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Early in my career, I reported to a Vice President who recognized the importance of proactively identifying potential risks and ensuring that plans were developed and tested. In a contingency planning update meeting, she shared a thought with our team that echoes in my ears close to thirty years later. Her words to the team were “when a significant risk

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We see conflict as the natural process of working together with others, the process by which ideas are tested, solutions are created, and innovation is born. We see conflict as an essential process in a high-performing team.

This article examines why and how you can create positive tension to foster innovation in your team and make conflict part of your company culture.

We see conflict as the natural process of working together with others, the process by which ideas are tested, solutions are created, and innovation is born. We see conflict as an essential process in a high-performing team.

This article examines why and how you can create positive tension to foster innovation in your team and make conflict part of your company culture.

But a voice in your head stops you, ‘You have no idea what you’re talking about. This isn’t going to work. Why should they trust you?’ And that voice comes back every time you open the email to send it.

The inner critic often speaks to us in ways we would never put up if it was coming from someone else and can stop us in our tracks, but it’s in our heads – what can we do?

In this article, I will show you how you can manage your inner critic and empower your inner champion to take centre stage.

Leaders know that developing a feedback-rich environment can help the organization and individuals grow, adapt, and succeed in a dynamic, ever-changing workplace. Empowering employees to share insights, raise concerns, and offer new ideas leads to better decision-making and innovation.

They know the best leaders are always evolving, and you need feedback on your coaching to evolve.

This worksheet is intended to identify, track and manage your inner critic.

First, a journal or reflection on when your inner critic has been active will help you understand and even name it.

Then, by acknowledging and dialoguing with your inner critic, you can learn from your past but prevent your inner critic from taking the stage and misinforming the moment.

With a clearer heart and headed perspective, we can choose what to do with the inner critic’s input when it appears and threatens to take center stage. Proactively taking the time to listen, leverage/or not and let go of the inner critic opens space to hear and access our inner champion. Our inner champion is our unique wisdom, experience and skills that often get silenced by the energy of our critics and judges. Our critic and judge conversation gets quicker and less frequent with practice as our inner champion confidence enhances and takes top billing on our center stage.

In the ever-evolving landscape of business and leadership, the ability to adapt and drive change has become a critical skill. Tasked with not only maintaining the status quo but also with fostering innovation and embracing positive disruptions, leaders can feel like they are walking on a tightrope.

The safety and certainty of the status quo can often trump the discomfort and ambiguity of disruption. A positive disruption mindset can empower you and your organization to thrive in today’s dynamic world, but how can you develop this critical capability?

Recently, I wrote about the difference between a Growth Mindset and a Fixed Mindset, and I encourage you to read through this collection of growth mindset quotes to inspire your journey and encourage you to learn new beliefs about your situations and the potential to develop your abilities through dedication, hard work, and resilience.

Revenue Growth Management (RGM) is a function that looks holistically at an organization and balances different growth strategies or levers to increase sustainable topline growth. It sounds straightforward but becomes complex as it involves cross-department collaboration and embedding a new discipline for making decisions into the operating cadence of your business.