Rachel Weinstein

What distinguishes coaching from other problem-solving conversations? A coach will explore what you want to change? Help you describe your Why? Discern your current perspective? Identify assumptions and beliefs limiting your thought process, and the perceived problems you want to resolve. Marcia Reynolds says it well, a coach explores: "the person's perspective to expand their stories so more answers and actions come into view?....Coaching expands the context so people understand the situation beyond what they think they know...the lightbulb pops on as creative insights comes into view." If you haven't explored coaching yet, International Coaching Week is next week and there are several opportunities to learn more about coaching. Here are just two in the Edmonton area: CHOOSE COACHING, ICF Edmonton Chapter Hosted by Kelly Johnson, ICF President & Executive Coach https://lnkd.in/gPTtRrYU Join my 30 minute interview with Haesun Moon Phd, Executive Coach, Communication Expert and Author of Coaching a-z. Haesun invites you into the space of purpose, possibilities and progress. https://lnkd.in/gUgC4exz If you want to 'sample' coaching at any time, feel free to reach out for a complimentary session. It is my passion, and for the first time in several months, I have room on my dance card for two new coaching clients...exciting!

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Delighted to be featured in this The Globe and Mail piece on the challenges leaders face with leading teams in a hybrid work environment.   In addition to describing why it’s important for leaders to get comfortable using the communication channels their employees use to share and collaborate, I spoke about why leaders should not treat in-office days as just another work day.   So here's some things leaders should consider implementing on in-office days to maximize the benefits of a hybrid work approach: 📌 Promote collaborative efforts by scheduling team meetings with detailed agendas of issues to discuss for complex problem-solving and brainstorming sessions. 📌Organize training sessions and workshops to help employees develop new skills and to promote shared learning. 📌Offer activities to promote team cohesion and bonding. For example, use these in-office days to celebrate key milestones and to inform the team of progress to date to drive motivation. 📌Support mentoring and other activities that benefit most from in-person contact. 📌Encourage social interactions to combat any feelings of isolation or loneliness that can arise from working remotely. My thanks to Nicole Edwards and The Globe and Mail team for the opportunity to share my perspective on this issue. #leadership #hybridwork #teamwork #collaboration #communication

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Today - right now, at this very moment - we unquestioningly allow all employees to create new data.  The outcomes of this de facto process drive nearly all other decisions and strategies regarding technology and security. Is this still the best approach for companies? In my recent Substack post, I pick up the discussion from one of our recent podcasts, starting with the origins of this practice through its current impact on data sprawl and propose an alternative. As IT departments navigate daily breaches, widespread security concerns, and the unstoppable advancements of xAI, now seems like as good a time as any to challenge the conventional wisdom of universal data creation rights. Maybe, just maybe, there is a new approach to organizational data management and a more strategic balance between accessibility and control that should be considered. #DataManagement #OrganizationalEfficiency #FutureOfWork #calculusofIT

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🌞 As summer approaches, it's easy to get caught in the rush to clear our to-do lists. But what if we took the time to truly pause, reflect, and recharge? Some leaders I am working with ‘aren’t sure if they will take a holiday.’ ⛓️ 🖥️ 🙁 What value can pausing bring? 🧘‍♀️ Purposeful pauses integrated into our day-to-day routine are an effective way to tackle challenges and create space for reflection. @JaniceMarturano, writing for @Forbes, suggests they may even be the "key to becoming a mindful leader" (link in comments). A longer pause, to step away and gain perspective, is also helpful. I find that summer is a great time for me to step back, look at things from a rested and hopeful place, and really think about who I will be working with in the fall, what they need from me, and what they can offer each other. 🌟 It's a time to remember that I am more than just my role or my work. I have amazing family and dear friends that I love to engage with. 💖 It’s also a chance to set intentions for the coming year. Each year when I do this, I return refreshed and ready to go—open to the possibilities! 🚀 What do you do to reset or to pause? I’d love to hear your strategies! 🛶 We will be pausing our social media posts for the summer, so we can step back and rejuvenate. See you in September! 🍁

