="white-space:pre-wrap;">People are like, "Oh, I'm really looking forward to talking to Lauren because she's a good time. She wears those fun hats, and she listens to me. And she doesn't give me advice anymore."&nbsp;</p><p class="" style="white-space:pre-wrap;">Yeah, that's what being a leader is.&nbsp;</p><p class="" style="white-space:pre-wrap;">I don't need to have the title to be a leader.&nbsp;</p><p class="" style="white-space:pre-wrap;">You don't need to have the title to be a leader.&nbsp;</p><p class="" style="white-space:pre-wrap;">All you need to do is create the space before you enter.&nbsp;</p><p class="" style="white-space:pre-wrap;">Create your agenda, create your intentions, create the space and be consistent.&nbsp;</p><p class="" style="white-space:pre-wrap;">In doing these five things, I guarantee you're gonna feel better going to bed, waking up, and entering into interactions because you don't have to be the maker and creator of all the things.&nbsp;</p><p class="" style="white-space:pre-wrap;">How about that? It's a collective process, this team thing. Who knew?&nbsp;</p><p class="" style="white-space:pre-wrap;">I hope this has been helpful, and let me know how it goes.&nbsp;</p><p class="" style="white-space:pre-wrap;">And if it's a colossal failure, well, you know, just kidding, it's gonna go great. And I'll see you guys next time you keep being awesome.</p></div>
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7386<a class="blog-more-link" href="/blog//5-ways-to-be-a-better-people-manager" data-animation-role="content">Read More</a>
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7397<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310604469-JQ8Z08LMA0PAN56SBJN1/unsplash-image-iqxAMCdfKz0.jpg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310604469-JQ8Z08LMA0PAN56SBJN1/unsplash-image-iqxAMCdfKz0.jpg" data-image-dimensions="2500x1667" data-image-focal-point="0.5,0.5" alt="How to Stop Getting Distracted During Your Day" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310604469-JQ8Z08LMA0PAN56SBJN1/unsplash-image-iqxAMCdfKz0.jpg" width="2500" height="1667" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310604469-JQ8Z08LMA0PAN56SBJN1/unsplash-image-iqxAMCdfKz0.jpg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310604469-JQ8Z08LMA0PAN56SBJN1/unsplash-image-iqxAMCdfKz0.jpg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310604469-JQ8Z08LMA0PAN56SBJN1/unsplash-image-iqxAMCdfKz0.jpg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310604469-JQ8Z08LMA0PAN56SBJN1/unsplash-image-iqxAMCdfKz0.jpg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310604469-JQ8Z08LMA0PAN56SBJN1/unsplash-image-iqxAMCdfKz0.jpg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310604469-JQ8Z08LMA0PAN56SBJN1/unsplash-image-iqxAMCdfKz0.jpg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1641310604469-JQ8Z08LMA0PAN56SBJN1/unsplash-image-iqxAMCdfKz0.jpg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
7398</a>
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7405  <span class="blog-meta-primary">
7406    
7407    
7408      <span class="blog-author">Lauren LeMunyan</span>
7409    
7410    <time class="blog-date" pubdate data-animation-role="date">8/25/21</time>
7411  </span>
7412  <span class="blog-meta-delimiter"></span>
7413  
7414  <span class="blog-meta-secondary">
7415    
7416    
7417      <span class="blog-author">Lauren LeMunyan</span>
7418    
7419    <time class="blog-date" pubdate data-animation-role="date">8/25/21</time>
7420  </span>
7421  
7422  
7423  
7424</div>
7425<h1 class="blog-title">
7426  
7427    <a href="/blog/distractions" data-no-animation>
7428  
7429    How to Stop Getting Distracted During Your Day
7430  </a>
7431</h1>
7432<div class="blog-excerpt">
7433  <div class="blog-excerpt-wrapper"><p class="">If you are like everybody else, you are probably inundated with pings and dings and alerts and buzzes and all those things.</p><h3><strong>How do we get back on track when we have all of these distractions going on?</strong></h3></div>
7434  
7435    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1629893708239" id="item-6126316d6b5eed638c27f571"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-video video-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/website.components.video.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/20293.js&quot;,&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.video/aa07751a-88e2-4595-a7c0-f5b5b7ac2d75_684/website.components.video.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.video" data-sqsp-block="video" data-website-component-id="yui_3_17_2_1_1629854092620_31200" id="block-yui_3_17_2_1_1629854092620_31200"><div class="sqs-block-content">
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7506  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;">If you are like everybody else, you are probably inundated with pings and dings and alerts and buzzes and all those things. </p><p class="" style="white-space:pre-wrap;">You may be focused and typing away, and everything's great. And then you get the "ping." And your attention goes elsewhere, you lose your momentum, you lose your focus, you lose that productivity, and then you're in the rabbit hole. You find yourself scrolling through Instagram and Facebook, and Reddit is my new downfall. </p><h3 style="white-space:pre-wrap;"><strong>How do we get back on track when we have all of these distractions going on? </strong></h3><p class="" style="white-space:pre-wrap;">I want you to grab this magical little device. And I want you to scroll through your phone and find the apps that get your attention the most. And I want you to get ready. We're going to do this together. There's my Instagram, we're going to hover on it, and I'm going to remove the app. </p><p class="" style="white-space:pre-wrap;">So here's the thing, if it's bugging you, if it's taking your energy away, an active decision is removing the app. An inactive and passive decision is trying to convince yourself that you are more intelligent than your brain's chemistry. And guess what? You're not, you're not. </p><h3 style="white-space:pre-wrap;">
