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Style Talk Series - DiSC - Focus on "C"

4/10/2024

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Cartoon of the DiSC behavioural style
®
Last month we focused on the letter “S” – Steadiness of the DiSC behavioural style.
 
This month concludes the Style Talk Series as we focus on the profile “C” – Conscientious characteristics. You may also like to review the first two parts of the series focusing on the profile "D"- Dominance, or focusing on the profile "I"- Influence.
 
As previously mentioned, in each article I am highlighting real-life clients who tend to illustrate a strong profile of just one of the DiSC behavioural traits. 
 
You will have different degrees of each behavioural style in your own profile but you tend to have a dominant style that many at your work will witness. How you behave compared to people with differing styles to you may be quite different, even when presented with the very same scenario. 


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Style Talk Series – DiSC – Focus on “S”

3/6/2024

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Cartoon of DiSC Behavioural style
®
Last month we focused on the letter “I” – Influence of the DiSC behavioural style and previously we focused on the “D”.
 
This month we will continue the Style Talk Series focusing on the profile “S” – Steadiness behaviours and communication characteristics.
 
As I mentioned before, the clients I highlight tend to be symbolic of a strong profile of just one of the DiSC behavioural dimensions, this month using the “S”. 
 
In your own DiSC profile you will have differing degrees of each behavioural style. That said, people at work likely have observed your most predominant one because when you are under pressure your most dominant style usually shows up.
 
There is no perfect style, no right or wrong either; just like people are from different backgrounds, we each view a situation and react uniquely because we are approaching it from a different vantage point. This series is to help introduce the benefits of understanding your style.
 


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Style Talk Series – DiSC – Focus on “I”

2/3/2024

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Cartoon of DiSC Behavioural Styles
®
Last month we focused on the letter “D” – Dominance of the DiSC behavioural styles.
 
This month we will continue the Style Talk Series focusing on the profile “I” for Influence behaviours and communication style.  I personally relate most with this dimension myself, though not quite to the same extreme as my client. 
 
As you will see, the client I am highlighting tends to be emblematic of a strong “I” profile which is just one of the DiSC behavioural traits. 
 
You will have varying degrees of each behavioural style in your own profile but we all have our ‘go to’ dominant style that others tend to see, particularly under stress. Two people may react quite differently when presented with the same situation, depending on their dominant behavioural style.

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Style Talk Series – DiSC – Focus on “D”

1/10/2024

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Sketchnote DiSC Behavioural Style 'D'
®
Ever work with someone whose style drove you crazy? Perhaps they talked too slow or fast for you, were overly demanding or passive, very logical or maybe they talked so much about feelings and relationships to the point it made it difficult to get down to business? The list of bugaboos vary because what bugs one person, may not bother another to the same degree.

We each have a unique combination of behaviours and priorities; they show up as our style to others. When you work with someone whose blend is quite different to yours, they will likely strike a nerve - when you're not well-armed to understand where they are coming from.

Assess for Your Own ‘Ah Ha!’ Moment
One way to ease this kind of discord is to conduct an assessment that decodes both you and your team’s behavioural styles. A tool to understand clear preferences and what they prioritize compared to you. 

My tool of choice is a DiSC® model behavioural assessment tool – Everything DiSC®Workplace by Wiley Brand.  It's simple, yet uncovers ‘pinch points’ quickly with leaders and/or their teams so they can adjust immediately. This tool works for building better cohesion in a team, improving communication, reducing tensions, but also offers self-awareness for leaders I coach, most of whom have a few ‘ah ha’ moments as a result!

Over the next series I highlight each one of the four dimensions of DiSC® characterized by people I’ve worked with (names changed, of course) quick links below:
  • Disc Style 'I'
  • DiSC Style 'S'
  • DiSC Style 'C'

DiSC®Background
Harvard psychologist Dr. William Moulton Marston created the theory of DISC® in the 1920’s, illustrating that people exhibited emotions through four ‘Normal’ behaviours of Dominance, Inducement, Steadiness, or Compliance – aka DISC® In the 1950’s an industrial psychologist named Walter Clarke went on to create the first assessment using the DISC behaviours Marston founded. Over the years the assessment has been improved and updated but the principles remain the same. Today we use the terms: Dominance, Influence, Steadiness and Conscientious in the assessment.

