Milestone Blog

Teachers in the Trenches: A Brief Look at Receiving the Gift of Feedback

Posted by Milestone Leadership on Apr 15, 2019 2:08:03 PM

 

For this installment of “Teachers in the Trenches: A Brief Look at Real Leadership Stories,” we share with you a quote about the power of hearing and accepting input from others and the way one leader has been able to both teach and inspire his followers through a consistent, positive message.

“A number of years ago I was a newbie at P&G, and my leader at the time was Mike Graen, director of Information Technology. He had a huge impact on my career for a number of reasons, not the least of which was that he demonstrated what it is to be a true servant leader—always willing and ready to get in the trenches with his team. He had a wonderful way of empowering us to find solutions to complex issues. Mike taught me to push beyond the obvious, and his encouraging way of doing that, and his confidence in my abilities to do so, has given me lasting confidence.

“Mike had an impactful phrase he used, which has become somewhat of a mantra for me, ‘Feedback is a gift.’ Those words I’ve repeated many times, and the meaning is something I’ve taken to heart. That simple phrase taught me that hearing feedback can be incredibly valuable and critical to success. We have to own what we hear from others about the work we do—and we have an obligation to ask questions to gain clarity about that feedback. We must listen without defensiveness and learn to take action based upon what others share with us. Receiving feedback in the right spirit helps us build our toolkits and improve our work.”

-Suzanne Herzog Owens, Chief Product Officer, WhyteSpyder

Leaders worth following know how to provide constructive feedback that is actually motivating and beneficial to their team members—and they have to be open to receiving feedback, as well. Some of the best lessons that leaders can hope to receive come from their followers and peers. It is critical to internalize and act upon this feedback in the spirit it is intended.

Whether you’re leading or following (or both), here are some ways to graciously accept and use feedback as the gift it is meant to be:

  • As you’re hearing feedback, take a second to remind yourself that you’re gaining insight for ways you can improve your effectiveness or make something you’re working on better.
  • Listen fully and try not to let your brain race to the point that you’re not hearing what is being said. Once the person has shared their thoughts, restate what you believe you were told to make sure you’re on the same page.
  • Don’t go on the defensive. Don’t argue. Stop, listen and acknowledge what you’ve been told.
  • Ask clarifying questions and inquire about possible solutions for addressing any issues.
  • Thank the person who has taken the time to share feedback with you. It might not have been easy for them, but by acknowledging politely and sincerely, you are showing your respect for their assessment—even if you may not fully agree.
  • Afterwards, consciously look for examples of your behavior or activities that relate to the criticism and actively address them. If you find ways to improve and take specific action to do so, it’s great to follow up with the person who provided feedback to demonstrate your progress.  

 

At Milestone Leadership, we recognize feedback is a necessity, and like all communication, it’s best when it flows both directions. Building a culture that embraces and cultivates feedback invites trust and meaningful interaction among team members—which leads to innovation, productivity and loyalty.

Read More

Topics: Productivity, Growth, Candor, Living Your Values, Employee Engagement, Leadership, Honesty, Authenticity, Candidness, Tone at the Top, Advice, Humility, Management, Empowerment, Effectiveness, Reflection, Values, Feedback, Passion, Organization, Company Culture, Tips, Success, Intentionality, Experience, Workplace, Teams, Milestone, Truth, Team Health, Top Down Leadership, High Performance, Purpose, High Performing Teams, Recognition, Learning, Relationships, Values & Ethics, Personal Development, Creating Culture, Leader Worth Following, Communication

Teachers in the Trenches: A Brief Look at Real Leadership Stories

Posted by Milestone Leadership on Apr 4, 2019 9:09:42 AM

 

No matter where we are in life or how we arrived at that point, from start to finish there are always people along our path who teach or influence us—especially when we are open to learning and embracing a bit of healthy introspection. Sometimes lessons are conveyed very intentionally, and at other times we learn by simply observing someone’s behavior, demeanor or direct actions. This article is the first in a series of blogs where we will share a quote from someone who describes a real-life instance of something their current or past leader said or did that has impacted their own leadership journey.

“My first full time boss was an old Army Sergeant who has served in Vietnam. Warm and cuddly he was not, but he knew how to GSD (get stuff done.) He sat me down when I became a leader for him (dispatcher) and told me that the company we worked for ran long before I got there and will run long after I leave...so don't think that I can't be replaced if I screw up or didn't work as much as it took to get the job done.