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Are you feeling overwhelmed by constant challenges and struggling to keep your team motivated in the face of adversity? In this week's episode of Helping organisations thrive podcast, we tackle the critical issue of leadership resilience head-on. Join me as I welcome Marie-Hélène Pelletier, PhD, MBA to explore the strategic elements of building resilience as a leader. We'll strip it back to basics, defining resilience and strategic resilience, and uncover why a strategic plan is vital for success. Dr. Pelletier guides us through: Where to start when creating a strategic resilience plan. Impactful exercises and practices for building resilience. Key behaviors for successfully executing and maintaining your plan. By the end of this episode, you'll feel inspired and equipped to tackle resilience more strategically, transforming how you lead through challenges. Don't let unpredictability derail your leadership. Tune in and learn how to thrive, not just survive, in today's dynamic business environment. Link to the full episode in the comments below.

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“The VCR Method” is a GAME CHANGER! - says a fellow coaching client that benefited from this framework ---- Alright friends, it's Monday, it's a new week, I'm inspired, excited, and on a mission! Here's a quick coaching method that will help your clients go from stagnant to UNSTOPPABLE (while helping you become a better coach!) It's designed as a framework to help you shape your coaching sessions in a way that helps you position yourself as a leader, while taking a firm stand for your clients' success, and showing up your exceptional coaching skills. ---- The 1st Step: STOP Call Out the Problem that’s keeping the client from taking the suggested steps to achieve their goal This helps the client safely communicate what they are resisting, afraid of, or doubting about themselves or the process you are guiding them through The 2nd Step: Pause Help the client detach from the outcome they want and reassess the plan you have co-created with them. With a revised plan, you can both commit to moving forward. Detachment separates the client from expectations and provides clarity for critical thinking & vulnerability The 3rd Step: Play With resistance addressed, a plan co-created, and the client detached from the outcome [while still committed to their goals,] you can both move forward powerfully. It’s important that you’re in close proximity to the client for the first 2-3 steps they take. This will help them generate the momentum to develop the confidence to achieve their goal without becoming co-dependent to your presence. The 4th Step: Fast Forward Double down on what’s working and help the client increase their capacity for action and achievement. While your client is achieving milestones, they’re generating the confidence to set bigger goals. Repeat steps 1-3 to ensure they remain balanced while they pick up speed and generate momentum. The 5th Step: Reverse While holding your client accountable to their goals, go back to the notes you’ve collected regarding their resistances and pain points. Stay sharp for the client. They’ll be leaving things in their Blindspots while they advance forward. Keep their past challenges close so you can help them continue working through practices that help them transcend what’s held them back in the past Want help building a better coaching practice? Take Your Pick! Quarterly Group Programs 1:1 Mentoring Free Weekly Group Calls Let me know how that framework works out for you!

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Susan Ní Chríodáin, David Lee and I are planning our next webinar and would like your help. This time, we are going to focus on bad behaviour at work: ❓ Why it happens? ❓ Why are we sometimes oblivious to our impact on others? ❓ What can we do about it? We'd love to share some of your stories about toxic behaviours that you have experienced so please either DM us or comment below if you would like to share. We will of course ensure stories are anonymous if you want them to be. As an example of the kind of stories that we want to unpick....in my very early career, I spent ages photocopying a huge report only to be told that the staples were the wrong angle in the corner of the document and that I would have to start again. And then, the person who I had done the work for threw all the pages on the floor and jumped up and down on them! Interestingly, when I created the image for this post, AI also included lots of paper being thrown about in the form of paper aeroplanes...I've never experienced that at work but I'm sure someone has. We are hoping that it will be both cathartic to share experiences and useful to figure out how to deal with these bad behaviours! Image by DALL-E Open Ai

