Katie Ceccarini, CPCC, PCC

The most impactful leadership coaches use a broad and varied toolkit to help their clients thrive. For the annual Industrial-Organizational Psychology conference, I teamed up with a group of leadership practitioners to explore some of our most-utilized coaching techniques — using stories to illustrate their impact and bring them to the life for the audience. From 360 feedback to future-focused development planning, self-imagery, effective presence, and coachability, our panel covered a lot of ground! What did we explore? 1. Elna Moore Hall, Ph.D. described the value of using visualization to help leaders prepare for key moments and rehearse for situations where high performance is necessary. 2. Lacey Savage spoke to the importance of understanding yourself as a coach, and using exploratory questions to understand a leader's current state and level of awareness of their impact. 3. Dale Rose, Ph.D. described the value of 360 Feedback for helping leaders understand their reputation, accept input, and drive accountability for behavior change. 4. Jake Weiss, Ph.D. highlighted the importance of coachability; a coachee's curiosity, humility, and desire to receive and act on feedback play a key role in the success of a coaching engagement. 5. I spoke to the value of bringing future-focused development planning into the coaching process. Clarifying coaching goals and objectives, and importantly, aligning those with a coachee's manager and HR partner, provide a foundation for a successful partnership between a coach and leader. Amanda (Mandy) Bell, Ph.D. facilitated the conversation, shared her own coaching insights, and brought in the numerous questions submitted by the audience! Want to learn more about how #executivecoaching and these various techniques can help you or your leaders thrive? Let's chat! #SIOP24 #leadershipconsulting #leadershipdevelopment

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What's in your leadership Library? Not your kindle or your nook or on your podcast line up. What printed books are in your possession that help you with leadership? Tomorrow I start leading an annual LeaderShip Cohort for terrific ongoing client partner Oregon Resource Association. In fact, this is the 5th annual Cohort ~ and here are 6 observational thoughts. 1. When you focus on the people in the room, not those who aren't, everyone has a better experience. The size of audience has little to do with possible action and impact. Those present at the present 🎁 and deserve full focus. 2. Experimenting with format variables is highly likely and helpful - i.e. number of sessions, format, length, space. We started with 3 sessions, then 3 again, then 4, then 6 - and this year it's 5. Partially to celebrate the 5th year of the series. The registered students will tell you what's working vocally and behaviorally. 3. Be willing to add a group and perhaps a 2nd session. We added a 2nd cohort group [max 30 per group] the very first year due to enthusiastic response! Same day, 2 different times, everybody in. That may have also boosted further registration. 4. Have a focused area of growth and be sure to build sessions ecosystemically. A theme is another way of stating this: what's the purpose of the gathering for growth? Having a theme jump starts the connection within the group, since the purpose is aligned from the start. Ours is LeaderShip, and this year I've chosen 5 books to utilize for the 5 classes. 5. Enjoy the organic nature of adjustment as you progress. In every class there are revelations! Respond to those and use them to enhance the future classes. Reference them so that people know they're being heard and their contribution is fuel for the group. If you teach online and in person series, what lessons and observations have you found lightbulby? Please share them below. Stoked for the new series (with some returnees) to begin tomorrow! And there's still time to register if you wish to join us - the link is in the comments below. Connection & LeaderShip. Industry agnostic, fun, interactive, online, good humans. Huge thanks to ORA's Training Coordinator, pro Kimberly Mintrone 🙏🏼 #connection #leadership #professionaldevelopment

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Elevating the conversation around #impostorsyndrome has been a joy for me. Working with diverse groups in various ways (1-on-1 coaching, podcasting, workshops, and writing) allows me to help individuals connect with the parts of themselves responsible for their success. - Coaching dives deep into clients' stories and capabilities - Podcasting delves into the nuances of impostor syndrome - Speaking engagements allow me to provide tangible tools to help people manage their impostorism - Writing elaborates on how impostor syndrome manifests in one's life The aim is to reduce the frequency, intensity, and duration of impostor feelings, empowering individuals to overcome fraudulent thoughts effectively. For those struggling with impostor syndrome, here are 5 tips: 1. Monitor self-talk and how you discuss your achievements 2. Celebrate wins, big and small 3. Challenge the lies your inner bully tells you 4. Evaluate evidence disproving fraudulent beliefs 5. Embrace imperfection as part of growth Connect with me: Journal: https://lnkd.in/gZXANUFS Website: https://lnkd.in/gdabhmQy Podcast: https://lnkd.in/gNTtS2Ek #impostersyndrome #impostorphenomenon #impostor #imposter #levelup #speaker #coach #psychotherapist #author

