Jennifer (Tishman) Willey

A convenient, scalable approach to coaching, which caters to the needs of frontline managers — it allows for not only covering the learning-and-doing gap, but also makes remote management easier. Offering a taste of every critical aspect to leadership development, microcoaching does complement the ongoing organizational programs. An interactive and personalized solution for management people to lead with confidence. Innovative thinking Lauren Herring!

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Wanted or not, life's transitions are going to happen. In a Tealfeed article, retired leadership coach Cathy Arndt Carmody and economist and gender equality activist Shruti Kapoor talk in a SayftyChat about how to handle changes that are inevitable or unexpected. https://lnkd.in/eRCfWcU7 #LifeLessons #PersonalGrowth #SelfCare #leadership #transitions

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"Robust DEI actions make a difference—not just to historically excluded groups but to your organization as a whole. And companies that scale back on their DEI programs will likely miss out." I couldn't have said it better myself. When you find that you've inadvertently excluded someone with a disability, your solution will also likely include someone who has a chronic illness or an undisclosed disability. When we ensure that working spaces fully include neurodiverse employees, neurotypical employees often also benefit. DEI actions are about committing to a focus on your employees and other stakeholders that its thoughtful, intentional, and authentic. Authentic connections grow both of the lines we care about - top and bottom.

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“Operating at 100 percent effort all of the time will result in burnout and ultimately less-optimal results… …If a runner accelerates to their maximum speed too early in a race, they will burn through their energy and end up finishing with a slower overall time than if they held some energy in reserve at the start of the race.” This is a great article from Jessica Stillman in Inc. Magazine for any leader to read. It really rings true for me right now. I’ve been having one of those high-intensity moments in life. A lot of things (plenty of them good and exciting) happening. But it can all lead to stress when unchecked. The line between being eager and anxious can be quite thin. You always need to be prepared for the marathon. I’m a 110 percent kind of person. People pleaser, always looking to make others happy. But this article highlights the truth that the desire to be at full throttle all the time just doesn’t always translate to healthy, sustainable outcomes. Perfection is something us business leaders tend to strive for. I get it—I’ve been running Bear Icebox Communications for nearly eight years. But unchecked pursuits of perfection can be draining. It drains our team, our clients, our partners. As a marathon runner (I’ll be running my ninth race next month) I can attest that burning all your energy early in the race doesn’t pay off. Business, like life, is one big marathon. And yes, I’m in it to finish strong 🏆 #businessreflection #leadership #advice #entrepreneur

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It takes courage and insights like this, from Julie Holunga and Anne-Marie Coughlin to catalyze constructive, healthy conflict as a leader. "Conflict can have a positive impact on your organization when it’s handled with the right approach and language. When leaders establish a strong foundation of trust, they’re able to leverage difficult situations as growth opportunities for their organizations. It starts by prioritizing deliberate leadership, and equipping yourself with the right tools to ensure intention matches the impact of our actions. From self-awareness to actively engaging in constructive conflict, there are critical steps leaders must consciously take to move from lazy leadership to deliberate leadership." Why do we get into these kinds of topics on Growth Driver and at Intelligent Demand? Because B2B GTM and growth is about PEOPLE and PURPOSE. Not just strategy, tactics and tools. #PeopleAndPurpose #MeaningfulGrowth #B2BGTM

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In the context of leadership, self-love involves practices and habits that nurture one’s well-being, enabling a leader to be more effective, compassionate, and supportive. It’s about maintaining physical health, mental clarity, and emotional stability to better serve others. Conversely, selfishness is the act of prioritising one’s needs at the expense of others, neglecting the responsibilities or the well-being of those one is meant to lead. While self-love is about sustaining oneself to sustain others, selfishness focuses on personal gain, often leading to a breakdown in team trust and morale. Click on the link below to read the full version of the article.

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Whether you’re just starting or well into your writing journey, the insights from this article are a powerful guide to turning dreams into tangible stories. 

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Engage in a creative activity during your break. Drawing, writing, or even daydreaming can stimulate your brain and enhance problem-solving skills. #CreativeBreaks #LeadershipInnovation #SummerCreativity Read our latest blog on “The Importance of Taking Breaks for Leaders” here: https://lnkd.in/eKj9sjfN

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Hi there folks, This is a great session we did on Inclusive Leadership for Polarizing Times with educator, therapist, and author Dawn Menken (Facilitating a More Perfect Union) to explore how we can bridge the growing divides in our polarized landscape - especially in the aftermath of the 2024 U.S. Election between Kamala Harris and Donald Trump. Subscribe to the Anima Youtube channel for more. #learning #leadership #equity #diversity #belonging #equityandinclusion #diversity #leadership #leadershipdevelopment #racism #jedi #organisationaldevelopment #polarization #leadershiptraining #management

