The Messy Leadership Podcast

Host Christi Scarrow interviews Tara Greenwood, CFO at GoCold Solutions, about leadership lessons and coaching techniques. Tara emphasizes the shift from directing to coaching, highlighting the importance of asking questions to understand and empower team members. She advises leaders to model desired behaviors, provide feedback, and foster open dialogue. Tara stresses the need for authentic leadership, recognizing personal strengths and weaknesses, and surrounding oneself with complementary skills. Influencing organizational culture involves rewarding desired behaviors and fostering accountability. Tara concludes that effective leadership is about becoming the best version of oneself.Action Items-Practice asking team members “Why?” to uncover the reasons behind actions-Observe and listen instead of providing ‘direct’ guidance-Be authentic in your leadership and supplement your weakness with the strengths of others.-To build accountability, role model and recognize the behaviours you want to see.-Recognize and reward actions that align with the culture you want to buildOutlineLessons in Coaching vs. Directing -Tara reflects on an early career lesson, emphasizing the shift from being an expert to trusting her team.-She explains how listening and asking questions helps the team find solutions, crucial for growth and future roles.-Christi notes the challenge of shifting from a “doer” mindset to coaching and asks Tara about her go-to coaching questions.Effective Coaching Techniques-Tara recommends asking “why” to uncover the reasons behind actions.-She highlights how questions aimed at understanding often help team members identify their own obstacles.-Christi agrees, saying good coaches help people discover their own solutions.-Tara adds that not knowing all the answers naturally pushes her into a coaching approach.Helping New Managers Transition-Tara stresses observing, giving feedback, and holding open conversations with new managers.-She notes that managing people is a continuous learning process and personal growth journey.-Christi calls it “messy leadership” and asks about Tara’s current challenges and strategies.Managing Diverse Teams-Tara discusses managing teams with varied styles and motivations.-She values bringing together people with diverse approaches to challenge and build ideas.-Tara shares she asks what’s important to each person, observes reactions, and keeps open conversations.Advice for New Managers-Tara advises being comfortable with one’s authentic leadership style, focusing on strengths, and being honest about weaknesses.-She suggests surrounding oneself with people who complement your strengths and clarifying roles accordingly.-Christi agrees, noting the importance of recognizing strengths and areas for improvement.Influencing Organizational Culture-Tara emphasizes modeling the right behaviors and rewarding actions aligned with the desired culture.-She explains that a true culture of accountability involves individuals owning their actions.-Christi shares her passion for accountability and agrees with Tara’s insights.Final Thoughts on Leadership-Tara emphasizes the importance of knowing your authentic leadership style and leaning into it.-She believes authenticity is the key to becoming the best leader.-Christi thanks Tara for her insights and encourages listeners to explore more leadership resources and connect with Tara.Useful LinksHost: Christi's Web PageGuest: GoCold SolutionsLighthouse NINE Group: WebsiteContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74

Host Christi Scarrow talks to Scott Lorimer, VP of Sales at Campbell's. Scott shares leadership insights rooted in his early work at McDonald’s. He emphasizes how combining hard work with fun has been foundational in shaping his career. Lorimer reflected on the challenges of team motivation and giving feedback.  He advocates for strategies that "create flight, not drag" and tailoring support to individual motivations. He underlines the importance of authenticity, consistency, humility, and humor in effective leadership. While humor can ease stress and boost morale, he noted the need for sensitivity to different personalities and situations.Action Items-Intentionally add humor and positivity to your leadership, while being mindful of timing and tone.-Take time to understand individual team member motivations and provide tailored support.-Give direct feedback in a way that encourages growth—“creating flight, not drag.”-Stay humble and consistently seek feedback to evolve as a leader.OutlineScott Lorimer’s Early Career Lessons-Scott reflects on his first job at McDonald’s, where he learned the value of working hard and having fun.-He recounts his journey from crew to swing shift manager and how that shaped his leadership.-He shares their mantra of “If you have time to lean, you have time to clean” which encourages people to find something to do, work hard and provide valueThe Importance of Fun in Leadership-Scott shares how humor helps him manage stress and maintain a positive team culture.-He discusses the delicate balance between humor and sarcasm and being mindful of how humor is received.-Christi adds her perspective on dark humor and the complexity of respecting different senses of humor.Balancing Stress and Leadership-Scott emphasizes staying calm and lighthearted during tough situations.-He quotes, “Leaders get the behaviors they exhibit or tolerate,” highlighting the power of example.-He stresses the importance of giving timely feedback that uplifts rather than demoralizes.-A personal story illustrates how direct feedback helped him grow.Motivating Teams and Providing Feedback-Scott explores the difficulty of motivating teams and giving effective feedback in fast-paced environments.-He suggests a feedback approach that blends directness with positivity.-He stresses the importance of understanding individual motivations and investing time in team relationships -He champions authenticity, consistency, humility, and the value of seeking feedback as a leader.Advice for New Leaders-New leaders should focus on enabling others to achieve results—not doing all the work themselves.-Scott shares how early feedback helped him see the value of empowering his team.-He stresses authenticity, self-awareness, and consistency.-Finally, he encourages leaders to seek feedback and stay thoughtful and curious in team interactions.Useful LinksHost: Christi's Web PageGuest: Campbell’s Lighthouse NINE Group: WebsiteContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74

