Bio

Meet Your Coach...

MY STORY: If you want to know how I turned whatever was hurting in my leadership into a blessing. Continue reading...

In February 2015, I lost confidence in my leadership style and effectiveness with my team and business partner. This stemmed from my inability to manage my impatience with underperformance and conflicts with an uneasy and biased partner.

I became stuck in a cycle of micromanagement, repeatedly spending time and effort explaining and informing the team about my expectations. Yet, they continued to make wrong assumptions and mistakes. The frustrating part was that the time it took to correct their errors often exceeded the time it would have taken me to do the tasks myself. These recurring challenges left me feeling resentful and disappointed with the team's performance, and my anger often manifested in my voice, creating a tense atmosphere.

Despite my good intentions to fix things, my approach resulted in strained relations with some team members and even led to resignations. I began to worry about gossip and my reputation, questioning whether my team still perceived me as an approachable and supportive leader, especially in light of my sudden outbursts. I felt doubtful about my management style and ashamed of my leadership.

What made matters worse was the lack of support from my business partner, who seemed unable to validate my frustrations. He constantly expressed compassion for the team while placing blame on me. This unfair dynamic exacerbated my reactions, particularly when he asked me to suppress my feelings while I expressed my frustrations privately about some team members or criticized how I should feel.

This continued for a few months, during which I sought advice from various professionals. However, their suggestions didn’t resonate with my personality or identity. I convinced myself that the problems were not mine but rather those of the team and my uneasy partner, who blamed my feelings and behaviors.

Then, in December 2015, I hit a breaking point. That day marked a turning point for me—a moment of change. I decided I would no longer accept this as my professional life. No more crying, no more arguments, and no more conflicts. I began to ask myself better questions. Instead of pondering why I had a team that struggled to meet expectations or a partner who blamed me, I shifted my focus to what I could do to solve these problems.

I invested in numerous courses on developing emotional intelligence. I learned how to manage my triggers and nurture my empathy, which allowed me to navigate difficult conversations and address conflicts productively and fairly. This newfound knowledge fueled my desire to learn more. I explored concepts like the programming of the mind and techniques for identifying self-sabotaging behaviors, which provided me with valuable tools to switch from feeling stressed to maintaining calm in challenging situations.

I also studied the 12 habits of the mind through the Goleman Institute, which helped me embody critical thinking, manage my biases, and foster a fair and inclusive environment. Each course I took was like a piece of a puzzle coming together, and the final piece was neuroscience and its application to leadership. I gained insights into conscious and unconscious leadership behaviors that either threaten or nurture employee psychological safety, support, and inclusiveness. Armed with this knowledge, I was able to create an even safer and more supportive collaborative team environment. This knowledge helped me understand how my brain worked and how to control my impulses, such as my tendency to micromanage. I learned to replace that habit with empowering my team through autonomy.

I felt confident again in my leadership style, empowered as I built new skills, habits, and behaviors. This transformation led to smoother conversations with my team, shifting from poor performance to their most creative contributions. We transitioned from a divided group to a supportive, collaborative, and cohesive team environment, and, most importantly, we witnessed no more resignations. 

I regained the trust of my business partner in my leadership approach and became a key influencer in guiding him on how to manage conflicts with stakeholders in his other businesses.

Have you ever experienced that moment of realization when you understand that the pain and suffering you feel from others only occur when you give them that power? There's a vital choice to make: either take full responsibility for your internal state or hand that responsibility over to others.

Problems themselves don’t cause pain in life; it’s how we perceive them. Problems can be good, and challenges are valuable because they push us to learn something new. They transform whatever hurts us into blessings. I went from being someone who sought healing to becoming the healer.

Today, I’ve created my own online leadership course, and I love nothing more than helping executives implement "The Transformational And Fulfilling Leadership Formula." It helps participants shed unhelpful habits, behaviors, and biases while gaining new leadership skills. With the help of tools from NLP, neuroscience, positive psychology, and emotional intelligence, the change of habits becomes easier and faster. While these tools are universal, applying and implementing them in a way that respects individual unique IDENTITY, TRAITS AND PURPOSE is best achieved through 1:1 coaching. 

 The goal is not to transform into a different person but to REVIVE UNIQUE STRENGTHS and turn weaknesses into strengths, helping leaders become more fulfilled and stress-free while ensuring career progression.

Professional Accreditations