YouTube transcript
Video ID: N1MOr-_Hnjw
Language: en
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[0:00] why do some people stop While others
[0:01] keep pushing why do some leaders Plateau
[0:04] While others rise today we're driving
[0:06] into the mindset of a leader who's
[0:07] coached over 3,000 sessions transformed
[0:10] hundreds of Executives yet still
[0:12] believes the best is ahead don't be
[0:14] afraid of conflict like positive
[0:16] conflict or productive conflict people
[0:19] leave bosses they don't leave
[0:21] organization what goes around comes
[0:23] around so if you start bad mouthing your
[0:25] boss your team will badmouth you and
[0:28] that will just feed into a toxic culture
[0:31] but you can be the best coach in the
[0:32] world but not have a thriving business
[0:38] welcome to ambition align the podcast
[0:39] where top performers unlock leadership
[0:41] decision-making and success at the
[0:43] highest levels my guest today is Dr
[0:45] Laura Aziz an elite executive coach who
[0:48] has left a twod decade Consulting career
[0:50] to help top leaders break through their
[0:52] limits today we'll reveal why confidence
[0:55] alone won't get you ahead before we jump
[0:57] in what's the biggest leadership
[0:58] challenge you faced drop in the comments
[1:00] I'd love to hear your experience and if
[1:02] you're serious about growth hit
[1:04] subscribe let's get into it what's
[1:06] driving you what's behind all of your
[1:08] Pursuit for something more thank you
[1:11] thank you Devon I uh I've been always
[1:13] driven by something bigger you know I'm
[1:15] always looking for watch snacks I don't
[1:19] settle for a status cope but I just want
[1:22] to for for the sake of clarity I coached
[1:26] 3,
[1:28] sessions but 500
[1:31] people okay thank very CL not to give
[1:34] any so 500 since I got certified by the
[1:38] ICF you know um International coach
[1:40] Federation prior to that I was a
[1:42] consultant in health information
[1:45] technology and I coached many people but
[1:47] before being the executive coach you
[1:50] know before before formally uh having
[1:53] that and that's was actually the driver
[1:55] like I saw how much people wanted to get
[1:58] better and I was always asked like how
[2:01] can we become Consultants you know what
[2:03] can we do to do something similar to
[2:05] what you're doing now you know
[2:07] information technology applications in
[2:10] healthcare was very new like nobody
[2:15] really 20 years ago many organizations
[2:18] were still on paper so everybody was
[2:21] curious to what's next and then when
[2:23] they work with me on the projects is
[2:25] like how can we do what you're doing or
[2:28] what would you from from the other
[2:30] things you saw in other organizations
[2:32] what would you recommend we do to get to
[2:33] the next level like how can I become a
[2:36] director how I can become a VP how can I
[2:39] get to the SE suite and then was an eye
[2:43] opening for me you know to see how I can
[2:45] help people and sometimes I say things
[2:47] not realizing how much it was an
[2:49] eyeopener for them like they never
[2:51] thought about it this way or never
[2:53] attempted to try it so that's that's
[2:57] where I uh enjoy my work and really
[3:00] bring a passion and and continue to feel
[3:03] excited about
[3:04] it thank you for clarifying only only
[3:06] 500 people in 3,000 sessions right only
[3:09] that's last four years in the last yeah
[3:12] since so so I pivoted to coaching early
[3:15] on in the pandemic I finished one big
[3:17] project I was on around May and that's
[3:20] where you know there were there was no
[3:21] travel no whatever so I there was no
[3:24] really projects at the time and I was
[3:27] thinking about coaching goong and taking
[3:29] some courses as time allowed so not
[3:32] having work and being stuck at home in
[3:35] many ways like many of us at that time
[3:37] it was a good opportunity for me to
[3:39] catch up and I knew Andrew nle from the
[3:41] center of Executive coaching from a
[3:44] program he was offering at an
[3:47] organization was called wbx now it's
[3:51] coaching.com so I knew Andrew I liked
[3:54] his style and Andrew was a consultant
[3:56] before so there was this kind of um
[3:59] sense of he he understands what my
[4:01] experience is what I have seen and this
[4:04] bridging you know from Consulting to
[4:06] Executive coaching uh was a good thing
[4:09] for me I felt like that was the right
[4:11] path and I joined um the center for
[4:14] Executive coaching uh and worked on it
[4:16] like double the time morning and evening
[4:19] sessions to finish the requirements and
[4:22] take the test the ICF test got the first
[4:25] one the ACC associate certified coach
[4:29] and then as soon as I completed the
[4:31] requirements I got the PCC professional