7506Your brain is here to outsmart you. </h3><p class="" style="white-space:pre-wrap;">It's trying to keep you in your little patterns of safety and comfort. And so it's going to try to pull you back to that feeling that, "Ooooh, someone's thought of me. Someone wants to be in touch with me." </p><p class="" style="white-space:pre-wrap;"><strong>No, they don't. If they wanted to talk to connect, they would call, they would send you a text message, or they would make plans with you. </strong></p><p class="" style="white-space:pre-wrap;">So let's go ahead and delete the apps. I've already deleted mine and I feel better already. So Facebook and Instagram are now off of my phone. </p><p class="" style="white-space:pre-wrap;">If you're like a lot of my clients who are on Slack, guess what? It's got to come off your phone too. <strong>Because if it is pulling you away from doing the work you want to do from having the connections that you want to have with other people, it's got to go it has to go.</strong> </p><p class="" style="white-space:pre-wrap;">Otherwise you're convincing yourself that it's good for you when in fact it's not. </p><p class="" style="white-space:pre-wrap;">My friends (Griefcat) have this great song, Loving You is like Eating Chipotle." It looks like it should be good for you, but it's really not. </p><p class="" style="white-space:pre-wrap;">If you want to make healthier life choices. Let's make actual healthy life choices. Let's not do these half-assed versions of like, blame sort of kind of doing it. <strong>There is no such thing as a neutral decision, and a non-decision is accepting and tolerating things that haven't worked and will continue not working for you. </strong></p><p class="" style="white-space:pre-wrap;">Let's do a little life scan. Let's do a little inventory. </p><p class="" style="white-space:pre-wrap;">Where are things not working for you? </p><p class="" style="white-space:pre-wrap;">Where have you just passively accepted things and assume them and really just become a sponge for nonsense? </p><p class="" style="white-space:pre-wrap;">Life is short. We don't have a guaranteed timeframe. And then, you know, we get a party at the end, maybe we do who knows! Nothing is guaranteed and you are not entitled to have this fantastic thing rolled out for you. </p><p class="" style="white-space:pre-wrap;">You have to create it. </p><p class="" style="white-space:pre-wrap;"><strong>Nobody's going to just say,  “Hey, you really put in the work you suffer through life. So now you get to be rewarded.” </strong></p><p class="" style="white-space:pre-wrap;">It's not how it works. You need to actively create it with the decisions and the actions. There are minor micro shifts that happen every day, every moment, and the time you wake up, shoot, even as you go to bed. This is where you need to start setting those intentions for the life you want to create. </p><p class="" style="white-space:pre-wrap;">It all begins with the thoughts that become the beliefs. The beliefs become the actions that give us these feelings. It all comes together. We think our emotions are in charge of us. But guess what seeds your emotions? It's your belief system. It's your mindset. It's your thoughts. It's the people you surround yourself with. It's your decision. It is a cycle. And guess how we change the cycle? By changing the factors, changing the environment, and changing the variables, you can expect a different result. </p><p class="" style="white-space:pre-wrap;">If you're doing the same thing over and over again. What is it Einstein said that chaos doing the same thing expecting a different result? Change it up, change it up and see what happens? Be patient and observe. Get curious. It's like a science experiment. What variables do we change to get a different result? </p><p class="" style="white-space:pre-wrap;">Look at what worked in the past. I guarantee it'll work in the future. But stop blaming technology. Resolve technology, make technology work for you. And if it doesn't work for you, guess what? It's kind of like people in your life. They gotta go, they gotta go if they're not working for you. If You're ready to cut the fat and get healthy, let's do it. And you guys keep being awesome!</p><p class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></p><h3 style="white-space:pre-wrap;"><strong>Subscribe to The Spitfire Podcast on </strong><a href="https://podcasts.apple.com/us/podcast/the-spitfire-podcast/id1313599848"><strong>Apple Podcast</strong></a><strong> and </strong><a href="https://open.spotify.com/show/5vH6ZYwSSzpiooHeOq7I5e"><strong>Spotify</strong></a></h3></div>
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7574<a class="blog-more-link" href="/blog/distractions" data-animation-role="content">Read More</a>
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7585<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1629477809211-FQKKRBL9LTNG3P0NO5XH/unsplash-image-SYx3UCHZJlo.jpg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1629477809211-FQKKRBL9LTNG3P0NO5XH/unsplash-image-SYx3UCHZJlo.jpg" data-image-dimensions="2500x1667" data-image-focal-point="0.5,0.5" alt="How to Go on Vacation as a Business Owner or Manager (and Actually Enjoy It)" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1629477809211-FQKKRBL9LTNG3P0NO5XH/unsplash-image-SYx3UCHZJlo.jpg" width="2500" height="1667" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 50% 50%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1629477809211-FQKKRBL9LTNG3P0NO5XH/unsplash-image-SYx3UCHZJlo.jpg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1629477809211-FQKKRBL9LTNG3P0NO5XH/unsplash-image-SYx3UCHZJlo.jpg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1629477809211-FQKKRBL9LTNG3P0NO5XH/unsplash-image-SYx3UCHZJlo.jpg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1629477809211-FQKKRBL9LTNG3P0NO5XH/unsplash-image-SYx3UCHZJlo.jpg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1629477809211-FQKKRBL9LTNG3P0NO5XH/unsplash-image-SYx3UCHZJlo.jpg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1629477809211-FQKKRBL9LTNG3P0NO5XH/unsplash-image-SYx3UCHZJlo.jpg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1629477809211-FQKKRBL9LTNG3P0NO5XH/unsplash-image-SYx3UCHZJlo.jpg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
