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Category: Leadership

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Entrepreneurship Personal Development Women In Business

Celebrate Extraordinary Everyday Women

Today is International Women’s Day. I invite you to take time to think about the women in your life who deserve to be celebrated but seldom get recognized. Let’s salute the extraordinary everyday women who add value to the world with no expectation of celebrity … or even acknowledgement. We all know many of these women.
I’m not talking about celebrating martyrdom here, but rather, taking a few moments to meaningfully consider the women who quietly make a difference in the world. We have become such an extrovert and fame-driven society, with influencers and celebs sucking all the oxygen, that countless women who have profound impact go unnoticed and under-appreciated.
Let’s make today their day. Let’s honour them. Let’s shout from the rooftops in celebration of their greatness.
I’ve been doing this myself this week, leading up to International Women’s Day. It’s a humbling experience. I confess, I’ve been pushing for visibility, touting my Wall Street Journal best-selling book and bragging about my recent features in Forbes, Women’s World, LA Weekly, etc. Meanwhile, millions of women, everyday, show up with compassion, kindness, generosity, empathy, curiosity, and creativity. They listen, inspire, and build trust. They seek to understand the perspectives of others. They lift up others to be the best they can, never seeking reward or the limelight.
I was talking to my daughter about International Women’s Day and my husband walked by saying “So when do men get celebrated?” I immediately quipped back, “Well, that would be the other 364 days of the year.” I said it as a fun bite back. But then I got to thinking that there was some truth in that. Women have been conditioned to play small, play nice, not brag on themselves, not take up too much space.
So today, I’d like to start a wave of well-deserved (but too long delayed) heartfelt gratitude and recognition for all those women who make a difference – whether for their family, intimate partners, community, or on the global scene – without expectation.
We’ve become very focused on transactional relationships in our society today. Always looking for the return on investment. Let’s honour those women who do great things with no thought of ‘what’s in it for them’. Let’s celebrate them for a change.
I invite you to recognize them by posting about them publicly. I’ve set up a page to do that. Simply go HERE on Facebook or HERE if Insta is your jam and post a pic and/or brief blurb about your chosen woman to honour.
Don’t be shy or stingy with sharing the praise. Choose as many women as you think deserve to be recognized. Share the post in your circles so it can travel today and beyond giving the long overdue appreciation to extraordinary everyday women who make the world a better place just by being them.

Categories
Human Resources Leadership Management

Hiring with One Foot Out the Door: The Problem with Probationary Periods

Let’s talk about probationary periods. You know, that arbitrary timeframe companies slap onto new hires to “evaluate” them before fully committing. As if the months of recruiting, interviewing, and vetting weren’t enough. Because clearly, after all that, we’re still not sure about them?  Yet, we are immediately expecting their commitment and loyalty.

Seriously, if you’re hiring people you don’t trust from day one, what does that say about your hiring process? Either you don’t know how to hire, or you’re hedging your bets like a gambler at a Vegas roulette table. And let’s be real, neither of those are a good look.

Probation = We Don’t Fully Trust You

Nothing says, “welcome to the team” quite like, “Hey, you’re on probation, so don’t screw up!” That’s the message companies send, whether they realize it or not. Instead of empowering new employees and setting them up for success, probationary periods create an immediate sense of insecurity and maybe even paranoia in today’s world.

And let’s talk about that word: probation. The only other people in society on probation are criminals. Think about that for a second. We’re lumping new hires—talented, eager responsible adults—into the same category as individuals who have literally broken the law. What kind of message is that? You’re telling new employees from the get-go that they are not trusted, that they must “prove” their worth, and that they can be easily discarded. That’s a ridiculous way to build loyalty, commitment, and high performance.

It’s a Cop-Out for Leaders

Probationary periods give managers an easy out. Instead of actively coaching, guiding, and integrating new employees, leaders can just sit back and think, “Well, let’s see if they make it through probation.” That’s not leadership. That’s avoidance.

A leader’s job is to develop people, not wait for them to magically prove their worth. If a new employee is struggling, the right response is mentorship—not crossing your arms and waiting to see if they “sink or swim” because you can use the probationary period as an easy out.

It Undermines Culture and Performance

You can’t build a high-performing culture when people feel like they’re on shaky ground from day one. The best companies create an environment where employees feel valued, supported, and confident in their contributions. Probationary periods achieve the exact opposite—they breed hesitation, risk aversion, and a reluctance to take initiative.

Want innovation? Want accountability? Want high performance? Then start by treating people like trusted adults from the moment they walk through the door. It’s not that hard.

