It’s My Time! Women’s Conference

October 27th, 2014

Please join me for It’s my Time! Women’s Conference on November 14, 2014 at Ponte Winery presented by Women Empowered Rock.  This is your time to focus on you. Your hopes, your dreams, your truth.  If you’re experiencing a life transition or feel the need for change, this is your time.

  • Embrace your inner strength and acquire valuable skills toward personal and professional development.
  • Ignite your passion and explore all your possibilities towards living a successful, happy and healthy lifestyle.
  • Identify and define your own vision, purpose and passion.  Be empowered to be your best self.

A Brandman University alumni, Danielle Boudreaux is the driving force behind this event.  The vision is to bring together a community of women to be uplifted, empowered, and transformed through speakers, workshops, and interactive presentations.  I am honored to be speaking and sharing my insights on how to live an integrated life.  You won’t want to miss it!

WE Rock has also teamed up with Make-A-Wish® Orange County and the Inland Empire and will be conducting a silent auction during the It’s My Time! Women’s Conference and donating 100% of the proceeds to Make-A-Wish.   With the help of generous donors and volunteers, this local Make-A-Wish chapter has granted more than 5,000 wishes to children with life threatening conditions.  For more information about Make-A-Wish, visit  and discover how you can share the power of a wish®.

It’s your time to make positive changes that impact your world and to take hold of your destiny by accessing the inspirational and practical tools provided to transform your life.

For more information and to register:
Use promotional code PONTE2014 and SAVE 15% OFF ticket price.

A Growth Mindset Creates Leadership Confidence

October 27th, 2014

“Opportunities for leadership are all around us. The capacity for leadership is deep within us.” M Albright

Do you believe leaders are born (fixed mindset) or leaders are made (growth mindset)? A person’s belief about this creates his/her reality.

“The philosophy you have about human potential matters a lot. If you believe that talent is innate, then feedback becomes a threat, stretch opportunities are dangerous and others’ success is a problem. If you believe talent can be developed and intelligence isn’t fixed you are able to process information differently,” according to Neuroleadership expert David Rock.

People with a growth mindset believe it is possible to get better and improve. They embrace challenges and are persistent.  The believe effort is the path to mastery.  They welcome feedback as a learning opportunity.  With this mindset comes a gain in leadership confidence.

If you are a leader, find ways to encourage a growth mindset in your people.  Ask yourself,

  • How are goals stated?
  • How is feedback delivered?
  • What is measured/acknowledged?

It’s important that we all work toward educating the workforce about mindset choice and it’s consequence.


Change, A Crashing Wave

September 26th, 2014

Do you feel like a wave is crashing over you, ready to take you out, and drag you to the bottom leaving you breathless and grasping for air?  A client recently used this metaphor of a crashing wave to describe the pressure he was feeling from multiple changes in his organization.

I asked him, what do you fear most about the changes you are experiencing?  He responded, “The uncertainty and the ambiguity.  I am not sure what these changes  means to me.”  Not surprising, our brains crave certainty and without it our brain goes into threat mode.  So it’s no wonder, that  many change initiatives fail.   That’s why it is imperative to communicate in a way and with the frequency to help people understand what the change will mean to them.  Here are some effective questions, to help create dialog around changes that are happening:

  • What do you think about this change?photo (1)
  • Do you know why the changes are taking place?
  • How do you feel about this change?
  • What do you see your role as in this change?
  • What is your opinion about this change?
  • What is your experience with this type of change?
  • What are you working on and how will you be impacted by the change?
  • What are your ideas about this change?
  • Would you change anything about the change?
  • Why do you think this change is needed (or not)?
  • If you could tell the CEO one thing about this upcoming change, what would it be?
  • What are you already doing in your day to day work that supports the change?
  • What areas do you feel will be a challenge for you to adjust?
  • What is your experience with past changes?
  • What would help you most during these changes?


Making the Most of Change

September 2nd, 2014

Making the most of change and transitions with be the focus of my keynote speech on Tuesday, September 9th at the Project Management Institute Orange County event.  

Your presentation at the September dinner meeting is going to center on change.  How did you pick this topic?

In my work with organizations, employees are suffering from change saturation.  The pace at which change is happening is frequent, rapid and continues to accelerate.  People need to understand their own reactions to change and learn now to mitigate the effects of the transitions caused by the change.

What are some key elements to managing change?

Organizational change requires individual change. Organizational outcomes are the collective result of individual change.  That is why it is critical for change management to be an element of project management to help address the people side of change.

The emphasis is to:

  1. Develop commitment
  2. Manage resistance to new processes and tools
  3. Achieve goals related to change that is a result of the project

The transition from the current way to the new way, does not happen with the flip of a switch.  People have to process what is means.  People go through several phases including letting go of the way things were, learning to accept the new way, and then only then can the achieve the new beginning.

Communication is key to helping people understand what the change means to them.   If you can reduce the ambiguity and uncertainty that often accompanies change in organizations, you will have higher success rate for achieving the desired change.

You are a certified yoga instructor.  How has that helped your in your business?

Yoga has been life changing for me.  When you study it more deeply it’s so much more than the physical practice.  I meditate and focus on my breathe to help relieve stress, calm my nervous system and improve my overall well being. I am much more mindful about how I am interacting with others and feel I am much more present when I am with clients.  Directly, I have started to integrate the concepts and practices into some of the workshops that lead and as part of strategic planning retreats I do with groups.  Intensive periods of concentrated work can be enhanced through simple movement and breath work. The response and results have been amazing. In the area of change, I have learned to accept that everything is impermanent and to let go of attachment to the way things are, and in this way I have gotten more comfortable with uncertainty which is what people really fear about change.

What’s been the best advice you’ve ever received from someone and how have you applied it?

Woody Allen has been attributed with saying, “Showing up is 80% of life.”  I don’t think I am necessarily any more brilliant than any of my peers, but I am persistent and resilient. I show up. I make a commitment and I keep it.  My colleagues and my clients know that I will deliver on my promise and do what I say I will do.  And at a deeper level, as I apply mindfulness techniques I “show up” when I am with people by being fully present in my interactions with others.

What advice would you give the young project managers just getting into the discipline?

Practice self-care.  Eat healthy foods, make time for exercise, sleep and spending quality time with people you care about.  In doing so, you will have more energy and get more done.  I know it feels counter intuitive. We are programmed to think if I just work harder and longer hours, I’ll produce better results.  That is a myth.  You will have more to give to your work and your relationships if you take better care of yourself.

What’s been your proudest accomplishment in your career?

The legacy of people I have coached and mentored to become leaders themselves.  I subscribe to the concepts of Servant Leadership which states that the best test of a leader is : Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants?  I am so proud of the many people I have had the privilege to serve in this way, and now they are helping others grow as leaders too.

 Interview conducted by Len Stregles.