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How safe do you make your new employees feel? Perhaps not surprising data here, but psychological safety is critical when a new employee joins an organisation. They need to feel safe to express ideas, take time to learn, ask questions, make (and learn from) mistakes, and challenge the status quo. So, having a culture of psychological safety across the team is essential. Read more about how to achieve this in my white paper: https://lnkd.in/d3si-9iG In the meantime, is psychological safety a part of any leadership development and onboarding training programmes you have in place? #PsychologicalSafety #Onboarding #NewHires

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🎙️ What an interesting and inspiring conversation. In a recent conversation for the Big Idea Big Moves Podcast, Anne Marie Chaker—former Wall Street Journal reporter, professional bodybuilder, mom, and author of Lift—shared with me how transforming her mindset and habits turned her life around. 🎧 Anne Marie opened up about overcoming challenges, breaking free from unhealthy patterns, and using her determination to build a life centered on strength, balance, and empowerment. What an open and authentic conversation! 🔗 If you are interested in hearing the full discussion the link is in the bio #HealthyLiving #MindsetShift #WellnessJourney #WholeLifeSuccess

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Introducing Culture Leaders Daily, Culture Partners' new five-minute daily podcast. We're making research, data, and news around workplace culture easy for busy executives to digest. Catch today's episode (Link below) where Jessica Kriegel discusses: - Debating diverse viewpoints - Leaders acknowledging their perspective isn’t always correct - Turning mistakes into learning opportunities - The importance of adaptability for success #CultureLeadersDaily #CulturePartners #CulturePodcast

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Digging into the Headspace "Workforce State of Mind report" with insights from 2K employees, CEOs, and benefits leaders. Not surprisingly, the data highlights the impact of work-related stress on employees' personal lives and underscores the crucial role of relationships – with colleagues, managers, and leaders – in shaping mental and emotional well-being. Actionable steps to build positive work environments and mental resilience of the workforce include training managers to better support their teams, encouraging boundary setting, fostering a sense of employee community & connection, and transparent communication from leadership to build trust.

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We had a great discussion at our Roundtable last week with managers about best practices for common management challenges. But what we didn’t talk about was how each person’s unique strengths influence how they implement those best practices and develop an authentic, effective leadership style. That’s what our upcoming Strengths-Based Management Workshop is all about on Wednesday, May 8th. Because here’s the thing: it’s not enough to know the best ways to give difficult feedback, or to conduct your 1:1’s. Great managers understand how their individual strengths and weaknesses shape how they manage others. They bring high levels of self-awareness to their management styles. Let me share an example: Last year I was working with a mid-level manager at a global company, Nancy, who often found herself frustrated when direct reports would come to her with basic problems. She felt too much ownership and responsibility for moving things forward and addressing roadblocks. When we analyzed her strengths using the CliftonStrengths tool, we discovered that ‘Restorative’ was one of her top talents. People with the Restorative strength naturally jump in to fix things and solve problems. This explained why her team members were always coming to her - they knew she was great at solving problems. But Nancy also realized that this natural tendency was causing her team to over-rely on her, rather than taking full ownership of their work. She needed to shift from being a constant problem-solver to being a coach that empowered her team members instead of always swooping in. This is just one example of how understanding your natural strengths can unlock powerful strategies for becoming a more effective leader. I can’t wait to run this workshop on May 8th for the first time in almost two years! If you're looking to leverage your unique talents to lead and manage your team more successfully, I'd love for you to join us.