[4:33] certified coach so I'm working now on
[4:35] the
[4:37] master but that's a big a a big um
[4:41] Endeavor you know it needs more it needs
[4:43] a lot of re visiting many of the
[4:46] coaching principles and competencies and
[4:49] also time time commitment a lot of time
[4:52] commitment so maybe by the end of this
[4:55] year or next
[4:56] year wow that's so amazing and so
[4:58] impressive to go so so quickly through
[5:00] all that so I'm curious how has that
[5:03] transition been for you since you've
[5:06] been through so many transitions so
[5:08] what's what's what's it like to be an
[5:10] executive coach compared to being a
[5:12] consultant it's amazing it's beautiful
[5:15] uh we do after each session many of the
[5:19] companies I work with have a feedback
[5:22] survey after the session and uh the
[5:25] highest one is
[5:27] lifechanging that's like the best
[5:30] review you get and then the ne the one
[5:32] next to it is amazing and every time I
[5:35] get life changing I kind of feel like oh
[5:38] my God you know like I just want to
[5:40] pause and let everything stop and uh
[5:43] think about it of how can one person in
[5:47] few minutes like most sessions will not
[5:51] be longer than an hour impact someone's
[5:54] life to that extent and I that's the
[5:57] power of coaching in the ability to
[6:01] listen to what someone is
[6:04] experiencing and being able to reflect
[6:08] and get them to think about it like is
[6:10] this
[6:11] true like asking them to is this
[6:13] assumption
[6:14] true is the situation actually that or
[6:18] is this your
[6:21] interpretation and many times people do
[6:24] not in we are moving very fast life
[6:26] moves very fast and many companies
[6:29] people are especially executives are so
[6:32] stressed in time they kind of go from
[6:34] one meeting to the other there is no
[6:36] time to stop and think so it's the time
[6:39] they have for coaching if they have the
[6:41] privilege to have a coach is the only
[6:43] time they have to pause and think and
[6:46] challenge automatic thoughts challenge
[6:49] assumptions and then the ability to
[6:51] renew our minds you know can we reframe
[6:54] that can we think about it in a
[6:56] different context or from a different
[6:58] angle and many when we get to that point
[7:01] that's kind of where people feel it's
[7:05] transformational that feels really I see
[7:08] the energy here of what makes you really
[7:09] like transforming or changing and
[7:12] positive influence in people's lives so
[7:14] I'm curious what has been the largest
[7:17] struggle that you're seeing with people
[7:19] maybe recently Executives and what's
[7:22] some guidance like if you were imagine
[7:25] that someone in the audience that's
[7:27] listening right now is going through
[7:28] something
[7:30] similar to what most of the people
[7:31] coming to you are what would that
[7:34] problem be and how would you advise
[7:37] them in most leadership I was thinking I
[7:41] think about that every day so every day
[7:43] I take few minutes and think of what
[7:45] were the themes that were that popped up
[7:48] in the coaching sessions I had and I
[7:51] tried to make
[7:53] connections and recently three
[7:56] Executives from three different indust
[8:00] indries the main thing they brought was
[8:04] effective communication effective
[8:07] executive level
[8:09] communication and it comes in different
[8:12] ways like some people
[8:15] are too vocal
[8:19] people like uh get startled you know
[8:23] like you they are aggressive and their
[8:25] their peers or their teams feel like oh
[8:28] very hard to work with this person they
[8:31] do not see it as aggressive they feel
[8:32] passionate about it you know they are
[8:34] speaking but others who are slower or
[8:39] like to think about it feel that this
[8:41] person is aggressive and then it shows
[8:43] up in reviews or feedback and it hurts
[8:48] them other people are the opposite other
[8:51] people are very uh conflict avoiding so
[8:54] they don't want to bring up
[8:58] any cont contradictory
[9:01] view but you cannot in in any
[9:04] organization you cannot just agree with
[9:07] everything there is always you know pros
[9:10] and cons to every
[9:12] situation so what happens with people
[9:14] who hold back usually they are people
[9:16] Pleasers you know they try to kind of
[9:18] make everybody feel good then they end
[9:21] up getting very
[9:23] frustrated and and the the real Point
[9:26] here from a coaching perspective is how
[9:28] can you you go to meetings with an
[9:33] talking points with an agenda and not
[9:35] just sit and listen no like like speak
[9:37] up use your voice don't be afraid of
[9:40] conflict like positive conflict or
[9:42] productive conflict it's not a fight you
[9:45] know not every discussion is going to be
[9:47] a fight and that's where the work with