7586</a>
7587
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7589          <div class="blog-article-spacer"></div>
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7591        <div class="blog-single-column--text">
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7593  <span class="blog-meta-primary">
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7596        
7597          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a><span class="blog-categories--comma">, </span>
7598        
7599          <a href="/blog/category/Stress+Relief" class="blog-categories">Stress Relief</a><span class="blog-categories--comma">, </span>
7600        
7601          <a href="/blog/category/Self-Care" class="blog-categories">Self-Care</a><span class="blog-categories--comma">, </span>
7602        
7603          <a href="/blog/category/Time+Management" class="blog-categories">Time Management</a>
7604      </span>
7605    
7606    
7607      <span class="blog-author">Lauren LeMunyan</span>
7608    
7609    <time class="blog-date" pubdate data-animation-role="date">8/20/21</time>
7610  </span>
7611  <span class="blog-meta-delimiter"></span>
7612  
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7615  <span class="blog-meta-secondary">
7616    
7617      <span class="blog-categories-list">
7618        
7619          <a href="/blog/category/Leadership" class="blog-categories">Leadership</a><span class="blog-categories--comma">, </span>
7620        
7621          <a href="/blog/category/Stress+Relief" class="blog-categories">Stress Relief</a><span class="blog-categories--comma">, </span>
7622        
7623          <a href="/blog/category/Self-Care" class="blog-categories">Self-Care</a><span class="blog-categories--comma">, </span>
7624        
7625          <a href="/blog/category/Time+Management" class="blog-categories">Time Management</a>
7626      </span>
7627    
7628    
7629      <span class="blog-author">Lauren LeMunyan</span>
7630    
7631    <time class="blog-date" pubdate data-animation-role="date">8/20/21</time>
7632  </span>
7633  
7634  
7635  
7636</div>
7637<h1 class="blog-title">
7638  
7639    <a href="/blog/=/how-to-go-on-vacation-and-actually-rest" data-no-animation>
7640  
7641    How to Go on Vacation as a Business Owner or Manager (and Actually Enjoy It)
7642  </a>
7643</h1>
7644<div class="blog-excerpt">
7645  <div class="blog-excerpt-wrapper"><p class="">I was nervous, stressed out, always needing to work, constantly feeling like I was going to miss an opportunity, or my clients weren’t going to come back, or I had to work because I had to make money. And if I didn't make money, everything was going to fall apart. The only thing that ended up falling apart was my sanity, my energy, and my health. So I had to get honest with myself about it.</p><p class="">“Listen, chick. You got one life to live, how do you want to live it?</p></div>
7646  
7647    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1629477940241" id="item-611fd97f839b091bd71d25b3"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="cc883519aaf4e67ef2ff" id="block-cc883519aaf4e67ef2ff"><div class="sqs-block-content"><div class="sqs-text-block-container">
7648  
7649  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;"><strong>Today we’re talking about taking a vacation and coming back rested and recharged. </strong>I cannot tell you how many of my clients do not know how to do this - or how hard it’s been for me! </p><p class="" style="white-space:pre-wrap;">I was nervous, stressed out, always needing to work, constantly feeling like I was going to miss an opportunity, or my clients weren’t going to come back, or I had to work because I had to make money. And if I didn't make money, everything was going to fall apart. The only thing that ended up falling apart was my sanity, my energy, and my health.  So I had to get honest with myself about it. </p><h3 style="white-space:pre-wrap;"><strong>“Listen, chick! You’ve got one life to live. How do you want to live it?”</strong></h3><p class="" style="white-space:pre-wrap;">I find it interesting when my clients come to me and say, "I'm nervous about taking time off. I'm anxious about coming back from vacation." My response is, "Of course you are!" </p><p class="" style="white-space:pre-wrap;">Imagine if you're already feeling stressed out and overwhelmed, and 
7649you have a mountain of a to-do list, and you step away from it for a week or two weeks, or maybe it's a day or two. And all you can think about are the messages, the voicemails, the emails, the mountain of responsibility awaiting you when you return. </p><p class="" style="white-space:pre-wrap;">You can't relax when you're at home because all you're thinking about is that mountain that is waiting for you. So you convince yourself that you need to go and check your email, you just need to go and check Slack, you just need to go and check your voicemail and text messages on your work phone. </p><p class="" style="white-space:pre-wrap;">Then you fall into THE RABBIT HOLE OF DISTRACTION and before you know it you’ve work a full day while you were supposed to be on vacation.</p><p class="" style="white-space:pre-wrap;">And then you start comparing and judging yourself. And thus, the cycle continues, and you come back after your  "vacation" feeling  worse than when you left. You are not rested, not recharged, AND you are beating yourself up on the inside for not handling things how you wanted. </p><p class="" style="white-space:pre-wrap;"><strong>So first, let us all take a deep breath.</strong></p><p class="" style="white-space:pre-wrap;">Let's use this as an opportunity to <strong>forgive ourselves for past violations of our vacation time and the self-punishment that followed.