Struggling to genuinely celebrate colleagues' success? Discover positive empathy—your untapped superpower for workplace transformation. Unlike basic empathy, it creates stronger bonds by allowing us to share in others' joy. Learn how Navigating Challenging Dialogue® creates the perfect conditions for positive empathy to flourish.

The current system forces nonprofits to constantly create new programs to attract funding rather than sustaining proven core programs. Making organizations jump through hoops with excessive reporting negatively impacts innovation, collaboration, and impact.

Without specific spending timelines, leaders can be more thoughtful and intentional. And contrary to fears, 75% of recipients found Scott's gifts actually enhanced their credibility with other donors.

Struggling with tough conversations at work? You’re not alone. Divisive opinions are making teamwork harder, and leaders are feeling the strain. But there’s a better way. I can show that using Navigating Challenging Dialogue (NCD) helps teams build trust, communicate effectively, and move past conflict.

Donors love the new and visible—think hospital lobbies over essential medical services. But as government funding fluctuates, nonprofits must rethink how they communicate their impact. This isn’t just about raising more money. It’s about shifting how we communicate impact to deepen donor commitment and sustain the work that matters most.

Tired of hearing “My board won’t fundraise” or “Staff doesn’t get that fundraising is everyone’s job”? You’re not alone. Many nonprofit leaders struggle with this. The key? Shift from fundraising (just asking for money) to fund development—a strategic, organization-wide approach that engages everyone.

Ever walked out of a strategy meeting wondering why you even showed up? You came prepared, ready to contribute—only to feel like your input didn’t matter. Too often, strategic planning feels like a scripted exercise where decisions are made before real conversations happen. That’s why I take a different approach: Facilitated Strategic Dialogue.

Getting passed over for a promotion—especially when you have to work with the person who got the job—can be tough. It stings, and the instinct to walk away is real. But before making any big moves, consider this: how you handle this moment says a lot about your leadership.

Applying to internal positions carries professional risk, and how rejections are handled matters. Without thoughtful communication, employees can lose trust, engagement, and even their desire to stay. What can managers do?

I'm taking a pause from my regular weekly email content to speak from the heart. At Beth Wonson & Company, we stand with the many who feel confused, disheartened, and deeply concerned about the turmoil unfolding in our country.

Have you ever been the internal candidate for a position? If so, you know that it’s not a guaranteed win. Your entire workplace history—every success and every misstep—comes with you into the interview. External candidates, on the other hand, often get a clean slate. How you handle conflict, communicate, collaborate, and lead all shape how you’re perceived when promotion time comes.

I was recently reminded of a profound truth about self-love that came from coaching a client (shared with her permission). She had a successful career, a wide social circle, and meaningful relationships, but inside, she felt anxious, lonely, and unfulfilled. Despite pouring herself into daily affirmations, yoga, massages, and more, the emptiness lingered. During our sessions, my client came to an empowering realization.

If you are a boss, supervisor, leader, business owner, or people manager of any kind, you are likely facing a deluge of unanswerable questions — and wondering how you can answer with honesty and integrity while continuing to build trust and maintain employee engagement. Here’s a proven framework for answering the unanswerable.

Do You Have “That Person” on Your Team? You know the one—an employee who’s incredibly valuable to your company but whose communication and behavior create constant issues. I’m the one who gets called in to handle situations like this. And here’s what I’ve learned: in most cases, the root of the problem isn’t the person’s intent—it’s a failure to provide direct feedback.

The number one strategy for retaining staff? Make sure your people feel truly seen and heard. I was reminded of this when I met with a woman recently who shared how, for the first time in her professional life, she felt genuinely recognized during a meeting. The light in her eyes was unmistakable, and her renewed energy and commitment proved the power of acknowledgment. “I felt seen for the first time in my work life,” she told me. That moment reaffirmed one of my core mantras: At the end of the day, everyone wants to be seen and heard.

Today, I dive into the most critical topics shaping our future, from sustainability and workforce flexibility to employee well-being and development. I offer some practical strategies to make a meaningful impact in 2025 and beyond. By embracing these, you can help your organization thrive and stay competitive.

I’ve been seeing more and more how working together can amplify our individual efforts. Here’s how small contributions can lead to significant impacts and how joining a collective giving group can enrich your life. Let’s shine together and make a difference!

In today’s world, where emotional hotspots are common and uncertainty looms, learning to truly listen and connect with others is more important than ever. Even I, a communication coach, need to practice these skills in order to be a better listener and build stronger, more meaningful relationships. Just as I teach my clients, I use the tools of Navigating Challenging Dialogue every day. Here’s how you can foster deeper connections and support your community during these turbulent times. 

Feeling overwhelmed by the uncertainties of life? Let me tell you about a powerful tool I use with my clients called “The Circle of Control”. Follow these 3 steps to regain focus and calm. By identifying what you can control, influence, and let go of, you’ll be able to manage anxiety and stay present. Even small shifts in perspective can make a big difference in your well-being.

People often reach out to me for help with challenging employees, especially in the nonprofit world. Leaders in this sector are typically dedicated to helping both their clients and employees succeed. However, this admirable trait can sometimes lead to a dilemma.

Feeling stuck as a leader or owner? Admitting it can be tough, but it’s the first step to turning the situation around. Let me share how I recently helped a client navigate his challenges with confidentiality and support. Through deep listening and strategic guidance, my client was able to overcome his obstacles and take his company to another level of success.