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As managers, we are trained to listen for updates, focus on outcomes, watch for problems to solve, plan for results to review, and hit deadlines and year-end goals. We listen with an endpoint in mind. That focus matters — but it is not the whole story, listening without an outcome, just a sincere ear completes the story. This time of year carries more beneath the surface than most people let on. While the world talks about celebration and cheer, many employees are quietly carrying stress, grief, financial pressure, or simple exhaustion from a long year. And often, they are telling you — just not in a formal meeting or a status update. Many of our employees are navigating things we cannot see on a spreadsheet. Some are dealing with financial strain. Some are grieving an empty chair at the table. Some are exhausted from being the steady one for everyone else. Some are trying to hold it together while the world expects them to be cheerful. A genuine manager knows the work. A genuine leader knows the people doing the work. They tell you in tone. In energy. In body language. In what they share casually, if you slow down long enough to hear it. A genuine manager listens to respond. A genuine mentor listens to understand.   The season of knowing your people does not happen in one scheduled conversation. It happens in moments — walking the floor, checking in before a meeting starts, staying present when someone lingers after the work topic is done. These are opportunities many leaders miss, not because they do not care, but because they are moving too fast.   Here is the truth: people will talk if you let them.   If you do not rush the conversation. If you do not interrupt to fix or correct. If you do not immediately steer it back to work.   When employees sense that you are genuinely interested in them as people — not just workers — walls come down. They begin to share what motivates them, what worries them, and what they are navigating outside the office. That understanding does not weaken your leadership; it strengthens it.   Listening this way does not mean crossing boundaries or becoming a counselor. It means being human. My tagline for my business is “ Elevate the Human Experience. ” It means remembering details, following up, letting someone know you heard them last time — and that it mattered.   Especially during the Christmas season, your presence speaks volumes. Flexibility, patience, and simple acknowledgment can make a bigger impact than you realize. Many employees will not remember every goal they hit this year, but they will remember how safe they felt talking to you when life was heavy.   And here is something every mentor eventually learns: people do not leave jobs — they leave leaders who never took the time to know them. I love this saying, not sure where I heard it, and many managers learn too late. "People will give their best to leaders who first give their presence.”   This season, take the opportunities in front of you. Sit in conversations a little longer. Ask thoughtful questions and do not rush the answers. Listen without an agenda.   Because when people feel heard as people, they show up stronger as professionals. This season is a reminder that leadership is not just about managing tasks — it is about stewarding humans. That is the difference between managing work and mentoring people. And that’s genuine leadership — not just at Christmas, but all year long.

Have you ever felt stuck in your career or business, wondering how to break through that invisible ceiling? I’ve been there too, I always believed I just needed to work harder, but sometimes you need a little help. It’s frustrating when you know you have potential but can’t seem to unlock it fully. That’s where expert coaching and mentoring comes in. Over the years, I’ve discovered that performance coaching techniques can be a game-changer. They help you gain clarity, build confidence, and take actionable steps toward your goals. Let me share some insights and practical tips that have helped me and many others enhance performance and achieve more than we thought possible. Why Performance Coaching Techniques Matter You might ask, “Why should I invest time and energy in coaching?” Well, think about it this way: even the best athletes have coaches. Why? Because having someone who understands your strengths and weaknesses, who can guide you through challenges, makes all the difference. Performance coaching techniques focus on: Identifying your unique strengths and areas for growth Setting clear, achievable goals Developing habits that support sustained success Overcoming mental blocks and limiting beliefs When I first started working with a coach, I was amazed at how quickly I could pinpoint what was holding me back and where I could make changes. It wasn’t just about skills or knowledge; it was about mindset and strategy. The right coaching techniques helped me build momentum and stay accountable. Business leader engaged in coaching session Practical Performance Coaching Techniques You Can Use Today Let’s dive into some specific techniques that you can start applying right now. These are simple but powerful tools that will help you enhance your performance in any professional setting. 1. Goal Setting with Clarity Set SMART goals - Specific, Measurable, Achievable, Relevant, and Time-bound. Instead of vague goals like “I want to be better at managing my team,” try “I will conduct weekly one-on-one meetings with each team member for the next three months.” 2. Visualization and Mental Rehearsal Before a big presentation or meeting, take a few minutes to visualize success. Imagine yourself speaking confidently, answering questions smoothly, and receiving positive feedback. This mental rehearsal builds confidence and reduces anxiety. 3. Feedback Loops Seek regular feedback from peers, mentors, or coaches. Constructive feedback helps you adjust your approach and improve continuously. Don’t shy away from criticism; embrace it as a tool for growth. 4. Time Management and Prioritization Use techniques like the Eisenhower Matrix to prioritize tasks based on urgency and importance. This helps you focus on what truly moves the needle instead of getting lost in busywork. 5. Accountability Partners Find someone who will hold you accountable for your goals. Share your progress weekly and discuss challenges. This external accountability can keep you motivated and on track. I remember when I started using visualization before important meetings. It felt a bit strange at first, but over time, it became a powerful habit that boosted my confidence and performance. How Expert Coaching Transforms Your Approach Working with an expert coach is not just about learning techniques; it’s about transformation. A coach helps you see blind spots, challenge limiting beliefs, and develop a personalized plan that fits your unique situation. One of the most valuable aspects of coaching is the tailored support. For example, when I was struggling with delegation, my coach helped me identify why I was hesitant and gave me practical steps to build trust with my team. This personalized approach made all the difference. If you want to explore how performance enhancement coaching can help you unlock your potential, I highly recommend reaching out to a professional who understands your goals and challenges. Notebook with coaching notes and pen ready for action Building Long-Term Success with Coaching Habits The real magic happens when you integrate coaching techniques into your daily routine. Here are some habits to cultivate for sustained growth: Daily Reflection: Spend 5 minutes at the end of each day reviewing what went well and what could improve. Continuous Learning: Read books, attend workshops, or listen to podcasts related to leadership and personal development. Mindfulness Practices: Incorporate meditation or breathing exercises to manage stress and stay focused. Celebrate Small Wins: Acknowledge progress regularly to build momentum and motivation. I’ve found that these habits keep me grounded and focused, even during challenging times. They create a foundation for ongoing improvement and resilience. Your Next Step Toward Enhanced Performance Are you ready to take your performance to the next level? Remember, growth is a journey, not a destination. By embracing expert coaching or mentoring and applying proven performance coaching techniques, you can unlock new levels of success and fulfillment. Start small. Pick one technique from this post and try it out this week. Notice how it changes your mindset and results. And if you want personalized guidance, consider exploring performance enhancement coaching to get expert support tailored to your needs. You have the potential to achieve great things. Sometimes, all it takes is a little guidance and the right tools to bring that potential to life. So, why wait? Your best performance is just around the corner.

