Arivee Vargas, J.D.

On the latest episode of "Building Healthy Relationships - The 4 Habits Podcast," Dr. Andrea Taylor-Cummings and I spoke with Family Law Consultant, Pamela Collis. Pamela shared inspiring insights on navigating relationship breakdowns, emphasising the importance of therapy, emotional intelligence, and respectful communication. You can listen to our episode with Pamela over on Spotify or Apple Podcasts or watch on YouTube.     Search for “Building Healthy Relationships – The 4 Habits podcast”. This episode is called “NAVIGATING RELATIONSHIP BREAKDOWN: Insights from a Family Law Expert #the4habitspod” Family Law in Partnership #BuildingHealthyRelationships #RelationshipInsights #FamilyLaw #EmotionalIntelligence #Communication

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🚀 Guiding the next generation of professionals through workplace norms is crucial for their success—and ours. Love this article in today's The Wall Street Journal by Katherine Bindley and Chip Cutter -- See https://lnkd.in/e4uftZ7U I, too, have seen some younger employees deliver presentations with over 40 slides, only to learn after that sometimes, less is more. Let's not forget that many of them are navigating their first jobs, and they’re eager to learn. It’s up to us as leaders to provide the mentorship they need. Let’s make sure we’re not just telling them what to do, but showing them how to thrive. 🌟 #Leadership #Mentorship #ProfessionalDevelopment #WorkplaceNorms

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TIFF TIP: In addition to sharing your career goals with your direct manager and stakeholders with approval power, it is important to (1) identify what the expectations truly are so that you know when and if you are aligned and (2) equip your advocates with the information they need to speak up for you in rooms where you are not. #jobsearch, #careeradvice, #resumetips, #interviewpreparation #careerdevelopment #womenintech #careeradvancement #careerconfidence #outplacement

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NEW PODCAST 🎙️ In this episode I welcome a dear friend and Family Law Attorney, Digital Nomad & Author of "Just in Case. Lose Your Heart, Not Your Mind. A Smart Woman's Guide to Marriage and Self-Sufficiency." Aliette Carolan shares her personal story of becoming sober at the age of 26-a journey that she confides allowed her to have the life she has today. We discuss: *Living a life of integrity & finding our truth. *Breaking down in order to rise. *Not being beholden to something that doesn't serve us. *What helps her sustain her sobriety & truly feel free. *Why having empathy and self-love are so important. *Using the perspective of others to explore & expand. *Tips for those considering getting a divorce, especially those with children. https://lnkd.in/ewvBYtUx Dive in and enjoy!

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Attention Veteran CEOs: Scaling Your Business? Let's Talk. After 30 years of starting, transforming, and leading companies, I'm offering pro bono mentoring to veteran entrepreneurs who are: - Leading companies with <$5M revenue - Ready to scale - Committed to evolving from founder to professional CEO Why am I doing this? Simple. I've been where you are. I've had successes, failures, and learned invaluable lessons - often the hard way. What I offer: - Straight talk, no BS - Insights on scaling operations - Strategies for sustainable growth - A sounding board for your toughest challenges No strings attached. No hidden agenda. Just one veteran entrepreneur supporting another. Interested? Let's connect. Comment below or visit https://lnkd.in/g25mcYej to book a call. It's not about what I've done. It's about what you can do next. #VeteranEntrepreneurs #BusinessGrowth #LeadershipDevelopment

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What's the best thing you can do to avoid being underpaid? Ask to be paid more. I've done it, and shared in interviews my story about why you can't make the mistake of not asking. I talk about getting out my index cards, writing down my arguments, practicing my points, and using them to negotiate for the package that I wanted. It has been one of the most powerful and career-affecting things I've done. People are most often underpaid because they don't do their research to arm themselves with the facts as to why they should command a higher salary, and present their case to their employer. That isn't to say your employer will always accept your point of view and meet your request, but if you have a case to make for being underpaid you owe it to yourself to put it forward. #salarynegotiation #compensation #underpaid #salaryrange #salaryadjustment #promotion #worklife #careercoach