Host Christi Scarrow and Judy Whittaker explore the challenges and lessons of leadership, with a focus on people management. Judy shares her evolution from entrepreneur to corporate leader, emphasizing the role of coaching and vulnerability. A pivotal conversation between the two—over 20 years ago—sparked Judy's commitment to better leadership. The discussion highlights emotional intelligence, mental health, and aligning leadership with personal values. Judy encourages leaders to embrace mentorship, ongoing learning, and open communication..Action Items-Read "Atomic Habits" by James Clear, "Think Like a Monk" by Jay Shetty and "The Atlas of the Heart" and "The Power of Vulnerability" by Brené Brown-Recognize that dropping people into people roles will not set them up for success.  Invest in building coaching skills for your managers and yourself.-Develop emotional intelligence by finding a mentor that shares the same values as you-Embrace vulnerability and ask the right questions to learn what your team needs to feel valuedOutlineJudy Whittaker's Early Leadership Challenges-Christi introduces Judy, noting her extensive background and their long professional relationship.-Judy reflects on moving from entrepreneurship to corporate leadership, shifting from self-reliance to managing a team.-She recalls a key conversation with Christi that launched her journey to become a better coach and motivator.-Christi also shares her own growth and takeaways from their shared experiences.The Power of Vulnerability in Leadership-Judy discusses how embracing vulnerability helped her connect with her team and grow as a leader.-Christi highlights the difficulty of leading without prior experience and understanding team motivations.-Judy notes many leaders are promoted for technical skills, not people skills, underscoring the need for coaching and mentoring.-Both agree vulnerability builds trust and respect within teams.Emotional Intelligence & Mental Health in Leadership-Judy shares her journey of self-awareness, emphasizing emotional intelligence and mental health.-Christi observes that younger leaders are more open to these topics than previous generations.-Judy encourages therapy, coaching, or mentorship for leaders seeking growth.-Both highlight the importance of self-care in balancing personal and professional responsibilities.Building Trust & Supporting Team Members-Judy recounts helping a volunteer feel valued, showing the power of listening and understanding.-She stresses avoiding assumptions and instead seeking to understand what drives team behavior.-Judy advises creating safe spaces for open dialogue.-Vulnerability, again, is seen as key to fostering a supportive and trusting team culture.Practical Tips for Effective Leadership-Judy recommends staying curious, always learning, and finding trusted mentors.-Christi shares her success with peer coaching and the value of walking meetings for authentic communication.-Judy urges leaders to align their values with their leadership style and choose mentors who reflect those values.-Authenticity and vulnerability are highlighted as core elements for motivating others.Final Thoughts & Recommended Resources-Judy reinforces the value of vulnerability and lifelong learning, sharing her go-to leadership reads.-Christi thanks Judy, reflecting on their progress and growth over the years.-They close by affirming the ongoing journey of leadership and the enduring importance of vulnerability.Useful LinksHost: Christi's Web PageGuest: TBDLighthouse NINE Group: WebsiteContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74

Host Christi Scarrow and Stéphane Grenier, founder of Mental Health Innovations Consulting, discussed his leadership journey, emphasizing the “leaders eat last” philosophy—putting employee needs before personal interests. Grenier criticized rigid organizational policies and stressed flexible, people-first leadership. He also called out token mental health initiatives like Mental Health Awareness Week and Bell Let's Talk Day, advocating instead for cultures built on genuine care and peer support. He emphasized that shifting organizational culture to support mental health is a long-term, patient process.Action Items-Establish a culture of care where employees feel empowered to support each other.-Avoid short-term fixes; commit to a multi-year process for lasting mental health support.-Be patient and persistent—results may not be immediate, but they will come.OutlineLeadership Lessons from the Military-Stéphane recalls his military leadership experiences, where inspiring people mattered more than raising voices.-He embraced the “leaders eat last” mindset—leaders ensure employees have what they need to thrive.-Success comes from focusing on people, not just performance metrics.Balancing Performance and Individual Needs-Stéphane argues for policies that are flexible and adaptable to real human needs.-He critiques rigid bereavement rules and shares a general’s advice: make exceptions when policies fail people.-Leaders must be courageous and prioritize humanity over uniformity.The Role of Policies and Flexibility-Policies should guide, not dictate, leadership behavior.-Leaders need the courage to bend policies when necessary to support their people.-A people-first approach sometimes requires risk tolerance and rule-bending.Creating a Culture of Care-Stéphane critiques symbolic gestures like awareness weeks, which lack lasting impact.-True care comes from continuous, meaningful efforts to value and support staff.-Leaders must cultivate environments where peer support is natural and encouraged.Empowering Peers for Support-Leaders should not try to do everything alone—they must enable peer support systems.-It’s about creating an open, trusting culture where employees reach out to one another.-Employees should feel seen, supported, and valued by both leaders and peers.The Long-Term Investment in Mental Health-Stéphane identifies three leadership mindsets: dismissive, complacent, and transformational.-Only those committed to real change will see deep, lasting results.-Organizational culture shifts are slow but worth the time and effort.The Importance of Patience and Long-Term Investment-Culture change is like buying an air conditioner—it’s a long-term investment, not an instant fix.-Leaders must stay focused on building the right conditions and be prepared to wait for results.-Consistent effort pays off in the form of sustainable well-being and improved morale.The Role of Leaders in Setting Conditions-Leaders don’t need all the answers—they need to create the right environment for support to flourish.-Empowering others is key to a strong, self-sustaining culture of care.-Patience, empathy, and long-term thinking are the foundations of effective leadership.The Impact of Economic Challenges-Even during tough times, mental health support should remain a priority.-Stéphane urges leaders not to freeze or cut back on these efforts when challenges arise.-A strong mental health culture is not a luxury—it’s a necessity for resilience.Useful LinksHost: Christi's Web PageGuest: Mental Health InnovationsLighthouse NINE Group: WebsiteContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74

Host Christi Scarrow is joined by Tracy Nolan, Senior Vice President at Humana and Board Member at Dress for Success, who discusses her leadership journey, emphasizing the importance of understanding individual motivations and respecting different career goals. She highlights the value of listening and asking questions to foster understanding. Nolan shares a story about a goose that illustrates how you might be missing what truly matters to people. She also stresses the significance of providing and receiving feedback, noting that tough conversations are crucial for growth. Nolan advises leaders to balance their time between doing, managing, and leading, and to have regular check-ins with their teams for better performance and development.Action Items-Reflect on where you are spending your time as a leader - doing, managing, or leading.-Allow time to truly listen to, hear and act upon employee concerns, especially during times of change.-Schedule regular 1-on-1 check-ins with your team members, even if you don't have specific agenda items.-Seek out feedback, including 360-degree feedback, to identify areas for your own personal growth and development.OutlineEarly Career Lessons and Initial Leadership Challenges-Tracy shares an early career lesson from her time in retail, emphasizing the importance of understanding different motivations within a team.-Tracy recounts a story about pre-judging a colleague's work ethic, learning that not everyone has the same career ambitions.-Christi relates to Tracy's experience, discussing the challenge of judging others based on personal ambitions.The Importance of Listening in Leadership-Tracy discusses the importance of listening as a key leadership skill, emphasizing the need to seek understanding.-Christi agrees, noting the common mistake of new managers who feel they need to set the scene and give directions.-Tracy shares a story about holding weekly open calls during a company transition, highlighting the value of listening to team concerns.-She recounts a specific example where a team's concern about a goose in the parking lot led to a positive outcome, illustrating the impact of listening.Handling Tough Conversations and Feedback-Tracy talks about the challenges of having tough conversations with senior leaders, sharing a story about a leader with a temper.-She explains how providing feedback can lead to positive changes, even if it is initially met with resistance.-Christi and Tracy discuss the importance of feedback as a gift, even if it is initially difficult to accept.-Tracy shares her experience with a recent 360-degree feedback process, emphasizing the value of continuous learning and development.Balancing Doing, Managing, and Leading-Tracy advises leaders to assess where they are spending their time between doing, managing, and leading.-She suggests using a simple exercise to track time spent in these areas and adjust accordingly.-Tracy emphasizes the importance of regular one-on-one check-ins with team members to ensure open communication.-Christi agrees, noting that reflecting on time allocation can help improve team performance and reduce dysfunction.Final Thoughts on Leadership Journey-Tracy concludes by emphasizing that leadership is a continuous journey, requiring continuous learning and self-improvement.-She encourages leaders to help their teams learn and grow, which will lead to better results and a more fulfilling experience.-The conversation ends with a mutual appreciation for the importance of effective leadership and continuous improvement.Useful LinksHost: Christi's Web PageGuest: TBDLighthouse NINE Group: WebsiteContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74