When I first stepped into a leadership role, I quickly realized that leading others is not just about giving orders or managing tasks. It’s about inspiring, guiding, and nurturing potential. Over time, I learned that developing future leaders is one of the most rewarding and impactful things you can do—not just for your team, but for your entire organization. So, how do we prepare the next generation of leaders to succeed? Let’s dive into some practical leadership development strategies that have worked for me and can work for you too. Why Leadership Development Strategies Matter in Developing Future Leaders Have you ever wondered why some leaders seem to effortlessly inspire their teams while others struggle? The difference often lies in the strategies they use to grow themselves and those around them. Leadership development strategies are essential because they: Build confidence and competence in emerging leaders Foster a culture of continuous learning and improvement Ensure your organization stays adaptable and competitive Create a pipeline of capable leaders ready to take on new challenges I remember early in my career, a mentor told me, “Leadership isn’t a title; it’s a skill you develop every day.” That stuck with me. And it’s true—leadership is a journey, not a destination. Leader engaging team in a leadership workshop Practical Leadership Development Strategies You Can Use Today Let’s get into some actionable strategies that you can start implementing right now. These aren’t just theory—they’re practical steps that have helped me and many others grow as leaders. 1. Encourage Self-Awareness and Reflection One of the first steps in leadership development is helping individuals understand their strengths and areas for growth. Encourage journaling, self-assessment tools, or even simple daily reflections. Ask questions like: What did I do well today? What could I improve? How did I impact my team? This habit builds emotional intelligence, which is crucial for effective leadership. 2. Provide Real-World Challenges Nothing beats learning like hands-on experience. Give emerging leaders projects or tasks that stretch their abilities. For example, assign them to lead a small team or manage a client presentation. This builds confidence and practical skills. 3. Foster Mentorship and Coaching I can’t stress enough how valuable mentorship has been in my journey. Pairing less experienced leaders with seasoned mentors creates a safe space for questions, feedback, and growth. Coaching sessions focused on specific leadership skills can accelerate development. 4. Promote Continuous Learning Leadership is evolving, and so should your skills. Encourage reading leadership books, attending workshops, or joining professional groups. Even short online courses can make a big difference. 5. Cultivate a Growth Mindset Remind your team that mistakes are part of learning. Celebrate effort and resilience, not just results. This mindset encourages risk-taking and innovation, which are vital for leadership success. The Role of Communication in Leadership Development Have you noticed how the best leaders are also great communicators? Communication is the backbone of leadership. It’s not just about speaking clearly but also about listening actively and empathetically. When I was leading a project team, I made it a point to have regular one-on-one check-ins. These conversations weren’t just about tasks—they were about understanding concerns, aspirations, and ideas. This openness built trust and motivated the team. Here are some tips to enhance communication skills in your leadership development efforts: Practice active listening: Focus fully on the speaker without interrupting. Use clear and concise language: Avoid jargon and be straightforward. Encourage open dialogue: Create an environment where feedback flows both ways. Develop storytelling skills: Stories connect and inspire people more than facts alone. Leadership notes highlighting communication tips How to Measure Leadership Development Success You might be wondering, “How do I know if these strategies are working?” Measuring leadership development can feel tricky, but it’s essential to track progress and make improvements. Here are some ways to measure success: Feedback surveys: Collect anonymous feedback from team members about leadership effectiveness. Performance metrics: Look at team productivity, engagement, and turnover rates. Self-assessments: Have leaders evaluate their own growth periodically. Goal achievement: Track whether leaders are meeting their development goals. Remember, leadership growth is a marathon, not a sprint. Celebrate small wins along the way to keep motivation high. Bringing It All Together: Your Next Steps If you’re ready to take action, start by identifying potential leaders in your organization or team. Then, create a tailored development plan using the strategies we discussed. Remember, developing future leaders is about patience, persistence, and genuine care. Here’s a simple checklist to get you started: Identify leadership potential through observation and feedback. Encourage self-awareness with reflection exercises. Assign challenging projects to build skills. Pair emerging leaders with mentors or coaches. Promote ongoing learning and a growth mindset. Foster open and effective communication. Measure progress and adjust your approach as needed. By investing in these strategies, you’re not just building leaders—you’re building a stronger, more resilient organization. Leadership development is a journey filled with learning, challenges, and growth. I hope these insights inspire you to take meaningful steps toward nurturing the leaders of tomorrow. After all, the future of any organization depends on the leaders we develop today. So, what’s your first step going to be?