Real-World Consequences

At HPWP Group (High Performance Work Place), we’ve been advocating for the elimination of probationary periods for 30 years.  But now, there are real world consequences.

Look no further than recent headlines to see the damage probationary periods can inflict. The Trump administration, in a misguided attempt to “streamline” government operations, has been on a firing spree, targeting probationary employees across various federal agencies. Thousands of dedicated workers have been shown the door, often without legitimate cause, simply because their probationary status makes them easy targets.

At the National Park Service, for instance, nearly 2,000 job offers for seasonal workers were rescinded, and many recently hired probationary employees were terminated. This has led to severe understaffing, threatening the maintenance and operation of our cherished national parks.

These aren’t just statistics; they’re real people whose livelihoods have been upended. The misuse of probationary periods as a tool for indiscriminate layoffs not only devastates employees but also cripples the very institutions they’re meant to serve.

Stop the Nonsense

Here’s a radical idea: If you don’t trust someone enough to hire them outright, don’t hire them. But if you do hire them, treat them like a full-fledged, capable member of your team—because that’s exactly what they are. Ditch the probationary periods and start leading like you mean it.

Rant over.

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Entrepreneurship Personal Development Women In Business

Negotiating Controversial Subjects in Social Settings

Negotiating Controversial Subjects in Social Settings

It’s holiday party season and it’s inevitable that controversial subjects will come up at some point in our social interactions. That’s always been the case, but perhaps more so in these times of profound polarization and change. How we deal with these potentially challenging interactions will determine whether our outcomes are positive or disastrous.

Here’s 3 quick tips I felt compelled to share based on a recent exchange I experienced:

I  There’s a Time and Place for Politicized Discussion – Choose Wisely

While some conversational landmines catch us by surprise, some can be avoided with a little forethought and/or intentionality. As a general rule, it’s probably risky engaging in discussions about politics or religion at holiday get togethers.

You might think this advice doesn’t include family, but I invite you to think about any of your recent family get togethers. If you’re like most people, family is often the most fraught as old family baggage is inevitably layered on and into the discussion. This advice also applies to discussions at social events for work, community, clubs, or organizations.

Warning: This advice applies doubly if alcohol is involved.

Last night, at a holiday party for our group of local authors, the subject of political correctness for writers (and the quickly changing landscape on what this encompasses) came up in conversation. No question this was an interesting and important issue with the potential for a vigorous and engaging discussion. However, in hindsight, perhaps our holiday party was not the best forum for the discourse.

II  Know When to Call Out ‘Bad Behaviour’

As you may have guessed from my cautionary tip above, the potentially exciting conversation went sideways quickly. Note that sometimes it can take a single person to fundamentally change the nature of a conversation (for the good or the bad). In this situation, one person continued to engage insensitive racial overtones and to consistently interrupt and talk over the others in the conversation.

This raised the obvious question … do I call out the behaviour or let it ride?

I love important discussions on challenging issues. It’s one of the ways we grow into the best versions of ourselves. It’s one of the fundamental premises behind my Art of Feminine Negotiation™ mission as the world is in a polarized place right now. People dig into their respective positions, and few are open to meaningful dialogue to better understand opposing perspectives. Many preach their own rhetoric without understanding other viewpoints (in our personal lives, on social media and even on the world stage).

Much of the work I do is stimulating these very types of discussions. To do that effectively, it’s necessary to ensure that everyone follows key protocols, which include listening fully to each speaker in turn without interruption. This is particularly so vis-a-vis women, as women tend to be interrupted and talked over 45% more than their male counterparts (both by men and by other women).

I suspect, in part, that’s why I felt compelled to call out the behaviour and note the interruptions as a starting point. It was challenging to move forward with any discussion when nobody could finish a sentence. I was hoping to invite more curiosity to hear other viewpoints on the broader issues (as is key, especially on issues we feel strongly about). Curiosity can move mountains.

III  Know When to Walk Away

In the immortal words of Kenny Rogers, ‘you’ve gotta know when to fold ‘em, know when to walk away, and know when to run’. Curiosity did not win the day last night. Whether it was the nature of the event, the forum or external factors, our interrupter doubled down and it became impossible to engage in any real exchange.

It was time to step back from the conversation. Part of my advocacy work as a social justice attorney and specialist in conflict communications, and also in my work as a women’s empowerment coach, is working together on empowering ways to step into the fullness of our power, redefining who we choose to be and how we choose to show up. It’s important to know when that can be achieved … and when it cannot.