[9:50] the coach the the accountability or the
[9:52] followup you know because these things
[9:54] do not change overnight right you kind
[9:58] of to be develop self awareness to
[10:00] monitor yourself how am I showing up in
[10:03] meetings how am I the tone of voice
[10:06] sometimes it's not about the words but
[10:08] the tone of voice and the facial
[10:09] expressions like can you say what you
[10:11] want to say with more Melody versus an
[10:14] order or a command can you smile so
[10:17] you're not showing that you're
[10:20] upset these are like these are
[10:22] subtleties and I like to approach it
[10:24] from can we improve like 1% like can I
[10:28] do it one % better every day it's not
[10:31] going to be this is not going to be 180
[10:33] degree change because part of our
[10:36] communication style is part of who we
[10:37] are part of our
[10:39] personality and how we were brought up
[10:41] you know some of it is like what you
[10:43] absorb from your family and and what you
[10:46] have been doing for many many years so I
[10:48] like to encourage them and support them
[10:50] by saying like first be
[10:52] aware sometimes it's harder and I go for
[10:55] more like um specific things like people
[10:58] who like to speak quickly and don't
[11:01] allow time for others to share opinions
[11:04] I say put a note they use a yellow
[11:06] sticky note on your screen if it's a
[11:09] zoom call and say pause
[11:13] breathe and and kind of bit by bit they
[11:16] start to embrace that um that style of
[11:19] communication so communication is a big
[11:20] one and then followed by if not on the
[11:24] same level executive
[11:26] presence wow and you have something
[11:28] really interesting that that's that's
[11:30] really useful I've seen the same uh in
[11:32] my career and my practice uh I'm
[11:34] wondering I had a my last guest or one
[11:38] of my last guests is a a female leader
[11:41] coach for software engineers and she had
[11:43] something similar where she said she
[11:45] noticed that women tend to have trouble
[11:47] being disagreeable and kind of
[11:49] articulating what they want more and men
[11:51] can come off as overly aggressive in
[11:54] some of her practice and you brought
[11:56] it's interesting you brought that
[11:57] guidance of those two examp examples too
[11:59] I was wondering if you noticed that
[12:00] there's these traits um based off of our
[12:02] backgrounds from that perspective as
[12:04] well right and there are different ways
[12:07] to approach it like you can leverage
[12:09] emotional intelligence tool to bring in
[12:11] emotional
[12:13] regulation uh that's a big one we work
[12:16] on it for both men and women from
[12:18] different angles like how can we
[12:20] regulate emotions so we don't get too
[12:22] upset or
[12:24] overreact like not swing like you don't
[12:26] want the pendulum swinging from being
[12:28] very passive to very aggressive or
[12:31] lashing out at people like how can we
[12:32] bring balance and um regulate our
[12:36] emotions and in regulating the emotion
[12:38] and that was a big executive actually uh
[12:41] senior VP I never forgot him I'm not
[12:43] going to say he name of a company or
[12:46] anything but um he was specifically
[12:51] interested in emotional regulation
[12:53] because he used to be triggered like he
[12:55] would see a solution and believe that
[12:58] this is is the best thing to do and he
[13:01] have the data and he's sure there is no
[13:03] doubt but the other people are not at
[13:06] the same level they did not do all the
[13:09] research they do not NE are not
[13:11] convinced yet by his position his Speers
[13:15] actually I'm not here even talking about
[13:17] people on it so his peers would resist
[13:19] you know like no we will not do that no
[13:21] that's not going to fly and he gets
[13:23] upset and L out of them but working on
[13:27] one year this was a long coaching
[13:30] engagement um and we worked on managing
[13:33] triggers and he took it to heart like I
[13:36] gave him references I gave him articles
[13:38] and books to read and there are some
[13:40] good thing quality resources out there
[13:43] and he took it to hard the key thing in
[13:45] coaching is if you you have to embrace
[13:47] it you want to be like coachable what we
[13:49] done to say willing to change or willing
[13:52] to try at least you know try new thing
[13:55] so he took it to heart he practiced he
[13:57] would uh you know come back and tell me
[14:00] the scenarios and how he reacted and his
[14:03] scores on their feedback improved like
[14:07] he
[14:08] was recognized by HR and by his um boss
[14:13] that he did change and and that's I
[14:16] think the value of coaching is not just
[14:19] having time it I mean everything is
[14:21] great to have somebody to speak with and