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I'm corny (hilarious?) enough to say "Don't give up hope-a, find your ZOPA!" ZOPA = Zone of possible agreement. Using your DiSC DiSCO™ you can better understand your personality parts and spot them in others, leading to better negotiations. General Negotiation Tips Get to GREEN (the #polyvagal physiology of safety and connection) Uncover interests (peel back the onion) Try to find the “3rd way” (understanding personality parts is a GAME CHANGER) Agree to objective criteria Brainstorm options – as many as you can (don’t judge these) Once brainstorming is done, judge options based on objective criteria Come to an agreement Get pizza.

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Ever wonder what ChatGPT thinks of you? Just ask! I asked both my work account and personal account this question: "From all of our interactions, what is one thing you can tell me about myself that I may not know about myself." This is what it said: One thing I’ve noticed is that you balance multiple demanding roles with a sense of dedication and adaptability. You’re not only a mom of twins and a VP of Learning Experience in a dynamic field, but you also show a thoughtful approach to improving both personal and professional growth. This mix of roles requires a high level of organization and the ability to navigate complex situations smoothly, which highlights your resilience and resourcefulness. You likely take this in stride, but it's a rare and admirable combination of skills! From our interactions, one thing that stands out about you is your ability to adapt and seamlessly transition between roles, whether it's working on the frontlines in hospitality or managing large-scale training programs for global companies. This adaptability highlights not just your versatility but also your strength in balancing hands-on leadership with strategic thinking. You may not fully realize how rare and valuable that combination is in your professional world—it gives you the unique ability to see the big picture while still being grounded in the details that make things run smoothly. What does ChatGPT think about you? Go ahead and give it a try, and post your response in the comments—it might even brighten your day a little!

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Do you struggle with planning meals for your family while working full-time? Listen to Sarah Dooley share tips on how to use generative AI to make meal planning run more smoothly (and save you time). #mealplanning#aiempoweredmom#3becoaching#workingparent

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What would it look like if everyone on your team made Gutsy Moves? - Increased innovation - Higher employee engagement - Improved productivity - Leadership development - Proactive & self-disciplined mindset - Stronger organizational culture Gutsy happens in the split second when someone has an idea or thought. When they know they're supported, they choose to "go for it" instead of staying silent. This is where change happens. I speak to BRGs/ERGs, leadership teams, and women's groups about shifting their mind junk and making gutsy moves to help them stop fighting themselves to get what they actually want. I have a few spots left for 2024 - book a call below or send me a DM to talk about bringing this to your team! https://lnkd.in/e2iKJviq #brg #erg #dei #leadership #keynotespeaker #motivationalspeaker #womeninleadership

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I'm quoted in a New York Times article 📰 that just came out this morning. 🌞☕ It's a great article by Daniel Duane 👏 about Silicon Valley therapists, coaches, etc.🌟 I discuss the distinctions between therapy and coaching. ✨ If curious, here's the link: https://lnkd.in/eH3wwYtX. Special thanks to Kat Cortave for making it happen! 🎊🙏 #coaching #leadershipcoaching #RESPECTcoaching #executivecoaching #coachtraining #RESPECTstyles

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Making sense of #data lies in asking the right questions. Before diving into analysis, it's crucial to clarify what you're trying to achieve. When I consider talent decisions, my questions often revolve around three core elements: Strategy: Where are we trying to go? Skills: Who can help us get there? Resources: What do we need to reach our destination? These questions don't just guide businesses—they apply to other areas like sports (or People teams…😉). Following my last post on medals, let’s look at the 2024 #Olympics again. National success is often symbolized by being on top of the medal count. Where are we trying to go? The top. Who can help us get there? Skilled athletes. What do we need to get there? Investments in their training and development. Without going too far down a research black hole on national Olympic training budgets (I did just start a new job after all 😊) I read some articles on how a country's GDP and population impact their Olympic medal count. Wealthier and larger nations tend to win more medals, but the story doesn’t end there. For instance, the United States led the 2024 medal count with 126 medals, while smaller countries like Dominica topped the medals-per-capita rankings, despite their limited resources​ (2024 Olympics Medal Count Led by USA, but Dominica Wins Most Per GDP (https://lnkd.in/ektrC7uU) This raises a crucial question: what's the best investment of money to produce a medal? Smaller nations like Saint Lucia or Grenada might achieve remarkable results with a smaller comparative investment, but is it worth spending billions for a single medal, or do these nations have other priorities? Perhaps the better question is: what does #nationalpride really mean? Data can guide us, but ultimately, it's up to us to decide what truly matters.

