My purpose is to take the gifts I’ve been given and what I’ve learned in my life to help others see possibilities for themselves and others.
In pursuing this, I involve myself with organizations and individuals who are making a difference in their organizations and communities.
My goal is to help you see yourself and become conscious about your mindset and behaviors so you can be the leader you want to be and that your organization needs you to be. I work with C-level executives to improve the performance of your company by examining your leadership mindset and how it impacts the culture of the organization.
As a one-on-one Executive Advisor, I am a sounding board and thought partner for CEO’s.
My role is to help leaders shift your mindset and create a healthy shadow across the organization.
As a former CEO, I understand the pressures, challenges, opportunities and politics faced by C-level leaders. And I have first-hand knowledge of the key role played by C-level leaders in using culture change to improve company performance, having led culture transformation at my own company that resulted in great business results.
As an advisor, I help CEO’s, CFO’s, CTO’s, CIO’s and other CXOs find their own answers, and offer subject matter expertise. I offer advice based on my real-life international experience, my years as a CEO, and my expertise on mindset, emotional intelligence and gender intelligence.
I work from the values I helped develop at Senn Delaney:
● OPERATE FROM A HEALTHY STATE OF MIND.
● PARTNER WITH CLIENTS AND WITH EACH OTHER.
● EMBRACE CONTINUOUS LEARNING & CHANGE.
● BE ACCOUNTABLE TO MAKE IT HAPPEN.
● COMMUNICATE OPENLY, HONESTLY & DIRECTLY.
● ACT WITH INTEGRITY.
When I work with clients, I prefer an initial face to face meeting at your place of business or at my New York City office (that includes an outdoor space for warmer months). After the initial meeting, we can work in person, over telephone, or via Skype or Zoom.
ON my APPROACH
I work one-on-one with C-level leaders to help you achieve better organizational performance by becoming conscious of your leadership mindset and how it impacts organizational culture and performance.
“Whatever your new business model is, the culture of the organization is going to determine if it will work. If culture is aligned with it, it will work. Otherwise it won’t.” Mike Marino
From my years leading culture-shaping engagements, I learned that when culture is aligned with business goals, performance follows.
Organizational transformation begins with leaders. Leaders must embrace and embody the desired culture. If leadership is not fully on board, any transformation effort will be ineffective.
Culture is a function of mindset. Leaders need the right mindset to lead an effective organizational transformation.
ON THE LEADER'S SHADOW
As a leader, you cast a shadow across the entire organization. Your shadow sets the rules of engagement within the organization. While you don’t have a choice about whether you cast a shadow, you do have a choice about what kind of shadow you cast.
Your shadow has great power and is an incredible lever within the organization. My goal is to help you become conscious of your shadow and take the steps to create the kind of environment you want.
Once you become aware of your shadow, we will work on your mindset. Mindset drives behavior so if you switch your mindset, you can discover and engage in behaviors that will generate the kind of shadow you want to cast. Behaviors are what people watch. Your behaviors will reinforce the culture and mindset you want people to adopt.
For example, I worked with one leader who didn’t think her team was creative and wanted me to help her get them to be more creative. Then I heard her say “if you want it done right, you have to do it yourself.” That was the problem - she didn’t allow her team to be creative.
I suggested she change her mindset to “there is wisdom in my team” and be curious to find it. I let her determine the actions she would take, confident that she would take actions more in accordance with the new mindset.
Two weeks later, she reported that her team was brilliant, creative, and so wise. Her perception of the team shifted once her mindset shifted enough to allow her to let go of the limiting belief that she had to do it all herself.
Mindset comes from core beliefs, most of which are unconscious until something happens to make us act. Beliefs shift and insights come from significant events. Some of them are big and dramatic, but more often they are significant in the rearview mirror.
A coaching intervention can be a significant event, that initiates a transformation in mindset. Becoming conscious of your mindset gives you the ability to judge the risks and rewards of your behaviors.
For example: Do you say hello to your staff when you come into the workplace? If you do, are you aware of the impact? If you don’t, are you aware of the impact? And do you want to produce that impact? What are you actually choosing?