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So much here that resonates with what I hear from clients - although they describe some sharper edges around the hiring decisions they see, including: * A retiring senior vice president selecting their favored candidate to succeed them in that role, after telling everyone it was an open search but making sure that this candidate was the only one internally who got the opportunities and experience deemed mandatory for the job. * Candidates for law firm partnership who have a compelling case and are told they are "close" to elevation but advised that they have to wait because it isn't their time, and there is no clarification as to when it will be - and watch as other, less qualified candidates make it easily. * Great deputies who have led and managed projects seamlessly, but who can't escape the trap of making their bosses look so good that those same bosses won't let go of them when there is a chance for those deputies to advance. So, if the reason you're stuck in the #2 slot is because you're being blocked and lack the support you deserve then being runner-up feels less like something you should brush aside and more like a basis for leaving your company or firm. #worklife #promotion #pathtopromotion #lawfirmpartner #lawfirmassociate #pathtopartnership #jobsearch #jobinterview #hiring #hiringprocess

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One of the many things I love about working in the mindfulness-in-law space is that there’s so much going on across the U.S.  Check out this article from the Tennessee Bar Journal: “Just Breathe: How Mindfulness & Meditation Can Ease Stress in Your Life & Law Practice.” It discusses the benefits of mindfulness for legal professionals, emphasizing how the practice can help us to manage stress, regulate our emotions, and improve our overall well-being. You can read the full article: https://lnkd.in/evqXd2hm

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I’m excited to share my conversation with Jolen Anderson, BetterUp’s Chief People & Community Officer. Jolen’s journey from law school to HR leadership is inspiring. We discussed her evolving purpose, the importance of trust in leadership, and the crucial role of mental health in the workplace. Jolen emphasized starting relationships with trust, over-communicating, and treating people with respect. We explored practical strategies for fostering a positive workplace culture, including open communication, psychological safety, and coaching. Addressing mental health challenges and building psychological safety are crucial. Jolen also highlighted the importance of personalized support for employees and systemic interventions for building inclusive organizations. We discussed the future of work, the impact of AI on leadership skills, and the importance of human connection in a technology-driven world. Jolen’s dedication to democratizing coaching and leveraging technology for personalized employee support is truly inspiring. Tune in to discover how she navigates complex organizational dynamics and envisions the future of work. View the episode on YouTube: https://lnkd.in/eQpEP4yh Listen on Apple Podcasts: https://lnkd.in/eigmYs7X Listen on Spotify: https://lnkd.in/evk-2Fn9

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So happy to write the Cover Story (!) for the July/August issue of NALP's Bulletin+ on the benefits of #PositivePsychology in the legal field. A necessity for your #wellbeing toolkit. Kudos to the cover artist because I for sure didn't want to do any work after seeing palm trees and the beach. Many thanks to Paula Davis for the push. (After an intensive year of MAPP, it was nice to not have to write something "science-y" for once). #legalwellbeing #lawyerwellbeing #toolkit

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Thrilled that #FixingLeadership has started to make its way to leaders inboxes and mailboxes everywhere! My newest book addresses the systemic gaps facing leaders and organizations today: 📌 Why conventional leadership development methods fail 📌 Why we're not investing in the next generation 📌 What skills we need to, but aren't teaching 📌 What we need to be teaching, and 📌 How to teach skills so we remember and can apply them #Leaders - this book is for you. Remember: 1. If you don't invest in your leadership, you're not learning how to solve your own or your organizations' challenges - you become stuck where you are 2. If you're not investing in others' growth and building other leaders, the weight of change and organizational improvement all falls to you - you remain the bottleneck, stuck where you are 3. If there is no succession; no pay-it-forward - then there is no legacy. The walls fall down behind you and the collective impact and economic worth of your enterprise implodes. The leadership vacuum we are seeing - IS NOT SOMEONE ELSE'S PROBLEM. Arm yourself today with the tools you'll need tomorrow to be and do better. https://lnkd.in/gGqXNghU

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Authenticity and vulnerability have become buzzwords in leadership, but for leaders of color, embracing these qualities often comes with greater risks. While concepts like vulnerability are gaining traction, the reality is that marginalized leaders have much less room to bring their full, authentic selves to work. Our workplaces are often shaped by dominant cultural norms that don't leave much space for authenticity that deviates from the established mold. For leaders of color and others traditionally marginalized in workplaces, shedding the necessary armor that protects us in these spaces can jeopardize hard-earned progress. If we want truly inclusive leadership, we must address the systemic barriers that make vulnerability such a high-stakes risk for marginalized leaders.