“That was shocking to a 19-year old, but really stuck. Though it was meant to be a threat (veiled or otherwise) and I'm no longer with that company...which is no longer in business...I've taken that nugget and made it my own. I now encourage my people to take care of themselves and use that same phrase to show them that though they feel like what they are working on is the most important thing right now, it will all still be here when they get back and are rested.” 

-Zac McCool, Senior Manager of Engineering and Technology, J.B. Hunt

The leadership lesson gained from this originally negative comment took on a valuable meaning as the person’s career progressed. Encouraging team members to take time to occasionally refuel both mind and body has enormous benefits for overall long-term productivity. It’s true—the work and the organization will still be there when someone returns from vacation or takes time to recover from an illness—but the reward is increased creativity, enhanced focus, more energy and greater loyalty to the team. Encouraging team members to balance their time and work load to take care of themselves and their families is a small price to pay for attracting and retaining top talent in a tight labor market. 

If you have a leadership example you would like us to consider featuring, we would sincerely love to hear it! Please respond in the comments of this post, and we’ll reach out to hear your story. At Milestone Leadership, we understand that teachers and mentors come to us in all sorts of ways, both formally and informally. We also know leadership lessons are best shared so we can all grow together—and the most effective way for us to become better leaders is to clearly understand and embrace what influences and inspires our followers. Who inspired you? What is your leader worth following story?

 

Read More

Topics: Productivity, Growth, Living Your Values, Employee Engagement, Leadership, Tone at the Top, Advice, Management, Empowerment, Effectiveness, Reflection, Values, Passion, Organization, Company Culture, Success, Intentionality, Experience, Workplace, Teams, Milestone, Truth, Team Health, Top Down Leadership, High Performance, Purpose, High Performing Teams, Recognition, Learning, Relationships, Values & Ethics, Personal Development, Creating Culture, Leader Worth Following, Communication

Tell Me a Story

Posted by Milestone Leadership on Mar 29, 2019 9:55:59 AM

 

Ask any group of leaders what robs them of sleep, and you’ll likely eventually hear something about challenges related to connecting with their team or peers—and struggles with how to more gracefully guide others through the stresses of change that are inevitable and inherent to any organization. Successfully managing through these issues requires finesse and acknowledgement of the importance of possessing some of the more intangible soft skills. One of those capabilities may seem insignificant on its face, but when appropriately used can actually wield enormous influence: Storytelling.

For many of us, our long-ago childhood bedtime rituals frequently included a story to coax us into our dreams. We revelled in the cozy simplicity of the voice of a parent or loved one reading aloud, making up a tall tale or sharing a treasured vignette about when they were once small themselves. Everything else would become still, and we listened intently—our minds filling with images and ideas that would usually last well beyond the telling.

Fast-forward to now, and it’s likely you still love a great story. We get pulled into them in spite of ourselves—on social media, television, movies or perhaps just overhearing someone while waiting in line at the DMV. National Public Radio even names their best, most captivating stories Driveway Moments because they’re so interesting we stay in our cars to listen to the end after we’ve already arrived at our destinations.

Work environments are no different, and leaders who are good storytellers have a real edge when striving to be relatable to team members and peers. The right story at the right time can be extraordinarily powerful. It has the potential to generate emotion, energy and establish a personal connection. Well-executed stories can frame up what needs to be learned or achieved by allowing listeners to create a relevant vision in their own minds that is memorable and relatable to a broader subject.

“Good stories surprise us. They make us think and feel. They stick in our minds and help us remember ideas and concepts in a way that a PowerPoint crammed with bar graphs never can.”      - Joe Lazauskas and Shane Snow, The Storytelling Edge: How to Transform Your Business, Stop Screaming into the Void, and Make People Love You

Not everyone is a natural storyteller, but leaders worth following know a great story has the potential to jog memories well into the future and can influence behavior and actions in a positive way—or even reinforce the organization’s vision and values. With practice and intention, there are several techniques that can help almost anyone craft good stories:

  1. Every story needs an identifiable beginning, middle and end—and the best stories bring it all home by tying the end back to the beginning in some form of resolution or connection. Open the story with a bit of context so people understand why it’s being told.
  2. Make sure the subject of the story is identifiable to the audience—and it shouldn’t always be about you. If you do talk about yourself, a bit of self-effacing humor can help curb what might otherwise been seen as egotistical or self-promoting.
  3. Stories about failures overcome are highly relatable. We’ve all felt the crush of defeat or embarrassment and it’s commonly accepted that people learn more from mistakes than successes.
  4. Appeal to emotion when appropriate. Not only does this connect the storyteller to the audience, people tend to remember how someone or something made them feel.
  5. When done telling a story, allow a moment for it to sink in. (Just like brief silence in a negotiation is a powerful tool, so is a moment of reflection after a story.)