First lets start with the profile of “D” – Dominance.

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Are You In The Wrong Job?

5/11/2022

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Purple image that reads find work that is good for your health; how to find work that lights you up again!

7 years ago I was miserable in my corporate HR job and working 12-18 hour days. (see the post that popped up in my FB memories, I remember vividly just how horrible it felt). I didn’t expect to do unrelenting downsizing ever again…but, there I was.
​

The Health Scare

Later that week I started having chest pains and a headache that just wouldn't go away. I went to see my doctor thinking I might have popped a rib but instead, she diagnosed me with high blood pressure and sent me for heart tests.
Elaine's Facebook post
My Dad had a triple bypass at age 45 so you can imagine what I was thinking.; it messed with my head. The doc insisted I take a minimum of two weeks off with absolutely no work. I went to a clinic the next day for a heart stress test and sent home with a holter monitor (heart and blood pressure thing) 

​Something happens to you when you have a health scare and realize it's been cause by the work that you hate doing. You immediately start taking stock and assess what steps you need to take to make it stop.

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Super Boss – What is Your Super Power?

9/2/2021

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Image of Superman made of lego bricks, bright blue with red cape, white hands and red feet
Super Boss - What is Your Super Power?

With Power Comes Great Responsibility

My hubby and I have this ongoing joke that I am a closet cape crusader. You see I stand up for good vs. evil and I even have recurring dreams where I leap out of my car to rescue someone from a car accident. Did you ever think of yourself as a super hero? Well I’m here to tell you, that just like every defender of the universe has unique powers, so do you!
 
All business leaders I’ve worked with have powerful influence over others as well as many other admirable traits. The fact is that each and every people leader brings special powers to the world; it just hasn’t been pointed out in that way!

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How To Get A Promotion – Secrets Revealed!

7/15/2021

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HR Secrets revealed how to get a promotion, image of a numbered lock dial with the words

How To Get A Promotion

Ever wonder how your company’s President or senior decision makers decide on who to promote? Well, I’m going to reveal it to you today.
 
...It doesn’t have anything to do with how many additional hours you put in.
 
...It has no relation to how many lunch breaks you skip.
 
...And your late night email response rate has absolutely no bearing on the decision.
 
It’s all about HOW you show up!

Senior executive leaders are listening carefully to those reporting to them and are observing who gets acknowledged most frequently – and yes, HR partners are also providing them with insights regarding HOW people situations have been dealt with. 

​Senior Execs are always on the lookout for future leaders who can make a positive impact.
 
Of course the unique keys to being promotable may differ slightly from one organization to the next, but there are many elements that senior teams everywhere look at to determine who stands out above the rest.
 
So, how do you get noticed in a sea of people? Let me share a few HR secrets for how to demonstrate YOU are the one to watch:

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Self Doubt - How I Conquered It

1/8/2020

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The words self doubt with cartoon of confused woman

Self-Doubt is Debilitating

True story - 20 years ago I didn’t feel worthy of a $25,000.00 salary!

After 9 years of raising our daughters, I began the difficult task to return to the workforce, was turned down for every job I applied to and told my skills were ‘out-of-date’.

It felt horrible to be rejected, but what was worse was how I felt about myself. I remember sobbing to my husband ‘Who will ever pay ME $25,000 (the going rate) after being out of the workforce; all I am is a stay-at-home Mom!’

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6 Bad Habits That Kill Leadership Credibility

8/1/2019

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Picture

Have You Asked Yourself, Am I a Credible Leader?

I heard about Tom through leaders in other departments and some of his team.

Tom was a top-level leader; he was sharp, rather humorous, a technically-adept-quick-study, and very good at corporate politics in his highly specialized C-suite role.
 
However what Tom didn’t know, was that most of his team had lost total respect for him as a leader; they didn’t believe half of what he said and few trusted him anymore.
 
As a result, team morale was at an all time low, they spent much of their time cross-checking the many stories he told, second-guessing his every move and gossiping about Tom’s life outside of work.

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21 Questions for Self-Discovery: Connect The Dots to Your Blueprint For Success©

7/4/2019

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Blueprint for Success
Create Your Own Blueprint for Success©

Oprah Says Everyone Has a Calling

When talking about success, Oprah Winfrey said "Everybody has a calling. And your real job in life is to figure out as soon as possible what that is, who you were meant to be, and to begin to honor that in the best way possible for yourself."
 