Host Christi Scarrow talks to Preet Makkar, the Head of Human Resources at Haleon, who emphasizes authenticity in leadership. She discusses managing personal and professional stressors, advocating for emotional regulation and self-awareness. Preet highlights how leaders' emotional states impact employee retention, noting how negativity can increase turnover. She stresses candid conversations, prepared feedback, and continuous growth through self-reflection and mentorship. She underscores vulnerability in building trust and effective leadership.Action Items-Engage in personal reflection and understand your triggers to get “out of the box”-Prepare for difficult conversations with specific examples and clear impact.-Schedule feedback when the recipient is in the right frame of mind.-Follow up after feedback to address questions or concerns.-Embrace positive feedback to identify strengths.-Reflect on triggering feedback for growth.OutlineLessons in Authentic Leadership-Preet stresses being an authentic leader and staying true to oneself.-Christi notes leadership's complexity due to maintaining an image.-Preet discusses challenges of staying present amid pressures.Emotional Regulation and Triggers-Preet highlights how personal struggles impact leadership and the importance of being present as  a leader.-Preet explains the concept of "going into the box" and its negative emotional effects and the financial and engagement risks of prolonged negativity.Building Trust and Self-Awareness-Preet emphasizes self-awareness and self-reflection in leadership.-Preet stresses work-life integration and self-investment post-pandemic.Vulnerability and Emotional Trust-Preet shares a personal story, drawing leadership parallels to parenting.  She highlights the need for openness and vulnerability's role in building trust.-Preet reflects on generational attitudes toward vulnerability and stresses that vulnerability fosters emotional trust.-Christi shares lessons from good and bad managers.Handling Difficult Conversations-Preet stresses the importance of candid conversations at work and at home. -She shares the quote that “avoiding difficult conversations is trading in short term discomfort, for long term dysfunction.” -Preet advises preparing for conversations with clarity and timing.Balancing Support and Psychological Safety-Christi and Preet discuss balancing support and psychological safety.-Preet critiques the "s*** sandwich" feedback approach and dvocates for clear, specific, and prepared feedback conversations.-She emphasizes follow-up and continuous discussions for growth.Receiving and Embracing Feedback-Christi asks about making feedback easier to receive.-Preet stresses embracing positive feedback and strength and shares a story about a triggering word and dealing with unresolved issues.-She advises thanking people for honest feedback and using it for growth.Self-Awareness and Continuous Development-Christi asks her to discuss the role of self-awareness in development.-Preet highlights learning through experiences and mentorship and encourages embracing feedback for self-improvement.-She warns against treating feedback as mere theory without action.Final Thoughts on Leadership-Emphasizes leadership as a responsibility and a chance for growth.-Encourages leaders to take their role seriously and be memorable.Useful LinksHost: Christi's Web PageGuest: HaleonLighthouse NINE Group: Web pageContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74

David Singer, President of Thomas Large and Singer, emphasizes the importance of listening in leadership, drawing from his sales background. He stresses the value of patience and active listening to understand employee concerns, leading to better outcomes. Singer suggests focusing on building empathy in his employees, advocating for regular constructive feedback and trust-building through personal connections. He highlights the need for leaders to be approachable and present, balancing formal feedback tools with personal interactions. Singer underscores the significance of trust and humanity in fostering effective leadership and team alignment.Action Items-Provide constructive feedback to managers regularly.-Carve out time to walk around and build trust with employees through personal conversations.-Use 360-degree reviews and external leadership training to improve leadership skills.-Develop emotional intelligence and self-awareness in high-performing team members lacking these skills.OutlineThe Importance of Active Listening-David Singer shares advice from a manager to use the "two ears, one mouth" rule, emphasizing listening.-He stresses the need to be patient and listen fully to employees to avoid misguided solutions., noting that leaders often know less about specific issues and should let employees communicate.-He highlights waiting through pauses to gather more information and admits to working on patience daily.Influencing Change and Building Trust-David suggests writing thoughts down to improve focus and creating a safe space for employees to share openly.-He notes that driving change requires understanding root issues and listening to all perspectives.-Specifically he shares that credibility is key and rushing into solutions can harm trust.Managing Talented and Building Empathy -David shares the need to build empathy in employees; with less focus on driving performance.-He discusses providing regular constructive feedback and managing by walking around.-He recommends HR tools like 360-degree feedback reports help evaluate leadership and having a balance between personal connections with formalized feedback tools.Hybrid Work and Leadership-Singer acknowledges hybrid work challenges and emphasizes relationship-building.-He discusses using tools like 360-degree feedback and external training to maintain rapport and understand employee needs.Advice for Struggling Managers-David advises struggling managers to build trust and foster humanity in leadership.-He emphasizes the importance of personal connections and creating a safe space for employees are key.-Christi thanks David for sharing insights on building trust and humanity in leadership.Useful LinksHost: Christi's Web PageGuest: Thomas, Large and SingerLighthouse NINE Group: WebsiteContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74