</strong> Let’s  instead acknowledge that we have not treated ourselves very well. We have not been good stewards of our well-being. </p><p class="" style="white-space:pre-wrap;">And then we can use this as our opportunity to<strong> redefine what vacation is about </strong>how we want to feel when we're on vacation and, most importantly, how we want to feel when returning from vacation. For me, vacation is about us taking intentional time away from my day-to-day tasks to have fun, nap and read. </p><p class="" style="white-space:pre-wrap;"><strong>Did you know that a lot of companies have mandatory sabbaticals?</strong> For example, in the financial industry, companies have pre-scheduled mandatory time that you step away. Companies use this time as an opportunity to see if there has been any corruption or fraud happening or if processes are breaking down or not as efficient or effective without us. <strong>As a manager or business owner, you want to know where you may be creating inefficiencies or gaps.</strong></p><p class="" style="white-space:pre-wrap;">Breaks and vacations are an integral part of the business. We need to take breaks because we need to see how realistic and reasonable it is without you there. Yes, that's right, you are replaceable.  We all can be replaced, but I still think you're special! </p><p class="" style="white-space:pre-wrap;">We are not robots or machines. Even robots and machines need servicing, updates in software, belts and batteries replaced, or an oiling up! </p><p class="" style="white-space:pre-wrap;">You should be oiled up on a beach! Doesn't that sound fantastic?!</p><p class="" style="white-space:pre-wrap;">I also want you to realize and understand the message you send to your team when you don't take breaks.  When you don't recharge when you step away and don't honor that time with your family, it says, “you shouldn’t either or I may not value or respect you.” Your actions are just as important as your words and when they don’t line up, it creates distrust. </p><p class="" style="white-space:pre-wrap;">This is an old story, and you probably have had a stressful situation where you've had a boss who's violated boundaries, who's messaged you while you're away, while you're with family, and you have probably responded. Maybe that was a toxic situation, perhaps it was an emergency. But the reality is we start to categorize everything, every communication as urgent and important, when in fact, it's not. We are allowed to go away and we also need to have boundaries. </p><p class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></p><p class="" style="white-space:pre-wrap;">Here are some ways I’ve prepped myself for time away from my business:</p><p class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></p><h3 style="white-space:pre-wrap;">Make an Agreement with Yourself</h3><p class="" style="white-space:pre-wrap;"><strong>When I'm away on vacation, I agree to do the following things: </strong></p><p class="" style="white-space:pre-wrap;"><em>(I want you to write your own list)</em></p><p style="margin-left:40px;white-space:pre-wrap;" class="">1) I agree to remove social media apps from my phone. </p><p style="margin-left:40px;white-space:pre-wrap;" class="">2) I agree not to check work email. </p><p style="margin-left:40px;white-space:pre-wrap;" class="">3) I agree to put an out-of-office response on my email. </p><p style="margin-left:40px;white-space:pre-wrap;" class="">4) I agree not to schedule client meetings while I'm on vacation. (That's a big one. For me, I'm like... I can squeeze in a session.) <strong>No, vacation is vacation.</strong></p><p class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></p><h3 style="white-space:pre-wrap;">Ok now that we have our vacation agreements made, here’s are <strong>3 Things to Prep You for Vacay:</strong></h3><p style="margin-left:40px;white-space:pre-wrap;" class=""><strong>1)  Let people know well in advance that you will be taking a vacation </strong></p><p style="margin-left:40px;white-space:pre-wrap;" class=""><strong>2) Create a contingency plan. </strong>For example, "In my absence, please get in touch with this person and then that person can then determine if it is an emergency and be clear about what makes an emergency."</p><p style="margin-left:40px;white-space:pre-wrap;" class=""> An emergency is not when people can't find a file or have trouble with a mail merge. That's what Google is for. It's a beautiful thing. </p><p style="margin-left:40px;white-space:pre-wrap;" class=""><strong>3) The Night Before, or Right Now, Delete The Apps that Trigger You - </strong>A lot of my clients have Slack. Take this app off your phone. There's something about that "ping" sound that elicits a stress response. Anything that alerts you turn it off, or better yet, delete it! We're trying to de-stress you here!</p><p class="" style="white-space:pre-wrap;"><br>Your time away is also an opportunity to train people to be more autonomous, have more agency, and feel more independent. Ultimately, this is what you want to do as a leader! </p><h3 style="white-space:pre-wrap;">Can you believe that going on vacation is leadership training?! </h3><p class="" style="white-space:pre-wrap;">Here is where you can start to delegate away:</p><p class="" style="white-space:pre-wrap;">As you're preparing for a vacation, you need to put your contingency plan in place. Who's responsible for what in 
