Are annual performance evaluations worth your time as a Leader? Do they really inspire better performance with your team?

This topic is divisive. Many Leaders are split on the annual review’s effectiveness. I still use them, but not as a standalone system for feedback. Your team deserves more than that.

They need empowerment, encouragement and engagement to thrive. They also need to feel safe to tell you how YOU can improve, too.

What if onboarding didn’t have to feel like three months of feeling impatient for your team to ramp-up?

We know you are anxious for your new teammate to get up to speed. But without the lay of the land, without a solid foundation for success, it will actually take longer for your team to own their role.

Onboarding doesn’t have to come from you. It could be from your director of operations or your assistant, but every new teammate needs SOMETHING.

I was thinking about all the work we do and wanted to debunk a question I get asked all the time. That question is, “Is there a ‘best time’ to hire?”

If you do a simple Google search of this question, you’ll find that a lot of people think the best time to hire is in the New Year – in January or February.

In fact, that’s when many job seekers are advised to start applying.

In my opinion, there is no universal “best time” to hire. Everyone’s needs are different. But, there is a best time for YOU.

Nearly 4.3 million workers have voluntarily quit their jobs in search of better opportunities, whether that’s at home with their kids or with an employer who offers better work-life balance.

Economists have dubbed this mass exodus as The Great Resignation. With so many people out of the workforce, employers are struggling to attract applicants for open positions.

Many Leaders like you feel afraid to hire. Candidates have greater expectations for flexibility. Leaders feel like they have to compromise on their reasonable work standards.

How do you measure success? Do you measure it by bottom-line revenue? Client retention? Or team morale?

Every leader has a different definition of success. Warren Buffet said he measures success by how many people love him. Other leaders measure it by their ability to do what they love.

As you process what success means to you, I want to challenge you to measure it in a new way.

Rebranding is a massive undertaking. Most companies rebrand every 7 to 10 years — Priority VA is no exception.

As we bring our company brand into the future of how we serve, I want to talk about signs you might be ready for a brand shift.

I’m not a branding expert, but I can share my experience about how I knew Priority VA was in need of a change.

Do you have a core desire?

Core desires come from deep needs. For a long time, I needed to experience freedom from depression and anxiety.

Through support, I discovered my core desire was to be healthy, healed and whole.

Reflecting on these three words has transformed my life from the inside out. It has also shaped my leadership. I believe the same is possible for you, too.

Whether you want to cage dive with sharks, complete a book manuscript or create your first digital course, you have dreams. Why then, do you wait so long to act on them? There is no perfect time to do something on your bucket list (or todo list). There are ways you...

Today we’re talking about something I suffer from every. Damn. day. It is DECISION FATIGUE.

The longer I lead, the more I get why some people wear black T-Shirts and jeans every single day. It’s so they have the bandwidth to decide what book cover they want, or what to name their next masterclass.

It’s hard making decisions all day, every day.

We all are guilty of connecting our worth with our work. Or believing we are only as good as our accomplishments.

We make “what we do” the same as “who we are.”

I want to change that.

No matter what your business is, you serve people.

You’re not just “doing stuff” or “providing a service” — you are solving a problem that a person has.

The trouble is, many of us start looking at the people we serve in a silo. We don’t see them, or serve them, as a “whole person.”

I believe all Leaders are capable of serving the whole person. Ready to find out how? Listen to today’s episode to learn.

Have you ever been self-conscious about your leadership style? Or worried that your leadership doesn’t fit the mold for what a leader “should” be?

I feel this way all the time.

Sometimes I feel like I’m really thriving in my leadership seat. Other days, I feel totally insecure that I’m not good enough and don’t know what I’m doing.

It’s the realization that — shit. I’m not perfect.

I can have one or twenty people on my team and it doesn’t matter. I will ALWAYS be learning how to lead.