“Purpose isn’t everything, but it trumps everything else.” – Roy Spence, It’s Not What You Sell, It’s What You Stand For
In 2015, a business coaching client asked me to design and facilitate a session with their entire company during their annual retreat in Kauai to help them solve what was a very good (or a potentially really bad) problem.
This successful technology company needed to be prepared for responding to a great problem most companies only wish they had:
That was the good problem.
The bad problem? They lacked one very important building block in their company in order to achieve sustainable success: A clear, shared and inspiring Purpose Statement.
The owners of the company were in tune with their individual core values and they knew their team and their market well enough to know they could achieve lofty goals and make a huge impact on the industry for their partners and customers. For a consultant, this was a PLUS because they were already ahead of the game.
This wasn’t their first rodeo. The co-founders knew that in order to move their company forward, everyone on the team needed to be aligned and ready for the ride. Because if they weren’t, and it got rough, they could lose their best talent and ruin the trust of their partners, and the reputation for excellence they worked so hard to create.
Individually and collectively, the team first needed to identify, verbalize, connect with their core values. Then some serious brainstorming needed to happen, which was framed by answering four key questions (more on that later).
Finally, to begin to craft the Purpose Statement, they needed to get BIG and answers needed to come from everyone in the room: “What difference do we make and for whom?”
Many of you may say, “Yes, but isn’t that the same as a Vision or a Mission Statement?” No, it’s different.
A Purpose is our strong WHY we get up in the morning. A purpose is inspiring. A Purpose includes everyone who works at the company. A Purpose connects individuals and core values of people and the culture of the organization. EVERYONE knows the purpose and knows how their role and unique talent they bring to their work everyday is a necessary for the company’s achievement of the Purpose.
A Purpose is never achieved, is not measurable and NOT attached to the bottom line. A Purpose is not “how we do things” or our strategy. WARNING: A Purpose is not for the faint of heart because you WILL be called to act on your Purpose (and everyone is watching).
Ultimately, everyone in the company is accountable for making decisions that are aligned with the Purpose, including which work we do, how we hire and fire people, and how we allocate our resources.
A company’s sustainable success today goes beyond the bottom line and a by having a clear, inspirational purpose you attract and keep great talent, and repel and easily de-select people who aren’t in alignment with your company’s Purpose. Because if your people aren’t on board, you may not survive your own success.
Purpose-driven companies thrive through challenges, good and bad. And, by the way, the most financially successful and thriving companies are driven first by a strong, clear Purpose. Bottom line is important or they wouldn’t survive, but it’s not at the top of the list.
Some examples of excellent, clear Purpose Statements:
Merck: To gain victory against disease and help mankind
Disney: To use our imaginations to bring happiness to millions
Johnson & Johnson: To alleviate pain and suffering
Merck, Disney and Johnson & Johnson, and this company, realized the process of identifying and crafting a compelling, inspiring, clear and meaningful Purpose Statement isn’t for the faint of heart and doesn’t happen in a half-day workshop. It is a process, not an event. It starts from the bottom up, the top down and is inspired by the strong WHY?’s of the founders, the team members who make it happen, core values and most of all the BIG DIFFERENCE they make and for whom.
Not only did this company successfully develop their clear Purpose Statement, they used it to guide their business decisions which, according to one of the partners, ultimately positioned the company to be acquired by Google.
Most important, the process of discovering their Purpose was inspiring, fun, engaging! The team reported the process connected them at a whole new level – a level they need to be at in order to thrive through their next growth opportunity.
Is your company ready for your next “good problem?”
Share your favorite (or your own company’s) Purpose Statement below. How does it speak to you and align with your Purpose?
|EXIT STRATEGY—WHAT IS YOUR END GOAL?|
|Tuesday, December 13
7:45 am – 9:00 am at 4532 Boardwalk Dr., Fort Collins
RSVP to Shannon Richardson at 970.229.1140 or firstname.lastname@example.org.
Limited seating available.Business owners go into business for many reasons … to be in control of their time, to create wealth, to have freedom, to create a legacy and to, someday, retire wealthy. Without proper planning, many business owners can feel frustrated, burned out and chained to their business instead of experiencing the reasons they went into business in the first place.
Join us to learn how to get unchained from your business, grow, and prepare yourself for a happy, successful exit when you’re ready.