Teri Kingston, founder and CEO of Real Impact Speaking and TEDx coach, shares her entrepreneurial journey and the importance of storytelling in leadership. She emphasizes continuous learning in marketing and public speaking. Teri recounts her transition from volunteer coaching to a paid business model, guided by a business coach's advice, and underscores storytelling's role in team building and corporate culture, drawing on her work with the Ottawa Police Services and refugee organizations. She urges leaders to develop storytelling skills to enhance team communication and influence. Action Items-Incorporate storytelling in to corporate messing regularly-Consider training for leaders to use storytelling more effectively to engage their teams-Become a "story nerd," using books, courses, and coaches for skill development.OutlineJourney and Early Lessons-Teri discusses the challenges of self-leadership as an entrepreneur, sharing insights on promoting and firing herself.-She highlights the need for continuous learning, particularly in marketing.Transitioning to a Business Model-Teri explains her shift from unpaid coaching to a thriving business, spurred by advice to value her skills.-She values follow-ups with past TEDx speakers to gauge their growth and impact.-Christi relates, appreciating the value of paid expertise.Storytelling in Leadership-Teri emphasizes storytelling as vital for team building and cultural shifts, citing work with OPS and refugee organizations.-She advises leaders to use storytelling to articulate vision and manage change effectively.Overcoming Nerves in Public Speaking-Teri identifies common speaker challenges like nerves and preparation, offering strategies to overcome them.-She mentions her joy in seeing speakers grow and an upcoming workshop focused on managing anxiety.-Through coaching, speakers discover personal growth and untapped capabilities.Practical Storytelling Tips-Teri advises leaders to recognize communication skills as valuable workplace tools.-She recommends resources like Matthew Dicks’ teachings and encourages capturing everyday stories for presentations.-Authenticity and vulnerability are key to building audience connections.Storytelling for Employee Engagement-Storytelling boosts engagement and helps leaders communicate succinctly in meetings.-Teri recounts a team’s success in using storytelling to convey their message effectively.-Christi acknowledges the need for practice in integrating storytelling.Resources for Aspiring Storytellers-Teri urges leaders to become "story nerds," suggesting books, courses, and hiring coaches for skill development.-She and Christi highlight Teri’s book as a valuable resource for listeners.-Teri expresses gratitude for the conversation and opportunity to share her expertise.Useful LinksHost: Christi's Web PageGuest: Real Impact SpeakingTeri’s Book: Get Ready for TED When TED is Ready for YOU!Lighthouse NINE Group: Web pageMatthew Dicks: Making Stories Come AliveContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74

Bryan Clayton, CEO of GreenPal, joins Host Christi Scarrow and discusses his journey from realizing his initial leadership failures to understanding the importance of self-improvement and genuine care for employees, emphasizing that leadership is about servitude. He highlights the necessity of investing in company culture and the importance of being authentic and present and shares that it took him seven years to recognize and address this, stressing that leadership is a continuous learning process and advises new leaders to embrace the challenge, seek improvement, and that leadership is a lifelong journey.Action Items-Read books, attend leadership conferences and listen to podcasts on leadership to continuously learn and improve.-Be the role model as a leader.  Your actions and enthusiasm will help people to connect to your vision.-Embrace leadership as an act of servitude.  Truly care about your people and help to get to where they want to go in life.OutlineEarly Leadership Realizations-Bryan shares an early career pivotal moment when he realized his leadership was lacking, feeling like a victim and blaming others.-He had a wake-up call that his company's issues were a reflection of his own leadership and personality.-He emphasizes the importance of self-improvement to improve the business, a process that took him seven years to understand.Developing Leadership Skills-Bryan explains that leadership is about servitude and caring for the people working with him.-He emphasizes the need to genuinely care about employees' personal lives and how the company fits into their goals.-He describes the long-term effort required to build a positive company culture, which took about three years to notice significant improvements.Signs of a Toxic Culture-Bryan suggests that if the founder doesn't want to go to work, it indicates a problem.-He advises making hard changes, including letting go of certain customers or employees and rebuilding the business from the inside out.-He stresses the importance of enthusiasm and being willing to make tough decisions to turn things around.Pulse-Checking Employee Morale-Bryan recommends internal surveys and customer reviews as valuable feedback sources.-He notes that body language and overall attitude in the workplace are also important indicators.-He advises talking to employees and customers to understand what needs to change and improve.Challenges of Modern Leadership-Bryan shares his experience starting his second business, GreenPal, and the realization that leadership can't be half-assed.-He emphasizes the need to lead by example, be the first in and last out, and take the mission seriously.-He highlights that building a high-performance team requires full commitment and effort.Importance of Connection and People-Bryan agrees, stating that success is about everyone getting to the finish line together and feeling good about it.-He emphasizes that life becomes unrewarding without the satisfaction of working with and connecting with others.-He reiterates the need for leaders to be all-in and committed to their mission.Advice for Struggling Leaders-Bryan acknowledges that leadership is hard and not taught in schools or business programs.-He advises recognizing that everyone starts as a bad leader and that it's a continuous journey of improvement.-He encourages reading books, listening to podcasts, attending conferences, and embracing the never-ending process of leadership growth.Final Thoughts and Encouragement-Christi summarizes Bryan's advice and emphasizes the importance of humility and continuous learning. He agrees and encourages leaders to start their journey and be open to growth and challenges.-He highlights that leadership is a rewarding and satisfying experience when done well.Useful LinksHost: Christi's Web PageGuest: GreenPalLighthouse NINE Group: Web pageContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74