7649which scenarios? </p><ol data-rte-list="default"><li><p class="" style="white-space:pre-wrap;"><strong>If you're feeling anxious, use it to find the gaps and areas of concern in your plan.  </strong></p></li></ol><p class="" style="white-space:pre-wrap;">"Oh, no, this is going to happen! What do they do if I'm not there?!" </p><p class="" style="white-space:pre-wrap;">Okay, let's imagine that happens. Who's going to do what? Who's going to take on what needs to happen while you're gone? </p><p style="margin-left:40px;white-space:pre-wrap;" class="">2. <strong>Accept that you cannot do everything, AND you are not meant to do everything. </strong></p><p class="" style="white-space:pre-wrap;">It's a very inefficient business model to do that. If you were that in demand, you are holding things up, you are the bottleneck. So this is the time to take the lid off the bottle and depressurize. </p><p style="margin-left:40px;white-space:pre-wrap;" class="">3. <strong>This vacation allows you not just to unplug and recharge but allows your team to see what else they can do. </strong></p><p class="" style="white-space:pre-wrap;">What else can they take on? What else are they capable of? And if they can't handle it, well then, what's wrong with the process, and what needs to be shifted and changed in the process?   If it's not sustainable for you to be away, then we either don't have enough resources, the process is broken, the product is damaged, but we can't mask it. We can't duct tape it and say that it's perfection because that's not true. Once we know the source, we can improve our fix the dysfunction, but not with you in the way!</p><p class="" style="white-space:pre-wrap;">You deserve to have a break. It is a necessary part of life. So if you're a small business owner, take a break, even if you're just getting your business off the ground. </p><p class="" style="white-space:pre-wrap;">As a reminder, be proactive. Look for the gaps. If you have a stress response, get curious about it. What is it that you need to figure out? What questions do you need to ask? What resources do you need to build a plan that's outside of you so that you can step away and exhale? </p><p style="margin-left:40px;white-space:pre-wrap;" class="">4.<strong> Remember to breathe, just breathe. </strong></p><p class="" style="white-space:pre-wrap;">That's the biggest thing about being on vacation is just to be present, take it in, enjoy the time and capture those memories. I hope you take a break as much as you can because we all need it. </p></div>
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7717<a class="blog-more-link" href="/blog/=/how-to-go-on-vacation-and-actually-rest" data-animation-role="content">Read More</a>
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7719
7720        </div>
7721      </article>
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7723      <article class="blog-single-column--container entry blog-item">
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7725          <div>
7726            <a href="/blog/5years" class="image-wrapper" data-animation-role="image">
7727  
7728<img data-src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1622727037820-91TP88TVJFA7HV9U0M52/5+birthday.jpg" data-image="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1622727037820-91TP88TVJFA7HV9U0M52/5+birthday.jpg" data-image-dimensions="1080x1080" data-image-focal-point="0.588,0.656" alt="What I’ve Learned After 5 Years in Business" data-load="false" src="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1622727037820-91TP88TVJFA7HV9U0M52/5+birthday.jpg" width="1080" height="1080" alt="" sizes="100vw" class="image" style="display:block;position: absolute; height: 100%; width: 100%; object-fit: cover; object-position: 58.8% 65.60000000000001%;" srcset="https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1622727037820-91TP88TVJFA7HV9U0M52/5+birthday.jpg?format=100w 100w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1622727037820-91TP88TVJFA7HV9U0M52/5+birthday.jpg?format=300w 300w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1622727037820-91TP88TVJFA7HV9U0M52/5+birthday.jpg?format=500w 500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1622727037820-91TP88TVJFA7HV9U0M52/5+birthday.jpg?format=750w 750w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1622727037820-91TP88TVJFA7HV9U0M52/5+birthday.jpg?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1622727037820-91TP88TVJFA7HV9U0M52/5+birthday.jpg?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/572a168c22482e932a7ff875/1622727037820-91TP88TVJFA7HV9U0M52/5+birthday.jpg?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs">
7729</a>
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7737    
7738    
7739      <span class="blog-author">Lauren LeMunyan</span>
7740    
7741    <time class="blog-date" pubdate data-animation-role="date">6/3/21</time>
7742  </span>
7743  <span class="blog-meta-delimiter"></span>
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7745  <span class="blog-meta-secondary">
7746    
7747    
7748      <span class="blog-author">Lauren LeMunyan</span>
7749    
7750    <time class="blog-date" pubdate data-animation-role="date">6/3/21</time>
7751  </span>
7752  
7753  
7754  
7755</div>
7756<h1 class="blog-title">
7757  
7758    <a href="/blog/5years" data-no-animation>
7759  
7760    What I’ve Learned After 5 Years in Business
7761  </a>
7762</h1>
7763<div class="blog-excerpt">
7764  <div class="blog-excerpt-wrapper"><p class="">I could tell you a story about how amazing it’s been, but that’s only part of the story. I want to use this space and time to share my lessons, not so you can skip the scary parts, but so you can be ready to take them on and know that you are not alone.</p></div>
7765  
7766    <div class="blog-body-wrapper"><div class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1622727080028" id="item-60b8d878aa8ef9068cb93c3f"><div class="row sqs-row"><div class="col sqs-col-12 span-12"><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.styles.css&quot;]" data-block-scripts="[&quot;https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/aae9cb1f-919b-41dd-a22c-d986eaab43e5_939/website.components.html.visitor.js&quot;]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="0e4b59274b3820a78724" id="block-0e4b59274b3820a78724"><div class="sqs-block-content"><div class="sqs-text-block-container">
7767  
