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Category: Skills

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Best Practices Growth Human Resources Management Skills Women In Business

Stop! Don’t Choose Employee Engagement as Your New Year’s Resolution

Seems like an odd request, but not when you realize that only 8 % of the population keeps their New Year’s Resolutions.  Enhancing your business culture by improving employee engagement is too important to set up for failure.

For the same reasons that people don’t stay on their diets and quit exercising, businesses lose the momentum to build a culture that makes a significant difference in success.  This is true on so many levels, from recruiting the best talent to customer satisfaction.

Here are some reasons companies fail at building a culture of engagement:

  1. Too much pressure

The thought of making January 1st your day to “turn it all around, “gives the illusion that at some point you will be done. In fact, every day can be used as a perfect day to begin and continue a new idea, concept or way of conducting business

Solution:

Make the change manageable.  Take the time to discover where you are right now.  You can only do this if you ask for people outside of your circle of influence what their perspective is.  Then engage those same people to help find the solution to a common goal

  1. It’s hard

Nothing soft spoken here.  Yes, it can be.  Any change takes work.  Depending upon where you start and what your goals are, the challenge and its difficulty correspond to the difference.   However, you have the choice to experience the changes as hard or a series of opportunities.

Solution:

In one word, acceptance.  When you can accept that this new movement towards building a community of people with a common goal will take time, repetition and detours, it is less stressful.  Knowing it is a challenge does not mean it has to be hard.

  1. It’s complicated

Interestingly enough, the process is as complicated as you make it.  The research I did for my book, Blueprint for Employee Engagement, showed me how important it is to break your goals and ideas into small baby steps.  You actually get to achievement faster that way.

You don’t decide to create a new business culture and voila, it appears.  In fact, when attempting a broad change, many people will be skeptical.

Solution:

By far the best way to simplify an action is to have a plan.  When I coach executives the only way to see to the end result is a plan.  Map out the plan like an outline and then break each point into more action steps.  Then take each of those steps and give them at least 3 stages.  It may look like you are complicating the process, but in actuality you are creating those baby steps so you can succeed with a greater feeling of accomplishment

  1. The realization that you have to keep doing it!

My favorite adage is, “Life is a journey and not a destination.”  If you want to make permanent change in your business environment, it is a forever process.  Get ready for setbacks.

Solution:

Once you realize this is a continuous journey a lot of pressure is removed.  It also means that along with the inevitable setbacks comes opportunities to re-evaluate and fine-tune.  This allows you to be on a continuous improvement plan for your entire business.

Don’t make employee engagement and company culture a fad.  Deliberately choose to create a better workplace environment.  Get the best talent, to be the most productive and creative, so they provide your customers and clients with the ultimate in service.  That is a decision you will forever be proud of.

Julie Ann Sullivan has the cure for retaining good talent and reducing absenteeism. Want a free copy of her book, Blueprint for Employee Engagement 37 Essential Elements to Influence, Innovate & Inspire? Talk to Julie Ann @724-942-0486.  Julie Ann hosts the Mere Mortals Unite and Businesses that Care podcasts on C-Suite Radio.  For more information go to http://julieannsullivan.com/

Categories
Best Practices Entrepreneurship Human Resources Management Skills Women In Business

The New Year’s Resolution You Can Keep

Like most people, I usually hate making new year’s resolutions. They are something we create out of a sense of obligation, knowing all the while that we will probably not stick with it for more than 24 hours. Then as icing on the cake, there’s a predictable little twinge of guilt for giving up on it, since it was something that should make our lives better somehow. Well, I want to suggest a way to make this year different.

Decide for yourself that this year, the resolution will not be about you, but about others. More specifically, take stock of your relationships, and take an honest look at the nature of your communication patterns with them. Is there something about the dynamic between the two of you that  brings out a tendency to be unnecessarily blunt, passive-aggressive, or indifferent? Do you shut down or avoid people when there is real or potential conflict? This year, let your resolution be a gift to them – and to yourself: the start of a new, healthier and more positive relationship through a shift in the way that you communicate.

Here are three ways you can wrap your gift:

First, be mindful of what your eyes say even when your lips aren’t moving. We often don’t realize that our face is reflecting our true opinions about something we hear before the other person is done speaking, and often before we even start.