[14:24] voice your concerns and try to adopt new
[14:27] Behavior but to actually see in your
[14:31] 360 is obviously phenomenal you know to
[14:34] so so I know it works if if you apply
[14:39] the work you know if you work on
[14:41] yourself if you try to
[14:44] change uh that's great and I think
[14:48] that's an amazing way to frame it is
[14:51] it's kind of a force self-reflection but
[14:53] you can't force it right like what
[14:55] you're saying you H they have to be open
[14:56] to they have to be open to the process
[14:59] and you've mentioned a few things I I
[15:00] really like the way you think here it
[15:02] sounds like you think in Frameworks a
[15:04] lot every every time you're talking
[15:05] through an example you give you give an
[15:07] example of how you measure the impact or
[15:10] a behavioral trait to fix and I know at
[15:13] least you correct me if I'm missing
[15:14] something here I saw you have some
[15:16] Frameworks that you've developed like
[15:17] the leap framework the Frameworks you
[15:19] developed or used um and I'm curious how
[15:22] do you use those tools or what are some
[15:24] of your F favorite Frameworks that you
[15:26] use in your practice to help frame some
[15:28] of these conver
[15:30] ations yeah I mean there are lots of
[15:33] great resources I would say out there if
[15:35] you have the ability to collect
[15:39] them understand them and be willing to
[15:42] experiment with them
[15:44] yourself and then share them with the
[15:48] client at the right time like not
[15:51] everybody is interested in a framework
[15:55] like like sometimes it's like it can be
[15:57] overwhelming so in some instances I
[16:00] would share one or two pillars of the
[16:03] framework like we don't need
[16:06] to overwhelm someone with an elaborate
[16:10] framework but we can take one or two so
[16:12] one of the
[16:15] foundational elements of many leadership
[16:18] Frameworks is having Clarity of
[16:22] vision because you want to know what you
[16:25] want what the company wants and all
[16:28] align them have alignment and
[16:31] Clarity so I always started with that
[16:34] but in sometimes in the very first
[16:37] sessions people are not ready to stretch
[16:40] their thinking so we tend to revisit it
[16:46] again it's such a powerful it's such a
[16:50] it's such a deep question like if you
[16:52] ask someone I've asked people you know
[16:53] what do you want no one I feel that no
[16:56] one really it's such a hard question
[16:58] people don't really spend the time that
[17:01] it deserves because it it really
[17:03] requires you to dig deep so if that's a
[17:06] beginning of
[17:08] clarity how do you get people to explore
[17:10] that
[17:11] question yeah very good point um I'll
[17:15] give you an
[17:16] example I had an executive in the
[17:19] pharmaceutical
[17:20] company and he
[17:23] was over word as many obviously it's a
[17:27] bit very tough industry many ways lots
[17:29] of benchmarks and and he was uh leading
[17:33] actually research and
[17:35] development uh so working with very you
[17:37] know very highly educated people
[17:40] Everyone is very opinionated and he was
[17:42] always stressed out you feel like by the
[17:44] end of the day he doesn't have any
[17:46] energy and he wasn't sure what he wants
[17:49] to do you know should he leave research
[17:51] and development and go and work in
[17:53] operations where things are much easier
[17:56] uh should he look for some other work
[17:58] you know you know where he doesn't have
[18:00] to work all these long hours you know
[18:02] and and it was very hard question to
[18:07] answer you know like it's someone's life
[18:09] his livelihood he had three kids and you
[18:11] know lots of
[18:13] responsibility and okay so we need more
[18:16] clarity on what he really wants you know
[18:18] what makes him happy what makes him feel
[18:20] proud of himself what's in his heart and
[18:23] the only way to get to that the only way
[18:25] to access that is doing something simple
[18:28] but nobody likes to do it unfortunately
[18:30] I don't know why is having some quiet
[18:33] time and reflecting and writing it down
[18:37] like you have to give yourself I would
[18:39] say at least five minutes in the morning
[18:42] five minutes at the end of the day so I
[18:43] don't ask them to do like longer
[18:46] sessions alone because they don't have
[18:49] time but if you just take five minutes
[18:52] whether in the morning you know drinking
[18:54] your coffee tea or whatever you like to
[18:56] drink in the morning or as soon as you
[18:58] get to the office you know before you go
[19:00] to meetings and get you know busy with
[19:02] all the hassle that you have adored just
[19:05] give yourself this gift of some quiet
[19:08] time and write down what's on your mind
[19:12] what are you thinking about first thing