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Lately, I've noticed a recurring theme among those I've coached, especially senior women facing critical junctures in their careers. They find themselves treading the fine line between their professional ambitions and family obligations. Drawing from my own experiences, I understand this dilemma intimately. To speak candidly, as someone who is independent, egalitarian, and not very interdependent with my family - I have often put career opportunities over familial responsibilities to realize my dream of having my Coaching business and Kamba farm with my hubby. However, as an executive coach, my role isn't to impose decisions but to guide individuals toward clarity and self-discovery. I know from the women I’ve been coaching, that their family dynamics often hold significant sway, and the common emotion that stops them from fulfilling their career aspirations is guilt. Guilt for choosing themselves and their career aspirations over the needs and responsibilities of their kids, parents, and sometimes even their extended relatives in the joint family. The Work vs Family balance is a much deeper conversation, so for the sake of this Linkedin post, I will say that having gone through these decisions in my own life, what helped me was introspection and support. There are tools and ways to gain the clarity to make choices that honor both their career aspirations and familial responsibilities. I’m eager to find out about what steps you’ve taken to pursue your dreams while nurturing the bonds that matter the most. Let me know in the comments. #ExecutiveCoaching #WorkLifeBalance #Empowerment #CareerDecisions #FamilyHarmony #HopefulFuture

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Transitioning after divorce can be hard. 1. Working through strong emotions. 2. Adjusting to new routines. 3. Balancing newfound responsibilities. Yes, it's daunting. But remember, every journey has its challenges. So take a moment and reflect: Are you content with your current path post-divorce? If not, it's never too late to start anew. Today presents an opportunity to embrace change. Find your "right hard" for this new chapter.

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How often do you hear these arguments in your organization listed in this article? By addressing these common arguments against DEI, you can help reframe your colleagues’ understandings of the need for, and benefits of, DEI work. https://lnkd.in/gABvW9Pk

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3 Things Managing Partners Can Do to Improve the Health and Profitability of Their Firms: 😎 Create and communicate a STRONG NARRATIVE (why the firm exists) and then ensure that each team member understands how their individual role contributes to both the firm's and their own success. 😎 Design and enforce a SYSTEM OF ACCOUNTABILITY that boosts morale, improves retention, and enhances profitability. 😎 Identify, address, and constructively MANAGE CONFLICT before it festers and potentially disintegrates the firm. #lawyers #lawfirms #law #management #leadership

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To support my coaching of some #women applying for #lawfirm partnerships I have been going back through my saved articles from the Harvard Business Review and this one popped up by Dr. David Rock from the NeuroLeadership Institute about the proven impact of diversity of decision making and its improvement in business success. One key learning I like is: 'Using statistical models, they found that companies with more women were more likely to introduce radical new innovations into the market over a two-year period... At the same time, we need to make sure the organization has inclusive practices so that everyone feels they can be heard. All of this can make your teams smarter and, ultimately, make your organization more successful, whatever your goals.' #DEI #inclusionofwomen #empowerment #psychologicalsafety #stepintoyourpower #coachingforsuccess Find me at: The Neurodiversity Coach & Advocate: Thriving for different minds

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A kerfuffle broke out between my client and her director colleague, rooted in past disputes and email misfires. I reviewed the thread. My client’s verbose, leave-no-detail-behind approach clashed with her colleague’s succinct, cut-to-the-chase style. The VP, the supposed voice of reason, misinterpreted this style difference, scrutinizing my client while giving her colleague a pass. The response was disproportionately harsh. It seems verbosity is now villainized. Was my client right to send the email? No. Could the VP have recognized this as a style difference rather than assuming the worst? Yes. Past experiences likely fueled the VP’s reaction, revealing unconscious bias. Before judging someone’s actions, ask yourself if you’re seeing them or your history with someone else. Bias may be as natural to human beings as breathing, but there is a difference between having a bias and allowing that bias to dictate our actions and beliefs. If you believe this principle doesn’t apply to you, you may be gravely mistaken.

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