Want to make sure you are on track heading into 2021? Contact me now to utilize THE GIFT OF PERSPECTIVE



Human nature seems to endow us with the ability to size up everybody in the world except ourselves…
– John Maxwell

Character is the hardest trait to describe, yet is the core attribute to leadership development. Professional leadership coaching coupled with robust assessments and feedback surveys, is the most effective approach to explore those characteristics critical to leadership development. Understanding your own development level is essential for determining the leadership style you need, where you are in your journey to self-leadership, and for determining what you need to do to get to where you want to go. Accordingly, self-leadership provides insight to where you are headed to get you there!

Whether applied to sports, work, or personal life, personal self-leadership is where we begin to understand ourselves and make significant changes. The concept is neither new nor particularly revolutionary, but based on a profound concept: focusing attention without judgment. When you learn to observe behavior (your own and others’) without criticism, you’ll start to see where change is possible. Removing judgment facilitates change.

The most conservative estimates show a five to seven times return on investment from leadership coaching (Price Waterhouse, ICF study). But coaching success depends on the relationship between leader and coach. The coaching relationship must provide a secure environment to explore character strengths and beliefs. See more at www.implementingchange.com under Services.

Some communication skills, like listening and observing, are automatic and unconscious. Most everyone knows how these work. yet, we don’t always listen and observe well, without judgment — a requirement for achieving desirable outcomes from conversations. by directing focus, energy and awareness towards the right kind of understanding of self, individuals can grow in non-judgmental self-awareness and develop A position of self-trust and confidence.

Few people enjoy being told what to do, especially when the boss or another person is critical or judgmental. As a leader with authority, you’ll be perceived as controlling and dictatorial regardless of how well intentioned you may be. the benefit of the coach and client relationship in coaching situations is that the coach is not judgmental; it is a collaborative and open partnership for the sole purpose of increasing personal self-awareness and leadership development.

What distinguishes” great” leaders from their colleagues?  Leaders with a growth mindset use every challenge as a learning opportunity and as a goal. For example, some leaders focus almost exclusively on performance results. Others emphasize growth and learning, as well as results. In a horse race, put your money on the leader who defines both learning and performance goals.

MOST managers and leaders are performance-driven. They have lists that highlight what they intend to achieve each quarter, often involving numbers:

  • Exceed sales results by 5%.
  • Improve team productivity by 25%.
  • Decrease customer complaints.

They judge their worth by whether they’ve achieved these goals, and they hold their people to the same standards. Unfortunately, these leaders are likely missing key factors that restrict their potential: a growth mindset with the ability to set and pursue learning goals for themselves and others.

Performance goals are, of course, necessary for achieving bottom-line results. But keep in mind that the bar is constantly being raised. How do you keep increasing your capacity to perform? If you cannot improve your capabilities, you’re unable to keep up. Learning goals represent the inner game you must work on to prevent stagnation.

Leadership development and learning goals include:

  • Diminished feelings of stress.
  • Enhanced listening skills.
  • Increased understanding.
  • Improved coaching skills.
  • Facilitated cohesive team-building.

Every learning goal contributes to future performance and personal self-leadership. in a performance-driven culture, achievement is overestimated at the expense of learning. for self-leadership development, you must acknowledge the need to learn and grow. You must clarify which goals have the most leverage.

Ask yourself these questions to refine your goals:

  • What do I need to learn to enhance my performance?
  • Where and with whom can I ask questions and practice these skills?
  • Who can help me?
  • Which resources are available to me?
  • How do I like to learn and grow?

Follow these steps to balance and expand your personal self-leadership journey:
1. Set learning goals with a coach to achieve clarity and develop an action plan.
2. After implementing your action plan, debrief with your coach to maximize change.


Returning To The Wilderness,
Re-Charging My Batteries

A week ago I went in to the wilderness with seven volunteers, two staff from Friends of the Inyo, Tristan and Marshall, a US Forest Ranger, Greg Dusic, and his intern, Zach. I had no idea that doing this stewardship project would be such a transformative experience. As always when amongst mountains I feel surrounded by something much greater than myself, and my thoughts about my life, its details and many facets are naturally put into perspective as I walk along the trail. I was excited to meet others who too are inspired by the wilderness and was glad to have a chance to give back to a place that means so much to me.  It is always rewarding to be a part of making something happen and accomplishing a goal, but the fact that we all came from a place of loving the wilderness and wanting to preserve it provided a common vision and gave more meaning to the work.  We were physically challenged and inspired by the hard work of our rangers and trail guys, and we were rewarded by meeting the wilderness on its own terms as we worked to return it to its natural and unscathed state. However, on this trip I was surprised by how much the leadership and sense of teamwork over these several days touched my heart, leaving me with a warm sense of being and relaxation as I reintegrated back into my daily life. Being an Organizational Consultant and Leadership Development Coach, I know that there is no “I” in teamwork, but our Ranger, Greg Dusic, created an environment where we learned, shared and were recognized for the individual differences we each brought to the project. He may have been our formal leader, but he allowed for an emergent or floating leadership to take hold. His leadership style reminded me how effective leadership and successful teamwork go hand in hand. Teamwork requires leadership with vision of a clear goal, a flow of strong communication and the inspiration and drive to get the job done—all which he instilled from the moment I met him. Having returned and reflected on this outing, I am left overwhelmed by a sense that I was connected to something far greater than myself, far greater than the wilderness, as this trip revealed moments and connections to me that continue to resonate like wind chimes in my heart.