Sarah Noll Wilson

Crestcom Michigan - Innovation isn't just about ideas—it's about leadership. Our new eBook provides a blueprint for building an adaptable and creative team that thrives on change. Download your copy now to discover how effective leadership can drive innovation https://lnkd.in/g_D34_Nc #Crestcom #LeadershipDevelopment #Leadership #Innovation #Creativity #Adaptability

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Companies with diverse leadership experience benefits like better decision-making, improved financial performance, and increased engagement. Join our upcoming webinar to learn how to implement and sustain effective diverse leadership programs. https://hubs.li/Q02F_V-C0 #DiverseLeadership #LeadershipDevelopment #Inclusion #BusinessGrowth #PanelDiscussion

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The power of developing supervisors rests on cultivating leadership within. https://lnkd.in/eaY-NqGQ Discover how developing a strong internal leadership pipeline can save costs, preserve crucial institutional knowledge, and create a motivated workforce for future success. #kevburns #frontlinesupervisor #leadership

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The wait is over! Today, I’m thrilled to be speaking at ICF Midwest Coaches Conference about "The Importance of Self-Compassion in Maintaining Coaching Presence." 🌟 As coaches, our ability to be fully present with our clients is crucial for effective coaching. I’ll be sharing practical strategies and personal insights on how self-compassion can transform your coaching practice and enhance your impact. 📅 When: 1:30pm 📍 Where: McKinnley Room Join me for an engaging session where we’ll explore: How self-compassion reduces burnout and enhances resilience. Practical techniques to integrate self-compassion into your daily routine. Ways to build deeper, more empathetic client relationships. I can’t wait to connect with you all and dive into this important topic. See you there! #CoachingConference #SelfCompassion #CoachingPresence #ProfessionalDevelopment #SeeYouThere

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Executives, have you ever wondered if working with an executive coach is right for you? Or how to find the right leadership coach for your needs? This Minnesota Star Tribune article explores the ins and outs of executive coaching with some smart insights. In general, executive coaches help leaders become better at what they’re doing: to be able to produce more, deliver more, get noticed more or get promoted more, for example. They’re great for learning new leadership skills, tackling specific challenges or gaining extra confidence. When you’re looking for what’s next, career transition experts like the Navigate Forward team can be a resource. Our tenured career coaches help executives find (and thrive) in their next role, whether it’s landing a new leadership position, securing a corporate board seat, or launching an encore chapter as full-time work ends. Thanks to the Minnesota Star Tribune for including my perspective in this great piece. #NavigateForward #CareerPlanning #CareerAdvice Read the full article here: https://lnkd.in/g42yAZfb

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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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Andy Forest and I spoke to participants in our Amplifying Impact program last week, and they identified a few potential barriers to think through as they explore how AI might support their organizational goals. 1. Workload - Finding the time to slow down and investigate how AI might serve their organization! 2. Trust - If and where hard-earned trust with their users and partners and clients might be eroded by using AI. 3. Data Security - What do we need to know that we don't know. So many organizations are deeply curious about how AI might serve their organizations and the implications of using it. Our program is designed to support you in thinking deeply and systemically about how AI might fit into your organization, responsibly, ethically and effectively. Andy Forest is a pioneer in building and thinking about Human-Centric generative AI. I am a Systems Thinker and Coach with a deep interest in collaboration and co-creating relational systems that have a positive impact. Together we provide a comprehensive skillset for exploring AI and your emerging needs. https://lnkd.in/g3HiGauP

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In my executive education teaching many companies have sought guidance on how to shift the culture away from current practice and toward a more intentional, force for good aspiration. Senior leaders in these programs typically say they wish their organizations were more ___________ (fill in the blank). There's a hidden meaning when they say this, and it usually implies that employees are the problem. But employees are rarely to blame. Instead, there are institutional obstacles that hinder the adoption of the practices needed to support the aspiration. Those obstacles are often the byproduct of work conditions supported by senior management, whether by design or by default. If you want people to be more innovative, you can’t command it or demand it (sure, you can try, but you’ll likely see people depart, or grow frustrated and then reduce their willingness to contribute). Instead, you have to create an atmosphere that encourages people to 'try out ideas'. That is quite hard for many leaders to do because they are steeped in the fairy tale of the lone hero who ‘problem solves’ as opposed to letting go and inspiring employees to step up and practice the capabilities desired. I have seen this hero business model play out repeatedly in companies from Singapore to India to Europe to the US. The good news is that when senior management steps back to reflect they realize their own behavior is the obstacle to achieving the organization's aspiration. Why? Well, most of these leaders are products of 20th century business models with narrow, shareholder-driven definitions of success. As they work to transform their organizations into a 21st century force for good that is stakeholder-driven, they viscerally experience the friction that arises from doing something different. Senior managers are used to 'being in charge' so new practices make them feel uncertain, exposed. But don't feel sorry them--that's why they get paid the 'big bucks'. Part of senior management's challenge is that not everyone is good at being a people person. Getting organizational buy-in for change efforts means having to persuade, negotiate, and create a common understanding, all of which take time, so weaker leaders resort to command and control. Yet employees want to know why the change is needed and that their contributions matter. Today's most effective senior managers don't let old practices get in the way of the very changes sought. Leading by example includes trying new practices designed to set the tone for the organization going forward. Like any new undertaking, early attempts are awkward, uncomfortable and imperfect. Transformation doesn't happen over a weekend. But those who practice new routines, adjust, and practice more, will begin to see meaningful change. #business #businesssustainability #sustainability #leadbyexample #leaders #leadership #businessasaforceforgood #doingwellbydoinggood #organizationaltransformation