For example, do you have a habit of rolling your eyes, breaking eye contact, or cocking one dubious eyebrow when you disagree with someone? These are signs of disdain that shows you are not open to hearing what they are saying, and will put people on the defensive.

For me, I know that my “thinking face” has my eyebrows scrunched down, furrowed. It doesn’t mean I’m angry or disagree, but that’s often what people mistakenly think it means. In reality, they should be happy when they see that face, because it means I’m listening carefully and seriously considering what they’re saying, but unfortunately that’s not the effect it has. That’s why I need to remember to “reset” my eyebrows to a more neutral, nonjudgmental position.

If nothing else, be sure to make eye contact when someone else is talking. You don’t have to stare them down, but don’t multitask, look at the computer or smartphone screen, or keep checking your watch. Give them the gift of your full attention.

Second, watch your words. Small details in word choice can have a big impact on how people hear and interpret what you say, and how they feel about it. Beware of absolutes, such as everything, nothing, everyone, nobody, and always… Statements like “Nobody wants…” or “You’ll never convince me that…” show that your mind is made up, you are sure that you are right and everyone else is wrong. Plus, they are a form of exaggeration, making you sound melodramatic. In the end, they shut down productive conversation and any chance at collaborative negotiation.

Instead, if you want to promote mutual listening, try hedging those statements. Try phrases like from my perspective…, on multiple occasions…, or I’m concerned that… They allow you to state your case, but allow for the fact that it is your perspective, not “gospel truth.” It shows you are open to working together to reach a mutually acceptable solution.

Finally, engage people. I know you are busy, so you don’t need to hear their life story, but seek to connect with them as people, not just as coworkers or employees. For example, when you pass someone in the corridor, give them more than a perfunctory nod acknowledging their existence. Stop for a moment and ask them how they’re going to use the time off if your company is closed for a holiday, how they’re feeling if they’ve been under the weather, or how their kids or pets are doing. Just remember: a little effort goes a long way.

The beauty of these little tips is that they take so little effort in comparison to what you get back, so it becomes the resolution that you actually want to keep!

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Do you have a comment or question about how to easily and effectively make this shift? Click here to set up a 20-minute focus call to discuss it with me personally.

 

Categories
Best Practices Entrepreneurship Management Skills Women In Business

5 Recommendations to Effectively Interact with Visual Aids

Click here to watch 5 Recommendations to Effectively Interact with Visual Aids. 

How many times have you found yourself struggling to pay attention while the speaker spends most of the time talking to their visuals aids?  They give you permission to do anything but listen to them.

Your visual aids are not your notes. Instead, they should add impact and emphasis to your message, increasing what your listeners remember and how long they retain it.

Grab these 5 surefire ways to make sure your listeners stay connected with you while increasing their understanding through your visual aids.

Categories
Growth Skills

Tips for Natural Sounding Writing

You are in a restaurant with a friend. You’ve just seen your company’s third quarter results. As you explain the results, she asks questions which takes you deep into the conversation and to further explanations.

Do you ever wonder if you are setting the right tone with your writing? When it comes to writing memos, sales pages, or white papers, many people freeze in their tracks. They’re afraid if they don’t use just the right (perfect) formula they won’t be effective in communication. But writing is just another form of conversation, like the one you had with your friend.

You have a natural-born talent to communicate – you have that skill already. Leaders have well-developed communication abilities. You would not be in your role if you could not communicate well. Written communication should not be a stumbling block that it is for some leaders.
How to Get Started: Outline or Free Flow?

You are sitting down to write a report. Pretend you’re in that restaurant about to tell a colleague about this great product, or service, or result you have achieved in your company. Think about what you’d say to her. What would she ask you? Keeping your reader in mind as you write helps you focus on the message.

It is usually more effective to write in a rough form than to edit your work as you write. I’ll bet you remember having to turn in outlines of papers when you were in school. Our teachers made us do them because outlines really are helpful for organizing material. Start with an outline and then fill in the concepts under each main point you want to make.

Creating an outline is difficult for some. You might be more comfortable with a style that involves letting your ideas flow and then organizing them. Then polish your writing. The process of refining your writing involves looking at word flow, the length of paragraphs, and the way you’ve connected your thoughts. This is also the point at which you can add headers, sub headers, bullets and numbered lists. Some of your readers love to read all the details. Some want to skim and get the key points.

Readers can sense your energy. It flows through in everything you write. If your writing is stiff you may easily lose your reader. (We’ve been trained to have short attention spans.) Read what you wrote out loud. Does it sound conversational?

