What if the feeling that something’s missing in your career isn’t a signal to quit—but an invitation to realign? In this post, we explore why even high-performing professionals can feel disengaged and what to do when your work starts to feel flat. You’ll learn why a full career overhaul usually isn’t necessary—and how making just a 20% shift in your responsibilities can reignite purpose, energy, and satisfaction in your role. Whether you’re craving more challenge, meaning, or momentum, this article offers a practical, mindset-driven way forward.

Let’s face it—giving feedback is one of the hardest things we do at work. Whether it’s to a direct report, a peer, or even your boss, it can feel awkward and emotionally charged. In my coaching sessions—and after 30 years in management—I’ve seen that even seasoned leaders often struggle with it. Sometimes feedback sparks growth. Other times, it creates confusion or resentment.

One common myth is that there’s a single “right” way to give feedback. In reality, it depends on context. Today’s workforce spans multiple generations, and each person brings a different communication style. That means feedback needs to be thoughtful and tailored.

Some of the biggest mistakes include delaying feedback, being vague, or turning the conversation into a one-way lecture. Saying “You’re not meeting expectations” without specifics doesn’t help. And waiting too long to bring something up only makes it harder to address constructively. Feedback that is too general or delivered without clarity erodes trust and rarely leads to improvement.

The most effective feedback is specific, timely, and rooted in real behavior—not assumptions. Instead of saying, “This isn’t strategic,” try “I’m struggling to see the big picture in this plan.” It shifts the tone from judgment to insight. Make space for reflection, too. Ask questions like “What were you aiming for?” or “How did that feel to you?” Often, people course-correct when given the opportunity to reflect.

Tailoring your tone to the individual also makes a difference. Some people value direct feedback; others need more context or warmth. And always assume positive intent. Most people want to do well—they just need clarity, support, and space to grow.

Ultimately, feedback shouldn’t be about fixing people. It should be about helping them develop what’s already working. When it’s done right, it builds trust, strengthens performance, and helps people bring their best to the table. The goal isn’t perfection—it’s progress.

One of the most common themes I hear from leadership clients is a lack of confidence. Many believe they need to feel confident before they take action—whether that’s navigating conflict, speaking up, or leading a team. But here’s the truth: confidence doesn’t come before action. It grows because of it.

We often buy into myths like “confidence requires certainty” or “confidence is granted by others.” In reality, confidence is built through experience—by taking small, intentional risks, learning as you go, and grounding your worth in effort, not external praise.

For women especially, the confidence gap is widened by social conditioning and perfectionist tendencies. But the good news? Confidence is trainable. It starts with simple, consistent “reps”—like asking a bold question, voicing an idea early, or owning your wins out loud.

You don’t need to wait until you’re ready. Start small. Start now. That’s how confidence is earned.

From the outside, it looked like I was chasing a mission—clean air, clean water, a better world. But what I’ve come to realize is that purpose doesn’t come from an organization's mission. It comes from how you show up every day. Whether you're saving lives or sorting spreadsheets, purpose is something you activate—not something you're handed. This post is about how to find meaning in your work, no matter your job title—and why just 20% of your time spent doing what you love can change everything.

You don’t need a title to be a leader. In fact, waiting for one might be holding you back. True leadership isn’t about authority or hierarchy—it’s about presence, self-awareness, and how you connect with others. Whether you're managing a team or influencing without formal power, your greatest leverage comes from knowing your strengths and understanding those around you. In this post, we’ll explore how to lead from where you are—no title required. Because leadership isn’t something you’re handed. It’s something you step into.

When professionals ask me what skills they need to get to the next level, I always pause—because while it’s a fair question, it’s often not the right one. Skills may open doors, but it’s your strengths—the traits you lean on instinctively—that help you thrive once you’re inside.

I learned this firsthand when I stepped into my first leadership role. I had the credentials, the experience, and a stacked résumé—but I was overwhelmed. It wasn’t more skills I needed. It was alignment with how I naturally lead best.

In coaching, I see this all the time: leaders chasing another certification or course, when the real unlock is using what they already have—more strategically, more intentionally. Your strengths aren’t just what you’re good at. They’re how you energize others, influence outcomes, and solve problems in your own distinct way.

The real question isn’t “What should I learn next?”
It’s: “What do I already do best—when I’m at my best?”

Career uncertainty doesn’t always arrive with fanfare. Sometimes it creeps in—subtle, persistent, and hard to name. Other times, it crashes in: a layoff, a role that drains you, or a promotion that looks good on paper but feels off in practice. In those moments, it’s tempting to search outside ourselves for answers—new jobs, new certifications, new plans.

But one of the most powerful tools for clarity isn’t external. It’s internal. It’s your strengths.

Strengths aren’t just things you’re good at—they’re the activities that leave you feeling energized, focused, and deeply effective. They’re your natural way of working when you’re at your best. When you tune into them, you begin to see where you thrive, what work truly fits, and how to navigate uncertainty with greater confidence.

You don’t need to start from scratch. You need to start from strength.

You’ve mastered strategy, deadlines, and decision-making. But the real challenge? It’s people. Emotional dynamics—not technical hurdles—are what test even the most capable leaders. Emotional intelligence (EI) is the leadership edge that turns competent managers into transformative leaders. In this post, we explore why EI matters more than IQ in leadership, what emotionally intelligent leaders do differently, and how you can build this game-changing skill—starting today.

"I had checked every box—title, salary, recognition. Yet something still felt off. That’s when I realized: I wasn’t out of ambition. I was out of alignment."

In a culture that prizes achievement, it’s easy to keep climbing without ever pausing to ask: Am I climbing the right mountain?

This post explores the subtle but powerful difference between ambition and alignment—and why even the most impressive career can feel hollow if it’s not rooted in your own values.

If you’ve ever felt the quiet ache of success that doesn’t satisfy, this one’s for you.

How to Be Happier at Work — Without Quitting Your Job

Feeling stuck, drained, or uninspired in your job? You're not alone — and you don’t have to quit to feel better.
For many of us, the idea of being happier at work feels tied to a major life change: a new job, a new company, a new path entirely. But what if the key to more fulfillment wasn’t about leaving — it was about shifting how you show up in the role you already have?

Enter job crafting — a simple, science-backed strategy that allows you to bring more meaning, energy, and purpose into your workday, without changing your title or employer. Rooted in positive psychology, job crafting helps you align your day-to-day tasks with your strengths and values so that your job works for you — not just the other way around.

Whether you’re feeling close to burnout or just craving more connection to your work, the good news is this: you have more control than you think. And it all starts with a few intentional tweaks.