Confidence is often described as the secret ingredient of leadership — the courage to take risks, the steadiness to make tough decisions, and the presence to influence others. Yet many highly capable professionals, especially women, hesitate to step forward. Not because they lack skill, but because they doubt themselves.

True confidence isn’t about perfection, knowing it all, or faking it until you make it. As The Confidence Code puts it, confidence is “the stuff that turns thoughts into action.” It’s grounded, steady, and built over time through repetition and reflection.

Research shows a persistent confidence gap: men often apply for roles when they meet 60% of the qualifications, while women hold back unless they meet 100%. The difference isn’t ability — it’s self-belief.

The truth is, confidence is not fixed. It’s a choice, built one imperfect step at a time. And with practice, it grows stronger.

Feeling stuck in your career doesn’t mean you’ve failed—it’s actually a signal that change is on the horizon. That uncomfortable “messy middle” is where clarity begins to emerge. Often, what hides beneath stuckness is a deeper question: What does growth look like for me now?

Sometimes it’s about organizational fit, sometimes it’s boredom, lifestyle, or the nature of the work itself. The key is peeling back the layers and noticing where you thrive. True career growth isn’t about fixing weaknesses—it’s about leaning into your strengths and designing a path that energizes you.

Instead of seeing stuckness as a problem, see it as a turning point. With reflection and the right roadmap, it can become the very gift that launches your next chapter.

Most career advice tells us to double down on our skills. But being good at something doesn’t always mean it’s where you’ll thrive. Skills make you capable — strengths make you come alive.

I learned this lesson firsthand after building a career in environmental law. On paper, I was “successful.” In reality, I felt drained. The breakthrough came when I discovered the difference between skills and strengths: skills are learned, but strengths are your natural wiring — the patterns of thought, feeling, and behavior that energize you.

When you build your career around strengths, engagement, confidence, and fulfillment grow. In fact, people who use their strengths daily are six times more likely to be engaged at work.

This article explores why strengths matter, why we often overlook them, and how you can start crafting a career around what truly makes you thrive.

Well-being isn’t fluff—it’s the foundation that fuels how you show up in your career and life. The difference between your drained 1.0 self and your thriving 2.0 self comes down to daily choices. Small, consistent well-being investments—like movement, rest, mindfulness, or connection—rewire your brain for balance and resilience. The key isn’t willpower, it’s habits. Start with one simple practice, make it easy, and repeat it until it sticks. Over time, those tiny actions compound into the calm, focused, energized version of you that can handle stress and thrive. Your well-being plan isn’t one-size-fits-all—it’s yours to design.

In today’s unpredictable world, workplace stress is at an all-time high, leaving engagement and morale at record lows. While we can’t control economic uncertainty, political division, or rapid change, we can control how we care for our own well-being. Well-being isn’t a perk—it’s the foundation for resilience, focus, and sustainable performance. By investing in even one area—whether that’s physical health, social connection, or career satisfaction—we create positive ripple effects across every part of life. This article explores Gallup’s five elements of well-being, practical strategies for professionals, and why organizations that prioritize employee well-being see stronger engagement, retention, and trust. In a world that isn’t getting less stressful, well-being isn’t optional—it’s essential.

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.