Witnessing the simple act of a child letting go of a rock to free her arm taught me a profound life lesson. This lesson has guided me for over a decade, reminding me to release what no longer serves me, and how that leads to genuine relief and freedom. Let me tell you the story ...

Through this client's story, discover the power of the NCD Process to transform challenging conversations and strengthen relationships. She experienced a breakthrough in just 30 minutes, cutting through confusion to find clarity and freedom.⁠ Unlock the secret to maintaining integrity while navigating difficult discussions.

Let’s talk about how I unlocked this team’s potential by addressing internal communication challenges head-on. See how my client chose to invest in Navigating Challenging Dialogue® Essentials in order to transform resistance into collaboration and create a culture where feedback is valued. Don’t let high pressure and tight schedules hold you back—take the time to invest in your team’s dynamics and watch your organization thrive.

Recently, I had the pleasure of consulting with a seasoned nonprofit Executive Director who was grappling with a particularly messy challenge. During our 3-hour session, I took notes and sketched diagrams as she talked, helping her untangle the complexities in her mind. By the end, we had identified key areas for organizational strengthening, clarified her evolving role, and outlined necessary funding strategies. She left feeling grounded and confident about the future, a common outcome of my consulting sessions. If you’re facing a similar challenge, book a confidential session with me to find your own path forward.

“Lorraine” sought help from me, specifically, for giving feedback. She has a staff member who is competent at her job. But whenever Lorraine asks her to change course or take on something new, the staff member reacts negatively. Changing behavior can be challenging and uncomfortable, especially if you feel you've been doing your best without results. When you're repeatedly giving feedback and the person dismisses it as unimportant, or doesn't take action, perhaps it's you—the one giving the feedback—who needs to change your approach. Through her work with me, Lorraine was able to resolve this successfully.

There is an urgent need to rethink how we support nonprofits, and to question outdated beliefs that limit their potential. It’s important to invest in nonprofit infrastructure and talent, similar to for-profit companies, to solve complex societal issues. Here’s how to understand how changing our approach can enhance the impact of nonprofits.

No matter where you sit politically, it can be a challenge to have open, heartfelt discussions while still maintaining connection and trust. Navigating Challenging Dialogue® (NCD) is a proven tool for having tough conversations while maintaining connection. Connection is essential for our existence and sustainability as a species. See here how the NCD Mantras serve as anchors while you engage in dialogue with those who you might not agree with.

Leadership development is a primary concern for the sustainability and growth of all organizations, but especially in the nonprofit sector. Most, not all, nonprofit leaders are “home grown” meaning you have grown up in the organization or field you now work in. In the process of promotion, what is frequently missing is support for developing these new leaders in the art of leading humans. This development is essential because the skills, habits, patterns, and strengths that raised you to do the work well are not the same ones that will serve the organization well from a leadership and sustainability standpoint.

After I’d worked with a leadership team for several hours, a participant very courageously spoke up. “I’m not convinced that when we are working together, we are all rowing in the same direction.” If I let the that statement drop, with no acknowledgment or further engagement from their peers, the lesson of the day would have been, “Don’t be courageous. Don’t risk speaking the truth. Because it isn’t safe to do so here.” I knew my job was to acknowledge the uncomfortable but truthful statement while bringing the group back to the concern about team alignment and accountability.

Social enterprise is a sustainable financial growth model that promotes philanthropy through profit generation. Possibly the biggest challenge to launching this type of model is that it requires is a shift in nonprofit thinking. The first step is to begin with …

Often the work we do is hard, sometimes even heartbreaking. The ability to solve complex social issues and to make change, in both public and private organizations, can take time and patience. Sometimes that leads to feeling overwhelmed, which can lead to focusing only on the hard parts, and having less space for joy. Here are some steps that may help you get closer to feeling joy.

Being invited into an existing team is an acknowledgement of your skills and potential. It is one step forward as you develop your leadership presence. But not all teams know how to effectively integrate someone new. Here are some steps you can take to facilitate your own smooth entry to an existing team.

Building sustainable long-term trust is essential for anyone who manages, leads, or hopes to lead people. Building that trust begins not with others, but with our own actions and behaviors. In times of uncertainty and rapid change, it is critical that leaders are aware of the ways in which they demonstrate their trustworthiness. And it’s equally important to be aware of the ways in which they demonstrate being untrustworthy.

The world is hard to take right now, so I seek out ways to find joy, laugh, and be inspired. One way I do this is by turning off the news and listening to something uplifting that releases oxytocin, known as the bonding or love hormone. Lately, I’ve been listening to Julia Louis-Dreyfus’ podcast “Wiser Than Me” where she talks with older women she respects. She invites their stories and reflections with great curiosity. I always feel good after listening.

There is a big gap in the nonprofit world, and it revolves around the skillfulness and desire for authentic collaboration. Nonprofits often feel they need to be territorial and competitive to survive. Collaboration isn't always easy, but it is worth it. It reduces isolation in nonprofit work and creates better services and safety nets for those served.

I see authentic community as one of the most effective tools for engagement, retention, innovation, and making sure goals are being hit. In an authentic community employees feel they are contributing to solving challenges. They feel valued, and experience intrinsic satisfaction from their work. When the people in the workplace have the opportunity to be seen and heard, especially around priorities and initiatives, buy-in and alignment is easier.

My understanding is that the race to be the leader in the world of Artificial Intelligence is so great that the larger high-tech companies are now valuing only technical skills, certifications, and things that keep people with their nose-to-the grindstone longer … that nothing that even barely resembles employee holistic health or team development is being considered.

We’ve become a people programmed for immediate satisfaction. I suspect that by not taking the time to feel yearning, we are missing out on a part of our journey, and some key answers, about what our heart desires. 

Not every issue of job dissatisfaction stems from the organization. Some issues are due to an individuals' lack of self-awareness and poor emotional self-management skills, which can exacerbate workplace challenges. Here are some real-life scenarios I've assisted with.