Don’t get sucked into a conversation that will continue to devolve. Gently redirect the conversation and park it for a more appropriate and productive time and place. Explore alternative approaches that may prove more empowering.

There’s great power in avoiding unnecessary conflict and choosing to walk away altogether where there is no value to be had, or ideally picking up the thread strategically in a more advantageous manner at a later time and place with the opportunity for forethought and preparation to increase the chances of more successful outcomes.

Categories
Entrepreneurship Personal Development Women In Business

How You Can Achieve More by Negotiating from an Abundance (versus Scarcity) Mindset

How You Can Achieve More by Negotiating from an Abundance (versus Scarcity) Mindset

We hear a lot these days about abundance versus scarcity mindsets. Many consider these concepts to be woo-woo and dismiss them. This is not surprising in a society where we’ve been conditioned to define success based on a competitive ‘winner take all’ approach. With the new year fast approaching, I invite you to embrace an abundance mindset in your negotiations and beyond. You may be surprised at the returns that abound from this outlook.

First let’s touch on what we mean by abundance versus scarcity mindsets. In short, scarcity mindsets assume limited resources are available and so, we fight over this perceived limited access, believing that’s the only way to secure a piece of the fixed pie available. By contrast, abundance mindsets assume limitless resources. Rather than fighting over a fixed pie, let’s create some more pie so everyone can share in it. Better yet, rather than only having pecan pie available, let’s create different kinds of pie so everyone can get what they want, how they want it.

Admitted, I’ve over-simplified the concept. Yet I challenge you to genuinely consider which approach would better serve … you individually and humanity generally. Imagine a world where we believed that unlimited love, happiness, and wealth was available for all. Scarcity mindsets are narrow and limiting, pitting us against each other, whereas abundance provides an ever-expanding expectation of more, inspiring creativity to find bigger, better options.

I certainly saw this divide in my law practice. In fact, I believe it’s one of the fatal flaws in our legal system. I even saw this approach in my coaching business. It’s ironic that in the personal development business we still see some approaching the business from a territorial, protective place – hardly a model for evolved personal development. By contrast, I always strove to be generous, sharing my resources and collaborating openly and extensively.

Those who encourage abundance mindsets are more magnetic and have a more profound positive impact. I invite you to give wide berth to those who operate on principles of scarcity, seeking to motivate through pain points and fear.

Which approach you adopt is a choice. You have 100% responsibility for your experience of life. Why not choose better? This fundamental choice between abundance versus scarcity affects your business opportunities, your relationships (personally and professionally) and the quality of the experiences in your life.

It stands to reason that if you withhold in your relationships, believing there are limited rations at your disposal to share, you will not love fully and deeply. If you impose limitations on your love, or conditions, or insist on expectations of equal reciprocity, you lose out on the joy of unqualified love and giving.

In business, if you think small, seeing restrictions rather than pursuing a big, bolder vision for yourself, you will limit your options, and with it your potential for maximum success. I was guilty of this for a time in my law practice. I under-charged what I was worth, and I stayed smaller than I needed.

Even in our personal experiences, we often limit our potential for living into the boldest version of our lives. I was guilty of this for a time. Growing up in a low rental apartment complex, where money was always a source of conflict with my parents, I carried a lot of money baggage. I wanted to live large, and I believed I was as I travelled extensively and embraced new experiences. But, if I’m ruthlessly honest with myself, I always sought out the budget version of my experiences.

Recently, on our trip to Antarctica, I decided to adopt an abundance mindset. I booked a Panoramic suite. The price point almost made me choke, but I chose to believe I was worth it. I chose to believe the enhanced experience would be worth it. I chose to believe the money would come. And guess what? I was, it was and it did. That trip was a once in a lifetime extraordinary experience.

Where are you holding back in your life? Where are you thinking small? Where are you living in a scarcity mindset when an abundance mindset would better serve you?

As you step into this new year, I invite you to think bigger, live larger, expand your boundaries, give more freely, and fully embrace this life you’ve been given, squeezing out the juice, confident that you can create more.

Categories
Entrepreneurship Personal Development Women In Business

Negotiating Lessons Worth Remembering from Lessons in Chemistry

Negotiating Lessons Worth Remembering from Lessons in Chemistry

A friend recently recommended the hit Apple TV+ show, Lessons in Chemistry. Before you tune out, the show is less about chemistry or science than about gender roles and negotiating life. I’m embarrassed to say I hadn’t heard of it, notwithstanding its long run on the New York Times bestseller list and transition to a hit TV series.