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Why Rudeness has No Place at Work The tone set by leaders shapes workplace culture. A recent Financial Times article highlights how rudeness - whether intentional or not - can demotivate teams and lead to dysfunction.  http://bit.ly/4id0ZJJ In one case, a highly successful senior executive prided herself on being brutally honest in meetings. While her style of blunt feedback may have saved her time, it also created a climate of fear. Team members, even senior ones, hesitated to voice concerns or point out errors, worried about public criticism. This ‘efficiency’ came at the cost of stifled collaboration and missed opportunities to address glaring mistakes. In another instance, a CEO habitually criticized senior leaders in front of the entire office. Despite several members of his core team privately asking if he wanted them to leave, he insisted they stay, claiming it was “just his way of communicating.” Ultimately, his approach led to attrition and a tarnished reputation for the company as a hostile workplace. As the article points out, “straight talk” can often cross into rudeness, causing more harm than good. The research is clear—rudeness diminishes teamwork, impacts performance, and is even contagious, spreading negativity across the organization. Leaders who claim their bluntness is simply their style might benefit from reconsidering their approach. As former Google executive Kim Scott suggests, it’s possible to be both direct and caring—a balance that builds trust and respect. I think that being 'sensitively polite' is not just about good manners; it’s about enabling a healthy, thriving work culture. A leader’s words have immense power to inspire—or to dishearten. The choice is theirs to make. Fostering work environments where respect and empathy take centre stage, without affecting efficiency and productivity, is hard work. But it helps to remember that politeness doesn’t just make us better colleagues; it makes us better leaders. What are your thoughts on the impact of tone and communication in leadership? I would love to hear about your experiences. #WorkplaceCulture #CorporateCulture #LeadershipLessons #Leadership

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We've all been there: your organization is going through change, rumours have started flying, and the helpful reassurance you try to offer backfires. I loved this article by Liz Fosslien in Harvard Business Review on "How Leaders Miscommunicate When Tensions Are High". She nails the common pitfalls--I've seen them all in my experience coaching leadership teams. Here are three of them to watch out for, along with some practical examples of how to improve communications in difficult times. 1. Lack of Clarity: Ambiguity in communication can lead to confusion and misalignment. Take time to ensure your messaging is clear and direct to maintain team focus. 👎 "We had to cancel some projects. Move on to other tasks." 👍 "Due to budget constraints, we are cancelling Project X. We will reallocate resources to Project Y, which has higher strategic importance. Team members affected by the cancellation will be reassigned with clear new objectives by the end of this week." 2. Over-reassurance: While it’s important to calm fears, over-reassurance can appear dismissive. Balance empathy with honesty to sustain trust. 👎 "There might be a change in leadership, but it shouldn’t affect you." 👍 "We are preparing for a leadership transition to bring fresh perspectives. The new leader will be introduced at our quarterly meeting, where they will share their vision and strategic plans. Your roles and responsibilities will remain unchanged during this period." 3. Ignoring Feedback: Shutting out team input during high-stress times can worsen the situation. Foster an environment where feedback is welcomed and valued. The tricky part: invite input that you will be able to implement and remember to acknowledge it. 👎 "We’re not sure what the future holds, but keep working hard." 👍 "While we finalize our future direction, our immediate focus is on sustaining our current projects and improving customer satisfaction. We are hosting a series of workshops to gather your input and will communicate the finalized strategy by the end of next month." Navigating high-tension situations is challenging, but with mindful communication, you can lead your team through it. What strategies have you found effective in high-stress moments? Link to the full article: https://lnkd.in/gaK7j_kg