[19:14] in the
[19:15] morning when you do it consistently so
[19:18] it's not the one time thing you want to
[19:20] do it
[19:22] consistently you start getting this
[19:24] Clarity of what is really important to
[19:27] you
[19:29] whether you want to stay in the same
[19:31] company you want to leave you want to
[19:33] stay in um research and development it
[19:37] you want to go to operations marketing
[19:39] whatever if you
[19:41] consistently listen to the voice inside
[19:44] you in your heart in your mind you you
[19:48] eventually develop this
[19:51] Clarity and you ever seen something
[19:54] transformational just from that exercise
[19:56] and could you maybe give an example of
[19:58] it or someone or some I'm imagine
[20:00] someone said came to you and said I want
[20:02] to fix this and then you gave them this
[20:04] exercise and then they came back and
[20:05] said I didn't want to do that at all I
[20:08] want to do something completely
[20:09] different was there ever a moment like
[20:11] that it it was the transformation was in
[20:15] having this
[20:16] certainty that I want to stay and I want
[20:20] to finish this projects I'm working on
[20:22] that I have power within me to organize
[20:27] myself and not be hijacked and triggered
[20:30] and working not having energy working
[20:32] too much time too much
[20:35] hours but I want to stay like this was
[20:40] and this actually what happened in this
[20:42] exact uh situation you know where we
[20:45] after two weeks I think it was about two
[20:48] to three weeks of writing every day what
[20:51] what do I want asking your oneself you
[20:53] know what do I really want what where am
[20:56] I seeing value where am I seeing
[20:59] Joy do do I still like what I do do I
[21:03] still like this company the the
[21:06] teammates I have my peers my direct
[21:08] reports my
[21:09] boss and and this person that I have in
[21:12] mind he finally stopped fighting with
[21:15] himself that of whether I should stay or
[21:18] go and decided to stay decided that he
[21:21] was happy here his boss likes him the
[21:23] work he's doing is good and all what he
[21:26] needs to do was to delegate more like
[21:28] not hoard like some people like to hoard
[21:30] the work you know they uh feel like they
[21:32] are the best ones to do it or actually I
[21:35] notic some people feel like my team is
[21:38] working so hard you know I don't want to
[21:40] give them more work so every request
[21:43] these guys specifically that comes to
[21:44] mind now every request for information
[21:48] that came to him he took the time to go
[21:50] and find the information and it's like
[21:52] when he told me that and it was like
[21:55] really like your team you're the 30
[21:57] people that H up to you nobody can go
[22:01] and find the information you have to
[22:03] stop the other things you're doing in
[22:05] between your senior level meetings or
[22:09] presentations you have to go and find
[22:11] information he said no I think anyone on
[22:13] my team can get this information so it's
[22:15] like so why don't you delegate like why
[22:17] don't you you get the email request for
[22:19] some information and you send this email
[22:22] to someone on your team now please can
[22:25] you find this and find uh respond to
[22:29] this email like why not he said he
[22:32] thought about it and he said I don't
[22:34] know you're
[22:37] right it's amazing you work with such
[22:39] intelligent people and then it's some it
[22:41] seems like an obvious solution but you
[22:42] need to be outside of the box or what
[22:44] one of my favorite mentors is right she
[22:47] always tells me you have to be outside
[22:48] the jar to read the label right that's a
[22:51] very good
[22:53] analogy absolutely so what that's really
[22:58] helpful so you start with Clarity hey
[23:00] where what do you want what what do you
[23:03] do after they get the clarity what's
[23:05] what's after that
[23:07] Stu
[23:09] yes so after Clarity we try to seek
[23:13] alignment so you Clarity and Alignment
[23:16] then to go hand in once you're clear on
[23:18] what you
[23:19] want you want to align
[23:22] with those around you align with company
[23:25] goals because if there is no alignment
[23:28] then you want to transition to something
[23:31] else like you don't want to live in
[23:33] Conflict all
[23:35] along
[23:37] so once you have Clarity on what you
[23:40] want what you like what is uh and
[23:43] addressing Your Personal
[23:46] Agenda then we seek alignment with boss
[23:51] very important I for many years I
[23:53] personally in my life my never really
[23:56] focus that much on the relationship with
[23:58] my
[23:59] boss but if you think about it having a
[24:03] positive empowering relationship with
[24:06] your direct manager is a transformative
