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The life guide is a tool our clients love because it helps THEM identify areas in their life that are out of balance and REQUIRE attention.

 

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Understanding your values will help explain why so Understanding your values will help explain why some choices are easy/difficult and why some choices meet with support/resistance. Your values (and the values of others) offer powerful insights into human behaviour. ​ Values are at the center of every personal and professional choice we make. When core values (what matters most) are aligned with others, there is a sense of belonging, harmony, and support. When core values are misaligned there will be frustration, disillusionment, and tension. ​ Knowing and sharing your core values helps explain your choices/actions to others. When leaders fail to communicate their values, conflict will appear. When two people disagree on a course of action it is because their core values are not aligned. Neither position is right or wrong, they are simply different perspectives. The solution is to find a compromise while honouring both points of view. ​ Contact us to learn more about YOUR values. We use a simple online tool to help you gain the understanding you will need to bring greater harmony to your experience.
Anger is a reaction to something deeper happening Anger is a reaction to something deeper happening below the surface. When you experience anger in yourself or others, take a moment to diagnose which of the following are contributing factors, pain, fear, or frustration. More than one contributing factor may be present. ​ Acknowledge the anger and underlying cause, pause then ask yourself or others what is needed. ​ “I can see you are really angry AND frustrated. How can I support you?” PAUSE “What would be most helpful for your situation?” Bringing a deeper awareness of what is really going on will encourage a shift from out of control venting to actual problem solving.
Leading by example is essential to building trust Leading by example is essential to building trust in leadership and team engagement. Its particularly helpful when a team is facing a new and difficult task. Be willing to take the lead and get your hands dirty. Leaving routine and mundane tasks only to front line workers creates separation and resentment; the haves and the have nots. When you share the heavy lifting, your leadership credibility will skyrocket as will overall team performance and engagement.
Effective leaders manage their emotions. It takes Effective leaders manage their emotions. It takes self-awareness, reflection, and a plan to minimize negative reactions. ​ Strong emotions trigger fight or flight mode - making it impossible to manage emotions in the moment. This is because the brain shuts down the ability to reason. If you find yourself frequently reacting in ways you regret, it is time to consider some changes. Make a list of the situations or individuals that “trigger” the reaction you need to change. Look for patterns. ​ For example, I noticed when scheduled in back to back meetings (with no time to decompress in between), I would get wound up as the day progressed. Throw in an urgent interruption and I was ready to implode – regardless of who or what caused the interruption. Recognizing the pattern, I began adding 10-minute intervals between meetings which gave me more room to breathe. It allowed me to more frequently show up as the best version of myself. ​ Get clear on what is triggering you. Once the trigger is clear, you can anticipate situations and plan/control your reaction. Change will not happen overnight so be persistent and celebrate even small improvements.
Taking on additional responsibility is never easy. Taking on additional responsibility is never easy.  Listen quietly to your heart and ask if you have the courage and determination to make things better for those most important in your life.  It could be your family, organization, community or perhaps even your country.
Risk Taker? Fixer? Builder? Change Agent? Nurt Risk Taker? Fixer? Builder? Change Agent? Nurturer? Collaborator? ​ What best describes how others view your leadership style? What are the ideal conditions (company culture + job responsibilities) that allow your strengths to shine? ​ Leaders are responsible for honing and developing their leadership capability over time. In the beginning, the new leader can feel confined by assumed constraints. They work hard to understand the playing field and apply general management principles. Over time, self-aware leaders take advantage of feedback cues to leverage their strengths and shore up any shortcomings (and we all have shortcomings). ​ At some point leaders should have enough insight to recognize their signature strengths and the situations that allow for their greatest contribution. ​ Leaders with high self awareness will attract the right opportunities.
The decision to take on a leadership role should n The decision to take on a leadership role should not be motivated by power or money.  It should be motivated by a deep desire to leverage your talents to make things better for the organization, customers and employees.  If the motivation is not connected to a deeper purpose, it will show and reduce any chance of long term success.
Who were the positive influences in your life? Wh Who were the positive influences in your life? What significant events shaped your values and beliefs? ​ It is important to know your leadership story. Every leader’s story is different. Your story shapes your leadership style and helps others understand what is important to you. ​ Leaders of new teams should share their stories with direct reports which will help communicate and shape your expectations for performance and collaboration.
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