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An executive coach is someone who you can confidentially share your hopes, dreams, frustrations, challenges, fears, doubts, and struggles without feeling judged. Most clients find coaching reassuring and energizing. They are no longer alone and feel more secure knowing that most of their unhelpful thinking and actions are both normal and typical. They learn they can choose to make positive changes to grow both personally and professionally. There are a couple of ways we could work together to support your growth plan. Individual and group coaching: https://lnkd.in/ecGiNgne 10 X Coaching Intensive: https://lnkd.in/gxgm4BWX First-time Manager Success: https://lnkd.in/gMSwrkFm Which one will be most helpful for the new you? #professionaldevelopment. #businessowners #managers #management #business

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Culture is not what you say you are but what you do. A checklist of behaviours will not magically transform your organization. Real-world business isn’t a neatly packaged case study. It’s messy, chaotic, and full of unpredictability. Ben Horowitz says to be consistent, tell stories, lead by example, and create culture through design rituals. Let’s be honest—how many leaders are actually good storytellers? Most of them can barely make it through a PowerPoint presentation without putting everyone to sleep. The idea that stories will somehow permeate through the layers of a corporation and change behaviours is ... is well, it's corporate Kool-Aid. Employees need clear directives, fair policies, and tangible rewards for their efforts. Leaders in the trenches don’t have time to set perfect examples—they're laser-focused on strategic decisions aligned with quarterly OKRs, ensuring the main thing remains the main thing. They're driving towards the end goal with relentless focus, and while they strive to uphold their culture through their actions, the intense pressure and constant demands mean they might occasionally fall short. It’s in these moments of challenge that true culture is revealed—not in perfection, but in the unwavering commitment to get back on track and realign actions with values, proving that culture is indeed what you do, even when it's tough. So how can you shift your culture? Culture is something that is woven throughout the fabric of your organization. It's in your sales documents. It's on the wall of the office. It's part of the onboarding process for new employees. But culture is subject to the Law of Entropy (the Second Law of Thermodynamics). This implies that systems naturally progress towards a state of disorder or chaos unless energy is added to maintain order. Designing culture isn’t a one-off task; it’s an ongoing commitment. Culture evolves, and you need to be vigilant. Are you continuously reinforcing the right behaviours? If you’re not embodying the culture you want to see, you’re a fraud. Most of you are failing at culture.

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What if every workday began with these three powerful questions? 📊 On a scale of 1 to 7 (low to high): ·      How engaged do you plan to be today? ·      How much risk are you willing to take? ·      How much do you care about others’ experiences today? These were the thought-provoking questions that 📚 Michael Bungay Stanier kicked off with at the Peel Regional Police Senior Leadership Team Day earlier this week. Diving into the concept of Best Possible Relationships (BPR) from his new book, we explored the value of examining our roles in workplace relationships—and strategies to make them stronger. It was inspiring to see Michael coaching Chief Nishan Duraiappah live, giving a real-time model of what a 'coach-like' culture could look like within the service. Watching leaders embrace this journey—taking risks, reflecting deeply, and committing to building meaningful relationships—was a highlight of the day for me, both as a planner and participant. Relationships are hard, and they can drain the energy from our work. Paying attention to HOW we want to be together can really improve WHAT we accomplish. Michael’s question, “How will you fix it when things go wrong?” has stayed with me as a guide for those inevitable tough moments. We circled back to it in the afternoon, sharing thoughts on what it really takes to create resilient, respectful workplaces. 💡 How do you approach those challenging relational moments at work? What strategies do you use to "fix it" when things go wrong? I'd love to hear your thoughts and approaches!

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Retirement doesn't automatically happen. That's obvious on the employee side - but what about the employer's? How are organizations supporting the retirement of their employees? Are employees getting pushed out the door or supported in making informed decisions? Having recently embarked on her own retirement, Dr. Melanie Peacock PhD, MBA, FCPHR, SHRM-SCP offered her account of reimagining life's next steps. She is an HR expert; she's also an author, keynote speaker, and a Fellow with CPHR Alberta, making her insights informed from both an HR and retirement perspective. Melanie provides insights on: 📝 Why retirement planning goes far beyond just finances - the emotional and physical health aspects are critical 💡 How employers can support transitioning employees while building their employment brand 🧠 Simple ways to start normalizing retirement conversations from your first steps out of school 👵🏻 The benefits of alumni programs and allowing phased retirement 🎉 📕🎉 The FICTION novel she just published: HR Can Be Murder. 🎉 Check out this conversation on how organizations could support their employees, decrease turnover and improve their employer brand. #HR #retirementplanning #HRpodcast #retirement