The show received the Seal of Female Empowerment in Entertainment (SOFEE) award and it’s well-deserved as it casts light on the differential treatment of women in the sciences and beyond. Equally important, the show highlights that discriminatory treatment came not only from men, but from other women, and internally from women vis-à-vis themselves. Raising awareness about the breadth of this problem has been a passion of mine and is a recurring theme in my book, The Art of Feminine Negotiation.

Unconscious gender bias grows under a patriarchal system and flourishes by virtue of the conditioning that comes from such a system. Some of the discriminatory standards, expectations and treatment are conscious while much is under the radar. It’s often the more insidious unconscious biases that wreak havoc and pose significant and dangerous threats.

While the story is set in the 1940’s it’s interesting to observe where we’ve made progress, but also, to recognize where these problems are still pervasive. It was striking to me that there was some pushback by women against the show and allegations that the show reflected a ‘precarious version of feminism’.

There was a complaint that the message was undercut because the main character, Elizabeth, was clearly exceptional. It was suggested that the discrimination angle would have more impact if the main character was an ‘average’ woman. This, to me, missed the point. The very fact that someone as exceptional as Elizabeth still could not achieve even basic recognition (let alone equal treatment) underlines the profound depths of the problem.

There was also criticism that the few men in the show who showed a modicum of respect for women were given too much credit and praised for ‘doing the bare minimum’. Again, to me, this was, in part, the point. That was certainly the reality at that time, and frankly continues to be the reality to a large extent today. It’s only when we call out this habit and raise awareness about our conditioning and its impact that we can effect real change.

Brie Larson plays the role of Elizabeth beautifully, capturing the complexity of the character and the issues at hand. Here’s just a sprinkling of the issues faced by the character:

  • Sexually assaulted by her professor and academic advisor at the culmination of her PhD – required to apologize to him if she desired to continue with her PhD (which she refused to do on principle) – told to consider herself lucky that her attacker wasn’t pressing aggravated assault charges when she defended herself

  • Not able to serve as a chemist but only a lab tech (notwithstanding that her male counterparts consistently had to come to her for advice on how to solve the problems and notwithstanding that she was clearly the brightest mind in the lab

  • Even as a lab tech, not respected, expected to get the coffee etc. for her male colleagues

  • Not afforded credit for her ground-breaking research – not allowed to publish the paper in her name or even as a co-author

  • Had her work stolen by male colleagues

  • Terminated for ‘getting herself knocked up’ as an unwed mother

  • Alienated by both the men and women at the university – not accepted as a scientist and not accepted as a ‘woman’ because she wouldn’t conform to the expected beauty pageant approach expected of women

Through all this adversity, Elizabeth remained true to herself and stood in a place of integrity. Negotiating with integrity is necessary. I mean this in both senses of the word – both being honest and having ‘moral uprightness’, and also being in a state of wholeness, in alignment with your values.

As we negotiate our lives, both personally and professionally, it’s important to recognize the impact that unconscious gender bias may play. First, it’s critical to negotiate our own mindset to ensure that these biases and deep-seated historical and ongoing conditioning don’t have us showing up as smaller versions of ourselves.

It’s important to contemplate the extent to which we support other women and help them rise up versus coming from a place of conditioned judgment or competition where we become part of the problem rather than solution. A rising tide lifts all boats. Changing our habits in this regard requires ruthless honesty and self-reflection.

Coming from a place of confidence is key in any negotiation – whether in your personal relationships or in negotiating your career advancement or in the myriad of necessary daily negotiations we face.

I invite you to check out the show, to reflect, and to start a meaningful dialogue about the advances we’ve made and also the areas where we still have a lot of work to do.

Categories
Growth Leadership Women In Business

Why You MUST Become THE Category Of One™ Coach Consultant—NOW!

Why You MUST Become THE Category Of One™ Coach Consultant—NOW!

By Kathleen Caldwell, Founder, C-Suite Network™ Women’s Coaching & Consulting Council™ & Women’s Success Accelerator™

You’ve probably noticed it—coaches and consultants are everywhere. On LinkedIn. In your local and global networking groups. All over social media. The category of coaching and consulting isn’t just growing—it’s exploding.

According to LinkedIn, as of February 2025, over 5 million people have “coach” in their profile—an increase from 4.4 million just a year ago. The number of consultants has surged from 27.7 million in 2024 to 31.2 million in 2025—a staggering increase of 3.5 million professionals in just one year.