In today’s business world, coaching has become the go-to solution for development. There’s a coach for sales, for leadership, for communication, even for confidence. Coaching has its place — it’s structured, efficient, and focused on performance. But there’s another form of guidance that reaches further and lasts longer: mentoring. Coaching can improve what you do. Mentoring transforms who you are. Why Mentoring in Business is More Effective Than Coaching: The Surface and the Depth Coaching and mentoring are often used interchangeably, yet they’re fundamentally different. Coaching is typically short-term, goal-based, and designed to close a performance gap. It’s about achieving measurable results — the next promotion, the next milestone, the next skill. Mentoring, on the other hand, goes deeper. It’s a relationship built on trust and growth over time. A mentor doesn’t just guide you toward your goals; they help you understand yourself along the way. Coaching asks, “What do you need to do?” Mentoring asks, “Who are you becoming?” That difference changes everything. The Human Element: Why Mentoring Works At its core, mentoring is human. It’s not about process — it’s about people. This is why my tag line is “Elevate The Human Experience”. A good mentor doesn’t just teach; they invest. They see potential even when you can’t see it yourself. They share their experiences — the wins, the failures, and the lessons learned in between — not to impress, but to connect. Here’s why mentoring works so powerfully in business: 1. Continuity – Mentorship builds over time. It doesn’t end when the “program” ends. The relationship grows as both people do. That continuity allows trust to deepen — and that’s where real growth happens. 2. Context – Mentors understand the bigger picture. They don’t just look at the job; they look at the person within the job — the pressures, the culture, the unspoken dynamics. That perspective is what helps mentees navigate complexity with confidence. 3. Care – Coaching often stops at the task. Mentoring extends to the person. A mentor doesn’t clock out after the meeting; they’re thinking about how to help you thrive in the long run. When people feel genuinely seen and supported, performance naturally follows — and it lasts. Inside Organizations: The Ripple Effect The most successful businesses understand this. They know that leadership isn’t a role; it’s a ripple effect. Mentoring builds those ripples. When a senior leader takes the time to mentor someone younger, they’re not just transferring knowledge — they’re passing on culture, values, and wisdom. That connection creates loyalty, engagement, and resilience within teams. A culture of mentoring reduces turnover, strengthens collaboration, and unlocks potential that can’t be reached by systems or incentives alone. It turns “employees” into future mentors themselves. In a world full of noise and pressure, mentorship offers something rare: belonging. The Genuine Edge At The Genuine Mentor, I’ve seen firsthand how mentoring changes lives and organizations alike. Coaching helps you meet the moment. Mentoring helps you prepare for the next one. Which truly explains Why Mentoring in Business Is More Effective Than Coaching The difference? Coaching builds capability.Mentoring builds character. A company full of capable people will perform. A company full of people with character will endure. That’s the genuine edge. Because when leaders take the time to mentor — to really know their people, to invest, to care — they create something no system or program can replicate: trust, loyalty, and purpose. Coaches may improve performance. But mentors change people. And changed people change organizations. Closing Reflection “At the heart of every thriving business is someone who took the time to genuinely mentor another person. That’s leadership that lasts.”

Transformational Success: Integrating Change Management, Emotional Intelligence, and Lean Processes A Holistic Approach to Organizational Evolution New direction, New Destination! Introduction As I am pondering the next month, I am excited and frightened about what will come. My company is rolling out one of the biggest undertakings I have seen in my career, and I am on the front lines to participate in making all this happen. But as I think about this task, I can see how we will be using three main components to make a successful transformational change. The modern business landscape is marked by constant evolution, with organizations striving to adapt to shifting markets, mergers, emerging technologies, and new consumer demands. Initiating change management, fostering emotional intelligence (EI), and implementing lean processes are three vital strategies—each powerful in its own right. But integrating all three simultaneously isn’t just ambitious; it’s profoundly transformative. Understanding the Three Pillars Change Management Change management encompasses the processes, tools, and techniques used to manage the people-side of change to achieve desired business outcomes. It involves preparing, supporting, and equipping individuals to adopt change successfully, thereby ensuring that transformations—large or small—take root. Effective change management addresses organizational structure, culture, behaviors, and mindsets. Emotional Intelligence Emotional intelligence refers to the ability to recognize, understand, and manage one’s own emotions, as well as the emotions of others. In organizational settings, EI fosters effective communication, empathy, resilience, and collaboration. Leaders with high emotional intelligence can inspire trust, navigate conflict, and drive change with greater agility. Lean Processes Lean is a systematic method for minimizing waste within a manufacturing system or any process while maximizing value to the customer. Rooted in the Toyota Production System, lean thinking encourages continuous improvement (Kaizen), respect for people, and a relentless focus on delivering value. The Intersection: Why Integrate These Approaches? Synergy for Lasting Change Implementing organizational change can be disruptive. While change management provides a framework for navigating that disruption, emotional intelligence equips leaders and teams with the emotional tools to handle uncertainty, resistance, and stress. Simultaneously, lean processes create operational efficiencies and nurture a culture of ongoing improvements. Together, they reinforce one another: change management aligns vision and action, EI smooths the path emotionally, and lean keeps the system efficient and adaptable. All of this helps perpetuate transformational success. ·      Change management ensures a structured approach, reducing chaos and confusion. ·      Emotional intelligence minimizes internal friction, turning resistance into engagement. ·      Lean processes eliminate waste, focus on value, and foster a mindset of continuous enhancement. Strategic Integration: Laying the Foundation 1. Leadership Commitment and Vision The starting point is a leadership team united by a clear vision that values people, efficiency, and adaptability. Leaders must not only champion change but also demonstrate high emotional intelligence and embrace lean thinking. This means communicating openly, listening actively, and modeling a learning mindset. 