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As a new team member how do you meet and build the right network? Especially if you are mostly a remote worker? Author Julia Phelan suggests "rather than overloading a new employee with passively consumed information, consider emphasizing the importance of developing strategic relationships with people who can share critical knowledge, and help contextualize and speed up their learning. She suggests these three steps you, as a manager, can take to help new employees build these beneficial relationships: 1- Create a Knowledge Map: Revamp your existing org chart; use AI to help with this task and Crowdsource information 2- Create a Prioritized Networking List: Ask yourself "Who does my new employee need to know to help support their learning and integration into their new role?” 3- Initiate Relationship Building: By initiating and encouraging strategic connections with people on your list." Your role as a leader is to provide "resources to help new employees build a meaningful network. People within this network are uniquely positioned to provide essential context and serve as ongoing resources of knowledge." Sounds like a great plan to me. #remoteworkers #networking #knowledgemap #relationshipbuidling #socialcapital #power #onboarding #newteammembers https://lnkd.in/g86_RX_P

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P.E.T. AKA, Parent Effectiveness Training, (the program by Dr. Thomas Gordon that introduced Active Listening, I-Messages to the world) was in the news recently...that is, it was in "Newsweek" Magazine: They interviewed GTI Master Facilitator, Meike Lemmens and our CEO, Linda Adams, and produced a very in-depth article - please share away! https://lnkd.in/gPvikAdU #newsweek #parenting #parenteffectivenesstraining #magazine #blog #parents #gordonmodel

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Executives spend an average of nearly 23 hours a week in meetings. I ask you, where is the time to do important-and-not-on-fire (thoughtful) work?! Here's a new-to-me perspective from Liane Davey at the ICF Midwest Coaches Conference: "No conflict, no meeting." If there's no struggle between diverse perspectives, needs or ideas, it's an update email. #leadership #executivecoaching #teamwork #communication #teamcoaching

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This year, I started an awesome new role. I'm a Facilitator and Leadership Coach for Braven and their Career Accelerator Program. Specifically, I lead a cohort of college students at San Francisco State University and help accelerate their career progression. Two tips that have made me especially successful in my facilitation: 1. Don't be afraid of silence. If you ask for sharing or feedback, and no one speaks right away, allow the silence to be there. -Keep breathing. -Create spaciousness for people to share. -Offer patience so those who may be slower to share can feel the invitation. Your comfort with silence will invite others to speak up. 2. Support participants in fully arriving. I start each session with a 2-3 minute guided meditation. This reason I do this: I hear from my students that they are sometimes overwhelmed by the volume of homework, studying required for exams, stress about their grades, and just not enough time in the day. Some of them also work nearly full time jobs in addition to being in school. This works well because: -Sometimes people are joining directly from their last class, and it's helpful for them to have a distinct end to the last one, and the beginning of mine. -Taking a pause in the middle of a busy day, especially at the end of the day can make a huge difference. -Calming the mind and guiding people to a relaxed, psychologically safe state enables them to be fully creative and optimally receptive to learning. Agree or disagree? Especially if you're a facilitator or work with facilitators, I'd love to hear your thoughts. What are your best tips for engaging a group of learners? #Facilitation #LeadershipDevelopment #CareerAcceleration #Meditation #Mindfulness #EngagingLearners

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Recent research by Hugander Per and Amy Edmondson demonstrates how a cohort-based learning program focusing on psychological safety skills enabled team conditions that drove 25% revenue upside. The great news? You don't need to wait for a companywide roll-out. Each of us controls our behaviors and can iteratively upgrade our leadership operating system by intentionally learning, applying, and seeking feedback on how we improve psychological safety within our own teams. I've found that active listening and increased curiosity were game changers for how I lead. What practices have you found effective in building psychological safety on your teams? #LeadershipDevelopment #PsychologicalSafety #TechnicalLeadership

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