FOR IMMEDIATE RELEASE:
DENVER, CO – The Center for Sustainable Strategies (formerly Sustainable Leadership, Inc.) is expanding to serve clients from Denver, Boulder and Fort Collins, Colorado, specializing in helping bio-science and technology executives meet the demands of Colorado’s growing biotech, bio-science and technology industry.
The Center for Sustainable Strategies helps entrepreneurs and newly hired or recently promoted leaders transitioning into an executive role develop effective leadership practices and business development strategies in fast-growth bioscience and emerging technology companies. The Center for Sustainable Strategies CEO Christina Haxton said that in a fast-paced industry, it is essential that technologists, scientists and physicians transitioning into a business environment find the balance between achieving sustainable business growth, applying best leadership practices, achieving successful work/life integration and avoiding burnout.
Haxton, recently relocated from Steamboat Springs, Colorado, has over 20 years of entrepreneurial experience, a graduate level certificate in Evidence-Based Coaching for Executives & Businesses, Masters in Marriage & Family Therapy specializing in business partnerships, Bachelors in Psychology and over 25 years of healthcare industry experience, including over 10 years in management and board level experience in non-profit healthcare, economic development and membership organizations. Haxton is a co-author of The Character-Based Leader: Instigating a Leadership Revolution One Person At A Time, is an author of numerous articles, dynamic presenter and keynote speaker on the topics of Sustainable Leadership, increasing employee and executive engagement, improving productivity, resolving workplace conflict, transforming stress and avoiding or recovering from burnout.
About The Center for Sustainable Strategies
The Fort Collins office is located at 219 West Magnolia St. Suite #120 Fort Collins, CO 80521 with a second office in the Greater Denver Area. Haxton’s original company, Sustainable Leadership, Inc. an executive coaching and leader development consultancy has now expanded to include offering business growth and development services for small business owners and non-profit organizations. The Center for Sustainable Strategies provides specialized expertise in assessing, developing and implementing innovative solutions to effectively address executive and team development, employee engagement, strategic and succession planning and execution, as well as custom leadership development programs for small to medium-sized health care, bioscience and technology companies. The Center for Sustainable Strategies has offices in the Greater Denver and Fort Collins, Colorado areas.
For more information:
Contact: Christina Haxton Email: Christina@ChristinaHaxton.com
Phone: (970) 387-8935
Engaging and mobilizing team members or employees can feel like a daunting challenge, especially if you are a technologist, engineer, scientist or physician making the transition into a leadership or management position. However a few simple behaviors can make a huge difference to improve engagement with the people you need to help you get the job done.
For instance, many employees are frustrated because they feel like they have to be a mind reader, psychic or great guesser as to what their your priorities are at any given time. Even worse, they don’t know how they are doing and how they can do better. Their annual performance review is sometimes their only chance to find out. Often stressful for both of you and because it happens only once a year, the annual review does not set people up for success. Your employees need more frequent, detailed feedback and feedforward so they can make responsive adjustments and know they are on track!
This situation is not completely the fault of management. In some organizations, spans of control have become so large that managers have to complete another formal performance review every three or four days. Leaders are busy, busy, busy. I get it. But that’s still no excuse.
There are many simple strategies to mobilize employees and create a highly engaged team. the good news is they cost almost nothing to implement, can be put into place immediately and have huge impact.
For instance, one opportunity that many leaders have to build trust with their team members – even at the C-level – is to give more frequent, informal feedback about how each employee is doing. It takes just a few minutes to ask a question and listen to the response you get. That way, everyone in an organization knows what is expected of them and how they can get better.
There are seven simple questions every leader must ask employees … and intently listen to the answers to create a highly engaged team. As with advertising, frequency counts. Small, informal conversations about performance go a long way – especially when they include teachable moments about different situations and details.
The questions include:
1. What do you believe I expect from you?
2. What are you doing well?
3. What, if anything, can you be doing better?
4. What, if anything, do you believe I see you could do better?
5. (If appropriate): What do you expect will happen if you improve (e.g., more responsibility, more time with leadership, more desirable assignments)?
6. (If appropriate): What do you expect will happen if you don’t improve?
7. How can I help?
While all of these questions are important, and you don’t have to ask all of them at once, the last question is especially important. It shows the employee that the leader cares, and is not merely abdicating responsibility or shifting blame.
No more excuses! For more information about how you can easily and effectively engage and mobilize your team and to take a confidential and free self-assessment about how well you are engaging and mobilizing your team or employees, click here.