Host Christi Scarrow and Lorrey Arial Bonilla, Executive Director at ECCDC, discuss key lessons in leadership, emphasizing the importance of relationships, networking, and work-life balance. She highlights the need for strong communications with boards, staff, funders, and stakeholders, and the value of seeking external support to avoid isolation. Lorrey stresses the importance of resiliency, time management, and prioritizing tasks to prevent burnout. She also underscores the significance of regular goal-setting meetings and open dialogues to understand staff needs and improve engagement. Finally, she advises on recognizing staff efforts through various forms of appreciation to foster a supportive and motivated team. Action Items -Send thank you cards as a form of recognition. -Identify and model a work-life balance -Look for new ways to connect and acknowledge your team members Outline Early Lessons in Leadership -Lorrey shares her extensive experience at ECCDC, having been with the organization for 28 years and in her current position for nine years. -Lorrey identifies three key lessons: the importance of relationships, networking, and work-life balance. The Importance of Relationships -Lorrey emphasizes the significance of strong relationships with the board, staff, funders, and stakeholders. -She highlights the need for respectful, transparent, and responsive relationships with stakeholders. -Lorrey discusses the importance of networking and seeking support from peers and colleagues in similar roles. -Christi reinforces the value of networking, sharing her own experience of not prioritizing it enough in her corporate role. Balancing Work and Life -Lorrey identifies work-life balance as a crucial lesson, emphasizing the need to prioritize and manage time effectively. -She discusses the challenges of avoiding the habit of working late and the importance of modeling a healthy work-life balance for staff. -Christi agrees, noting the tendency for purpose-driven organizations to require long hours, which can lead to burnout. -Lorrey mentions the need to trust staff to manage their own workload and not to fall into the routine of working late regularly. Staffing Challenges and Solutions -Lorrey identifies staffing as a significant challenge, focusing on recognizing and leveraging staff strengths and interests. -She discusses the balance between creating independent work environments and providing necessary support and coaching. -Christi acknowledges the common struggle with staffing and asks for Lorrey's insights on when to step in and when to step back. -Lorrey emphasizes the importance of regular goal-setting meetings and open dialog to understand staff needs and provide appropriate support. Recognition and Support Strategies -Lorrey highlights the importance of recognizing staff efforts through various means, from quick emails to formal celebrations. -She provides examples of different recognition strategies, including thank-you cards, team gatherings, and raffles for time off. -Christi shares a personal example of receiving a thank-you card from Lorrey, emphasizing the impact of small gestures. -Lorrey advises being kind and patient to oneself, taking baby steps, and viewing challenges as learning opportunities rather than personal setbacks. Final Thoughts and Advice -Lorrey encourages managers to look for new ways to connect with staff and recognize their efforts in meaningful ways. -She emphasizes the importance of being open to challenges and learning from them. -Christi thanks Lorrey for her insights and advice, and encourages listeners to find resources on navigating leadership challenges. -The conversation concludes with mutual appreciation and well-wishes. Useful Links Host: Christi's Web Page Guest: ECCDC Lighthouse NINE Group: Web page Contributors Music: All The Fixings by Zachariah HickmanEditing: tribe74

Yves Dalcourt, Managing Director at Miele in Australia and New Zealand, discusses his leadership experience during the COVID-19 pandemic. He emphasizes the importance of personal connection, daily communication, and creating a positive culture. Dalcourt highlights initiatives like the "song of the day" and consistent email updates to maintain morale. He also shares his philosophy of valuing employees as "heartbeats" rather than just head counts. Reflecting on his career, he stresses authenticity, adapting to different generations, and learning from both good and bad leaders. Action Items -Continue to build personal connections with employees and foster a strong, collaborative culture. Implement creative, engaging activities to keep the team motivated and connected during challenging times. -Maintain consistent, transparent communication with the entire organization to provide direction and reassurance. -Adapt leadership style to effectively connect with and support the needs of younger, more tech-savvy employees. Outline Strategies for Leading During a Pandemic -Yves explains the two main strategies he and his management team developed: prioritizing the health and safety of employees and ensuring the business could continue. -He emphasizes the importance of personal connection and daily communication with employees for reassurance and to build trust. -He initiated a "song of the day" activity to keep employees engaged and connected. Building a Culture of Connection -Yves discusses the importance of personal connection in leadership, using the term "heartbeats" instead of "head counts" to emphasize the human element. -He shares how this focus on personal connection helped create a strong company culture and engagement, even during challenging times. -He highlights the long-term positive impact on the company's culture and engagement, emphasizing the importance of not wasting a crisis. Lessons Learned from Early Leadership Experiences -Yves recounts his first job experience, where the CEO failed to acknowledge him, which shaped his commitment to connecting with employees. -He emphasizes the importance of being an authentic leader who values human connection and adapts to different situations and environments. -Yves shares how he learned from both good and bad leaders, taking the best practices and avoiding the negative traits. Navigating Challenges with Bad Leaders -Yves recommends understanding the needs and communication preferences to build trust and establish a connection. -He emphasizes the importance of not getting emotionally involved and focusing on the end goal when dealing with difficult bosses. -Yves suggests having a good network outside the workplace to vent and share similar experiences, which can provide support and perspective. Adapting to Different Generations and New Leaders -Yves discusses the importance of understanding different perspectives and needs. -He shares how his daughter, who is a millennial, helps him connect with this generation and adapt his leadership style. -Yves emphasizes the need to be relevant and connect with new leaders to shape them for the future of the business. Final Thoughts on Leadership and Personal Connection -Yves advises leaders to have fun and not take their roles too seriously, emphasizing the importance of enjoying the journey. -He encourages others to surround themself with great people. -Yves shares his belief that leaders should not feel the need to have all the answers and should be comfortable with not knowing everything. -He concludes by encouraging leaders to focus on the positive and not let stress and challenges overwhelm them, emphasizing the importance of resilience and adaptability. Useful Links Host: Christi's Web Page Guest: Miele Lighthouse NINE Group: Web page Contributors Music: All The Fixings by Zachariah Hickman Editing: tribe74