So how do you do that?

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When Work Sucks The Life Out of You – It Is Time to Go!

4/2/2019

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Woman frustrated at work, work sucks

When Work Sucks, You Need to Go

Time to go – those words rang through my head when I caught up with a work-friend I hadn’t seen in years, as she told me about her job.
 
It all came back to me... the dreadful soul-sucking heaviness when my old job became absolute drudgery. 
 
Looking back, I knew in my heart it was time to go but I continued to persevere, pushing myself to do work that wasn’t ‘me’. I told myself that it was a good job with good pay so I’d be crazy to think about leaving …it even had a pension, and who leaves that at my age!
 
That is her situation too; she is suffering in a job that no longer serves her and she feels so stuck.

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How to Get Tough Feedback So You Grow

1/8/2019

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Big tree against the sky a metaphor for how tough feedback helps you grow

Getting Tough Feedback Can Hurt

​I will never forget the first time I received tough feedback at work because lets face it, who can forget the moment when the are completely blindsided!

I was managing a government-funded employment centre at the time. While working on a tight deadline to implement a new computer system, I received quite a shock when the Director called me to come to her office ASAP.
 
She told me my peer (Margaret, who I worked with every day) had raised a concern that needed to be addressed immediately. Margaret felt ‘intimidated’ by me and I made her... uncomfortable. Instantly I became defensive – WTF?! Why didn’t she talk to me, what did I do, where was this coming from? Me, are you kidding me… intimidating?

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Wasted Potential - 7 Expert Lessons to Retain Your Top Talent

8/1/2018

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Woman looking out office building window
According to Gallup State of the Global Workplace, 85% of employees worldwide are not engaged or are actively disengaged in their job.
 
“The low percentages of engaged employees represent a barrier to creating high performing cultures around the world. They imply a stunning amount of wasted potential.”
 
Wasted potential. How that phrase resonates with me!
 
Death by Administration
I'm sad to say, I was one of the walking ‘wasted potential’ not too many years ago. It was a dark and miserable time. My employer was doing a massive restructure, removing spans and levels of management and it was my job, as the HR lead, to implement it for my division.

Unfortunately the process they undertook was more of a spreadsheet exercise, versus strategic. So the work I loved and excelled at suddenly switched from senior level advisory work to a massive load of mundane administrative tasks Every. Single. Day. , and it went on for months.
 
This kind of work was my worst nightmare and even though it is hard to admit..I have never been very good at mind-numbing administrative work. It just wasn't the right work for me. What a complete waste!
 
Wasted potential.
 
People can’t thrive when they are doing the wrong work. It devalues them, misuses talents and creates unnecessary pressure.
 
During stress-filled change, leaders can fall asleep at the helm; too busy ducking for cover, they completely overlook the signs of utter disengagement around them.
 
Don’t waste your best resources like that; you will surely lose your highest potential people when you don’t pay attention.

Picture
Dots SOS: if you are looking for a coach to guide you through the frustration of being overlooked, or you're a leader whose team is disengaged please reach out! I offer a 30 minute free consultation to discuss options. 
Expert Lessons
A great way to stem the tide of employee disengagement is to tap into the abilities of EACH and every person on your team. Get people doing the right work utilizing their best skills, long before a change occurs.

According to Gallup's survey analytics it is your high potential talent that will take a walk if they are not engaged, long before the others. These top talent are the experts to learn from!
​
Here is what top talent say will help keep them: 
 