While it is true that you need to get it right, don’t let a craving for perfection stop you from writing. Done is often better than perfect.

Pat Iyer is a professional writer who works with others to assist them as an editor, ghostwriter and online course creator. Reach her at patriciaiyer@gmail.com.

Categories
Best Practices Human Resources Management Marketing Skills Women In Business

Embracing Generational Differences in the Workplace

To reduce conflict and improve productivity, it is important to understand generational issues, culture, emotional intelligence, and engagement.  Leaders are often frustrated by some of the conflict that stems from generational differences in the workplace.  For real progress, we must learn to share the things that we have in common and appreciate the things that we do not. Once we understand people’s preferences and perspectives, we can embrace multiple generations in the workplace.  To watch a recent speech I gave to a large group in Phoenix, regarding these important issues, please go to: https://www.youtube.com/watch?v=gh7WLNJ1O4o&feature=youtu.be. 

During that speech, I discussed:

  • Avoiding generational stereotyping
  • Embracing each generation as unique and important
  • Improving soft skills
  • Developing emotional intelligence
  • Improving engagement
  • Improving productivity and turnover
  • Embracing diversity
  • Reducing conflict
Categories
Best Practices Human Resources Management Marketing Skills Women In Business

Research Shows: Leadership = Warmth + Competence

When I think about building my image as a trustworthy leader, I tend to think about strengthening qualities and providing services that will proactively draw people in. That’s why I was particularly surprised by a recent study that took a markedly different approach.

At its core was the need to demonstrate two specific qualities that indirectly indicate that you simply won’t hurt others. While that may seem obvious, it was actually much more subtle: the idea was that at the heart of all relationships, both professional and personal, are two factors: whether you are “competent,” and whether you are “warm”. “Warmth” is important because it implies a lack of intentional threat. And “competence” balances warmth because it indicates that you won’t accidentally cause someone harm either. The combination of both allows people to trust in someone’s potential as a leader. It’s an interestingly defense-oriented approach to the perception of leadership.

But it’s more than whether or not you are warm and competent: the other half of the equation is whether other people believe that you have both of these qualities. This is where the ability to speak like a leader comes in.

What does warmth sound like? What about competence? We tend to think of warmth in terms of feelings and behaviors, and competence in terms of skills, but based on the above explanation of what warmth and competence represent, the way you communicate your intentions and executions will drastically influence your credibility on both fronts.

Let’s look at a few factors to consider for each of these areas, to ensure that your communication style allows your warmth and competence to shine through.

Word choice

Of course your message needs to be factually accurate and true, but it goes beyond that. When you explain something, do you give more jargon-laden detail than the listener wants, needs or can understand? Does it seem like you are avoiding answering certain questions or omitting other details? These habits can undermine the perception of warmth because it seems like you don’t really understand or trust me, and if you don’t trust me, why would I trust you? Alternatively, if you use lots of fillers like um, you know, I mean, or sort of, it seems like you lack confidence in what you’re saying, which erodes the perception of competence.

Using relatable anecdotes and clear organization, on the other hand, make it much easier for the listener to understand your meaning. This transparency allows them to let down their guard, and see you as a more trustworthy leader.

Articulation

Once you know what you want to say, the way the words roll – or stumble – off the tongue, will either help propel the listener along with you, or make them hit the brakes. Do you speak at a volume that is easy for everyone to hear, and at a speed that is easy to follow? Does your inflection highlight important words, indicating your personal interest in the topic and adding vocal interest for the listener? If so, all of these practices will reinforce your image of warmth and competence because it shows you are considering and prioritizing the needs of the audience. Mumbling, rushing, and monotonous, run-on sentences will all have the opposite effect.

Facial expressions

Tying it all up, your physical communication is, ironically, the strongest of the three communication modes when it comes to your appearance of competence, warmth and overall credibility. No matter how much expertise you demonstrate in your content, and how strong or clear your voice is, facial expressions such as occasional eye-rolling, unintentional frowning when concentrating, eye contact (or lack thereof), or chewing on your lip can signal your deeper, underlying negative feelings about what you are saying, from arrogance and contempt to insecurity. Remember to smile when appropriate, make eye contact with everyone without staring them down, and keep a neutral listening face in order to reassure the audience of the sincerity of your intentions.