[24:09] experience because in their hands like
[24:12] your promotion your reviews the
[24:15] opportunities that will come so that is
[24:18] something that I learned the hard way
[24:20] and I try to share it with my um clients
[24:23] all the time like like you want and they
[24:26] say there is actually research from
[24:28] Gallop that they say people leave bosses
[24:31] they don't leave
[24:34] organization so that's an eye opening
[24:37] thing if you think about it you know
[24:38] like how can I help my boss and then
[24:41] there is also some research that I found
[24:43] trying to show my clients how to look at
[24:47] it from a bigger picture I found
[24:50] articles published in Harvard Business
[24:52] Review what do you do if you don't like
[24:55] your boss what do you do even if you
[24:57] think your boss is toxic or
[25:01] incompetent and there is a strategy
[25:03] there is a methodology to address that
[25:06] to the extent you want to play it out if
[25:10] you feel it's too much then you want to
[25:13] think of how you can change
[25:15] that but it is that base pillar in our
[25:20] career
[25:21] advancement is how to align with your
[25:24] boss to help your boss succeed because
[25:28] when you both succeed you will succeed
[25:30] you were working on the same team you
[25:32] know so that's that's a foundational
[25:35] element yeah I I it's so true I can't
[25:38] tell you how many times I've seen people
[25:40] fight with their bosses and it's the
[25:43] biting the hand that feeds you know you
[25:46] you guys should get along and make sure
[25:48] that you're working towards the same
[25:49] vision here um but and it's always it's
[25:51] generally High performers too and people
[25:53] who really care right there's the one
[25:55] that Clash the
[25:56] most and and it's hard to think about it
[25:58] like you're not telling them not to care
[26:01] but it's either you can um I think the
[26:03] word that someone one of the senior
[26:06] coaches that I follow say like you are
[26:09] selling an idea but the person who's
[26:12] making the decision is the final voice
[26:17] so if you can convince them if you can
[26:19] sell your idea so if you think you're
[26:21] selling you're not going to be fighting
[26:23] you know you're going to be more
[26:25] influential more
[26:27] persuasive show data show examples case
[26:31] studies be pleasant you know don't have
[26:34] you know don't be you know too
[26:35] aggressive or too um you know extreme in
[26:39] your
[26:40] opinions so you sell the idea but if you
[26:44] can sell it then live with the decision
[26:47] that the decision
[26:49] maker did you know don't fight it and
[26:52] don't bed mouth them in their back like
[26:56] don't go and say oh this whatever you
[26:59] know this idiot or this uh crappy thing
[27:03] like B buy into it you know that's kind
[27:05] of essential for your reputation and
[27:08] because the idea behind it is what goes
[27:10] around comes around so if you start bed
[27:12] mouthing your boss your team will
[27:15] badmouth
[27:16] you and that will just feed into a toxic
[27:19] culture nobody's going to benefit from
[27:22] that yeah something are you bring it so
[27:24] well the concept of Gossip right I see
[27:26] this a lot and it's
[27:28] it feels good I think it feels natural
[27:30] for people to gossip but they don't
[27:32] recognize that as soon as you gossip
[27:34] about somebody everyone recognizes that
[27:37] well I can't really trust this person
[27:39] anymore because they're probably going
[27:40] to gossip about me right and then it
[27:42] creates a culture of no
[27:44] trust fascinating so I I want to respect
[27:48] your time I know we only have a short
[27:49] amount of time today um I'm curious
[27:52] you've gone through all of these
[27:54] different transitions what are you
[27:56] trying to accomplish in this next phase
[27:57] now that going to get you know you're
[27:59] going you're pretty close to getting
[28:00] your top certification in coaching what
[28:03] are you most passionate about right now
[28:05] and what's what are you pursuing that's
[28:09] a very good
[28:10] question I have lots of passion I be
[28:15] productive and and try to do whatever
[28:17] you know coach myself as well you know
[28:19] like uh which is a practice that most
[28:21] coaches are good at is okay also to get
[28:25] coached you know like get or mentored
[28:27] you know and and part of getting a the
[28:30] MCC there is mentorship in it my
[28:33] ultimate goal will be two folds of to
[28:36] continue to
[28:38] coach in leaders in general I get I get
[28:42] lots of personal you know satisfaction
[28:44] and I feel like I have something to
[28:47] share and contribute but I want to also
[28:50] have um a practice for people getting
[28:54] into
[28:55] coaching M because as you know