Stress just comes with your job and the good news is that stress isn’t necessarily “bad.” Here’s what you need to know about how chronic stress effects your brain and your ability to fullfill your responsibilities.
As a supervisor, manager or CXO, you are paid to think and make the right decisions quickly. You are also responsible for managing and motivating others, which isn’t always easy (or fun!). And you still have to deliver on time and on budget.
Next to your heart, your brain will be your most valuable asset or your biggest liability. Given all of the constant pressure from every direction, how are you supposed to get it all done, do your best work, answer to your boss(es) and be a good boss yourself, too? Stressful, right?
If you are paid to think, your greatest asset might just become an endangered species. And if you don’t learn to adapt quickly, you and your career might just become extinct, too. the Manchester study found almost 50% of newly hired or recently promoted executives get fired or quit within the first 18 months in their new position. Wonder why?
As an executive coach and leadership development consultant (and a licensed therapist), I have seen more people’s lives come crashing down around them as a result of unrecognized or unresolved stress that leads to overwhelm that leads to burn out, then often bouts with anxiety or depression. They get the wake up call from their doctor “If you don’t slow down you’ll have a heart attack.” Or the wake up call from the board “You’re under-performing” or worse “you’re fired.” Or the spouse“I want a divorce” because they are burning the candle at both ends and their relationships have been suffering for far too long.
The speed with which we get information, process information and take need to action today is light years faster than even 10 or 15 years ago. Because of the globalization of business, fierce and fast competitors, the digital age and social media, the expectation is business gets done 24/7 365. There is no down time. Our human, fragile brain is powered by rechargeable batteries, not 220v. We can no longer keep up the pace, much less effectively or efficiently process the 40 million pieces of information that’s being hurled at us every waking hour.
Many people believe that stress in our “crazy busy” lives is a “given” and we should be able to “just deal with it.” Recent discoveries in brain science tell us we aren’t doing such a great job. Not only is stress increasingly affecting our physical health and our mental health, stress negatively impacts our ability to think, to make decisions and to communicate. Very critical skills for business owners, managers and leaders at all levels.
When I am speaking to audiences I ask, “What’s your biggest problem at work today?” and the answer is often “I have too much to do, not enough time to do it and not enough resources to do it right.” Yes, that’s a problem, but is not the problem. Because we can’t create more hours in the day, the solution that has now become the problem is to work harder and longer. And now “overwhelm” is a state we visit frequently. Our tolerance for stress is increasing and it’s comfortably familiar … the “new normal.”
And it’s getting worse. Many of us are now addicted to the powerful brain chemicals produced by chronic stress. We can’t get things done and need higher and higher levels of these chemicals to motivate us. Our immune systems are on overload resulting in disease. My personal observation is we feel more disconnected, from ourselves and from each other. As a result we are experiencing more interpersonal conflict and dis-ease at home and at work than ever before. Bad news.
Stress leads to chronic overwhelm and ultimately to burnout. If you ignore the early warning signs, chronic stress will quickly derail you, your career and your personal relationships. If you only strive to “manage stress” (which is no longer possible or feasible) you will slip down the corporate ladder faster than you can blink an eye.
Denial will not serve you when it comes to learning how to transform your relationship with stress. The bad news? Most people will nod in agreement, yet continue with their same habits and take no action.
If you are paid to think, you must treat your brain and your energy as precious commodities that need daily TLC to function most effectively and with ease.
Do you know the early warning signs of burnout?
If you are a business owner, senior manager, director or CXO interested in identifying the early warning signs (7 will surprise you) click here to take a brief stress survey to avoid burnout. The first 5 people each month who complete the survey will receive a personal review (not just a computer-generated score) and 45 minute complimentary and confidential Strategy Session by a licensed professional (yours truly) to see where and how you can take steps now to transform stress into peace of mind.
The good news? Transforming stress is easier than you think and absolutely possible! My coaching clients tell me that when they learn and apply practical tools to manage their energy and attention instead of trying to manage their time, the results are almost immediate. Now instead of feeling chronically stressed out and overwhelmed, they feel confident they can make a difference AND feel happy, satisfied and productive at the end of each day. The result is they become Sustainable Managers & Leaders. Click here now to take the survey.