Regardless of the seniority of your position, bearing these points in mind will help you reinforce the impression of being both warm and competent, and come across as a natural leader worth following.

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Do you have other questions or feedback about effective leadership communication? If so, contact me at laura@vocalimpactproductions.com or click here to schedule a 20-minute focus call to discuss it with me personally!

 

Categories
Best Practices Leadership Marketing Skills

How I Wrote a Book in 6 Months

It’s been a labor of love for sure! After a year and a half of thinking and talking about writing a book, I finally did it. However, I didn’t go about it alone or without a few hiccups. If any of you have ever thought about writing a book, I am going to share with you a few tips I have learned along the way.

How It Began

In May I attended The C-Suite Network Conference in Dallas, TX. As with any conference, the people you meet are the true fruit you take away. I was happy to connect with old friends such as Kathleen Caldwell and to meet a new one, Julie Ann Sullivan. During this event, The C-Suite Network held a book signing event with select authors that are part of the C-Suite Book Club. Kathleen, Julie Ann, and I were visiting with author and international business speaker, Phil M. Jones. He shared with us his one book that gets him the most traction. It is a quick-read and was less than 100 pages. The three of us looked at each other and said “we can do that. That doesn’t seem so insurmountable.” And The Publishing Divas were born.

Our Commitment

The Publishing Divas made a commitment to each other that we would each write a book and have it done by December. That gave us six months! First came structure. We held a Zoom call every other week. The first couple of calls we created a timeline with deadlines. Deadlines included when to have our book outlines completed, the writing phase, the edit phase, and the launch phase. There were times when we would each be behind our target timeline. Although it may have seemed disappointing, the point we each had to remember was we were still moving forward, even if it felt like one of us was stuck or behind. We were a lot further ahead than those just sitting around talking about writing a book. The commitment and accountability of the Zoom calls, which turned to weekly towards the last third of our phase, was the number one reason why we all feel our book writing was successful.

Phil M. Jones stayed in close contact with us to ensure we had everything we needed to be successful. His encouragement and sincere interest in our efforts continued to inspire us towards the finish line.

Shiny Objects

I won’t lie to you. There were many “shiny object” distraction moments for each of us. It is amazing how many things you can find to do versus sitting down to write. Honestly, writing does not come easy for me. In fact, in many ways, it is struggle and feels overwhelming. I tend to freeze up looking at a blank page.

One of the reasons I wanted to write a book, was not only to build my personal brand, but it was to help improve my writing skills. I knew it would be grueling, but as with most things in life, you have to go through it to get better at it. Personally, I had to set the timer on my cell phone for 30 minutes. I would look at my book outline and pick one of the items on there that moved me at the time. It didn’t have to flow in order. I would write in topic chunks.

After the setting the timer, I would make myself write whatever came into my mind for 30 minutes without stopping … without stopping to make sure the sentence structure was right, without stopping to make any grammar edits, without stopping to change word choices. I just typed what came into my head and knew I would edit later. This was freeing to me. Although the first couple of times, 30 minutes seemed like FOREVER. I remember typing away the first few times and thinking to myself it certainly has to be close to 30 minutes, and I looked over at my cell phone and I was only 7 minutes into the writing time! But it got easier. And it will for you as well. You can use this approach to not only write a book, but a blog or a LinkedIn article. Writing in 30 minute chunks is not overwhelming (well, the first couple of times for me it was, but it does get easier, I promise!).

Sharing Resources

We also shared with each other resources from how to get your ISBN number to graphic designers to publishers and everything in between. The more we shared with each other, the more valuable insight we all gleaned. We each brought a different personality and strength to the group. We were truly in it together. That is what made this process so successful. We wanted to see each other succeed, and we helped each other with any challenges. We have formed a bond that is unshakable and have created a lifelong friendship.

Book Launch

Six months from the moment we started the process we had our book launch in New York City in conjunction with The C-Suite Network Advisors Thought Summit. We stood proudly by our books as we visited with the Advisors and some family and friends who came to share in this celebration. The C-Suite Network staff and community have been most gracious in the entire process. Without their support and insight, I would still be staring a blank page. The support continues with many asking how may I help you promote your book. It truly is a community where we want each other to succeed by offering the gifts, strengths, and wisdom that have been bestowed onto us and sow them into the lives of others.