In today’s crowded marketplace, being labeled as just a ‘coach’ or ‘consultant’ without more differentiation is a fast track to blending in. With countless professionals using the same generic titles and offers, the risk isn’t just competition, it’s commoditization. If your value isn’t distinct and recognized, clients will default to price-based decisions, treating you as interchangeable rather than invaluable.

The key to standing out is not just claiming your expertise but proving it—positioning yourself with undeniable credibility as ‘THE Category of One’—a Coach Consultant Changemaker™ whose value is distinctive, indispensable, and consistently sought after.

What Does It Mean to Be THE Category Of One™?

Being THE Category Of One (TCOO™) means you don’t compete—you own your space. You are the first and only choice for your ideal clients. You command premium fees and deliver transformational results and outcomes. You’re not just building a business—you’re creating a movement and a global network of partners, allies and advocates! This is an opportunity to blend bold leadership and legacy creating ambition for a life beyond recognition!

As TCOO coach consultant, you:

  • Become the undisputed expert your ideal clients seek first.
  • Command premium fees for delivering transformational solutions.
  • Set new industry standards that others aspire to reach. Instead of following the crowd, you set the benchmark of excellence.
  • Cultivate communities rather than just acquiring clients. You create movements and global networks that extend beyond traditional business boundaries.
  • Offer unique intellectual property solutions, frameworks and methodologies that deliver measurable, consistent value.
  • Move with clarity and calm confidence, knowing you are the authority in your space, ready to deliver results!
The New Rules of Category Mastery: Are You Struggling to Keep Up or Defining the Future?

The global game of business has fundamentally changed. TCOO status is no longer reserved for celebrities, gurus or those with lengthy credentials. Today, it belongs to those willing to step up, stand out, and do the work.

Will it be easy? No. Will it be worth it? Absolutely. Success doesn’t happen overnight—it’s a step-by-step journey of commitment, action, and perseverance. Stay the course, get the right support and mentorship and the results will follow.

To thrive and prosper in the new global economy, you must:

1. Create Something NEW That Provides Distinctive Value

Your success depends on developing and communicating a clear, unique perspective and point of view.

To stand out in a crowded market, you must go beyond conventional offerings and craft something that is uniquely yours. Here’s how to build the foundation for a truly distinctive and high-impact presence:

  • Develop proprietary and innovative frameworks that solve pressing and expensive problems.
  • Create innovative methodologies that accelerate new opportunities.
  • Build systems that deliver predictable, high-value results.
2. Amplify Your Visibility

TCOO professionals do not just provide products and services—they become omnichannel media brands.

Establishing yourself as a true Category of One requires more than expertise—it demands visibility, authority, and consistent engagement across multiple channels. Here are key ways to expand your influence and solidify your position as the go-to expert:

  • Create and publish high-value content across multiple platforms.
  • Host impactful podcasts, video series, summits and thought leadership events.
  • Write books, articles, reports and create programs that establish you as the go-to expert.
  • Build and engage a thriving community of like-minded professionals and clients, while featuring and promoting your loyal and engaged members.
3. Accelerate Your Impact

Success isn’t about waiting for the “perfect” time—it’s about taking deliberate action NOW!

Taking action is what separates those who succeed from those who stay stuck. The key is to move forward with intention, surround yourself with the right people, and embrace progress over perfection. Here’s how to start now:

  • Execute instead of overthinking. Every moment of hesitation is a lost opportunity. Remember that done is the new perfect.
  • Surround yourself with experienced mentors and high-caliber peers—new perspectives ignite breakthroughs.
  • Use your platform for advocacy and awareness – champion a cause for meaningful change, amplifying voices, and driving lasting transformation.
4. The Power of Community—Why You Shouldn’t Do This Alone

Extraordinary success doesn’t happen in isolation. TCOO coaches and consultants immerse themselves in a global network of visionary peers—expanding their thinking and unlocking game-changing possibilities.

That’s why they align with networks that foster high-level connections and strategic growth. Enter C-Suite Network™—the world’s most trusted network of C-Suite Leaders, dedicated to providing unparalleled opportunities for business executives to expand, develop, and lead with impact. As a global media powerhouse and commerce ecosystem, C-Suite Network, C-Suite Radio, C-Suite Publishing, C-Suite Book Club and C-Suite TV combined with C-Suite Network Women’s Coaching & Consulting Council amplify your thought leadership, expand influence, and provide a powerful platform for professionals ready to make their mark on the world.