2. Stakeholder Analysis and Engagement Identify all stakeholders affected by the change. Understand their concerns—both logical and emotional. Use emotional intelligence to empathize with their perspectives, and leverage lean tools such as value stream mapping to understand how proposed changes impact their work. Engage stakeholders early and often to build trust and reduce resistance. 3. Training and Capability Building Equip teams with the knowledge and skills necessary to thrive amidst change. This involves formal training in change management frameworks (such as ADKAR or Kotter's 8-Step Process), emotional intelligence development (including self-awareness, self-regulation, and empathy), and lean methodologies (like 5S, Kanban, and Kaizen). An integrated training program accelerates adoption and implementation. Practical Implementation: Step-by-Step Approach Step 1: Establish a Unified Change Team Form a cross-functional team with expertise in change management, emotional intelligence, and lean practices. Empower this group to facilitate integration, resolve cross-disciplinary conflicts, and act as champions of the new direction. Step 2: Diagnose the Current State Conduct a thorough assessment of the organization’s processes, culture, and emotional climate. Lean tools like value stream mapping uncover inefficiencies, while EI assessments reveal communication gaps and emotional undercurrents. Change management surveys can map readiness and resistance. Step 3: Define the Desired Future State Articulate what success looks like: leaner processes, a more emotionally intelligent workforce, and a culture that welcomes change. Set measurable goals, such as reduced lead times, improved employee engagement scores, or enhanced customer satisfaction. Step 4: Design an Integrated Roadmap Develop a phased plan that weaves together change management milestones, EI interventions, and lean projects. Ensure that each action supports the others. For example, a lean process improvement initiative might be paired with EI workshops to support team collaboration during workflow redesign. Step 5: Communicate, Communicate, Communicate Open, honest, and continuous communication is essential. Use change management tactics to communicate the vision and the “why” behind the change. Leverage EI to sense when messages aren’t resonating and adapt accordingly. Regularly share quick wins from lean projects to build momentum and celebrate progress. Step 6: Empower and Involve Employees Change is most successful when employees feel empowered and involved. Use lean tools like Kaizen events to encourage grassroots improvements. Apply EI to foster psychological safety, so team members feel comfortable sharing ideas and concerns. Step 7: Monitor, Measure, and Adapt Set up feedback loops to track progress against goals. Use lean metrics (such as cycle time or waste reduction) alongside EI-based indicators (like team morale or engagement). Change management dashboards can help visualize overall progress and flag areas requiring course correction. Challenges and How to Overcome Them 1. Resistance to Change Even with the best intentions, resistance is natural. Emotional intelligence is your best ally: listen with empathy, acknowledge concerns, and address fears transparently. Involve resisters in lean improvement efforts to turn skeptics into advocates. 2. Integration Complexity Bringing together three disciplines can create confusion or competing priorities. Avoid siloed initiatives by fostering regular cross-disciplinary meetings and joint training sessions. Keep the focus on shared goals and complementary strengths. 3. Sustaining Transformational Success Transformation is a journey, not a destination. Build sustainability into the process by institutionalizing continuous improvement (lean), ongoing EI development, and regular change readiness assessments. Celebrate incremental successes to keep energy high. Case Example: Bringing It All Together Imagine a manufacturing company facing declining market share. Leadership decides to adopt lean principles to boost efficiency, but initial attempts falter as employees feel threatened by job changes and unclear communication. By integrating change management techniques—such as visible sponsorship, structured feedback loops, and clear communication strategies—the company aligns its vision. Simultaneously, EI training helps managers recognize and address employee anxieties. As lean projects progress, teams are encouraged to suggest improvements, building ownership and engagement. The result: streamlined processes, a more resilient organizational culture, and measurable business gains. My company has been built from merger after merger, over many years. Now is the time to pull all these different processes and people together and create one solid platform. This is very common in today’s business world. Conclusion Launching change management, emotional intelligence, and lean processes in tandem is a bold undertaking—but the rewards are transformative. When woven together, these disciplines create an organization that is not only efficient but also adaptable, resilient, and emotionally healthy. The path is challenging, but with clear vision, committed leadership, and an integrated approach, organizations can achieve sustainable success in a complex world. I will continue to update you on this major undertaking. I will be in one major market for 35 days to assist with everything I have stated above. Transformational success will be the outcome. Wish me luck!   Part of this article was generated with AI. Work smarter not harder!

