Anita Windisman

Most conferences feel productive. Few actually change how you work. That’s the tension we designed the ACEC Forum around. In Toronto, the focus isn’t inspiration; it’s structure, accountability, and enterprise relevance. If you care about how this profession evolves and how you evolve within it, the agenda below is worth a look.

2

Emotional intelligence directly affects how people communicate and manage pressure. And for HR leaders, the benefits of emotional intelligence in the workplace show up in measurable outcomes like lower attrition, improved engagement, and greater productivity. Learn more here: https://heyor.ca/HyE96i #EmotionalIntelligence #WorkplaceProductivity #HRLeadership #CommunicationSkills

2

Most business advice is generic. This isn’t. If you’re a CEO or business owner, Vistage Perspectives Summer 2025 is worth 10 minutes of your time. It’s not just trend-spotting. It’s practical foresight from leaders who are in the trenches — building, hiring, and adapting in real time. Here are a few highlights: 🔹 How top leaders are preparing for a second-half slowdown — while still staying aggressive in high-margin areas. 🔹 AI isn’t the strategy. Learn how executives are leveraging it to enhance strategic execution, not replace it. 🔹 The labor market is changing again. What CEOs are seeing on the ground, and where the talent gaps are shifting. 🔹 Culture is making a comeback. Post-layoff, post-return-to-office, leaders are investing in trust, alignment, and adaptability — not ping pong tables. 🔹 3 overlooked risks mid-market companies are facing right now — and how smart teams are addressing them. If you’re responsible for charting the course in your company, this is the kind of signal worth tuning into. 📘 Read it here: https://lnkd.in/g6ha6iM8 — I work with CEOs across the region who want this kind of insight on a regular basis — and a confidential space to pressure-test their thinking. If you're curious what that looks like, let's talk. #leadership #strategy #ceo #vistage #executivethinking #businessgrowth

1

Feedback is one of those things leaders are expected to do well. And many do—at least from their perspective. A VP I worked with was known for being clear and direct. He prepared carefully, chose his words, and believed he was being helpful. But one of his team members was consistently disengaging after their conversations. It wasn’t obvious at first. The work was still getting done. There were no complaints. Just a gradual pullback. When we looked more closely, the issue wasn’t the feedback itself. It was how it was being received. The tone felt sharper than intended. The message landed as criticism rather than support. Leaders often focus on what they are trying to say, but communication is shaped just as much by how it is heard. A small shift in delivery - slowing down, checking assumptions, inviting the other person in - can change the entire dynamic. Feedback is not just about clarity. It’s about connection.

7

Building a coaching culture takes a clear roadmap, outcomes and ongoing education and research on industry trends. Read more about how to create a stronger, connected workforce. What else would you include to build a successful coaching culture?

9

Narrative is what creates movement ➡️ not the methodology on its own. The tools, frameworks, and models absolutely matter, but they only work when they’re anchored to a story people can see themselves in. MLK didn’t lead with a plan; JFK didn’t open with engineering specs. They led with a narrative that gave people meaning, direction, and a sense of shared possibility. The details came later — in service of the dream. That’s why the question “What is a leader?” is so important. Not as a definition on paper, but as a lived experience. How do people recognize leadership when it’s needed? How do they step into it - especially when the path isn’t clear and the work is changing? This is exactly the space my colleague David Donaldson will be digging into more deeply - exploring how leaders move from managing tasks to truly leading change by shaping the narrative, not just executing the mechanics. When leaders understand the story they’re part of, change stops feeling like something to manage and starts feeling like something worth leading. Don't miss this session!

2

How Leaders Reset After Negative Interactions (Part 3) 👉🏾BTW, This may not be for you, if not, keep scrolling 😎Otherwise I have a few more things for you to consider. If you are just joining this series, Parts One and Two walked through the emotional reality of negative interactions with other people and the tactical reset process I coach leaders through. (make sure to go back and read the past two parts if you missed it) Today is about what happens after the reset. This is where reputational capital is either recovered or multiplied. A VP I coached last year learned this the hard way. She was in a tense budget review, and a peer tried to undermine her proposal with passive-aggressive comments. Her instinct was to defend and over-explain. She felt her credibility slipping. She excused herself briefly, stepped into the hallway, and applied the reset steps. She returned with three things most leaders forget to activate in moments like this: 1. The power of strategic composure. She fronted and responded slowly and directly, which signaled authority instead of insecurity. 2. A shift from proving to leading. She anchored her points to business impact rather than personal validation. Focus on facts not feelings during this type of interaction. 3. Presence that communicates credibility before she speaks. Her body language announced confidence. Her tone confirmed it. Later that day, her CFO said, “I noticed how you handled the pushback. That was executive leadership.” Here is the key insight: Resets are not just about recovering your energy. It's about protecting your influence. High-level professionals are watched more closely in uncomfortable moments. People decide whether to trust you, follow you, or advocate for you based on how you navigate pressure. Anyone can lead when everything is smooth. Real leaders are defined in the heat of the moment. If you are a high-achieving leader who wants to strengthen executive presence, emotional regulation, and performance under pressure, message me LEADERSHIP. I will share next steps for a private coaching partnership where we transform how you show up in every room where it matters. It's time for... More confidence. More composure. More credibility. Exactly when you need it most. Coach Karen #executiveleadership #recovery #bodylanguage #confidence # composure #confidence #credibility