7768  <div class="sqs-html-content" data-sqsp-text-block-content><p class="" style="white-space:pre-wrap;">Today marks the day that I walked away from the security of a bi-monthly paycheck and jumped into the wild and wonderful world of entrepreneurship. I could tell you a story about how amazing it’s been, but that’s only part of the story. I want to use this space and time to share my lessons, not so you can skip the scary parts, but so you can be ready to take them on and know that you are not alone.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">In 2016 I ended an eleven-year career in association management (well sort of, we’ll get to that later!). I was traveling the world, running three trade associations, making big decisions. But after constant travel, caps on my salary, and burnout from a failing marriage and overworking at the Crossfit Gym we owned, I knew I needed a change. (<a href="/book" target="_blank">Full story in Spitting Fire</a>).&nbsp;</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">On June 3rd&nbsp;everything changed.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">Gay Hendricks in his book, “<a href="https://hendricks.com/product/the-big-leap/">The Big Leap</a>,” said it best&nbsp;<strong>“the difference between fear and excitement is breath”</strong>&nbsp;and boy did I hold mine in anticipation for what I didn’t know was about to come.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><h3 style="white-space:pre-wrap;"><strong>Lesson 1: Remember to Breathe</strong></h3><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">On day one I had zero clients and fragments of a prospect.&nbsp;&nbsp;What I did have was a naiveté that thought clients would come rushing through the door once they knew I had set up shop. You would think I would be shouting it from the roof tops, “I’m here to help you, come work with me!”</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">But I didn’t. I got scared and hid in self-doubt. “Who would possibly w
7768ant to work with someone so new in the coaching world? Why would someone want to work with someone who doesn’t believe in themselves?”&nbsp;&nbsp;</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><h3 style="white-space:pre-wrap;"><strong>Lesson 2: No One Knows What You’re Doing Unless You Tell Them</strong></h3><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">I began to peek out and write blogs and network, but I floundered in being able to speak clearly and concisely about what it is I actually did. (Coaches have their own language and it typically goes way over most people’s heads.) I was able to land a couple private clients, but it definitely was not enough to cover my expenses.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">Full transparency: In year one, I made 13k.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">These are the things coaching schools don’t prepare you for. They don’t want you to know how much you need to do to bring in clients. They want you to believe that all you need to think is happy thoughts or pick the perfect niche.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><h3 style="white-space:pre-wrap;"><strong>Lesson 3: Know Your Numbers and Be Honest About How Long You Can Go Making Little to Nothing&nbsp;</strong></h3><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">I was scared, like I’m going to lose it all scared. I started putting my rent and living expenses on credit cards to keep cash available. I also started getting honest about my fear. You see fear wants you to stay quiet. It wants you to stay in your head. It wants to keep the story replaying. Why? Because it wants to keep you safe in what it knows. Change threatens its relevance. Change shakes up the status quo. Change allows you to unearth things that have been squatting under the surface that have been poisoning the well.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><h3 style="white-space:pre-wrap;"><strong>Lesson 4: When You’re Scared, Go Back to Why You Started</strong></h3><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">I had major mindset issues around worth and money. After working in an industry that is positioned to have staff feel like indentured servants, it was a challenge to think I was anything but hired help. I knew I didn’t want to go back to that feeling. I knew I was meant for more.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">Rather than run back to my old employer with my tail between my legs, I sat in the discomfort, I strategized, I talked with people who were more experienced than me, and I really put all of me out there – not just the shiny forced smile version.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">And that’s when things started to click in year two. I got selected to coach under an amazing organization who was launching a beta coaching program where I started working with my ideal clients. I spoke to audiences that nodded along with what I was dishing out. I launched my podcast. Most importantly I detached from the outcome of who I was supposed to be as a coach. I became who I always was, a Spitfire!</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><h3 style="white-space:pre-wrap;"><strong>Lesson 5: Define Who You Are in The Business and The Business will Respond Accordingly</strong></h3><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">In year two I made $45k which is 3 times what I made in the first year, but still not enough to not be in the hole living in DC. Sure, I could’ve moved, but where I lived became the epicenter of business development, events, and productivity. I dabbled in consulting but realized that wasn’t my best move. I even worked in security at a music venue. Yes, 5’3 me was essentially a bouncer. After trying on all of these roles, I always came back to my desire to work with people who had the potential to make waves of positive change.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">I shed all of the non-essential work and focused on speaking, collaborating and investing back in my business.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">At the end of year three I had brough in $55k.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">In year 4, I made my biggest investment in myself and my business. I signed up for a lifelong membership with The Corporate Agent. My friend Ebony, who is equal parts cheerleader, truth-seer and knowledge dropper, urged me to check it out and I was so happy she did.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">Immediately I felt at home with the infectious energy of the group leader, Angelique Rewers, and her generous approach to knowledge sharing and instruction. Nothing was off limits or too basic to answer.