​Lesson 1
  • Know their career aspirations and full employment background. What do they love to do? What do they detest doing. Why?
Lesson 2
  • Know the strengths of each person. Never assume they want to or can do the work that everyone else does. Always match work to their strengths. It will save everyone time and pointless stress.
  • Caution: A ‘stretch assignment’ isn’t taking on a bunch of administration or more work; stretch is learning a new skill that will help them and YOU in the future!
Lesson 3
  • Know them as individuals. What environment makes them feel valued? Learn their communication and behavioural styles (use tools to discover) so you know where they struggle. Validate assumptions with the person directly, to be sure.
Lesson 4
  • Identify the right incentives for each person. Top talent rises when they connect with real meaning and purpose. Make connections for them. How will their work make a bigger impact, better connect to the customer, and build a better company. Give them the ability to influence HOW they are recognized for achievements.
  • Caution: Carrot and stick rewards do not work with high potentials. Offering a bonus to achieve an unattainable goal will not lead to greater engagement.
Lesson 5
  • Spot the Hi-Po’s (High Potential). Based on their demonstrated behaviour, and how they work with others, watch for those who have the making of a leader. They are the ones who seek ‘meaty’ work, influence others positively and demonstrate company values. Let them know you see their potential. Having them lead a process, a project, a team meeting or strategy planning session shows trust.
  • Caution: High Performance does not necessarily mean High Potential. Don’t confuse the two. Not everyone wants to, or is appropriate to, move up.
Lesson 6
  • Give them meaningful feedback. One of the greatest gifts you can give anyone is candid feedback. Provide regular feedback that is both constructive and supportive. Candid feedback may be tough to give but so powerful to build your best people’s skills and career. Seek their feedback. They want to help you too, as long as you are open to receive.
  • Caution: Feedback is not an ‘Atta Boy/Girl’ slap on the back. It is well thought out, providing a crisp accounting of what's working and where to make change, from a helpful perspective.
​
Lesson 7
  • Stay in touch. Your high potential employees need a different type of leader than the “newbies” or the “steady Eddy's”.
  • Don’t just look for status updates, check in on what is working well, where they have struggles, what help they need from you, what is getting in their way, ask them questions, actively listen…and then, most importantly, follow through!

Engagement Counts
The best leaders demonstrate they care about each and every team member by taking an interest. They pay attention, particularly during stressful times, leveraging potential vs wasting it. They make it a practice to develop potential, all the time. They allocate work in a way that plays to their people’s strength and they keep them connected to the bigger picture. 
 
When you demonstrate YOUR engagement, harnessing the potential of your best and brightest, you are guaranteed better results for highly engaged employees.
 
If you have a disengaged team (or team member) or are leading through stressful times and need support, I’m only an email away! I help leaders grow and develop by working with them through the toughest of times. I offer a 30-minute free consult.

I want to hear from you, tell me about your own experience in the reply section below.

Image: CC0 Creative Commons/Pixabay
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How to Deal With Fear of Getting Fired

12/4/2017

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Image of the word fear in handwritten black print, with red circle around it and big red X across the image
It could be you’ve heard of others being let go; you’ve seen a shake up at the top leadership levels or you suspect your new boss is really here to restructure. Any of these scenarios can make you uneasy about your own job stability. And once the anxiety sets in, it can affect your normal ability to focus, make you dread every unexpected meeting or just make getting up to go to work, feel miserable.
 
Given the percentage of our life we spend at work, this ongoing negative stress can be bad for your health so it is worth finding productive techniques to take back control.
 
If you are one of those people sensing impending doom, I’m here to say relax, don’t let it unnerve you. Instead let me show you how to actually take full advantage of it.
 
While I can’t guarantee you won’t be on the chopping block, I can help you reframe your mindset and give you hope for a much more positive outlook.  Simply by learning how to Duck, Prepare to 'Jet' and/or get ready to make a Career Pivot!

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​Dots SOS: If you are concerned you will be let go and would like to explore your options, reach out to me for a 30 - minute free consult today!

Duck!
Here is how ‘Duck’ worked for one of my corporate clients:
I’ll call her Eileen; Eileen had a new boss, a bossy boss with a big ego, who she didn’t see eye-to-eye with.
 
My advice was this - get on with the work, don’t act in an artificial way, just keep the focus on doing a good job. It wasn’t always easy. Eileen asked clarifying questions to understand what her boss wanted and then delivered accordingly. She gave the boss no cause to centre her out, no angry or emotional outbursts – she kept her head down and managed her emotions. (We would often debrief after the tough days).
 
We found that when she focused on only what her manager asked for, it became much easier for her to cope day-to-day. This gave her personal control. She controlled her reaction, her output, and her thoughts. The goal was to deliver, and deliver she did!
 
Only those close to her ever knew the true feelings of doubt and worry.  She is a great example of how positively shifting your state of mind gives you the ability to work through job stress.  She proved to me that anyone could overcome the dread just by changing your mindset!
 