[28:58] there is a big
[29:00] interest these days in the profession of
[29:05] coaching and uh it's a big business Big
[29:08] Industry you know like a billion dollar
[29:11] industry so I feel like it's going to be
[29:15] a good a good um pivot or um if if it's
[29:18] if I consider it a pivot it might not be
[29:21] a real pivot it might just be different
[29:23] aspects of coaching but I feel there is
[29:26] a great um great demand that can be uh
[29:31] used for the betterment of of the
[29:35] coaching
[29:36] profession and uh my theme is coach the
[29:41] person and the
[29:42] problem as you know there is a very
[29:44] famous book by one of the founders in
[29:47] coaching um called coach the person not
[29:50] the
[29:52] problem but if you look at it from the
[29:55] co the continum if you will of coaching
[29:58] and
[29:59] Consulting it's going or coaching and
[30:02] mentorship it's going to be coach the
[30:04] person and the problem so I want to dig
[30:07] deeper into
[30:10] that that's great so coaching coaches
[30:13] but not just Lim meting it to coaching
[30:14] it's actually advising and helping solve
[30:17] problems
[30:18] mentoring yes because most coaches
[30:21] especially if they are transitioning
[30:23] like they leave their day job and they
[30:26] want to have a coaching uh business
[30:29] coaching firm they need to also build a
[30:33] practice you know there is a business
[30:34] element to
[30:35] it like Co you can be the best coach in
[30:38] the world but not have a thriving
[30:43] business like how can you get people to
[30:46] know about your offers you know how can
[30:48] you get people to know what you can do
[30:50] for them whether it's the individual or
[30:54] the
[30:54] organization like team coaching for
[30:57] example is a
[30:59] great professional development not just
[31:02] for people but for working together you
[31:04] know as teams and managing conflict and
[31:07] um having a positive healthy work
[31:10] environment so helping coaches to not
[31:14] just be great coaches but also have a
[31:16] thriving business so they live their
[31:19] life by Design not by default and enjoy
[31:23] what they do and be
[31:26] happy that's that's excellent um I'm
[31:29] curious we have a few more minutes you
[31:32] bring up something really interesting of
[31:34] how there's the coaching business is
[31:36] growing and I there's a lot of layoffs
[31:39] right now people there A lot of
[31:41] companies are going through transition
[31:42] and making cuts and making decisions
[31:45] with
[31:46] AI uh are becoming more prevalent I'm
[31:49] really
[31:50] curious what how would you give some
[31:53] generic advice or coach someone who's
[31:56] going through a layoff right now or
[31:58] going through that type of transition
[31:59] where they need Clarity that's been a
[32:01] little bit forced on them as a forcing
[32:03] function yeah very good question I've
[32:07] been working on that topic for a long
[32:09] time it's not new I actually have a
[32:11] LinkedIn live um the session that was
[32:15] dedicated to what to do if you are get L
[32:19] off and what to do to
[32:23] prepare you meet up for the layups and
[32:25] you know that it might it what how can
[32:28] you prepare yourself so it's kind of to
[32:31] related but separate because if you are
[32:34] still employed gainfully employed what
[32:36] can you do today to be strong resilient
[32:41] so if it hits you know how to hit the
[32:43] ground running you know you're not going
[32:44] to sit in the corner
[32:47] and but if you're laid off and you got
[32:51] that news already how can you not let
[32:56] the emotions and negativity overtake you
[32:59] and try to isolate the sense of grief
[33:03] there is grief obviously there is
[33:06] sometimes people feel like they don't
[33:07] know themselves you know like they their
[33:09] identity is so much ripped around their
[33:11] jobs so how can you
[33:14] acknowledge give yourself time to grief
[33:17] the
[33:18] loss and think in a practical way
[33:22] ideally if you can work with a coach to
[33:24] help you know kind of bring objective
[33:27] thinking
[33:28] and not be overtaken by negative emotion
[33:31] to what can I do like how is my resum is
[33:34] my resum ready does it reflect my skills
[33:39] and experience in a positive way in a
[33:42] comprehensive way and then LinkedIn you
[33:44] know like is because if you think of
[33:46] your LinkedIn profile it's like a ling
[33:50] page any recruiter or any even friend or
[33:54] acquaintance that you say no I'm looking
[33:56] for a job any ideas then we look you up
[33:58] on LinkedIn so do you have a
[34:00] professional
[34:02] picture do you have a professional
[34:05] background you know the the banner on
[34:07] top you know like is it easy for people
[34:09] to contact
[34:11] you and then thinking of some of the