A year ago, I started a program with Lumia, a coaching accreditation program. The Lumia program lasted until the end of October. During this time, I decided to create my coaching/mentoring/consulting business, The Genuine Mentor. I carried out getting my LLC set up, my website created what you are on right now, and started getting a few clients. During this period, I was still working full-time and still am today. But that is not what I plan to talk about today. I want to talk about how we pivot in our lives and keep rolling along. A little over six months ago I was going full bore into the coaching scene, but I had a conversation with someone I worked with, and that conversation landed me into a two-to-three-year national project. So, I pivoted and took a significant opportunity to grow and get to know a whole lot of people along the way. I am not giving up on my coaching business, just need to slow it down for a bit. My current position is leading a team that will design and deploy an SAP Extended Warehouse Management system. We will be rolling this out to close to 700 locations over the next two years. We are prepping the first 30 locations right now and plan to implement them in the spring. This is a major change for this company and will be a monumental task. But I look at this as a great plan to continue building my knowledge and honing my Mentoring skills. Here is a small description of what I refer to as SAP. SAP is one of the world’s leading producers of software for the management of business processes. What is SAP software used for? Traditional business models often decentralize data management, with each business function storing its operational data in a separate database. This makes it difficult for employees from different business functions to access each other’s information. Furthermore, duplication of data across multiple departments increases IT storage costs and the risk of data errors. By centralizing data management, SAP software provides multiple business functions with a single view of the truth. This helps companies better manage complex business processes by giving employees of different departments easy access to real-time insights across the enterprise. As a result, businesses can accelerate workflows, improve operational efficiency, raise productivity, enhance customer experiences—and ultimately increase profits. https://www.sap.com/about/what-is-sap.html What I am finding is that there is a vast network of people who help design, implement, and manage a system like this. Every week I meet new people from all kinds of companies. I am meeting more people from the company I work for, and all of this is building a network of people I can eventually hope to help with my business. I am also strengthening my coaching, mentoring, and management skills along with learning about how SAP works and functions. I have always been a person who likes to learn new skills. I joined as a member of the team and very quickly got asked to lead the team. The last 6 months have been a whirlwind, all while I have been inundated with learning new things. My point for today is to always look at every opportunity. I had thoughts that I was giving up on building my own business, but now I have settled into the fact that I am not giving up, I am growing to make my business better. I still have a few clients I work with and plan to add the right few more. When we learn to pivot with the right opportunities, the world opens to so many possibilities. Do not hold yourself back, take opportunities, pivot, and expand yourself in the process.

This past week, I have had the privilege of spending time in Arches National Park, Natural Bridges National Monument, Bryce Canyon National Park, and the spectacular, serene surroundings of Monument Valley. I am currently in the lobby of The View Resort, listening to ancient flute music and reflecting on my own inner peace. I found this article while reflecting on my inner peace, and it gives a quick reference to inner peace. This is not the complete article; please read the complete article.   “How to Find Inner Peace More elusive than happiness, but with greater benefits. https://www.psychologytoday.com/us/blog/click-here-for-happiness/202312/how-to-find-inner-peace Cowritten by Nathalie Boutros, Ph.D., and Tchiki Davis, M.A., Ph.D. Generally, inner peace is defined as a low-arousal positive emotional state coupled with a sense of balance or stability (Cherif et al., 2022). Low-arousal positive states are those calm and relaxed happy feelings that aren’t extreme or exciting. They include feelings of calmness, serenity, tranquility, and contentment, in contrast to feelings like exuberance, ecstasy, or euphoria. Low-arousal positive feelings come from within and may be more authentic, stable, and durable than high-arousal positive feelings (Dambrun et al., 2012).  Inner peace means balance, equanimity, even-mindedness, harmony, and stability (Desbordes et al., 2015). Pleasures are experienced and enjoyed without getting overexcited while pains are experienced without getting despondent. This evenness of temper may guard against dangers that come from excessive positive or excessive negative emotions.  Excessive positive  emotion  may put a person at risk of developing an unhealthy compulsion to consume, acquire, or strive, which may in turn lead to  addiction ,  materialism , or ruthlessness. Excessive negative emotions, on the other hand, may lead to  aggression , defensiveness, or dishonesty (Xi & Lee, 2021). Both of these extremes are to be avoided, and inner peace means existing in a state of balance and stability. In Sum Inner peace is contentment, presence, and balance that doesn’t change as outside circumstances change. Although finding inner peace may be a more difficult, more arduous task than finding happiness, the benefits may be far greater. Happiness is usually fleeting—the vacation ends, your new car gets dented, and your new job becomes routine. Inner peace, which comes from within, doesn’t change as circumstances change. However, inner peace, unlike happiness, needs to be cultivated and developed through mindful living. By choosing to intentionally develop inner peace, you may discover a sense of serenity, tranquility, balance, and stability that is with you always, in your good times and in your bad times.” As I sit here and let the worries of the world fade away, I think about how we get so wrapped up in living, whether this is our career, finances, worldly possessions, or just surviving the struggles of our society. How can we find inner peace in our everyday lives? I would love to find this balance in my life, reduce my stress at work, and be able to go to this place anytime I want. Another article I found made it clear. How to Find Inner Peace in the Chaos (12 Deep Paths) by Aletheia · Updated: Sep 24, 2023 https://lonerwolf.com/inner-peace/   “Put simply, inner peace is the byproduct of  letting go  and surrendering to whatever this moment, this every-changing movement of life, presents to us.  Inner peace isn’t about chasing, striving, and trying to ‘earn’ tranquility. You can’t. Trying to ‘fight’ for inner peace is contradictory and pointless: it just deepens our suffering. Instead, finding inner peace is about  relinquishing our need to control and fight.  Essentially, you could say it’s about giving up – but not in a disempowering way. Rather, it’s a form of resignation that is based on a deeper understanding that Life is perfectly orchestrating everything we’re experiencing based on a deep wisdom we cannot possibly fathom – typically for our growth and healing. Therefore, why the need to constantly resist everything? “But doesn’t this mean I’ll become a pushover or doormat that people can abuse if I just ‘let go’?” you may wonder. No.  Living life from a place of letting go and surrendering isn’t about allowing ourselves to be used or abused.  We still need to practice self-care,  self-respect , and  self-love . This can mean setting boundaries, saying no, and removing ourselves from harmful situations. But letting go also means  surrendering our resentment , blame, and hatred toward others. Do you see the difference? Life is about balance.” How do you find balance in life while still living in the world? For me, I need to find this daily peace through meditation, music, yoga, or the outdoors. I also need to find more time, as I am experiencing right now, for a complete break from the daily schedule. I would love to hear how you detach from the stress of this world. We live in a fast-paced world, and many of us may not be able to get out of this pressure and may not even want to, but I think we can all find a healthy balance between our fast-paced lives and inner peace. I am reading the book, “The 5 AM Club” by Robin Sharma. I have not completed the book yet, but the premise is taking the first hour, 5 AM, to do something for you that grounds you before your day starts. I am enjoying the book very much, I am completing this article in that time, on a Saturday morning, not sleeping in like I would normally do. I hope you can find your time to work on your inner peace.