Jennifer Braganza (VP of Operational Excellence at Pontoon Solutions), sits down with host Christi Scarrow and discusses the importance of passion and the necessity of learning from failures. She highlights the significance of connecting organizational goals to employees' interests and the value of timely, specific recognition. Braganza also stresses the importance of building teams, not just finding outstanding talent, and the need for leaders to be adaptable and transparent. She shares strategies for encouraging diversity of thought, such as using anonymous brainstorming tools and advises leaders to understand and adapt to their team members' preferences for feedback. Action Items -Implement a regular team meeting tradition of starting with recognition and appreciation. -Explore the use of tools like Mentimeter to encourage divergent thinking and avoid groupthink within existing teams. -Share your “How to Handle Me” cheat sheet with others and help your team to share it with you Outline Engaging Teams and the Importance of Recognition -Jennifer explains the importance of connecting organizational goals to what is important to individuals and accepting that not everyone will be passionate about the same things. -She highlights the role of the first follower in making a leader  -Jennifer shares her practice of starting team meetings with recognition, emphasizing the need for timely, concrete, and specific appreciation. Balancing Recognition and Constructive Criticism -Christi and Jennifer discuss the importance of recognition and the analogy of giving "sunshine" to people. -Jennifer talks about the need for constructive criticism and the balance between recognizing good work and providing feedback. -She mentions the importance of building recognition into organizational systems and structures, emphasizing the need to focus on positive actions. Challenges of Leadership and Building Teams -Jennifer discusses the importance of being aware that leaders are always being watched and the impact of their reactions on their teams. -She shares her strategy of training her brain to react positively to new ideas and the importance of giving team members the opportunity to flesh out their ideas. -Jennifer emphasizes the need to build a team, not just find outstanding talent, and the importance of considering the fit for purpose when hiring. Encouraging Diversity of Thought and Managing Teams -Jennifer explains the use of tools like Mentimeter for anonymous brainstorming to encourage divergent thinking. -She emphasizes the importance of leaders being quiet and allowing team members to speak first to avoid groupthink. -Jennifer highlights the importance of safe spaces for sharing ideas. Adapting Leadership Styles and Empowering Teams -Jennifer advises focusing on either results or personal development and being adaptable to the needs of the team. -She emphasizes the importance of being honest and asking questions to understand how team members prefer to receive feedback and recognition. -Jennifer shares her practice of having a "how to handle me" conversation with new managers to set expectations and improve communication. Building Trust and Transparency in Leadership -Jennifer discusses the importance of building trust with teams and being transparent. -She shares her experience of realizing that her facial expressions could be misinterpreted and the need to provide context for her reactions. -Jennifer emphasizes the importance of apologizing for any abruptness and being clear about the reasons behind her actions. Useful Links Host: Christi's Web Page Guest: Pontoon Solutions Tool: Mentimeter Lighthouse NINE Group: Web page Ted Talk: How to start a movement Contributors Music: All The Fixings by Zachariah Hickman Editing: tribe74

Host Christi Scarrow and Guest Ryan Labong (Chief Commercial Officer at Nature’s Path) have a conversation centered around the importance of executing strategy and fostering an environment where team members feel comfortable sharing their thoughts and concerns. Ryan shares how performance culture can negatively impact long term growth and the importance of empathy to counterbalance this. Christi and Ryan discuss the importance of developing high performing teams supported by non-judgemental leaders.   Action Items -Focus the team on no more than three clear strategic priorities. -Continue holding regular one-on-ones, bi-weekly check-ins, and quarterly milestone reviews -Invest in team-building activities like volunteering together to foster collaboration and camaraderie. -Lead with empathy and compassion for sustainability Outline Leadership lessons, challenges, and strategies for keeping teams motivated and driven. -Ryan Labong emphasizes the importance of execution in business, citing a high-performing team as crucial to achieving common goals. -He believes leaders should be situational and adaptable to bring out the best in their team members, fostering collaboration and connectedness. -Ryan discusses challenges in leadership, including maintaining drive and engagement over time. -He shares strategies for keeping things fresh, such as setting ambitious goals and breaking them down into smaller milestones. Leadership, empathy, and finding balance in managing a high-performing team. -Ryan Labong emphasizes the importance of clear operating models and priorities to drive habits and focus for the team. -He advises newer managers to prioritize and make hard choices to achieve success, even in an ambitious organization. -Ryan emphasizes the importance of empathy and flexibility in leadership, citing the need to understand and support team members' personal challenges. -He advocates for a balance between driving results and building a high-performance team through collective support and rallying around individual needs. Leadership, team building, and overcoming challenges. -Ryan emphasizes the importance of team building and investing in activities that foster collaboration and camaraderie. -Christi agrees and suggests that team building can be a cost-efficient way to reset the mindset and have fun with the team. -Leaders should foster an environment where team members feel comfortable sharing their thoughts and ideas. -Effective leadership is not a guarantee, but it's fulfilling when teams perform well due to the leader's influence. Useful Links Host: Christi's Web Page Guest: Nature's Path Organic Lighthouse NINE Group: Web page Contributors Music: All The Fixings by Zachariah Hickman Editing: tribe74

Host Christi Scarrow sits down with Pina Melchionna, President and CEO at CITT Canada's Logistics Association, and shares insights on leadership with an emphasis on authenticity and inclusivity. Pina recounts a pivotal moment in her career where asking for clarification led to positive feedback, teaching her the value of vulnerability and authenticity. She highlights the importance of mindful language to avoid exclusion, suggesting leaders use inclusive terms like "you all" instead of "you guys." She also advocates for a coach-like approach to feedback and the need to tailor leadership styles to individual employees' needs and cultural sensitivities. Action Items -Be willing to speak up in support of yourself and others. -Be mindful of exclusionary terminology as a leader. -Explore different coaching techniques to provide constructive feedback, such as asking reflective questions. -Reinforce positive behaviors more frequently to balance out corrective feedback. Outline Early Career Lessons in Leadership -Pina shares her early career lesson about showing up authentically, especially as a female leader in a male-dominated field. -She recounts a specific incident where she asked for clarification in a boardroom, which led to positive feedback from colleagues. -Pina emphasizes the importance of asking questions and being vulnerable as a leader, which can lead to better understanding and engagement. Inclusive Leadership and Language -Christi and Pina discuss the challenges of being a minority in a male-dominated room and the importance of inclusive language. -Pina highlights the need for leaders to be mindful of their language to avoid exclusion, even if it means using more inclusive terms like "you all" instead of "you guys." -She shares a personal experience where she provided feedback to a speaker about using inclusive language during a presentation. -Pina stresses the importance of leaders taking responsibility for correcting exclusionary language and being open to feedback themselves. Challenges in People Management -Pina identifies the difficulty in balancing the role of a coach with the need to address underperformance as a challenge. -She discusses the importance of maintaining a positive intent when providing feedback and the struggle with people not always receiving constructive feedback well. -Pina shares tips for giving feedback, such as starting with positive reinforcement and framing feedback as a way to help the person improve. Situational Coaching and Cultural Sensitivity -Christi and Pina delve into the concept of situational coaching and tailoring leadership styles to meet individual employee needs. -Pina explains that different employees respond to feedback in different ways, and leaders should adapt their approach accordingly. -She emphasizes the importance of cultural sensitivity and being aware of how different backgrounds and biases can influence communication. -Pina shares examples of how she has adapted her coaching style to better resonate with employees from diverse cultural backgrounds. Final Thoughts and Resources -Christi thanks Pina for sharing her insights and emphasizes the importance of situational coaching and cultural sensitivity in leadership. -Pina reiterates the importance of recognizing that most people genuinely want to do a good job and the need for change management principles. -Christi provides resources and links for listeners looking for help with people management and leadership challenges. -The conversation concludes with mutual appreciation and a reminder of the ongoing challenges and opportunities in leadership. Useful Links Host: Christi's Web Page Guest: CITT Canada Lighthouse NINE Group: Web page Contributors Music: All The Fixings by Zachariah Hickman Editing: tribe74