At Milestone Leadership, we know people never outgrow a great story, whether it be around a campfire or on a long road trip—a sermon or a podcast—or simply in the breakroom over coffee. We hope you’ll tell yours.

“A well-told Story is a gift to the reader/listener/viewer because it teaches them how to confront their own discomforts.”  - Shawn Coyne, The Story Grid

 

Read More

Topics: Productivity, Growth, Living Your Values, Employee Engagement, Leadership, Tone at the Top, Advice, Management, Empowerment, Effectiveness, Reflection, Values, Passion, Organization, Company Culture, Success, Intentionality, Experience, Workplace, Teams, Milestone, Truth, Team Health, Top Down Leadership, High Performance, Purpose, High Performing Teams, Recognition, Learning, Relationships, Values & Ethics, Personal Development, Creating Culture, Leader Worth Following, Communication

How a Hotel Chain Snagged a 96% Employee Approval Rating

Posted by Milestone Leadership on Mar 22, 2019 9:44:15 AM

 

There’s a list any company would be proud to find its name topping—the annual ranking of Fortune 100 Best Companies to Work For. This year’s list is full of variety, representing everything from tech companies to grocery chains, financial firms to telecoms. In the number one spot for 2019 is Hilton, rising considerably from #33 in 2018.

At Milestone Leadership, we know that defining and constantly reinforcing an organizational culture which embraces values that benefit both customers and team members is fundamental to a company’s success. To see a well-known company in the highly competitive hospitality industry (known for an annual turnover rate topping 70%) manage to consistently land on Fortune’s annual list, it made us stop to wonder what values Hilton’s leadership has instilled to cause a whopping 96% of its employees to report “this is a great place to work.

Hilton has made it easy for team members to remember the company’s values—in fact, they actually spell it out in the form of an acronym:

H        Hospitality       We’re passionate about delivering exceptional guest experiences.

I          Integrity           We do the right thing, all the time.

L         Leadership      We’re leaders in our industry and in our communities.

T         Teamwork       We’re team players in everything we do.

O         Ownership      We’re the owners of our actions and decisions.

N         Now                  We operate with sense of urgency and discipline.

Much could be said about any one of these solid core values, but because Hilton was ranked as the best place to work largely based upon what employees reported in a 60-question survey, we wondered what they were so positive about with regard to their work experience. This is what they reported:

98%   When you join the company, you are made to feel welcome.

97%   I’m proud to tell others I work here.

96%   I am treated as a full member here regardless of my position.

96%   When I look at what I accomplish, I feel a sense of pride.

96%   I feel good about the ways we contribute to the community.

So, what’s the secret sauce? Simply put, the company has committed fully to finding tangible ways over the past decade to treat every team member—regardless of role or pay level—as well as they treat the guests at their properties. The results are clear: team members bring their best selves to their jobs, which means improved service, growing profits and rising stock values for Hilton even as the overall hotel industry is experiencing increased competition from Airbnb and other short-term rental options.

One way Hilton has shown employees they’re valued has been to implement programs that directly benefit team members at every level. Back-of-house spaces like break rooms have been renovated to look and feel as special as the spaces designed for guests. Hilton also allows employees to stay at its properties around the world at steeply discounted prices, a benefit that is coveted by team members and has allowed many to fulfill lifelong dreams. Yet, the company recognizes that beautiful facilities and travel accommodations can feel pretty empty unless there is a constant commitment to hiring managers who can inspire the best from their teams every day. Hilton seeks to find leadership talent who treat direct reports as equal peers; the expectation is that this degree of positive interaction and support starts in the C-suites and cascades outward.

Ultimately, Hilton recognizes the importance of building and retaining a network of leaders worth following who are empowered to act in accordance with the company’s stated values. The result is loyal, engaged people who are recognizing their greatest potential on the job.

