Leadership Development

DisruptHR.Kitchener-Waterloo

DisruptHR Waterloo

DisruptHR plans events around the globe. DisruptHR organizers say,” if you are an HR professional, a CEO, a technologist, or a community leader – and you’ve got something to say about talent, culture or technology – Disrupt is the place.”

DisruptHR events feature 14 speakers, 5 minutes each, and slides rotate every 15 seconds. The concept: Teach us something, but make it quick.

I was thrilled to share my views on ethical ways to engage with employees at the 3rd annual DisruptHR.

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You’re Not Busy, You’re Living

Along with a lot of the leaders I am coaching, I am finding myself stretched these days. It’s good to be busy, and busy tips easily into overwhelmed. The usual remedies – delegate, say no, set good boundaries, time-management, disciplined focus – only go so far.

I turned to this lovely passage from The One Who is Not Busy by Darlene Cohen. She is talking about how our way of viewing our activity is itself a source of anxiety.

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The Challenge for Technical Leaders

If you lead, there’s a high chance that you got there as an outgrowth of your technical professional skills. Often, it’s the most experienced, the most proficient, and sometimes the most loyal (!) who is asked to lead the team. Many people believe you need to be a technical expert to gain leadership credibility.  What’s called “expert power” does indeed give credibility, but a limited kind which can go stale in a minute these days. No one disputes they’d like their leader to understand what they are doing – the challenges,

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Being emotional, and being human, at work

Emotions at work are on public display these days, whether it’s Serena slamming her tennis racquet to the ground or Kavanaugh yelling at the Senate during his job interview. It makes for interesting news, for sure. And it makes me, a Leadership Coach, think more about the role of emotions at work.

Daniel Goleman’s seminal work on Emotional Intelligence gave HR professionals a way to talk about “soft skills”. EQ frameworks and assessments followed. The EQi 2.0 includes these factors: self-perception,

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If I could coach Elon

Reading The New York Times interview with Elon Musk I wanted to say, Let’s coach. His description of the overwhelming amount of work and responsibility, and its personal cost, sounded achingly familiar to me. Many executives (and leaders at all levels) are struggling to meet the requirements of the job. Sure, some will dismiss his raw vulnerability as whining, especially under the lens of privilege. But I am glad to see the often hidden, dark side of success brought to the surface by such a visible role model.

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