Guest Bruce Tunnicliffe of VEI Contracting shares his insights on effective leadership, emphasizing the importance of communication and vision in leading a team. Bruce highlights the importance of task management, delegation, and fostering a positive culture. Host Christi Scarrow added to this by emphasizing the need for open communication and a supportive leadership style in navigating toxic workplace cultures and leading growing companies. Both speakers stressed the significance of a positive culture in achieving a well-functioning team and leader. Action Items -Discuss culture more with new hires to ensure they understand expectations around boundaries like the no email after hours policy. -Work with individual team members to jointly define expectations and accountability, addressing any gray areas caused by evolving roles. -Continually evaluate team members' strengths and passions to ensure they are optimally positioned. Outline Leadership lessons from his early career and the importance of connecting to purpose.. -Bruce Tunnicliffe shares lessons from his 20+ year career, emphasizing the importance of communication and seeing the big picture. -He how while doing his masters, his supervisor challenged him to think about the purpose in his writing.  This has shaped how he leads others. Leadership, culture, and delegation for high-performing teams. -Bruce shares his perspective on effective leadership, prioritizing tasks, and delegation. -He emphasizes the importance of identifying important and urgent tasks, and delegating non-urgent tasks to team members. -Bruce emphasizes the importance of culture in a high-functioning team, citing open communication, mutual respect, and supportive leadership as key components. -Christi Scarrow seeks advice on addressing a culture of "what have you done for me lately?" in a high-performing team, with a focus on managing up and creating a more supportive environment. Workplace culture and leadership challenges in a growing company. -Bruce shares how to Identify a problematic culture by understanding its impact on workplace morale and productivity. -He encourages people to communicate concerns respectfully to promote positive change -Bruce Tunnicliffe shares challenges of doubling in size, new people, and how to set guidelines for respectful working practices. -Christi Scarrow agrees, highlighting leadership growth and potential new challenges. Leading and managing a growing team with accountability challenges. -Bruce Tunnicliffe recognizes the struggle with accountability in a rapidly changing work environment. -He encourages leaders to “know your people deeply to work with them individually in a growing environment.” and avoid structuring people too much, let them excel in their own way. Leadership skills and self-awareness. -Bruce Tunnicliffe advises self-reflection for those struggling in leadership positions, suggesting continual education and learning are important. -Tunnicliffe believes in leveraging strengths, rather than improving weaknesses, for maximum success as a leader. Useful Links Host: Christi's Web Page Guest: Vertex Environmental Inc. Lighthouse NINE Group: Website Contributors Music: All The Fixings by Zachariah Hickman Editing: tribe74

Host Christi Scarrow and guest Shelly Anwyll, Vice President, Business Development & Member Experience at the Ontario Chamber of Commerce and Executive Co-Chair of NextUp Toronto, discuss the importance of active listening, empathy, and proactive communication in leadership. They emphasize the need to recognize and respect the perspectives of others, foster trust, and prioritize stakeholders' priorities. They also share their experiences as new managers, highlighting the challenges of delegating responsibilities and trusting team members. Shelly offers advice on how to overcome these challenges, including reframing one's mindset and recognizing the value of learning from mistakes.  Action Items -To actively listen, don’t go to into situation with a preconceived notion of the outcome -Recognize that the priorities of individuals you are trying to influence may be different than the organizational priorities -Build trust with others to make difficult conversations easier -Continue enjoying the learning process of developing skills over time rather than rushing progress. Outline Active listening and its importance in leadership roles. -Shelly Anwyll emphasizes the importance of active listening in leadership. -Active listening is essential for effective collaboration, especially in diverse settings  -Christi Scarrow and Shelly Anwyll discuss prioritizing stakeholders' perspectives in collaboration. Leadership, conflict resolution, empathy, and trust-building strategies. -Shelly Anwyll emphasizes proactive communication to manage conflicts, which she is in tune with through visual cues. -Christi Scarrow and Shelly Anwyll discuss empathy and trust in leadership, with a focus on generational differences and the importance of face-to-face interactions. -Shelly Anwyll emphasizes the importance of direct feedback and leadership accountability in building empathy and trust, regardless of reporting lines. -Shelly advises managers to prioritize building trust and comfortable relationships with their team members. -Shelly suggests empowering team members to make decisions and learn from mistakes to help them develop and evolve as managers. Leadership challenges and growth. -Christi Scarrow and Shelly Anwyll discuss the challenges of letting go of control as managers and trusting team members to do their jobs. -Shelly advises that when managers struggle to delegate to consider the worst that could happen if something goes wrong and to focus on learning from the experience. -Shelly Anwyll: Leaders often overmanage due to discomfort with messy parts of leadership. -Shelly Anwyll: Enjoy the journey, don't rush to the finish line, and recognize that experience is part of successful careers. Useful Links Host: Christi's Web Page Guest: NextUp Toronto Lighthouse NINE Group: Web Page Contributors Music: All The Fixings by Zachariah Hickman Editing: tribe74