The answer to the question, "Are you a leader," can be answered in many different ways. A lot of people have differing opinions about what being a leader is. Look up leadership books and see all the various books on the subject. You can talk to leaders, and they will surely give you their advice on leadership. But what is the correct measure of leadership? I first want to talk about a few things that leaders are not! The biggest thing I have discovered about different leaders and what I try to achieve is that it is about the people you serve, not about you. Too often, people get put in a leadership position because they may know how to manage a P&L, run production, or just get a job done. Being a leader is much more than accomplishing things. Many leaders immediately get this better-than-thou attitude from being made a manager. Thinking that you are better than the people you work with goes against the people you serve statements I made. A true leader is finding ways to help their people in any way they can. Leadership is about making others better just by working with them. If you think you are better, you will never help others grow; you are too focused on making yourself better and not them. You want to be able to promote people and have them step up and do a better job than you. If you drop dead tomorrow, they will have you replaced in a matter of weeks, so forget about how important you are and focus on how important others are; they are the ones who will replace you. Leading by example is a significant factor in being a true leader. You can do things your way and expect others to do something different. Act the way you want your people to act. Think about your young children who try to do everything you do. They will follow your improper example if you don't set the proper example. One thing that has always frustrated me is when a boss is never willing to do the work someone else should do. I am not saying you should always do their jobs, but when a job needs to be done, step in and help. Leading also affects our personal lives. Do you have a work-life balance? Do you take time for your family? Do you take care of your health? What impression or example are you presenting? Working 12 hours a day and never making time for your family is not suitable for you or your family, and it is not an example of someone who should be leading others; we want our associates to be happy and enjoy time with their families. A true leader has built a team that gets things done, focuses on efficiency, and leaves work on time to ensure they enjoy their family. Something that I have done over the years, and it does produce results: make sure your people are happy. A happy, cohesive team will deliver excellent results and make you look like an extraordinary leader. A leader doesn't need to be the smartest, hard-working, dedicated, and driven person on the team; they need to know how to build a team environment. Find the people who complement each other and who are better than you. Then, you must remove the roadblocks and allow them to grow and thrive as a team. But some leaders will say, "If I create this environment, then they won't need me." That is precisely what you want: build a team that can work without you, and then you will get promoted to help make the next team, and so on. Do you see that this is what propels your career? You are not a good leader without encouraging others or yourself to higher positions. The last thing I want to leave you with is a big one and often one of the hardest for future leaders: TRUST . If you don't show trust in your people, you will not make it as a leader. You must teach and develop people, but at some point, you must trust them to step out independently. It's the same conversation you may have about your teenager; at some point, you must let go and give them room to fail, grow, and learn. You can't protect them forever, and if you are, are they pulling their weight on the team? What kind of a leader do you want to be? I recently stepped out of a leadership role and thought I might take a break from all of this. I took a role on a team that would give me more exposure to the coaching role. But this did not last long. I was in this new role and transitioned out of my old role, and within 45 days, I was asked to run the team I had just joined. When you are a true leader, people will recognize that ability. Right now, I am just learning about the new job, but the leadership part comes naturally at this point in life. If you want to be a better leader, contact me, and I may be able to help.

I don’t know how much you believe in outside forces changing your life. Whether you call this the universe, higher power, God, or whatever other entity you desire, life can turn on a dime. Sometimes, we set our sights on a target and aim to hit that target, but bam, we get all turned around and lose the target. Then, the universe drops a new target in your lap. This exact story has just happened to me. I was slowly working on building my coaching and mentoring business, looking to exit the corporate world eventually. However, I thought I would explore other options in my company that may be similar to coaching and give me more experience. I had contacted someone I had known for years and was inquiring about a job that was more about strategic development. This new potion would have been a step down from my current role, but it would have given me some good experience in strategic planning that may help my coaching career. However, after some conversations, word got out that I was inquiring about a different job. I was approached by someone else that made me an offer. This job involves implementing an inventory management system process and preparing for a new SAP system. This opportunity will be very weighted towards change management. Wow, as you can see, this is a significant shift all at once. I will be in 600+ locations (probably more with our rate of acquisitions), in 47 states, and hopefully be done in 3-4 years. I initially felt I was abandoning the drive to build my coaching career. But after analyzing all of this, the universe gave me exactly what I was asking for. I was looking to leave my current job and eventually coach full-time. I always thought to do this, I would leave my company to achieve this, but now I still have the security of a well-paid job and benefits. Sometimes, the desired things may come to us in a different package than expected. Don’t just pass them by; pay attention when things are presented to you; they may be the exact thing you desire. This doesn’t change my goal of eventually building “The Genuine Mentor”; it just slows it down a little. I can do some coaching or mentoring on the side, but I can only do so in a limited capacity. However, this opportunity will strengthen my skills and improve my mentoring skills. If you are flexible with your schedule, I am sure I can work with you. Please send me a message, and let’s talk.