I hope you have found my book writing journey an inspiration in some way to you. One’s mindset really sets you up to succeed. I want nothing more than to see you all achieving optimum results in whatever your heart desires. You are worth it!

I help executives create a powerful image and brand so they look and feel confident wherever they are. Contact me at sheila@imagepowerplay.com to schedule a 20-minute call to discuss how we can work together to grow your visibility through my return on image® services.

Categories
Best Practices Growth Human Resources Management Skills Women In Business

Beating the Top 3 Bad Speaking Habits

Recently we identified three of the most common bad speaking habits. Knowing what the problems are is the first step toward breaking those habits. But once you know what to look for, how to do you make a change for the better?

Here’s the key to making real, positive change: Record yourself. Start by recording yourself talking for a couple of minutes in different contexts, whether on the phone, at a meeting, or in casual conversation. It doesn’t need to be long – the way you speak in the first minute or two is most likely how you speak for the rest of the conversation. (If someone asks, assure them you’re trying to improve your communication skills, that the recording is confidential, and that you will only be listening to your own contributions in the recording.)

If possible, video record yourself – even if it’s just when you’re on the phone – so you get the full picture. Otherwise, audio-only is fine.

Once you have made your recording, here are three things to look/listen for:

The first is fillers, or crutch words. See how many unnecessary words sneak into your speech, chopping it up. The first time you hear a “ya know,” “I mean,” “like,” “um,” or an unnecessary “actually,” add it to the list. Then every time you hear it repeated, make a check mark next to it on the list. It will show you two things: first, is how chopped up your points become, which makes it more difficult to comprehend for the listener. And second, is your preferences, which fillers you gravitate towards, and when you tend to use them.

The second is run-on sentences. Don’t think you’re guilty? Transcribe your recording to see if I’m wrong. How many real, honest-to-goodness periods did you “hear” and write? Did you hear a pause or a drop in pitch indicating the genuine end of a sentence, or was everything connected with “and,” “but” or “so,” separated by a litany of commas? Don’t write what it should look like; be honest with yourself.

Take note also of how run-on sentences affected your breathing and voice. As your sentences got longer, did you run out of breath and start to sound gravelly and weak? Make sure your sentences end as strong as they begin. This should give you some insight about how better organization and more pauses would improve the power of your message.

The third is to check your facial expressions, which is much easier with video. At what points do you look annoyed, uncertain or anxious? Do you frown, touch your face, smile nervously or furrow your eyebrows? Be honest about what impression it makes when you see it.

Try “resetting” your face from time to time by raising your eyebrows and letting them drop into place, and stretching your mouth into a wide yawn, then releasing and closing it, to return to a neutral expression. If your face is more relaxed physically, it will result in sounding more relaxed vocally, rounding out and reinforcing the impression you make on everyone else.

Regardless of what habits you think you have, experiment with a recording or two, just to be sure. (You know what they say about what happens when you “assume” things.) The new clarity you gain will be the first and most critical step toward breaking any old habits, and developing new ones that reinforce your vision and leadership.

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Do you have questions or comments about how to beat back your bad speaking habits? If so, contact me at laura@vocalimpactproductions.com or click here to schedule a 20-minute focus call to discuss them with me personally!

 

Categories
Best Practices Entrepreneurship Human Resources Management Marketing Skills Women In Business

Are you Consistent Monday to Monday®? 4 Steps to Commitment

Click here to watch Are you Consistent Monday to Monday®? 4 Steps to Commitment

Consistency is a key element of influence. Inconsistency leads to a lack of trust. If people don’t trust you, they won’t act on your recommendations or follow your lead.

Influence comes down to two different elements that often collide; what you communicate, or the message, and how you communicate it, or the delivery.

Take action this week to make sure your personal brand is consistent Monday to Monday rather than making your listeners guess who is going to show up.

Categories
Best Practices Health and Wellness Human Resources Management Marketing Skills Women In Business

Handling Conflict with Class

Potential conflict lurks around every corner. Over the weekend, I found a surprise in my inbox, which turned into a good lesson in two-way diplomacy and proactive problem solving.

It was an email from Jeff Hayzlett, co-founder and chairman of the C-Suite Network and the Hero Club. He was responding to a couple of questions I had asked, and at the bottom was the following comment:

“On a side note— I got feedback that when asked you had mentioned that the experience with Hero was not good— so was that wrong feedback or is this [program you are putting together] another run to make it work?”