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There are some pretty amazing people and organizations doing wonderful things with technology....here are just a few I have been fortunate enough to connect with in recent weeks: Digital Learning Collaborative is connecting and assisting those that live and breathe all things digital. Especially amazing are Christine Voelker and Allison Powell. Proximity Learning, Inc. Learning is revolutionizing the way we approach teaching by seamlessly blending digital options into real classrooms. Evan Erdberg leads a phenomenal team blazing a trail! Imagine Learning is offering curriculum solutions that can be used in fully remote settings and traditional classrooms. (they also have created a pretty amazing culture!) Win! Win! Class is bringing connection and collaboration to the virtual classroom space. Christy O'Glee, M.Ed. is a passionate former educator who can share all the great ways this technology can vastly improve the virtual landscape. It is SUCH an exciting time for learning with digital options! Wonderful things ahead! #virtuallearning #buildingrelationships #digitalage #remotework #virtualteams

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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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What if we could match the high level of work inputs channeled into DEI efforts with an equally high level of equitable outcomes? In my new article for HR.com, I outline the six stages of developing cultural competence and explain how both individuals and organizations can implement this transformational approach to: 1. Shift their unconscious Filters 2. Operate from the higher stage of development DEI work requires 3. Create lasting change 🔗 https://hubs.la/Q02Cd9-S0 #SpeedOfBias #CulturalCompetence #DEI

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One way to spend your end-of-year funds is on leadership development. You can never go wrong with developing leaders at all levels within your organization. 💲 That’s right! High-performing organizations continually develop every employees’ leadership skills at levels. 🏆 Let us help you create an extraordinary learning strategy for your leaders which leads to resting a culture where everyone thrives and belongs.🤓 #concerninglearning

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'Culture eats strategy for breakfast' was Peter Drucker's message decades ago...but since then we haven't gotten much better at understanding and developing organizational culture. Do you know how you can change the culture at your organization? If you'd like to get insight into the nature of organizational culture and some tangible tips and tricks on how to get the change you want, please join my webinar on June 12th. I'll be presenting my CULTURAL FABRIC model and giving you a number of practical examples. And I'll give you a sneak preview of my new book "Meyer's Management Models". It's only one hour...and it's free! You can sign up via the link below. #strategicleadership #organizationalculture #culturalchange #organizationalleadership #meyersmanagementmodels https://lnkd.in/eT4mbrfR

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As leaders, we all know that fostering trust, navigating tough conversations, and creating environments where everyone feels seen and heard are challenges we face daily. That’s why I’ve curated a set of free tools on the Everyday Lead site to help you tackle those challenges head-on. Whether you’re an executive working to drive change or leading a team through high-pressure situations, these resources are designed to give you practical insights to elevate your leadership and strengthen your team’s performance. Take a moment today to explore our free tools and start leading with more clarity, intention, and impact. https://lnkd.in/d_eJDbxx

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"Recognizing a client’s readiness extends far beyond their initial declaration of wanting change; it’s about discerning the depth of their commitment." This insight from Julie Vander Meulen’s new article, captures the essence of effective coaching. In coaching, readiness isn't just about verbal commitments—it's about understanding the consistency of a client’s actions, their energy in sessions, and their proactive approach to growth. As coaches, our role is to look beyond surface-level declarations and explore the true depth of a client’s commitment. By fostering a space of trust, we can guide clients to examine their motivations and confront the barriers that may be holding them back. This process demands empathy, strategic questioning, and a focus on building self-awareness and resilience. Clients often face internal challenges, such as fear or limiting beliefs, that can hinder their readiness for change. Our task is to help them transform these barriers into opportunities for growth and empowerment, ensuring they are fully committed to their journey. Understanding and nurturing a client’s true commitment is essential for successful coaching. By attuning ourselves to the subtle signs of readiness, we can better support our clients in navigating their transformative journeys with confidence and clarity. 🎧 For more insights on recognizing and fostering client commitment, tune in to our latest episode of the Beyond The Page Podcast featuring Julie Vander Meulen. Out Now!

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5 days until the #TDKCFallConference! Reason #5 to attend: Learning is Forever, but this conference happens only once a year! You won't have these professionals all part of the same panel talking about leadership development. Register today! https://lnkd.in/gm3rCuuH

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What REALLY makes training effective? It's more than just a great instructor and engaging content! Kirk shares powerful insights on the often-overlooked factors that can make or break your training initiatives. Tune in to Leader Feeder to learn more. 🎧 https://lnkd.in/gMDFXXnx #LeadershipDevelopment #TrainingEffectiveness #Results #ChangeReady #ChangeManagement

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The last of the big events in 2024: The Iowa FIX meeting on the topic of "Implementing Peer-Led Groups to Susain Training"..........because why should we do all the work?!?!? 😉 This topic promoted a lot of great conversation. We explored the various types of informal learning that peers can engage in and realized that this isn't as hard as it seems to implement. AND, the proof is in the pudding that this form of learning works: -Research shows that active, peer-led engagement can enhance knowledge retention by up to 25% compared to traditional methods. - - - Harvard Gazette -Organizations with robust learning cultures supported by peer training programs have seen up to 23% greater financial returns compared to those without such emphasis on collaborative learning​. - - - Eduflow -Employees are 147% more likely to connect with peers who want or have similar skills in companies with healthy learning cultures than in those without. - - - Degreed Thank you all for such an engaging conversation! I look forward to hearing how you are implementing this form of learning in your organizations! Thank you for supporting FIX! #networking #bestpractices #learning #learninganddevelopment #talentdevelopment #peerlearning #sustainment

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