This year, I turned 60, which has me thinking about what retirement will look like. I don’t ever see myself not doing something, so this is why I have started my coaching business. I want something I can continue to do into my retirement years and still allow me the freedom to set my schedule. I have mixed emotions about this. First, I am excited to move on and write another chapter in my life, and second, I am scared to step away from my secure work lifestyle. The fear of retirement brings me to this article: the fear many men have of losing their identity as flourishing professionals. There is much truth to the fear of retirement that men often don’t retire and keep working. Others may fall into a depressed state or lose the desire to reinvent themselves. I have heard people say, “Oh, he just needs to keep working; it is all he has, and if he stops, he will probably die.” It is so sad that our lives are so wrapped up in work that we can’t continue without it. My work has become a big part of my identity, and without it, who am I? Today, I am reinventing myself into who I want to be over the next 30 years. I can tell you that it is not easy. We have all been conditioned to work until we maximize our Social Security, and then we stop doing everything. Usually, by then, our health is not the best, and retirees end up sitting around the house. I plan to maximize my retirement years, staying active, eating right, and working on a plan to maintain my health the best I can. Last week, I was on a call about how the Japanese culture has put mentors in place to help Japanese men transition into retirement. The Japanese take extreme pride in supporting their families and work daily to achieve this. It is often that the type of work is very manual and strenuous. As they leave this lifestyle, they feel lost and unsure of what to do. I have watched my father do the same thing. He owned a ranch and worked hard every day; he worked until he couldn’t get out anymore. Now, at the age of 93, he still lives on the ranch but has not found any hobbies other than wondering if my brother is getting all the work done. I also read an article recently from Psychology Today “But for many men, things start shifting when we reach a certain age. Sometime after 50 or 60, maybe even 70, someone begins to let us know that it’s time to step aside and make room for the next generation. Or maybe we’re abruptly shown the door. However it happens, we are left to begin the search for mastery and meaning in new ways. It’s what I call Chapter X. To move from a laser focus on our career into something that looks like a down-shift or even “ retirement ” requires  creative thinking  and a new kind of bravery. That’s especially hard on men because we’re supposed to be driven, aggressive, tough,  risk-taking .” https://www.psychologytoday.com/us/blog/financial-life-focus/201909/why-men-struggle-when-its-time-retire From this article, downsizing is something that will happen to me in the near future. I have been an executive in a corporate business, and I fit that driven part, and soon, I want to wind down and do more for others. But looking at downsizing your career or even ending it isn't easy. I want to shift my career into coaching and mentoring; yes, I will retire from a well-paid and secure job. I am also stepping down from a place of status. This isn’t easy, but I am working through it. In an article from Forbes, it has some great pointers to ease into retirement. “From a mental, physical, and financial perspective, there is a strong case for phasing into retirement. Financially, the benefits are many. Instead of flipping a switch from accumulation to decumulation, maybe you stop contributing to your  retirement accounts  but let them grow in this first phase before turning the income spigot on. Perhaps you delay taking Social Security retirement benefits a bit longer, increasing what is likely the only source of fixed income most have with an automatic inflation-adjusted increase. Physically, you’re more active for longer, and mentally, your identity shift becomes more of a journey than a cliff dive.  Never stop “working.” Part of this first phase in retirement might even be taking on a role for lesser pay that feels more closely related to your true identity rather than the utilitarian approach to work that maximizes pay for time. I have clients who’ve used this retirement phase to teach at the college level, write a book, tend a farm, and start or partner with a non-profit that serves a near-and-dear cause. Even if you choose or are forced to give up a job, some form of work may still be the key to a healthy retirement. This is why I encourage all, and especially retired clients, to stay active in annual goal setting. Even if the goals are to visit each of the grandchildren at college, craft a vacation for the extended family, or lead a study at church or synagogue—it’s less important what these goals are than why you pursue them.” https://www.forbes.com/sites/timmaurer/2023/09/24/scared-to-spend-overcoming-the-retirement-cycle-of-fear/?sh=6943b1d86c5f   There are many ways to ease into retirement and make the most of our time. My thoughts are focused on giving back to others rather than giving to the corporate world.   If you are in a similar situation, I will coach you through it. Reach out to me at http://www.thegenuinementor.com and schedule a section.