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“Loneliness kills. It’s as powerful as smoking or alcoholism.” -Robert Waldinger, psychiatrist, The basic need for human connection runs deeper than networking opportunities. I’ve experienced firsthand how isolation can feel even when surrounded by others. When I first moved to Canada, I struggled to find my footing in a new culture and often felt disconnected from the people around me. Later, working abroad in China, I faced similar challenges—loneliness would creep in, and I longed for a deeper sense of belonging. What I’ve learned through these experiences is that building meaningful relationships isn’t just about being surrounded by people; it’s about fostering trust and authentic connections. It starts with us—acknowledging our own need for connection and extending kindness to others, even when we feel isolated ourselves. I speak about #Belonging #CuluralHumility so that we could help employees create a #community where connection and trust aren’t just values, but the foundation of how we interact? Imagine a workplace where everyone feels seen, supported, and valued—not just for their professional contributions, but as human beings. This weekend I spent so much needed quality time with my hiking family and we laughed, shared stories and held space for each other. We do body trying to show up not acknowledging the 💩 we are carrying. One suggested a TikTok and that resulted in more laughter. Yesterday evening was another reason to connect thanks to Tim FUNdraiser for Peer Mediation And Skills Training and to my delight seeing Patricia and Florence. Awesome meeting some great minds Terry Mazerolle , Nadia Khoshbaf (good luck on your interview today), Matthew Marshall , Easten Grummett and Lisa Zhao and many others. To my new community … Stay FAB (Fierce, Authentic and Brave) #IamAlnoor Follow for #MensMentalHealth ALNOOR Relentless Architect Of Possibility

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"Actions, Not Words" Do actions reveal more than words? This article dives into how behaviour, not rhetoric, uncovers true intentions. Explore leadership, business, and geopolitics through the lens of ends, ways, and means to see how actions define outcomes. What do you think speaks louder: words or actions? Let’s discuss! #ActionsNotWords #Leadership #Strategy #DecisionMaking #geopolitics https://lnkd.in/e-k9NJUu

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Leading yourself well includes attending to all of you. Is there loss that needs to be recognized, honoured and processed in you? Is your leadership capacity and depth stuck because there is unprocessed information in you? Your body will notice, and communicate the data to you when you choose time to courageously listen. Lead yourself well. #growth #leadershipcoach #teamcoach #personalleadership #purposedriven #mindmanagement #lorrainerichmond #kelownabc #kelownawomeninbusiness #coaching #youchoose #personalgrowth #faithanddoubt #personaldevelopment #religiousharm #workinggenius #executivecoach #values #purpose #noticeandname #keynotespeaker #workshopspeaker #ceotime #leadershipdevelopment #neuroscience #neurosciencecoach #meaning #transition #coach #resilience

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 This is a great post. When I think of how this relates to our work around psychological safety the first thing that comes to mind is the degree of psychological safety needed for strategic vs process driven innovation. Although it’s not absolutely true, strategy requires a lot more willingness to suspend judgment when considering various paths forward. Process can often have components that are more predictable. In both cases the ability to innovate requires psychological safety, high standards and a process that includes planned experimentation. Smart risk taking is an art and a science.

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It's World Meditation Day! How about you take 2 minutes to "create a clearing in the dense forest of your life" (Martha Postlethwaite) with this short guided meditation from one of my favourite teachers, Henry Shukman: https://lnkd.in/gJc9uWiC #meditation #mindfulness #wellbeing #MentalHealth

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