Leverage these powerful strategies to accelerate your success:

  • Forge strategic partnerships with influential, high-level peers who elevate your growth.
  • Maximize visibility with cutting-edge, exclusive positioning strategies to establish yourself as THE Category of One.
  • Access exclusive resources tailored to amplify your market presence and drive both business and personal success.
  • Monetize your expertise by showcasing your thought leadership to a global audience through premium opportunities.
  • Expand your reach with a powerful global network that connects you to corporate, government, education, and nonprofit clients, as well as media and strategic collaborations.

You don’t have to do this alone—together, we create exponential success.

5. The Market Is Shifting At Lightning Speed—Are You Keeping Up Or Falling Behind? Your Moment For Acceleration Is NOW.

The strategies that once worked are rapidly becoming obsolete. This is not the time to wait and see—it’s time to step up, claim your space, and command your industry. Elevate your presence, own your authority, and position yourself as THE undeniable Category of One. The future belongs to those who take bold action—will that be you?

Remember:

  • You don’t have to compete—you can co-create and Co-Accelerate™.
  • Success comes from being a highly strategic, well-connected, and in-demand expert who delivers unmatched value and prosperity.
  • The era of going it alone is over. True strength and success come from collaboration and Co-Acceleration—we achieve more when we rise and run together.

Learn how C-Suite Network™ and C-Suite Network™ Women’s Coaching & Consulting Council™ can help you become THE Category Of One™. Take action today and contact founder, Kathleen Caldwell at https://tinyurl.com/KathleenCaldwellLinkedIn or at 773.562.1061 to discuss membership opportunities.

About Kathleen Caldwell

Kathleen Caldwell is the founder of C-Suite Network’s Women’s Coaching & Consulting Council™ and the Women’s Success Accelerator™, a highly successful program designed to guide and mentor women coaches, consultants, trusted advisors, experts, and THE Category Of One thought leaders in building six- and seven-figure freedom businesses. Through the power of groups, councils, and corporate coaching offers, she empowers women to expand their impact, influence, and income.

She is also the founder of Caldwell Consulting Group, LLC.™, a business strategy and peak performance consultancy dedicated to helping clients enhance profitability, sales performance, and competitive positioning while driving transformational growth.

For more information, Ms. Caldwell can be reached at https://tinyurl.com/KathleenCaldwellLinkedIn or 773.562.1061.

Copyright © 2025. Caldwell Consulting Group, LLC. All rights reserved.

Categories
Best Practices Management Strategy

Preparing for the Unexpected – The Profit Impact matrix

Congratulations. Your business is stable, you’re making decent money.. it’s going great.
Until it’s not.
A key client leaves. Sales drop off and growth flattens. Your costs go up or your supply chain is disrupted by a trade-war.

Suddenly you have to fill a big hole in your profits.

You have to change something. You have to raise revenue, cut costs – perhaps you need to do both. Almost every business leader and executive team is faced by some variation on this scenario. It’s part of business but the problem can become a whole lot worse if you make the wrong decisions. Cutting costs in the wrong place can happen very easily, particularly if you cut costs in an area that (directly or indirectly) impacts your customers.
Most business leaders take a functional or line item approach to running their business. Their executive team is made up of functional leads who are experts in what they do. Decisions are made with a functional perspective.
The problem with a functional approach is that financial and customer outcomes are achieved through processes that cut across functions. The actions of one function may impact another function “down the line” with less than optimal outcomes to customer or the bottom line.
All businesses need a clear understanding of what I call the “profit impact matrix”. This goes beyond an understanding of the P&L. The profit impact matrix defines desired outcomes (customer and financial), maps the end-to-end processes that deliver those outcomes and identifies the functional touch-points during each process. The profit impact matrix also identifies the key process performance indicators and outputs of each functional engagement with the process.
The profit impact matrix gives business leaders a cross-functional framework for making business decisions that are informed by a clear understanding of impact on outcomes. Understanding how processes work and deliver outcomes gives leaders an opportunity to optimize processes and evaluate functional trade-offs in the context of business and customer outcomes. The profit imact matrix provides a framework for cross-functional understanding and optimal collaboration at every level of the organization.
In summary, the profit impact matrix gives business leaders a new tool to maximize the value of their business .. and a framework against which to evaluate these hard decisions that sometimes need to be made.
Categories
Entrepreneurship Personal Development Women In Business

Vulnerability is in Vogue in Negotiations and Beyond

Vulnerability is being touted as the new bargaining advantage. While there is some merit to that perspective, I thought it was worth a few moments to explore the good, the bad and the ugly of various versions we’re seeing with this phenomenon.