This concept not only reduced stress for few years until the boss moved on, but she said it taught her to become more focused and action oriented.
 
Every Exit is an Entry Somewhere
The other strategy is to get ready to 'jet' (aka. leave, exit, vamoose, hit the road). This means ACCEPT that you are going to go, stop worrying about it and begin your own transition now…while you’re still working!
 
I always tell my clients “you have the gift of time so lets use it to your own benefit.” Think of it as extra paid time to regroup, plan and prepare for your next move.
 
Here are some action steps I suggest to create change, on your own terms:
  • Start with making a conscious decision – I WILL be leaving!
  • Mark a date in your own calendar in the future as a goal date (I call it the golden ticket date)
  • Ease up! Stop OVER-delivering.  Do only the work that is expected– no more than is absolutely necessary
  • Create a positive story for yourself supporting why it’s a great time to go
  • Be kind to yourself – take breaks, lunch and leave on time
 
Create an action list with target dates to be done by:
  1. Get that resume updated
  2. Make notes of all of your accomplishments for every job you’ve ever had
  3. Pull together copies of all past performance reviews
  4. Start taking personal items home a little each day – this begins the letting go process
  5. Talk to those people you trust, who have worked with you and will give you honest feedback of your strengths
  6. Begin connecting with your network; start planting the seed you are in the market – use your positive story for why it is a great time to go
  7. Take stock of what makes you awesome
  8. Make coffee meetings and lunches a personal priority
 
This mind shift is a game changer to overcome the oppressive feeling of dread. You invest in yourself and take back some time. If all goes really well, you’ll receive a nice little severance package AND start your new job shortly thereafter. Or you may land a great job before they send you packing – either way is a positive outcome!
 
Consider a PIVOT!
Treat this as a defining moment in your career where you sit back, take stock and re-evaluate what YOU want for your future. It’s the perfect time to consider an intentional career change in a completely different direction!
 
Maybe there are departments you’ve had a yearning to join but never had the courage to apply? Perhaps you may have been thinking of starting your own business, or you’ve had a side hustle that you should consider if you can do it full-time?
 
I’ve had clients take this opportunity to plan to return to school, become certified in a speciality or finish higher level education that later jettisoned them on to a successful new chapter in their life.
 
Regardless of where the pivotal change takes you it usually needs a catalyst to push you over the edge and make that wishful change happen. Turning the dread into a meaningful plan can make all the difference.
 
Need a Career Lifeline?
I’ve supported several leaders through this uncertainty, waiting for the day they will be let go.  I’ve also sat on the other side, breaking the news of downsizing to quite a few people and I can say with 100% confidence that everyone finds a new path and 9.8/10 times they end up happier than before.   
 
Rather than let the worry drag you down or make you sick, I say shift your thinking to make it work for you! The big trick is finding ways to take back control, accept change quickly – better yet, embrace it!
 
If you find yourself stuck and want to work with a professional to review your options, create a personalized career plan, hold you accountable or give you candid feedback, advice and insight, give me a call or send me an email! I offer a 30-minute free consultation.
 
Regardless of the scenario that has you anxious or worrying about job loss, I’d love to help you ‘connect the dots’ for the next phase in your career!

Image: CC0 Creative Commons
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Fight the Career Fog – Find Work You Love

10/3/2017

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Picture
Sitting together at a big oak table, in her spacious corner office on the 24th floor overlooking Bay and Wellington Streets in Toronto, my well-respected client asked me to help her map out the next steps in her career.  She felt stuck; almost embarrassed that she was misaligned to her career after all it took to get there. Proof that even when you reach the coveted C-suite, you can still feel discontented or unfulfilled in your job.
 
Most people associate their sense of self and identity with the work they do and paycheque they make. You can see how difficult it would be to determine where to make the next move when you find yourself in this situation.
 
Where to Begin
I often suggest watching a TED Talk by Adam Leipzig, called How to Learn Your Life's Purpose in 5 Minutes. One of most popular TED Talks of all time, with more than 8.5 million views. In less than 10 minutes Adam provides 5 key questions to help identify your life’s purpose. It’s a great start to expanding your view on what you should do to give you fulfillment.
 