I’m not sure which dropped further – my jaw or the pit of my stomach.

These are the kinds of scenarios that tend to trigger people’s fight-or-flight reflex. They either run away in embarrassment – even if the allegations aren’t true – or they react angrily and defensively, neither of which is conducive to productive discussion and problem solving.

My mind raced, simultaneously trying to figure out who had given him that “feedback” and what on earth I had said to that person that would have left the impression that I had a negative overall experience with the organization. Plus, I didn’t want some misrepresentation to tarnish my relationship with Jeff and the C-Suite Network.

However, one thing I did notice was how he chose to bring it up to me. On the one hand, he didn’t passive-aggressively write me off and give me the silent treatment, leaving me completely in the dark, but he also he didn’t attack me with accusations. After all, upon hearing that kind of rumor through the grapevine, most people’s reflex would probably have started with “WTF?!”

Instead, he neutrally and unemotionally stated the nature of the information he had received. There was no direct accusation, insult, or attack. He then equally objectively asked if what he’d heard was accurate (it wasn’t), and made an effort to try to understand my current position, giving me the benefit of the doubt and a chance to give my side and set the record straight.

What mattered most to me was to maintain that tone throughout the exchange, however long it took, in order to get to the bottom of things while keeping our relationship intact.

I responded showing my surprise, and wanting to set the record straight, while indicating my continued support for the organization and mending any fences that may have been damaged:

“??? I have no recollection of saying that. Can I ask what the context was?  Be good to know who that came from, not for gossip, just for context. And if I can reach out to clarify to them I’d be happy to. I want to promote HC, not disparage.”

Although he didn’t reply directly to my email, we saw each other the next day at the C-Suite Network Thought Summit in New York, which he had organized. I approached him first.

Knowing that if our roles were reversed, I would have felt betrayed upon hearing such a report, I apologized for any potential miscommunication on my part, and repeated the request for more information to try to figure out where things got lost in translation.

The story he received was that I had sent an email responding to an invitation his team had sent me about speaking on his panel, allegedly saying I didn’t want to because I’d had a bad experience with the Hero Club. This already sounded odd to me, because I love being on stage at his events (heck, at just about any event), and we both get great feedback afterwards, but I wanted to see what I had written.

I took a moment to scroll through every email I had sent to him or his team in the past few weeks, and the only one I found that remotely addressed the issue was a response I had sent to the original invitation saying that (a) I’d love to; (b) in full transparency I couldn’t address [XYZ] exactly as requested and explained why, but (c) suggested another angle from which I could approach the topic, and asked if that would work instead.

I showed him the message, and wanting to confirm that he hadn’t inferred something unpredictable from it, I asked him sincerely if it sounded like I had declined the invitation.

“No,” he agreed unequivocally.

“Does it sound like my reasons for [XYZ] implied that my experience with the Hero Club was not good?”

Again, he shook his head and said, “No.”

I also pointed to the thread and showed him that I had not received a response regarding whether or not my alternative solution was an acceptable one. I wasn’t trying to be antagonistic, or throw anyone else under the bus. I simply wanted to show where my current understanding of the situation ended, and hopefully restore my reputation with him, not at anyone else’s expense, which I also stated outright.

What was important in the exchange was that we both kept objective and neutral in word, tone and body language, and shared what information we had with each other, staying open-minded and seeking mutual understanding, all of which is critical to problem solving.

A little while later, he came back to me after a bit of his own digging and shared what he had discovered regarding what had fallen through the cracks on his end as well. I was relieved, knowing that my reputation and our relationship had been restored, which was my main priority, regardless of whether or not I had a formal speaking role at the event.

He said to me, “(when I realized what happened), I told my team, fix this.”

Sure enough, a little while later we were both on stage together. And truthfully, I think the result was even better than what either of us had originally envisioned.

But what made the greatest impression on me was how powerfully smooth the process was. At the end of the day, I asked him how he’d feel if I blogged about the experience and how we worked through it. He nodded. “Go for it.”

When both parties address concerns directly but diplomatically, share all relevant information, listen openly, take responsibility for whatever went wrong on their respective side, and collectively seek to find a remedy, that’s where positive change occurs.

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Do you struggle with how to navigate conflict, or know someone who does? Contact me at laura@vocalimpactproductions.com or click here to set up a 20-minute focus call to discuss it with me personally.