&nbsp;</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">After signing up, within the first quarter I made more than I had in the previous year. By the end of that year, I made more than I ever did in corporate.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">What was the winning combination?&nbsp;</p><p class="" style="white-space:pre-wrap;">·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Seeing myself as a business owner.</p><p class="" style="white-space:pre-wrap;">·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Investing in myself.</p><p class="" style="white-space:pre-wrap;">·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Building a process.</p><p class="" style="white-space:pre-wrap;">·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Upping my prices.</p><p class="" style="white-space:pre-wrap;">·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Surrounding myself with a network of smart and ambitious people.</p><p class="" style="white-space:pre-wrap;">·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Saying no to drains on my energy and time.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><h3 style="white-space:pre-wrap;"><strong>Lesson 6: Invest in Yourself </strong></h3><p class="" style="white-space:pre-wrap;"><strong>&nbsp;</strong></p><p class="" style="white-space:pre-wrap;">As I wrap up year five, even with a pandemic, I am on track to have my best year yet. I am working with amazing clients including my former association management client from 2005 – 2016. I just closed my largest single engagement presenting on a topic that I can geek out on for hours, Innovative Mindset. </p><p class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></p><h3 style="white-space:pre-wrap;"><strong>Lesson 7: Surround Yourself With People Who See The Best in You</strong></h3><p class="" style="white-space:pre-wrap;">I am working with people who see me and appreciate my gifts and vice versa. We are working on projects that break the mold and get to the root issue rather than dance around in the tactics.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;">Ultimately, I am really freaking happy for the work I’ve done. For trusting the process even when I didn’t know what was coming. For sitting in the funk and having the courage to ask for help. For giving myself the space to explore and experiment. For granting myself grace and kindness to allow my true self to show up.</p><p class="" style="white-space:pre-wrap;">&nbsp;</p><p class="" style="white-space:pre-wrap;"><strong>Is business ownership for everyone? No.</strong></p><p class="" style="white-space:pre-wrap;"><strong>&nbsp;</strong></p><p class="" style="white-space:pre-wrap;"><strong>Is it for me? You betcha!</strong></p></div>
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7836<a class="blog-more-link" href="/blog/5years" data-animation-role="content">Read More</a>
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7856    
7857    
7858      <span class="blog-author">Lauren LeMunyan</span>
7859    
7860    <time class="blog-date" pubdate data-animation-role="date">2/18/21</time>
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7867      <span class="blog-author">Lauren LeMunyan</span>
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7869    <time class="blog-date" pubdate data-animation-role="date">2/18/21</time>
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7875<h1 class="blog-title">
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7879    How to Influence Workplace Culture
7880  </a>
7881</h1>
7882<div class="blog-excerpt">
7883  <div class="blog-excerpt-wrapper"><p class="">How do you influence positive change in workplace culture?</p></div>
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8177        --social-icons-justify-content: center;
8178        --social-icons-dimension: 36px;--social-icons-gap: 10px;
8179        
8180      }
8181
8182      
8183      #block-yui_3_17_2_1_1406660821033_8373 .sqs-svg-icon--wrapper {
8184        --si-border-radius: 50%;--si-scale: 1;
8184--si-box-shadow: none;--si-fill-icon: transparent;--si-fill-icon-fade: transparent;--si-fill-icon-hover: transparent;--si-fill-mask: var(--si-primary);--si-fill-mask-fade: var(--si-primary-faded);--si-fill-mask-hover: var(--si-primary);--si-bg: transparent;--si-bg-fade: transparent;--si-bg-hover: transparent;
8185      }
8186
8187      
8188      #block-yui_3_17_2_1_1406660821033_8373 .sqs-svg-icon--list {
8189        justify-content: var(--social-icons-justify-content, center);
8190        column-gap: var(--social-icons-gap, 12px);
8191        row-gap: var(--social-icons-gap, 12px);
8192      }
8193      #block-yui_3_17_2_1_1406660821033_8373 .sqs-svg-icon--wrapper {
8194        width: var(--social-icons-dimension, 20px);
8195        height: var(--social-icons-dimension, 20px);
8196        margin: 0;
8197        border: none; 
8198        background-color: var(--si-bg, transparent);
8199        box-shadow: var(--si-box-shadow, none);
8200        border-radius: var(--si-border-radius, 0);
8201      }
8202      #block-yui_3_17_2_1_1406660821033_8373 .sqs-svg-icon--wrapper > div {
8203        transform: scale(var(--si-scale, 1));
8204      }
8205      #block-yui_3_17_2_1_1406660821033_8373 .sqs-use--icon {
8206        fill: var(--si-fill-icon, transparent);
8207      }
8208      #block-yui_3_17_2_1_1406660821033_8373 .sqs-use--mask {
8209        fill: var(--si-fill-mask, transparent);
8210      }
8211      #block-yui_3_17_2_1_1406660821033_8373 .sqs-svg-icon--list:hover .sqs-svg-icon--wrapper {
8212        background-color: var(--si-bg-fade, var(--si-bg, transparent));
8213      }
8214      #block-yui_3_17_2_1_1406660821033_8373 .sqs-svg-icon--list:hover .sqs-svg-icon--wrapper .sqs-use--icon {
8215        fill: var(--si-fill-icon-fade, var(--si-fill-icon, transparent));
8216      }
8217      #block-yui_3_17_2_1_1406660821033_8373 .sqs-svg-icon--list:hover .sqs-svg-icon--wrapper .sqs-use--mask {
8218        fill: var(--si-fill-mask-fade, var(--si-fill-mask, transparent));
8219      }