Messy Leadership Host Christi Scarrow and guest Nima Fotovat (President and Co-Founder of Riverside Natural Foods) discuss effective leadership styles and approaches, emphasizing the need to balance holding people accountable, while also providing support and engagement. Christi and Nima highlight the distinction between reacting and responding in a leadership role, and share their journey of learning to balance these aspects.  Action Items -Continue working on self-awareness to recognize instinctual reactions versus considered responses. -Practice techniques like noticing "early volcano signals" of impending reactions and pausing to breathe before responding. -Lead by example in personal growth and change to potentially inspire similar curiosity in others. -When providing feedback, use the SBI (Situation, Behavior, Impact) model to deliver messages in a well-received way. -Focus on the “Why?” to get to the “How?” Outline Leadership lessons and managing people with a focus on accountability and finding the right balance. -Nima shares an important lesson learned early in his career: managing people requires a softer, gentler approach, but also accountability. -Nima acknowledges that an approach of being forceful and demanding did not lead to improved performance, but rather created frustration and a lack of accountability. -Nima describes his leadership journey as a pendulum of firmness and softness, striving for balance between accountability and support. -Nima emphasizes the importance of self-awareness in recognizing and managing the pendulum swing in leadership. Leadership challenges and self-awareness. -Nima shares personal struggle with finding balance between being too critical and not providing enough feedback. -He reflects on his first nature and how it impacts his leadership, recognizing it as a deeply ingrained defense mechanism. -Nima emphasizes the importance of leading by example in inspiring desire for growth and curiosity. -Nima believes that seeing the positive and negative consequences of change can motivate individuals to put effort into personal growth. Leadership, motivation, and emotional intelligence. -Nima emphasizes personal motivation and shared experiences as keys to inspiring others. -He acknowledges the struggle to avoid reacting impulsively, seeking to respond thoughtfully instead. -Nima seeks to cultivate mindfulness and self-awareness to improve decision-making. Leadership, managing vs influencing, and the importance of understanding why. -Christi discusses the importance of recognizing and managing one's physical reactions, as they can impact leadership and relationships. -Nima emphasizes the responsibility of managing people, as their choices can have a trickle-down effect on careers and lives. -He advises against taking on management responsibilities without proper mentorship and resources. -Nima emphasizes the importance of aligning on the "Why?" before focusing on the "How?" and "What?" Useful Links Host: Christi's Web Page Guest: Riverside Natural Foods Contributors Music: All The Fixings by Zachariah Hickman Editing: tribe74

Host Christi Scarrow and Guest Stacey Kravitz, President of UNFI Canada, discuss how leaders must be open to feedback and personal development to reach their full potential. The gap in knowledge and training between leaders and lower levels of an organization highlights the need for adapting approaches. They discuss how in a hybrid work environment, understanding generational differences and prioritizing ongoing learning and self-awareness are crucial for effective leadership. Leaders must adapt to the changing work landscape and learn from each other's perspectives. Action Items -Be open to feedback from others.  Even if you are doing a good job, you might be able to do a great job that sets you up for the next step in your career. -Read Robin Sharma's book “The Wealth Money Can't Buy: The 8 Hidden Habits to Live Your Richest Life” on building wealth in life to others -Consider incorporating self-help lessons and recommendations into leadership development rather than just traditional training programs Outline The importance of feedback in leadership development. -Stacey Kravitz learned that feedback is a gift and has helped her grow as a leader. -Feedback from others helped Stacey understand her strengths and weaknesses, leading to personal growth. -She reflects on missed opportunities for leadership growth in past roles. -Stacey received feedback from a senior leader that hurt, but it also motivated her to improve her work. Leadership challenges in a remote work environment. -Stacey indicates that challenges in hybrid work include bridging the knowledge gap between leaders and lower levels, adapting to new norms, and managing cultural changes. -Stacey discusses challenges of providing feedback in a remote work environment. -Stacey and Christi  discuss generational differences in the workplace and the importance of feedback and the challenges in building trust and managing teams in a remote work environment. Leadership development, self-awareness, and ongoing learning. -Stacey discusses how reading books on leadership and personal growth helps them lead better. -Stacey recommends incorporating A-Ha! moments from literature into daily leadership journey. -Stacey and Christi discuss the importance of self-awareness and ongoing learning for leaders. -Christi appreciates the new generation's focus on wellness and holistic development. Useful Links Host: Christi's Web Page Guest: UNFI Canada Robin Sharma’s Latest Book: Recommended Reading Contributors Music: All The Fixings by Zachariah Hickman Editing: tribe74

Guest Luc Mongeau, President and CEO of eSolutions Furniture, and Host Christi Scarrow discuss the importance of combining emotional intelligence with intellect for effective leadership. They emphasize the need for authenticity, courage of conviction, and self-awareness to lead with heart and mind. Luc offers strategies for younger leaders to overcome their fear of vulnerability and discusses the challenges of leading in difficult times, including managing one's own ego and the fears of others.  Action Items -Consider taking micro risks or gradual steps to show vulnerability if feeling unable to take big steps -Continue introspection and self-reflection to better understand inner motivations and reactions -Read spiritual chapters or seek guidance from non-business sources for new perspectives Outline Leadership lessons learned early in career, emphasizing the importance of heart and mind. -Luc Mongeau emphasizes the importance of leading with both heart and mind. -Luc emphasizes the importance of authenticity and courage in leadership. -Mongeau shares a personal journey of introspection and growth, emphasizing the importance of emotional intelligence. -Christi Scarrow resonates with Luc's message, acknowledging the challenge of balancing intellect and emotional intelligence for younger leaders. Leadership, authenticity, and balancing different leadership styles in challenging situations. -Luc shares their personal experience with being openly gay in the workplace, emphasizing the importance of gradual approach to inclusivity. -Both speakers agree that engaging a committed, inclusive workforce is crucial for organizational success, especially during challenging times like COVID-19. -Christi Scarrow asks about how to be authentic while also flexing your leadership style. -Mongeau discusses the importance of self-awareness and introspection for effective leadership. Leadership challenges and personal growth. -Leaders must tame their own egos and work with others to achieve a unified destination. -Luc reflects on their personal growth and leadership development journey. -Mongeau reflects on overcoming fear and unlocking potential for growth and success. Leadership, motivation, and self-reflection. -Christi Scarrow believes that leadership is a journey of self-discovery, trial & error. -Luc Mongeau shares that leadership divides, making decisions, going somewhere new. -Leaders must balance ego with conviction and thick skin to succeed. -Christi and Luc discuss leadership and creating an environment where people can be their best. -Luc emphasizes the importance of recognizing and supporting individuals' strengths and potential, rather than simply pushing them to work harder. Useful Links Host: Christi's Web Page Guest: eSolutions Furniture Lighthouse NINE Group: Website Contributors Music: All The Fixings by Zachariah Hickman Editing: tribe74

Welcome to Messy Leadership, a safe space where people-managers can tell the hard truth – that leadership is messy.  Host Christi Scarrow is an author, Tedx speaker, consultant, trainer, executive coach, and leader who finds the ‘people’ part of managing people very difficult.  Join her on this podcast where she has candid conversations with seasoned leaders who share their personal stories, struggles, and strategies to navigate the chaos and thrive.