I use a variety of introspective tools as well as questioning techniques with my clients. If you feel stuck, or in a fog you’ll find a snippet of questions below that can begin to clear your view. This reflective exercise activates ideas, narrowing in on clues you can use to reimagine a more rewarding career or job.
 
Your Calling
Many of us are forced to make life-long choices selecting education specialties or career direction with minimal information about who we are and what we are best at. Seldom are we given tools to help identify what path to take.
 
Caught up in the tsunami of life and career, it sweeps you along without much time for reflection. In fact, sometimes it takes years of doing the wrong thing before it really dawns on you that you’re way off base!
 
Few can afford to leave their job to experiment and dabble in other fields to figure out where the right place is; instead you need a solid plan with a process to follow. What I’ve found best is to carve out time for self-reflection and introspection.  Then seek feedback and dig into your strengths, doing this opens you up to connect with your calling. 
 
YOUR CALLING = the intersection between doing what you love and the ability to make money doing it! 
 
Who AM I Really?
The answer to the right place for most people is typically tied to who they are and have always been. There are trails of evidence that you can relate to when you go through this exercise. Similar to Adam’s Ted Talk these questions help you uncover what you’re meant to do.

  1. Who are you – meaning how would others define you (ie. name, title, action verbs)? What is the view from friends, work colleagues and the family perspective? Is it the same view as yours? If No, note what is different.
  2. List all things you are highly qualified to do? (Include anything you do at home, leisure as well as work)
  3. Narrow the list to the things you get the most pleasure doing that also provides service to someone else? Who benefits from this service? (ie. friends, clients, family). If by chance, you don’t like what you are qualified for, list other activities you’ve been involved with that you enjoy and who benefits from what you do.
  4. What do others see as your top skills that you are really great at? If need be talk to friends, family and colleagues to collect this information. Find your role-model skills, the ones that are superior and pillars of strength.
  5. Make a list of people from your past; those who you trust to give you honest feedback. Contact them to collect feedback; ask what they most remember you for and how you made a difference in their life (positively and negatively)? Asking for feedback takes a bit of courage on your part but inevitably the information you receive will be very useful.
 
Connect the Dots
While it seems a simple exercise, this reflection actually takes work to gather and time to contact and listen to as many people as you can.
 
It is vital that you remain open to hear feedback without judgement. Take notes, ask clarifying questions and avoid judging or defending. I always say feedback is a gift! So just accept whatever points people share and say thank you, graciously.
 
Armed with this information, you will find some obvious clues to connect the dots for what you are meant to be doing. The key to success in the future lies in leveraging your very best traits and skills while focusing on areas you’ve had the most enjoyment and impact to others. Impact to others is a crucial piece of data few ever collect. Service to others, or making a positive impact is a critical building block to most people’s work contentment.
 
From here brainstorm, look at what you can change in your current job to better align with your purpose. But also look for project work, roles, departments, or other industries and your network for potential opportunities to consider. The path isn’t always immediately obvious. Some people stay within their job working on the side with charities, volunteering or mentoring others or contributing to the greater good in other ways.
 
Craft an action plan to network further, identify potential jobs that leverage what you’ve done so far, look at independent work or other businesses where you can fully utilize all that makes you unique.
 
If you find yourself struggling in a job that leaves you feeling undervalued, and want assistance from a leadership coach to help guide you , provide feedback and gain clarity with accountability to follow through, please send me an email! Or if you’d like to delve deeper into who you are and what makes you tick, please reach out. It would be a privilege for me to help you find work you love!
Photo: Creative Commons Zero (CC0) license
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    Most Popular Posts:
    • When Work Sucks The Life Out Of You
    • Super Boss - What is your Super Power?
    • ​5 Stealthy Ways to Disarm Work Bullies

    Author

    Elaine Adamson is a leadership consultant with Dots Leadership Solutions Inc. A natural dot connector. Passionate about coaching team effectiveness and leadership development she shares over 25+ years of real-life tips and tricks that really work!

    Elaine Adamson Leadership Consultant, Team Effectiveness Guru
    ​​Elaine believes you can discover and leverage strengths to forge a strong team dynamic despite business challenges or organizational change.
    ​ 
    She posts some great articles on Linked In too!

    Click to Connect Today!


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