It surely feels good to be #1.

 

Read More

Topics: Productivity, Growth, Living Your Values, Employee Engagement, Leadership, Tone at the Top, Advice, Management, Empowerment, Effectiveness, Reflection, Values, Self Awareness, Passion, Organization, Company Culture, Success, Intentionality, Experience, Workplace, Teams, Milestone, Truth, Team Health, Top Down Leadership, High Performance, Purpose, High Performing Teams, Recognition, Learning, Relationships, Values & Ethics, Personal Development, Creating Culture, Leader Worth Following, Communication

A Millennial’s Perspectives on Leadership

Posted by Milestone Leadership on Mar 7, 2019 11:30:49 AM

 

Leaders worth following know their greatest influence and capabilities evolve as a result of consciously internalizing and applying a lifetime of experiences, both personal and professional. Some lessons arrive in the form of epiphany moments, out-of-the-blue realizations that render certain things crystal clear. Other lessons come about more slowly—through formal education or by learning to identify patterns and actions over time that begin to inform how best to guide and support others.

We have the honor of observing people at various career stages learn and grow in an array of settings. A particularly special group, the Soderquist Fellowship program, brings us new talented students each year who work with Milestone Leadership as project coordinators while pursuing their Master’s degrees at John Brown University. These bright individuals learn an enormous amount through applied academics and constant exposure to executives who are leading corporations and nonprofits at the highest levels. And the truth is, our seasoned professionals learn just as much from working with these students—and are inspired and invigorated by their enthusiasm, passion and idealism.

One of our Soderquist Fellows, Meaghan Ranz, successfully completed the program and earned her MBA in Organizational Behavior. She then stayed with Milestone for an additional year to work as a fulltime special projects coordinator. Meaghan is moving on to follow her passion for social work and to support efforts to help abused and neglected children, but pursuing new avenues does not lessen her love for what she has gained through her time with Milestone Leadership. We asked Meaghan to share a bit about what she has learned from supporting, observing and interacting with an array of leaders over the last few years.

Why did you initially decide to apply to become a Soderquist Fellow?

In 2016, I had just graduated with my undergraduate degree in family and human services (social work) and a minor in management. During my senior thesis and throughout college I was struck by how stretched thin nonprofit leaders and their organizations are. Many of the leaders we interviewed did not have enough time, resources, or training to strategically think about their organization or leadership. Several did not know if their organization was successful because data and feedback was not a luxury they had. This began my passion to understand the foundation of what makes a business and leader successful. I so desired to spend time gaining the education, skills, and training that would empower me when it was time to head back into the world of social services. 

What did the experience teach you about yourself on a personal level?

I am a completely different person now than I was before I started the fellowship, in the best way possible. My experience in the fellowship was something like a pressure cooker. I was challenged, given incredible responsibility, and treated like a professional. At the same time, the ingredients to succeed were all there, and the support from my team and our partners was amazing. Even in the most challenging times, I knew people had my back. In the end, I am loving the person I became through the process! I trust quickly, pursue excellence, view my teammates like family, desire to improve, do not put as much pressure on myself to be perfect, and feel much more confident walking into a difficult and stretching next role. The fellowship program has formed me into someone who knows her limits and isn't afraid of healthy boundaries—but also someone who is ready to break down barriers (with help!) and seek the type of professional and personal life that is worth following.

What professional skills did you gain from your time as a Fellow and through Milestone Leadership?

This list goes on and on! I gained incredible professional experience including but not limited to: written and verbal communication, networking with a wide range of leaders across industry lines, confident humility, continuous feedback loop with supervisors and teammates, leading meetings, strategic direction and execution, time management, delegation, reflection. Truly, I could keep going! The fellowship provided me with a framework to view leadership and my role, professionally and personally, as so much more than simply showing up and completing tasks. It has been about asking the difficult questions and beginning my journey of becoming a leader worth following

What would you encourage other 20-somethings to do which you believe could make the greatest impact on their professional futures?

Be vulnerable. Don't be afraid to not know all the answers: In the last year, about 80% of my job consisted of things I have never done before. I found that it is so important to first ask the question "What do I want this to look like once the problem is solved?" Then I bit the bullet and walked into the offices of many superiors and peers, as prepared as possible, but still saying something like, "I'm not even sure if I'm asking the right question or language around this...but here is how I understand it to the best of my ability. But you are the expert and I'm ready to learn so that we can tackle this problem together!" I was amazed at how much I learned, how quickly I grew, and the trusting relationships I built along the way with incredible people! I do not have the answers...not even a little bit! But I am creative and resourceful and not afraid to ask for help. We are better together!