8220      #block-yui_3_17_2_1_1406660821033_8373 .sqs-svg-icon--list:hover .sqs-svg-icon--wrapper:hover {
8221        background-color: var(--si-bg-hover, var(--si-bg, transparent));
8222      }
8223      #block-yui_3_17_2_1_1406660821033_8373 .sqs-svg-icon--list:hover .sqs-svg-icon--wrapper:hover .sqs-use--icon {
8224        fill: var(--si-fill-icon-hover, var(--si-fill-icon, transparent));
8225      }
8226      #block-yui_3_17_2_1_1406660821033_8373 .sqs-svg-icon--list:hover .sqs-svg-icon--wrapper:hover .sqs-use--mask {
8227        fill: var(--si-fill-mask-hover, var(--si-fill-mask, transparent));
8228      }
8229    </style>
8230    <nav class="sqs-svg-icon--list">
8231      
8232        
8233      
8234        
8235      
8236        
8237          <a
8238            href="mailto:[email protected]"
8239            target="_blank"
8240            class="sqs-svg-icon--wrapper email"
8241            aria-label="[email protected]"
8242          >
8243            <div>
8244              <svg class="sqs-svg-icon--social" viewBox="0 0 64 64">
8245                <use class="sqs-use--icon" xlink:href="/universal/svg/social-accounts.svg#email-icon"></use>
8246                <use class="sqs-use--mask" xlink:href="/universal/svg/social-accounts.svg#email-mask"></use>
8247              </svg>
8248            </div>
8249          </a>
8250        
8251      
8252        
8253      
8254        
8255      
8256        
8257      
8258        
8259      
8260        
8261          <a
8262            href="https://www.linkedin.com/in/laurenlemunyan/"
8263            target="_blank"
8264            class="sqs-svg-icon--wrapper url"
8265            aria-label="URL"
8266          >
8267            <div>
8268              <svg class="sqs-svg-icon--social" viewBox="0 0 64 64">
8269                <use class="sqs-use--icon" xlink:href="/universal/svg/social-accounts.svg#url-icon"></use>
8270                <use class="sqs-use--mask" xlink:href="/universal/svg/social-accounts.svg#url-mask"></use>
8271              </svg>
8272            </div>
8273          </a>
8274        
8275      
8276        
8277          <a
8278            href="https://itunes.apple.com/us/podcast/the-spitfire-podcast/id1313599848"
8279            target="_blank"
8280            class="sqs-svg-icon--wrapper applepodcast"
8281            aria-label="Apple Podcasts"
8282          >
8283            <div>
8284              <svg class="sqs-svg-icon--social" viewBox="0 0 64 64">
8285                <use class="sqs-use--icon" xlink:href="/universal/svg/social-accounts.svg#applepodcast-icon"></use>
8286                <use class="sqs-use--mask" xlink:href="/universal/svg/social-accounts.svg#applepodcast-mask"></use>
8287              </svg>
8288            </div>
8289          </a>
8290        
8291      
8292        
8293          <a
8294            href="https://www.youtube.com/@spitfirecoach"
8295            target="_blank"
8296            class="sqs-svg-icon--wrapper youtube-unauth"
8297            aria-label="YouTube"
8298          >
8299            <div>
8300              <svg class="sqs-svg-icon--social" viewBox="0 0 64 64">
8301                <use class="sqs-use--icon" xlink:href="/universal/svg/social-accounts.svg#youtube-unauth-icon"></use>
8302                <use class="sqs-use--mask" xlink:href="/universal/svg/social-accounts.svg#youtube-unauth-mask"></use>
8303              </svg>
8304            </div>
8305          </a>
8306        
8307      
8308        
8309          <a
8310            href="http://instagram.com/spitfirecoach"
8311            target="_blank"
8312            class="sqs-svg-icon--wrapper instagram-unauth"
8313            aria-label="Instagram"
8314          >
8315            <div>
8316              <svg class="sqs-svg-icon--social" viewBox="0 0 64 64">
8317                <use class="sqs-use--icon" xlink:href="/universal/svg/social-accounts.svg#instagram-unauth-icon"></use>
8318                <use class="sqs-use--mask" xlink:href="/universal/svg/social-accounts.svg#instagram-unauth-mask"></use>
8319              </svg>
8320            </div>
8321          </a>
8322        
8323      
8324    </nav>
8325  </div>
8326  
8327    
8328<style id="container-styles">#block-yui_3_17_2_1_1406660821033_8373 {
8329    
8330    
8331    
8332  }
8333
8334  #block-yui_3_17_2_1_1406660821033_8373 .sqs-block-socialaccountlinks-content {
8335    
8336    }
8337
8338  #block-yui_3_17_2_1_1406660821033_8373 {
8339      mix-blend-mode: var(--tweak-social-links-block-blend);
8340      border-radius: var(--tweak-social-links-block-radius);
8341  }
8342
8343  
8344  
8345
8346
8347
8348  
8349  
8350
8351  
8352</style>
8353
8354<style id="override-container-styles">
8355    @media screen and (max-width: 767px) {
8356          
8357            
8358
8359#block-yui_3_17_2_1_1406660821033_8373 {
8360            
8361            }
8362        }
8363    
8364  
8365    @media screen and (max-width: 767px) {
8366          #block-yui_3_17_2_1_1406660821033_8373 .sqs-block-socialaccountlinks-content {
8367            
8368            }
8369        }
8370    
8371  @media screen and (max-width: 767px) {
8372          
8373          
8374
8375          
8376          
8377          
8378        }</style>
8379
8380    <style class="transform-overrides-vars">
8381  
8382</style>
8383
8384    
8385
8386
8387
8388  
8389</div>
8390</div></div></div></div></div>
8391    </div>
8392  
8393  </div>
8394  
8395</section>
8396
8397  
8398</footer>
8399
8400      
8401    </div>
8402
8403    
8403<script defer="true" src="https://static1.squarespace.com/static/vta/5c5a519771c10ba3470d8101/scripts/site-bundle.f80860c72291f6056e059e1866a4283a.js" type="text/javascript"></script>
8403
8404    <head>
8405<!-- Facebook Pixel Code -->
8406<script>
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8421<script>fbq('track', '<EVENT_NAME>');</script>
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Line numbers count LF bytes from the start of the resource, as the search results do. Vendor segments are library code the classifier recognised; they are stored but not indexed. Bytes are shown as Latin1 characters, one per byte.