Traditional models of negotiation had us holding our cards close to our chest and being careful not to give away too much. Heaven forbid we disclosed our true heart’s desire in our hard-boiled negotiation style. There was much posturing, diversion tactics and smoke screens to obfuscate the real end goal.

I probably used to be guilty of this approach to some degree myself as it was our conditioned response. I’m no longer a fan of this approach. In my experience, when both parties create the space for honest, open communications it allows for more creative solutions that better meet the needs of all parties.

Getting curious allows us to peek behind the curtain to ascertain the unstated needs really driving the discussion. Bringing empathy to the table, seeking to truly understand and meet the needs of the other party wherever possible will get better outcomes.

Taking this new approach and allowing openness requires a certain level of vulnerability. And this is a good thing. It allows for humanity in the discussion. It triggers reciprocity, thereby triggering a chain of collaborative thinking that typically leads to better results and less positional bargaining.

It can also be beneficial for the other party as it feeds our human need to be altruistic, evoking their empathy and allowing them to step up as a better version of themselves. This in turn feeds the ego.

Having said that, vulnerability is not the same thing as victimhood. There seems to be some confusion about that distinction these days as we see increasing celebrations of victimhood which serve no one.

I knew this trend had hit critical mass when I attended a Union convention a few years back. Virtually every single candidate running for position shared some personal intimate trauma or experience and cried at the mic when it was their turn to speak about their platform. These are the same trade unionists who a few years prior were still beating their chests, banging the table and storming out of negotiation rooms. Somewhere along the path to exploring their vulnerable side, they missed the middle ground.

And this is not a surprise when we consider the modelling we’re seeing in recent years. Most mega-influencers have mastered the craft of crying on demand. In fact, some story-telling and speaking coaches seem to suggest that a signature talk is not complete unless you muster up a tear or two at relevant points in the delivery. Heck, even Tony Robbins has apparently decided that crying is in vogue.

Personally, I’m not a fan of staged crying for impact. I believe vulnerability is key when it’s authentic. It’s a powerful tool in bargaining and in life generally. However, honesty, authenticity and integrity are also key. The two need to be balanced.

Powerful negotiation is based on relationship. Strong relationships need to be based on a bedrock of trust. This trust is fundamentally eroded when it’s based on a lie. So, by all means be open. Be honest. Be yourself. Build rapport. Bring empathy. Be flexible. Tap in to your intuition.

Share your real needs and seek to determine the underlying needs of the other party. But do not create artificial drama as a means to build unmerited sympathy. This crosses from vulnerability to manipulation.

Authentic vulnerability can build trust whereas manufactured versions break it. As you explore your vulnerability and tap into the inherent goodness to be mined in doing so, I invite you to consider its flavour and to avoid the bad and ugly versions we’re seeing modelled today.

Categories
Entrepreneurship Personal Development Women In Business

How to Negotiate from a Place of Calm Part II

Negotiating from a place of calm will get you better outcomes, better relationships, and better buy-in. Yet we rarely invest the time to ensure that we achieve this state in advance of our negotiations. This is a mistake. Our first and most important negotiation is negotiating our own mindset and familiarizing ourselves with techniques to show up from a place of calm is a key part of that process.

Last week, after interviewing Dr. Annie White (author of The Calm Code: Transform Your Mind, Change Your Life) on my Art of Feminine Negotiation podcast, I kick-started this series on how to negotiate from a place of calm, sharing a special visualization technique advocated by Dr. White that allows you to start retraining your neural pathways to find the calm.

As promised, this week I’m sharing three additional simple ways you can start to calm your nervous system on the spot to have those new messages imprint more deeply.

I  Create a photo album

We’re human. We sometimes get in a state, considering worst-case scenarios. This is not a strong place from which to negotiate. So, if you find yourself in one of these negative states in a negotiation (or leading up to the negotiation), in that moment, forget about the negotiation.

Instead, make an album of pictures in your mind that make you feel calm, happy (or any positive emotion). In fact, ideally, I invite you to create an actual album of these photos on your phone right now. You can choose animal photos, beach photos, sunsets … whatever takes you to a calm place.

Then, next time you’re in this tizzy about anything, bring out your personal feel-good photo album, set your timer, and go through it for three minutes. In that way you start to train and strengthen these pathways in your mind, so that, over time, they become stronger. Then you won’t just default to the negative or the stress anymore.

II  Breathe Through Your Left Nostril

If you’re in a stressful moment (i.e., if you feel your breaths becoming shorter, more shallow, quicker, closer together, you’re going into stress response), put your left hand on your chest and say to yourself, “I’m safe. I’m not in a life-threatening situation right now.” Then take that left hand and move it down to your lower belly. As you breathe in, feel your lower belly extend out toward the opposite wall, as you continue to say, “I’m safe. I’m not in a life-threatening situation right now.”