When you, focus instead on responding rather than reacting to stress you will be able to transform “bad stress” into an opportunity to be a much more effective business owner, manager or CXO. You, too can become a Sustainable Leader: A person who is in a position of authentic influence that creates value and who is built to last from the inside out and for the long haul.
What do Sustainable Leaders are do differently? Hint: They learn and practice skills to actively focus on both how much they DO and DON’T DO to successfully conserve brain power, transform stress and become very efficient with their energy.
P.S. Stay tuned for the next post: The 7 Habits of Highly Sustainable Leaders, then pick one of the 7 tips to practice each day for two weeks. Notice what happens to your mind and your mood. You can learn new habits to transform stress, be more productive and have peace of mind at the end of the day knowing you’ve done your best work and helped your team do their best work, too. Don’t want to wait? Get started now: Click here now to take the survey.
Christina Haxton, MA LMFT – Speaker, Author & Executive Coach, CEO & Founder of Sustainable Leadership, Inc. For leadership speaking, leadership coaching or leadership training inquiries, contact Christina at email@example.com
As a director, manager or executive, you know growth, while good, has its downside.
You may have even noticed a little more stress now – sleepless nights and ongoing worry wondering how you are going to keep your team on board, headed in the same direction AND get deliver the results everyone is counting on, too.
Stress just comes with the territory, right?
Keeping yourself AND your team engaged and productive while you are going through growing pains may be top of mind right now. You are focused, you delegate, you make critical decisions quickly, and you probably handle high levels of stress much more easily than your peers. Yet it could get lonely at the top, too. And you are (still) human.
There is a lot research and buzz about the rewards of having engaged employees and the costs of having disengaged employees. Did you know that disengaged employees costs organizations $3,400 a year for every $10,000 in salary … and turnover—the inevitable outcome of disengagement—costs organizations between 48 and 61% of an employee’s annual salary?
What would be the cost to you personally and professionally as you have to do more with less, meet even higher demands (from your boss AND your team) AND deliver on time and on budget despite your company’s growing pains? The cost would be two-fold: you could end up being that “stressed out boss” AND have “stressed out employees” because emotions are contagious.
When the early signs of “leadership stress” – a unique type of stress experienced by people who are responsible for the well-being of others. When the first signs appear you might not notice, but others will … and they may not tell you. As you get stretched too thin watch out for the negative ripple effect of stress down the line to your team members, who will then become less engaged, more distracted and less productive.
That would be a problem, especially right now for someone at your level of responsibility … for your team, your career and your company. As a licensed therapist and executive coach for more than 15 years, I’ve seen the devastating outcomes for leaders, careers, companies and families of ignoring the early warning signs of (leadership) stress. I have assisted hundreds of smart, insanely busy leaders to identify the key leverage points and strategies to prevent career derailment.
I am very excited to announce a resource that could be of interest to you! Through extensive research and experience, I have compiled 30 key questions to isolate and identify …
An 8 minute, quick and easy assessment tool so you can identify the early warning signs and make simple changes before it’s too late :
THIS IS NOT a computer generated assessment! As a licensed professional I will evaluate your results, which includes a customized, personalized and confidential review AND solutions, your unique leverage points and a strategy for turning it around. Your results are 100% confidential and will be shared with no one but you.
To help you be exceedingly more productive, get more done in less time with fewer resources, resourceful, optimistic, agile, resilient, effective, engaged, confident, happier, satisfied and connected “best boss” (and help your team do the same). Most importantly, you can love the heck out of what you do again or through this exciting time in your growth period.
I have reserved a limited number of appointments on my calendar for the first 10 leaders who complete the survey to receive a complimentary Leadership Strategy Session to review your results with you.
I will personally provide you with a customized, personalized and confidential review AND solutions, recommendations for leverage points so you can turn it around quickly.
Whether you can benefit from knowing the signs for yourself, or knowing the signs to assist someone on your team from stress leading to burn-out leading to disengagement, you’ll want to know the critical signs … before it’s too late!
[social_sharing style=”style-7″ fb_like_url=”http://bit.ly/1iTuMJ2″ fb_color=”light” fb_lang=”en_GB” fb_text=”recommend” fb_button_text=”Share” tw_text=”Do you have any of the 7 Signs of Leadership Stress Execs Can’t Afford to Ignore? Take the quick survey here ” tw_lang=”en” tw_url=”http://bit.ly/1iTuMJ2″ tw_name=”christinahaxton” tw_button_text=”Share” g_url=”http://bit.ly/1iTuMJ2″ g_lang=”en-GB” g_button_text=”Share” linkedin_url=”http://bit.ly/1iTuMJ2″ linkedin_lang=”en_US” alignment=”center”]
Absolutely! But first, I have a confession …
Because I encourage my executive coaching clients to practice the values of transparency and humility, I will “walk my talk.”