" Trust is the bedrock of successful leadership. Servant leaders build trust by demonstrating authenticity, transparency, and a genuine concern for the welfare of their team, trusting the team solidifies the bond. This trust forms the basis for strong, enduring professional relationships. " Steve Feller   I wanted to expand on the subject of  TRUST in leadership . To grow into a successful leader, you must first trust yourself, this is the first key factor. Stephen M. R. Covey says, "To build trust with others, we must first start with ourselves." We may think we trust ourselves, but are we outwardly displaying the form of trust people seek? We need to show our vulnerability to our team, be genuine, and hold ourselves accountable. " Real trust, the kind that works, only exists when people are able to show their own vulnerabilities, not before then. You will have found it when, without fear of the consequences, you can tell your teammates things like "that's all I know," "I'm afraid," or "what you did hurt me."  From the book Leaders Don't Command, by Jorge Cuervo I know that I struggled with trusting myself early in my career. I spent too much time second-guessing decisions and worrying that I had made the right decision. But I eventually found that people were more accepting when you moved quickly and made a decision. But then, openly admitted that it may not be entirely correct, we would make adjustments and move on. Being open to allowing your team to offer correction suggestions built more trust.  This leads me to the second key factor:  TRUST Your Team . Building trust with your team is crucial. Allow them to make mistakes, trust them enough to make decisions, and give them enough autonomy to grow. Some may say leaders need to make all the big decisions, but I disagree; some of the best ideas come when the team culture allows creative thinking. I will be the first to admit that I don't have all the answers, but I am great at filtering ideas. From a Harvard Business Review. " Greater transparency doesn't just foster trust — it's also been shown to fuel  creativity ,  performance , and  profitability . In contrast, when colleagues withhold information from their teammates, there are frequently deeper issues at play. " Knowledge hiding ," as it's referred to in academic literature, often suggests a lack of  psychological safety  or an underlying power struggle." How High-Performing Teams Build Trust by  Ron Friedma I recently had the opportunity to hear Erik Weihenmayer speak. If you don't know who Erik is, he was the first blind man to climb Mt Everest. He also kayaked the 277 miles of the Grand Canyon—Erik's words on teams and trust.  "Ropes teams" are invaluable. No one gets to the summit alone. Erik extolled the essential ingredient of trust in a good team. Do you trust your team? Are you linked together behind one vision? Everyone doing what each needs to do for the sake of the team? In climbing, if one hiker starts falling, the climbers on each end do what is necessary to stop them one from falling, for his sake, for theirs and for the whole team, Such a good word for any of us." Blog – Deb Mills. https://debmillswriter.com/?tag=work . Think about the complete trust Erik must have to accomplish these adventures. He has to trust his team wholeheartedly, and the team must trust him.  In conclusion, if you are in a leadership role, evaluate your trust in yourself and assess your trust within your team. This process has to begin with you, and your team has to know they can trust you. If you have members on your team that you can't trust, you must deal with it. If you can't build trust together, don't allow this relationship to ruin the rest of the team. At this point, the hard decisions of leadership come into play. More to come on hard decisions.

As we begin the week of Thanksgiving, we often think about what we may be thankful for. We have a lot to be thankful for, so it is a good time for reflection. Over the last few years, I have heard a lot of negativities around Thanksgiving. The political and social world tends to make out Thanksgiving as this horrible holiday. I don’t really want to talk about the holiday itself, but more about gratitude in general. I like to think of Thanksgiving as a time to give thanks for what we have in our life, our families, our experiences and the existence we have here on earth. In a Harvard Study, this phase quickly sums up why I want to talk about gratitude. “In positive psychology research, gratitude is strongly and consistently associated with greater happiness. Gratitude helps people feel more positive emotions, relish good experiences, improve their health, deal with adversity, and build strong relationships.” https://www.health.harvard.edu/healthbeat/giving-thanks-can-make-you-happier#:~:text=In%20positive%20psychology%20research%2C%20gratitude,adversity%2C%20and%20build%20strong%20relationships . Gratitude is one of the very important factors in us striving to remain happy. When we openly express gratitude in our lives, we draw in more positive vibes. Think about the people you know and notice how much more positive you feel around people that are positive, happy and grateful for what they have. Then think about that people you are around that are always down, negative and the victim of everything. It makes it very easy for us to see how these differences affect our own wellbeing. Now think about how you want to be seen by the people you deal with every day. Do you want to be uplifting, positive and greatful? Or do you want to be that negative person that drags everyone down? Personally, I want to be on the positive side, does that mean that I am always that person? No, it takes work. But I have found that the more I put positive and greatful thoughts in my life the easier it is to be that uplifting person. There can be a lot of personal benefits of having gratitude. I read this article the other day and I thought this was great. “ Expressing gratitude is associated with a host of mental and physical benefits. Studies have shown that feeling thankful can improve sleep, mood and immunity. Gratitude can decrease depression , anxiety, difficulties with chronic pain and risk of disease.” https://www.mayoclinichealthsystem.org/hometown-health/speaking-of-health/can-expressing-gratitude-improve-health#:~:text=Expressing%20gratitude%20is%20associated%20with,everyone%20would%20be%20taking%20it . So, doesn’t this sound like something good we should have in our lives? I look at my life over the past 60 years and I can see times when I wasn’t very greatful, I was definatly more negative, and I think I struggled more during those times. I also have had times of regret, but I don’t think we can have regret and gratitude at the same time. I have had to turn my regrets around and view the positive side of something I may regret. There is usually something we learned, from a time, we may have regretted in our life. I really like to think that we can find something positive in every day and have gratitude for what we have. As we start this week of Thanksgiving, I am greatful for my sweet and beautiful wife, all my kids, for all my siblings and parents. I am greatful that I live in this beautiful place, for the home that I have and the job that allows me to provide for all of this for my family. I am greatful for all I have learned to help me improve my health. I have a lot of gratitude in general for the great things this world provides me. Take the time this week to write down what you are greatful for, what provides you positive experiences and what lifts you up in your daily life. Enjoy your Thanksgiving, your family and all that life provides you! Another great article on Gratitude! https://open.substack.com/pub/michaeleaster/p/the-true-science-of-gratitude?r=2di3fj&utm_medium=ios&utm_campaign=post