And the secret weapon to this process, according to Dr. White, is to then take your right index finger, cover your right nostril, breathe in and out only through your left nostril. As you breathe deeply, keep saying, “I’m safe. I’m not in a life-threatening situation right now.” Scientific studies show that breathing in and out only through the left nostril activates your calm or parasympathetic nervous system and it calms you down faster. Who knew?!

III  Ground Yourself

Before you go into a negotiation, imagine a big gold ball at the bottom of your spine. Then, pull all the emotions you want to feel at the end of the negotiation (as discussed in last week’s article) into that gold ball.

Imagine that gold ball turning into a gold rope that goes all the way down into the center of the earth, and all of those emotions go down that cord into that spot in the earth’s center where mother earth is surrounding them with her beautiful hands in support.

Also ask yourself who do you want to show up as in the negotiation. What emotions do you want to carry into the conversation? Do you want to bring love? Understanding? Support? Add these positive emotions into that grounding cord to be a touchstone for you.

If you start to feel off-center during the negotiation, or like things are getting out of your control, you can quickly visualize this grounded golden ball for a few seconds to regain your balance.

Confidence is key in negotiations. Nervousness and anxiety detract from confidence. Practicing these simple tips will help to calm and ground you so you can show up with more confidence in your negotiations and get better outcomes as a result. And not only do they make you feel better in the moment, but they also strengthen those part of your mind every time you use it by creating new, more positive, neural pathways that better serve you.

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Entrepreneurship Personal Development Women In Business

How to Negotiate from a Place of Calm Part 1

How to Negotiate From a Place of Calm Part 1

Have you ever negotiated when you were agitated or off your game? How did that work out for you? If you’re like most people, it didn’t end well. How you show up for a negotiation will profoundly impact on the outcomes you’re able to get. The more intentional you can get about creating a sense of calm as you enter a negotiation, the more you’ll get best results.

Recently, I interviewed Dr. Annie White, author of The Calm Code: Transform Your Mind, Change Your Life. I am a big believer that negotiating our mindset is our first and most important negotiation, so Dr. White’s message resonated with me, and I wanted to share it with you.

This is the first in a 3-part series about some simple techniques you can use to approach your negotiations from a place of calm.

Most people think negotiation is simply about the give and take between the people in the conversation. In fact, it starts well before that ever takes place.

Visualization

Dr. White advocates starting with a visualization technique. However, she distinguishes between visualizing the outcome you want versus visualizing the emotions you want to feel as a result of it. Target the emotions first. How do you want to feel after that negotiation? Do you want to feel successful and proud? Ground yourself in those emotions.

Be sure to visualize feeling good about what the other person is getting, too. It’s not just about what we’re getting out of a negotiation. We’re helping to negotiate something for them that’s going to improve their business or their life. Be excited about the prospects for them.

Take these emotions and imagine a situation where this negotiation is going to take place. Is it going to be over the phone, zoom or in person? Toss in as many sensory details as you can to get your subconscious into the moment of the conversation.

Then imagine the conversation in as much detail as possible. As you’re thinking about the conversation, make sure it ignites the excitement, pride, and other feelings you wanted to feel. Emphasize those benefits.

At the end, do a triple thanks and affirmation. i.e. “Thank you, thank you, thank you that they loved the deal and I’m excited about how it turned out.”

Visualization is one of the techniques you can use to physically train your mind to be calmer and happier. Yes, I said train your brain. Many people believe that we’re stuck with our old conditioning and patterns. Science has established that we can actually reroute the neural pathways in our brains.

Think of it like an air traffic controller. If you’re in charge of routing all the planes with a major airline carrier, you need to make sure all the passengers get where they need to go on the planes that are taking them there. You design the flight paths and their connections.

Now think of the passengers as your thoughts, and the flight paths and connections as the neural pathways and the synapses, which are the connections between them. Instead of booking them all to Stressville, why not book them to Calm Town? Simply make more paths and connections to Calm Town and disintegrate the pathways and connections to Stressville. Every single thought, action, and emotion strengthens or wires your mind along these corresponding pathways in your brain.

Be prepared for some pushback reflex as you create these new connections. But as you train your mind to be more calm and happy than stressed and negative, your thoughts will more easily go to the positives instead of the negatives.

Join us next week as we explore two further simple methods to help you hold the calm when you negotiate so you can get better outcomes.