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This is a stunning overview of the different narrative structures of Western and Asian stories. Graham Barkus and I use exactly these structures to help Western executives develop effectively persuasive ways of gaining the trust and allegiance of East Asian colleagues - especially powerful stakeholders. We haven't managed to find or come up with a well-written summary to help guide their development. Thanks to Colin Newlyn, we now don't have to. #trust #persuasion #storytelling

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We are mere weeks from 2025. And yet, we've gone backwards on #DEI. What the? I draw attention to the leadership crisis plaguing today's workplace. DEI expert Michelle Lim 林敏诗 and I provide insights to HR Leader on Former Australian Sex Discriminiation Commissioner Elizabeth Bodrick's external review of Rio Tinto's workplace culture. Though Rio has been called out in this instance, they are by no means alone. Time to wake up and do something about it. You see, #Futurefitleaders are bucking this trend. They realise this is a change that needs real resources, real commitment and real leaders to step forward and champion it. Not once. Not just at quarterly results time. Not just professing it but practicing it. Day in, day out. To read how #futurefitleaders would respond: 📖 Read the full article here: https://lnkd.in/g4F7i_qj #changemanagement #organisationalculture #culturechange #morevoicesmorerepresentation Vu Consulting

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If you are a People Professional leading or supporting diversity, equity, and inclusion initiatives, then you know that stakeholder management is a huge part of the job. Often, it's helpful to have a plan for each of your stakeholders. Here's a list of five of the many partners DEI practitioners must have on speed dial and on rotation. And here are some questions you might find helpful to ask yourself: ❓ Are any of the stakeholders listed missing from your rotation? ❓ Do you have an intentional plan for engaging each of these stakeholders? ❓ What stakeholders are not mentioned here but should be on your list? #StakeholderManagement #DiversityEquityInclusion #ProjectManagement

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Let’s transform conflicts into collaboration 🙌 In my recent conversation with my good friend and colleague, Michael Fraidenburg, we discussed ways to help you discover how to foster a credible commitment to solutions and move beyond “the blame game”. Check out these insights on mediating and facilitating effective change 👇 #conflictresolution #collaboration #effectivecommunication

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Can a stronger canary save your team? Check out the first episode in a new series: Crisis Leadership: Resilience in High Stakes Environments with Jolie Wills, CEO of Hummingly “It's often used when we talk about burnout: If you send the canary into the coal mine, if the canary falls off the perch, the answer usually isn't a stronger canary.” Together we explore this critical concept in crisis management. Is throwing resources at stressed individuals the answer, or should we focus on reducing avoidable stressors in the organization? Join us to discover how proactive leadership can build a more resilient team. #CrisisLeadership #WellbeingAtWork #MentalHealth https://lnkd.in/e_kVm5gM

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Sorry to be a bother, Juliet, but this article really got me thinking about the current misunderstanding about DEI from all sides and why we must rewire our thinking around bias. First and foremost, we must acknowledge that gender bias is distinct from racial or disability bias and calls for different approaches. (Susan T. Fiske has done great work in this area.). Secondly, we all, as practitioners in DEI, have to be careful not to fall into the trap of illusory correlation. For example, the racial wealth gap is a well-known indicator of inequality between identity groups. But what most people don't know is that there is a similar wealth gap within groups as well. Therefore, the wealth gap cannot be explained solely by race; rather, it must be understood as a characteristic of a complex adaptive system based on social networks—the connections and relationships between individuals, groups, and objects—that are influenced by preferential attachments, the 80/20 rule, and power laws. My point is that systems are reflections of how people, places, and things are connected. Comprehending these relationships and optimizing them in terms of social capital is the future of DEI.

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In my recent conversation on the Thrive LouD podcast with Lou Diamond we discusssed the power of "Fierce Hope" and the shift to "Circular Leadership," moving from traditional hierarchical structures to more inclusive and diverse models. This new approach fosters environments where individuals can thrive, find their voices, and take healthy risks, all while maintaining accountability. Imagine workplaces where creativity and collaboration flourish, and where people feel truly valued and heard. In the podcast episode, we also discussed how these values of inclusivity and shared power can ripple out to create more cohesive and resilient communities. By integrating these principles into our daily interactions, we can help dismantle the polarizing forces that dominate much of our public discourse. Listen to the full episode here: https://lnkd.in/e7QuEf7h What do you think about the shift towards Circular Leadership, and how do you see it playing out in your own work or community?

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On this #WorldMentalHealthDay, I commend The Grossman Group for their Employee Well-Being Resource Hub. Their collection of research and insights on #employeeburnout and organizational implications, along with actionable strategies for leaders to foster a #culture where employees feel supported, valued, inspired, and empowered are truly invaluable. Today is a great time to commit (or recommit) to this effort. #EmployeeExperience #EmployeeWellbeing #LeadershipDevelopment #InternalCommunications

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