Get to know yourself: Some of the most important moments in the past few years have not been working in professional environments...don't get me wrong, those have been great! But the best has been the lunches, coffee dates, counseling sessions, and meetings with people who help me reflect and get to know myself. Why do I do what I do? What informs my choices? How do I react when under stress? What do I value? These are the reflections that make real change. These questions help me know who I want to become and remind me that I'm not alone!

What will you miss most?

The people, absolutely! Our team shows up in trials and celebration, and they are some of the most supportive people I've ever met. I will be forever grateful for the role they've played in my life and professional journey. I'll especially miss having to make a nerf basketball shot before I leave the office...because it usually took at least 15 minutes. Ha!

Read More

Topics: Professional Development, Growth, Candor, Leadership, Honesty, Authenticity, Candidness, Advice, Empowerment, Reflection, Career Building, Values, Feedback, Success, Experience, Workplace, Milestone, Truth, Purpose, Mentorship, Role Models, Mentors, Learning, Relationships, Values & Ethics, Personal Development, Creating Culture, Leader Worth Following, Service

"Thank you, Uncle Bob." - A Nephew's Leadership Tribute

Posted by Milestone Leadership - Alex Cornett on Feb 28, 2019 8:42:02 AM

 

I bet you have someone like this in your family.  You know, that one person the whole family informally looks to and looks up to.  The one who appears to be the rock, the anchor in turbulence and maybe even the first in the conga line at family get-togethers.  That was my Uncle Bob.  He owned a cabinet shop and it seems at some point everyone in the family worked there.  I think Uncle Bob carried a heavy burden to make sure our whole family was cared for, even though he was never formally given that role.

It was exceptionally hard when I heard this past week that he had passed away.  I headed down for the memorial service and had the privilege to share many of my thoughts and recollections with those gathered to mourn and celebrate his life.  He was a leader worth following in the truest sense.

At Milestone Leadership, I have the opportunity to coach, train and mentor many great leaders from industries and organizations all over the country.  One conversation we frequently have is about legacy.  You see, for many, legacy means  to them what people will say about them when they have passed, or what they might have written on their tombstone.  It is a very normal but self-focused perspective when you think about it.  For these leaders, I try to reframe that perspective. 

In light of --and in honor of Uncle Bob--I would also like to maybe reframe the concept of "legacy" for you. 

Legacy is not living so people will "say" great things about you at your memorial.  Legacy is living and impacting lives in a way that extends well beyond the span of your own life.  Legacy is happening now and always.  It is in real time and occurs in every choice.  Legacy is not about what people will “say” about you, nor is it just your physical offspring; it is about how they feel or what they DO because of you.  Legacy, therefore, lives beyond your physical existence, whether good or bad.

With that reframing, I want to tell you about Uncle Bob's legacy. 

  • I am better at family because of Uncle Bob.
  • I am a more loyal person because of Uncle Bob.
  • I am a harder worker because of Uncle Bob.
  • I have a better perspective on what excellence looks like because of Uncle Bob.
  • I know how to better show unconditional love because of Uncle Bob.
  • I know what it looks like when someone takes what is already great within himself or herself and allows personal transformation meant even more for the sake of others.

 

See you soon Uncle!

 

Alex Cornett
Read More

Topics: Professional Development, Growth, Candor, Leadership, Honesty, Authenticity, Candidness, Advice, Empowerment, Reflection, Career Building, Values, Feedback, Success, Experience, Workplace, Milestone, Truth, Purpose, Mentorship, Role Models, Mentors, Learning, Relationships, Values & Ethics, Personal Development, Creating Culture, Leader Worth Following, Service

Three Reasons Why Mentoring Someone Isn’t “All About Them”

Posted by Milestone Leadership on Feb 21, 2019 11:00:12 AM

 

If you were to find yourself feeling a bit reflective about your career and paused to consider what had the greatest impact on your successes along the way, it’s likely some key people would come to mind. The relationships you had with these individuals may have varied in formality, but you could likely describe very specific ways they affected your development professionally, personally or both. These people were your mentors, regardless of whether it was intentional and formalized or not; their influence helped bring you clarity, inspiration, confidence and knowledge.

