When people are struggling to adapt to change, managers and leaders tend to beat a dead horse with “The Why.”

There’s a better way. Resistance to change comes from fear, a sense of loss, and a change to the way we perceive ourselves.

Learn 3 steps to effectively address emotions to improve your overall change management.

A key with organizational influence is you can not do it alone. And it’s not enough to have supporters, you need Advocates.

Learn 3 tactics and 2 pro tips to accelerate the way you’re leveraging Advocates to influence without your organization.

Increasing your organizational influence, and influencing without authority comes down to 3 core components: Expertise, Audience, and Advocates.

In this 3 part series focused on increasing your influence, this is part 2, highlighting 3 tactics to strengthen your connections and effectiveness with your Audience.

Welcome to a 3 part series dedicating to helping you strengthen your organizational influence. Influencing without authority is possible. And in this series, I break down 3 foundational elements that enable you to drive meaningful change.

Under performance happens, AND it doesn’t have to take 12 months to manage someone out. Dive into the 3 levels of feedback conversations that enable you to more successfully address performance issues. As a bonus, I’m not only sharing sample language, I’m also providing a resource for stronger documentation.

Management is an endurance sport. It’s not a sprint and it requires deliberate training, development, and focus.

There are 5 qualities to help you step into being an Endurance Boss. Check out what they are and use the questions for deliberate reflection to make moves in your own management and leadership game.

Holding back on a feedback conversation?

Our mindset impacts our success in these conversations.

Read 3 tips to recenter your mindset and set you up for success going into a feedback conversation.

What got you here, won’t get you there.

The skills and behaviors that have enabled your to arrive at your current level won’t be the same skills and behaviors needed at your next level.

What is your next level? What will it require of you?

Start with a self assessment and then make your decision. Let’s get there!

This week I am thrilled to honor the 2nd anniversary of my business, Endurance Management Coaching.

Many of you have been here from the start. Many of you are new to me and my work. In both cases, what might have seemed easy was a number of years in the making.

Here is the origin story for Endurance Management Coaching…

There are some things you can’t unknow. There becomes a before knowing and an after knowing.

For me, it was Friday, January 11, 2020.

Investing in ourselves is an investment in others.

This holiday season, fuel your year ahead by diving into some of my favorite books and start following my leadership thought leaders.

Leaders are learners. Let’s do this!

Leading authentically is harder than we think.

Authenticity seems simple: be yourself, speak truthfully, and share your ideas.

But we have inner assumptions that hold us back. We have organizational norms and structures to operate within. We have people we're aiming to please.

Check out these 3 actions to boost your leadership authenticity.

Where are you waiting to be ready?

Being ready goes beyond a feeling, it’s ultimately a decision to leap, to commit, to get after it.

What decisions can you make to move from waiting on the sidelines and getting into the game?

P0s in the way of your strategic thinking, planning, and execution time?

Dare to consider not fighting all the fires.

Check out an additional mental filter to view the urgent issues that cross your desk.

One of the most rewarding areas I love to explore with leaders is the Land of Assumptions.

Assumptions are all around us and it’s amazing the stronghold they have on us.

Read 3 steps to enable your best management and leadership to move past the assumptions that are holding you back.

Leading with vision is not something we’re taught in manager basics.

Why wait until you’re a Director, VP, or in the C-suite to begin honing these skills?  The answer is you shouldn’t.

I have a guided exercise to challenge and inspire you. The key with vision is it has to start with you.

What are you seeing, believing, and working towards achieving?

What if we didn’t fake it til we made it?

How many of us received that advice in our early management career? The intent was to boost our confidence in the face of our imposter syndrome.

The byproduct? A huge missed opportunity to hone our vulnerability skills - one of the most important qualities of a fantastic leader.

Explore the advice we should share instead.

Goals matter. They give us clarity, purpose, confidence, achievement, and personal growth.

AND we’re not always terribly great with goals - personally and professionally.

Today I share my recent experience with goals and then some thoughts to challenge and support your own pursuit of goals as a human, a leader, and someone who wants to have an impact.

Are your meetings managing you or are you managing your meetings?

Do you find yourself in back to back to back meetings with very little strategic thinking and planning time?

Use these 5 tactical strategies to shift from being managed by your calendar to you managing and driving your own time.

When did executive presence become the catchall for leadership development conversations?

You know it when you see it, but how does that help our future leaders? How are we helping them develop this critical, intangible skill if we’re treating it as a catchall?

So this performance review cycle, what if we got more specific?

What elements of executive presence are you wanting to see in your people?

We stereotypically think of feedback as high stakes and low frequency.

What if we shifted that?

What about making feedback low stakes and high frequency?

I’ve found the key to enabling this shift is two fold: build the relationship and master your transition.