In 1500 words or less, each post will give you something you can use TODAY to build yourself, your people and your organization whether your organization is a "for-profit" or a "not-for-profit."
Quitting isn’t weakness, it’s clarity. It’s the moment you stop negotiating with what drains you and start choosing what aligns with who you’re becoming.
The courage isn’t in staying; it’s in knowing when to walk away.
Most of what we see isn’t designed to inform us, it’s designed to move us.
Not toward truth, but toward reaction.
The real skill isn’t knowing everything, it’s knowing when to pause, question, and look a little closer before deciding what’s real.
Most managers hate admitting when a hire isn’t working out.
So they delay the conversation.
They hope the problem fixes itself.
Or they quietly tolerate issues that affect the whole team.
But ignoring a bad fit rarely solves anything. Sooner or later every leader faces the same reality: not every hire works out.
In the latest article in my Inside the Interview series, I talk about what good managers actually do when hiring goes wrong, and how to handle the situation professionally, fairly, and responsibly.
Homes speak quietly. This is a longer post, I know, but it’s worth five unhurried minutes. Drawing on witchcraft philosophy and generations of folk wisdom, “Burping Your House” explores how paying attention through the seasons can prevent bigger problems later. Blending practical Canadian home care with mindful observation, it’s a reminder that care, timing, and gratitude are a kind of everyday magic.
Point of view … perspective … life experience … and what we learn each day. The more I learn about other people, their challenges, and their resilience, the more I am determined to help illuminate what many of us do not see. Please take a few minutes to read this post and to share it; the people in all our communities who live with disabilities and barriers could really use our help.
I believe our current system of interviewing people is flawed. People who are able to answer questions confidently and quickly have an advantage, even though they may not be the best applicant for the position. As an employer or as a job seeker, there are things we can all do differently … this is a short guide to just what we can change.
This is a brief guide, the first of a series of guides; this one is intended to help employers learn about and realize how much people who are autistic or otherwise neurodivergent can contribute to their organizations and businesses. It is not a comprehensive research paper; rather, it is a simple guide based on the personal experiences of job seekers, employers who embrace diversity, equity, and inclusion, and other anecdotal information I have gleaned.
Your help, understanding, and willingness is needed.
Did you know that 70-80% of the jobs available are not advertised online? That means the people who only look online for jobs have a lot of competition.
This is a number that seems to be all over the internet and even if it is only partially true; how do you access them? “Word of mouth,” and networking. What if you don’t really understand networking or would like some tips? Keep reading.
You might think I have something against managers … I am less “anti-manager” than I am more “pro-leader.” Our interactions with people matter and anyone aspiring to be a good manager should set their sights higher and pursue being a good leader. As a retail store manager, a consultant, a project manager, a board member, and now as a career advisor and coordinator I have seen the difference a manager who aspires to be a leader can make and I invite you to see how many of these tools you can use.
Decision paralysis is something all of us have or will face … making decisions is hard. What if you don’t make the right choice? What if you only have one shot it? Will my decision change my life forever? All good questions and you are going to make good decisions and bad decisions … its part of life and know that whatever happens you will learn and get better.