Just last week I delivered a presentation to business owners about how to be more efficient with your mental energy, avoid overwhelm, manage multiple priorities and get things done.
My confession: I have been struggling with how to stop my procrastination pattern this week.
Thanks. I feel better already.
In order to interrupt the pattern of procrastination and take action, I used it as motivation for me to write.
I’ve heard from very smart, successful clients of mine doing (in fact, I did #6 AND #1 just today so maybe I should re-title this: “Top 10 Signs I Am Procrastinating.” Then I can add Personal Integrity to my values list, too).
Because awareness is the first step to stopping procrastination, or any bad habit, I made a Top 10 List of what my procrastination pattern looked like (and I borrowed a few from my coaching clients, too).
Are any familiar to you?
Top 10 Signs You Might Be Procrastinating:
10. Eating something non-nutritious so you can stay awake while you watch the online training (hopefully not mine!)
9. Checking your email every 3 minutes
8. Looking for inspiration from articles on the internet so you can write your own article (this is me today)
7. Reading just one more article about “how to do …” so you can start doing whatever it is you should be doing
6. Checking LinkedIn for who’s viewed your profile
5. Replying TY for RT’s to all of the Twitter Followers in the past 3 days
4. Looking on Facebook to find people you went to high school with you never really cared about anyway
3. Repairing and painting the wall where the puppy chewed a hole last week
2. Watching the news to find out the horrible things that are happening today
1. Editing the promotional page for your upcoming leadership program for the 7th time today so that it’s perfect before you send it out
I could take this a step farther and feel guilty or ashamed about being so imperfect – and we could take it one step beyond that and say I’m a hypocrite.
Yet I choose not to … I choose instead to offer my human-ness up to you as an opportunity to learn and grow, for myself and most importantly for you if you so choose to take on The “BS” Challenge!
What Do You Mean By BS?
It no longer surprises me when one of my executive coaching clients who is highly respected and extraordinarily successful by anyone’s standards discloses their deep, dark BS: “If people only knew what a fraud I am (or feel like at times), then the secret would be out … and I would finally be discovered for who I really am.”
After years of hearing this fear coming from powerful, influential business people, I now recognize where this shame and fear comes from – it comes from “BS.” BS is far easier to recognize when it comes from someone else’s mouth rather than from inside your own head.
Brain science can now tell us a lot about what motivates human beings (no matter what your title), and more importantly, what we will work very hard to avoid. Proven strategies based in neuroscience can help us to very quickly to re-wire our brain to get unstuck, solve the challenge de jour and keep the problem from rearing its head again – ever.
But first, we need to change at the level of thinking – and explore BS. Let’s use mine as an example.
BS: The SHOULDS and the SUPPOSED Tos
What do I mean by “BS?” (This is where you say “b*llsh*t”).
Okay … let’s go with that one.
BS also can refer to our “Belief System” which for the most part is full of BS.
Now I’ll put the shoe back on my own foot: If I believe I SHOULD NEVER PROCRASTINATE or I SHOULD NEVER WASTE MY TIME DOING SOMETHING UNPRODUCTIVE especially because what I assist others to do is to be productive, and if I procrastinate, then I must also be hypocrite.
Now who’s the one with the big dark hairy BS? That would be me. And I feel incongruent because “I don’t practice what I preach.”
Are these rules similar to what you believe, too?
If I choose to keep this BS, I will not feel creative, inspired or motivated. Just stuck and embarrassed if anyone finds out what I believe … and those feeling states will not get me very far today. The good news is now that I’m aware of the BS, or belief, I can challenge it, keep it or replace it if it’s holding me back. And if I can do it, so can you.
How do I stop the pattern of procrastinating? Simple. I asked myself a question to uncover and challenge my own BS, “What do I have to believe to feel embarrassed that I am procrastinating right now?”
One possible answer/belief is “I ‘should’ never procrastinate because I coach other people on how to stop procrastinating. I should have ALL the ANSWERS!”