[34:14] greatest achievements that you had in
[34:17] your career and right maybe it you
[34:20] without revealing anything that's
[34:22] confidential but wrting I gu tell you to
[34:25] show PA your skills
[34:28] so I like to leverage LinkedIn as a
[34:31] lending page and make it make let people
[34:35] know what you how you can help them what
[34:38] have you done and then with that I work
[34:41] on and I do that whether it's a lay off
[34:43] or just Pi someone wants to get higher
[34:47] in the organization or are experiencing
[34:49] self-doubt or imposter syndrome symptoms
[34:52] to work on is Success
[34:55] inventory so just to bring a piece of
[34:59] paper or use the you know notes or
[35:01] anything on your laptop and write down
[35:04] from the time as far as can you can
[35:06] remember all the successes that you had
[35:09] in your
[35:11] life in sports in
[35:15] hobbies in
[35:17] college if you're a parent you know
[35:19] raising your kids you know like all the
[35:21] positive things the accomplishments you
[35:23] had as a person as a human being and
[35:26] that's your success inventory
[35:28] and that will keep you strong the more
[35:30] you think about it and these things are
[35:32] not a onetime thing you know you have to
[35:33] kind of repeat you know embrace it every
[35:36] day it's transformative you know it's
[35:39] like because you need to be internally
[35:41] feeling strong and happy about yourself
[35:44] so you can do well in interviews you
[35:45] know present yourself in the best best
[35:48] possible
[35:51] lines that's so that's such Timeless
[35:53] advice people I'm seeing right now are
[35:56] going need that encouragement or it's
[35:58] it's confidence a lot of them are really
[35:59] qualified and this the confidence H will
[36:01] get them and I completely agree and
[36:03] resonate that's excellent advice
[36:07] uh if you have the time maybe we could
[36:09] have some fun just some rapid fire
[36:10] questions and then we'll wrap it up yes
[36:14] okay so what's your favorite leadership
[36:18] book yeah that's a that's a big question
[36:21] I like the concept of power be to have
[36:26] power be in your power and one of the
[36:29] very good books that came out last year
[36:32] is was written by Jen RTI the ex um CEO
[36:37] of IBM and it's called good power it's a
[36:41] very good book I haven't read it I'll
[36:42] put it in my list it's great okay
[36:44] favorite
[36:46] dessert ice cream okay good flavor what
[36:50] flavor I like PR Prine Prine oh okay
[36:55] that's good that's good is good as well
[36:58] okay what's the worst advice everyone
[37:02] gives someone like the worst generic
[37:07] advice oh that's hard
[37:11] um you do
[37:14] you yeah not a great one not a great one
[37:17] doesn't work all the time especially if
[37:18] the person's not doing that well right
[37:21] yeah not hping
[37:25] them okay F favorite way to take a day
[37:27] off what do you
[37:28] do what do I do if I have a day off yeah
[37:32] favorite way to relax I play with my
[37:34] granddaughters I have two granddaughters
[37:37] they are amazing and I forget everything
[37:39] when I'm with them you know like
[37:40] everything is out and I'm just enjoying
[37:43] my time with them how old are they do
[37:45] you mind if I ask seven and 10 oh that's
[37:49] awesome my daughter's four and a half
[37:50] and it's just the most fun that's like
[37:51] such a fun age right they're just a
[37:53] blast yes they are
[37:55] amazing okay anything that any piece of
[37:58] advice you wish everyone could know
[37:59] right now like any just good piece of
[38:01] advice or a word of encouragement for
[38:03] the group
[38:05] selfcare focus on yourself if you're in
[38:07] a good place you can help others and you
[38:09] can help the community help your family
[38:12] and you can do great in your career so
[38:14] start with
[38:15] self-care awesome and then what can my
[38:18] audience or me do to support you and
[38:21] whatever you're trying to accomplish
[38:22] with coaching coaches and continue your
[38:25] Executive coaching practice how can we
[38:27] follow you and what steps can we take to
[38:29] support you in your journey well thank
[38:31] you LinkedIn LinkedIn is a great place
[38:34] so um sharing you can follow me you can
[38:37] connect with me you can send articles or
[38:42] podcasts you know uh it's a it's a great
[38:44] environment to be in you know lots of
[38:46] great content and uh a way for people to
[38:49] connect across Industries across
[38:52] timelines and it's it's really great
[38:55] that's awesome well hey thank you Laura
[38:56] so much for taking taking the time today
[38:58] it was really a pleasure talking to you
[38:59] and I hope we get to do it again
[39:00] sometime soon you Devon have a great day
[39:03] yeah you too by byee