As you envision these people, did you ever stop to consider that their acts of providing guidance actually helped them grow along with you? Here are three ways you can improve your own leadership capacity by actively giving the benefit of your experience to someone else:

  1. Serving as an effective mentor means you’re making a commitment to offer honest feedback and constructive criticism. Providing this in a way that actually builds a mentee’s capacity requires diplomacy and a solid understanding of what the mentee truly needs—which comes only through observation and active listening. Leaders aren’t necessarily born with this skill set, but making a conscious effort to really support another person’s growth by taking the time to learn about them and offer meaningful guidance can have the added benefit of honing the mentor’s own listening and communication skills. The self-awareness that results from understanding the impact of your words on another person is valuable in literally every relationship you have, personally and professionally.
  2. Necessary components of any mentor-mentee relationship are honesty and trust. These elements are also absolutely critical to high performing teams—and must be continuously cultivated and nurtured by leaders. Not everyone arrives at a point of open honesty and a place of trust in the same way or at the same time, but serving as a mentor can help leaders who struggle with this by allowing them to let down some of their barriers to expose their own vulnerabilities. Many of the best life and work lessons are learned through mistakes and missteps, and when you can share your own fallibilities with honesty and humility, you inspire the kind of trust that allows others to feel they can be authentic with you.
  3. Offering guidance to another person based upon your own experience requires self-reflection. Leaders frequently find themselves pressing ever-forward without pausing to think subjectively about their own personal and career paths—where they went right or how they could have done things better for themselves or for others. As a mentor, imparting what you’ve learned through your own experiences allows you the opportunity to revisit your own past, an important step to securing a better future. Sharing your path with another person can actually reveal things you might not have otherwise considered about yourself, and offer you the chance to improve or even altogether change your future course.

At Milestone Leadership, we believe leaders worth following understand the impact of sharing their own past experiences with transparency and intention. By revealing ourselves to others, we come to understand our own behaviors and contributions in ways that help us to be stronger future leaders.

 

Kelly Hale Syer
Associate
Milestone Leadership

 

Read More

Topics: Talent, Professional Development, Growth, Candor, Transferable Skills, Leadership, Honesty, Authenticity, Candidness, Advice, Empowerment, Reflection, Career Building, Values, Feedback, Company Culture, Success, Experience, Workplace, Milestone, Truth, Story telling, High Performance, Purpose, Mentorship, High Performing Teams, Transparency, Role Models, Criticism, Mentors, Learning, Relationships, Values & Ethics, Employee Development, Personal Development, Creating Culture, Leader Worth Following, Communication, Affirmation, Service

Don’t Tell Me What You Think I Want to Hear

Posted by Milestone Leadership on Feb 1, 2019 10:43:37 AM

 

Read More

Topics: Leadership, Truth, Heart, Vision, Purpose, Relationships, Values & Ethics, Personal Development, Mom

Having Dr. King Over for Dinner

Posted by Milestone Leadership on Jan 21, 2019 10:40:00 AM

You’ve been there before—at a party or gathering—and someone poses the question, “If you could meet anyone, living or dead, who would you choose?” Invariably, many of the names tossed around are of famous people, obvious leaders who have made some type of significant impact on society. They tend to be people who have sparked a loyal following, people who somehow possess a persona that symbolizes something bigger than themselves.

Read More

Topics: Truth, Heart, Vision, Purpose, Relationships, Values & Ethics, Personal Development, Innovation & Research

Are You A Leader Worth Following?

Posted by Milestone Leadership on Oct 10, 2018 12:53:00 PM

Provocative question, right? For over a year at Milestone, we have been asking this question in groups of leaders. The response is always interesting but mostly the same…silence.

I mean, come on, who wants to be the first to raise your hand, appearing to lack any humility, and proclaim, “Everyone wants to follow me!” Well, maybe a select few would. Conversely, those who may have honest humility are possibly thinking, “I am not even sure I would follow myself.”

Regardless of the answer, the question is still an important one to us at Milestone and is at the core of what we do. It is worthy of consideration and reflection.

Read More

Topics: Truth, Heart, Vision, Purpose, Relationships, Values & Ethics, Personal Development, Innovation & Research

Blog Subscribe

rssBar.png

Free Leadership Video Kit