The follow up response and question is “Fair enough … and what elsecould be true?”
Yet, what else is true is that I am human. So I used the strategy ofAcknowledgement … simply acknowledge the feeling … “right now I feel embarrassed that I am unmotivated and procrastinating.” Here is a surprising fact based in brain science: Simply labeling a feeling releases negative energy attached to that belief. And reduces it’s power by almost 50%.
Then I ask the third question, “Okay, so I feel embarrased. What’s one small thing I can do right now to get into action to feel more productive?” The easy answer comes quickly … and my answer was to start writing … just write for 5 minutes. And in 30 minutes, I am finishing this article.
What are some other things you do that keep you from spending time doing the things you could be doing to move you forward?
Do you have a deep, dark fear or belief that holds you back from resolving challenges or avoiding situations where you lack confidence?
If so, then I have good news for you: ACE! Take these 3 Step ACE Approach to Get Out of Procrastination and Into Action:
#1. Awareness of and then check out the BS –“What do I have to believe to feel frustrated, stuck, etc.? That could be true … and what else could be true?”
#2. Choice: You now have at least two choices. Go with the BS as if it’s the only
truth (which it isn’t), or consider other beliefs that could be true
#3. Execution: Find one small step you can take to get unstuck and into ACTION – “What is one small thing I can do right now?”
When was the last time you confronted (or at least checked out) the BS in your head that’s holding you back from being a productive and proactive leader?
If you are ready to check out your incongruent, competing or limiting beliefs and replace them with supporting beliefs so you can take action you need now to propel you forward in your leadership effectiveness, I would be honored to offer you any resources I have to assist you! Click here now to get more information or to arrange your confidential and complimentary Leadership Strategy Session.[social_sharing style=”style-6″ fb_like_url=”http://sustainable-leaders.com/?p=5677″ fb_color=”light” fb_lang=”en_US” fb_text=”like” fb_button_text=”Share” tw_text=”Top 10 Ways To Procrastinate And How To Quickly Stop Procrastinating ” tw_lang=”en” tw_url=”http://sustainable-leaders.com/?p=5677″ tw_name=”@christinahaxton” tw_button_text=”Share” g_url=”http://sustainable-leaders.com/?p=5677″ g_lang=”en-US” g_button_text=”Share” p_url=”http://sustainable-leaders.com/?p=5677″ linkedin_url=”http://sustainable-leaders.com/?p=5677″ linkedin_lang=”en_US” alignment=”center”]
You have followed all the Spoken Rules of Getting Promoted:
Here’s the bad news: If you only listen to the spoken (or written) rules and are unaware it is actually the Unspoken Rules of how to get promoted that determine what it really takes to get promoted in your company, you may be passed up (again) for the next opportunity to advance your career. Click here to get the inside scoop you need to get promoted in 2014 over at ManagingAmericans.com.
What is Unspoken Rule #1 in your company and how did you discover it?
Did you know that 47% of newly hired or recently promoted Senior Executives get fired or quit within the first 18 months on the job? But I”m not a Senior Executive or “Leader” … you say. Why would you let that stop you from learning from their mistakes?
Why? One reason is poor performance, another is burn up and burn out caused by the stress from the inability to get onboard with the “human side” of the success equation fast enough: Connecting and building trust with your new team!
Not just any stress is the culprit … Power Stress*, a unique type of stress experienced by those who are responsible for the well being of others – your team, your employees and possibly even your clients.
Unrecognized and unresolved stress Power Stress will paralyze your ability to think quickly and use your intuition to make the right decisions? Because stress is contagious, your team suffers, too … especially when you need then the most!
If you are a newly hired or recently promoted leader building trust with your new team is essential for success in your new role.
Beware … awareness is overrated!
If you don’t have an executable accountability plan for WHAT, WHEN & HOW TO you could find that the fall down the corporate ladder is much swifter than the climb up …
What if you had a 3 Step Approach to Leverage Power Stress so you can reduce, manage and yes, even leverage the inevitable people challenges that come with your new position …
If you don’t yet have an executable plan for making lasting change – make one. To qualify for a complimentary, no obligation Leadership Strategy Session click here.
To Your Sustainable Leadership!
P.S. Now booking for 2014 for keynote or meeting presentations. Contact Christina to inquire about her most popular presentations or to book your event today: 3 Steps to Leverage Stress for Leadership Success!