7

🚨 New Unmuted Podcast Episode -- Episode #71: “When Low Turnover Is a Warning Sign: Rethinking Retention in an Uncertain Job Market". 🎙️ Guest: Jocelyne Beaulieu, CHRL, Head of People & Operations at Koru For years, HR leaders have celebrated low turnover like it’s the organizational equivalent of a perfect attendance award. “Everyone’s staying! We must be doing something right"! But in today’s job market… that may not be the full story. With AI disruption, economic uncertainty, layoffs, tariffs, and a general sense of “maybe I’ll just stay put for a bit…”, people aren’t always staying because they’re thriving. Sometimes they’re staying because they’re cautious. Which raises an uncomfortable question: 👉 What if low turnover isn’t always a sign of health? 👉 What if sometimes… it’s a sign of fear or stagnation? In this episode, Jocelyne and I unpack the retention paradox and explore: 🔍 Why low turnover is becoming a less reliable signal 🧠 How macro uncertainty is changing employee behaviour 📊 What HR leaders should be measuring instead ⚖️ How to rethink retention data without overreacting If you work in HR, leadership, or talent strategy, this conversation might change how you interpret one of the most common metrics in the workplace. 📺 Watch on YouTube: https://lnkd.in/g5th-mXT 🌐 Or watch on the ScaleHR website: https://lnkd.in/g3dyvmMp And as always, curious to hear your take: Is low turnover still a sign of a healthy organization… or are we misreading the signal? #Podcast #HR #EmployeeRetention #FutureOfWork #Leadership #PeopleAndCulture

6

2 Comments

A big difference between a keynote and a workshop: (Which most newer speakers don't realize) A keynote needs an EVENT for it to even be happening: - a conference - a summit - a learning day - an association meeting - or a retreat There are only 1500 of these events per year in Toronto (for example). (Toronto Canada btw, not the US town in Jefferson Country, pop. 5303,  which (obviously) is part of the Weirton–Steubenville metropolitan area, in case you were wondering) In any case, 1500 might SEEM like a lot of keynote opportunities, but most of them won't even be your target audience, and of those left, there's the "keynote competition." If you're not: a) (semi-)famous b) a bigwig at a big company c) or someone who has a crazy story / CV that makes the rest of us feel like illiterate 4-year-old losers who have never accomplished anything You're unlikely to win the keynote competition. HOWEVER (dramatic shift): You can do a WORKSHOP, at ANY TIME! I shall say that again, good sir/madam: You don't need to wait for the perfect event, with the perfect theme, to deliver your workshop. You can approach a company, who may or may not have upcoming events, and tell them who it's for: - VPs - sales reps - the Talent Acquisition team, etc And, if they see the value, a team lead, or someone from L&D or HR can CREATE an event in everyone's calendar, for you to come in either virtually or "IRL" (ugh, shoot me) and deliver your workshop. So, if you're a newer speaker, who's not (yet): a) famous b) a big-company bigwig c) or the kind of person whose story is INSANELY cool ON PAPER ... why are you trying to be a KEYNOTE speaker? Why not focus on WORKSHOPS instead?? (Or even a "Signature Workshop", if you will....) (*hint hint* *read my banner* *and other posts I've made on this topic*) Hm? P.S. Fight me / fight each other / engage in the comments below to signal to the evil, impersonal algorithm that this message is worthy of signal-boosting P.P.S. What a horribly cynical call to action, I'm sorry about that. It's just, Mondays, ya know? During the collapse of modern civilization and the death-rattle of late-stage capitalism? Ya feel me? P.P.P.S. This is me doing what I said in the post, last year for Axonify. They were awesome, and thanks again to Omar S. and Mike Ellis for having me :)

56

20 Comments

As leaders, we often assume that because we’ve said something clearly, it’s been understood. But clarity isn’t defined by what we say—it’s defined by what others take away. True communication is confirmed, not assumed. It’s slowing down to check alignment. It’s asking questions that surface understanding instead of nods. Here are a few simple ones to try: “What’s your understanding of the next step?” “How would you explain this to the team?” “What might get in the way of executing this?” “What do you need from me to move forward?” This week, don’t just deliver the message. Confirm it landed. Your team’s clarity—and performance—depends on it.

2

Toxic cultures don’t appear overnight. They grow quietly in the gaps where leadership isn’t leading by its values. When leaders show up inconsistently—or avoid the hard conversations—we see the ripple effects: • More employee complaints • Increased conflict and harassment incidents • Growing negativity, fear, and resignation But here’s the hopeful truth: the opposite is also true. When leaders lead by values—with clarity, courage, and emotional intelligence—everything changes. Values-based leadership does three powerful things: ✨ Builds trust before tension emerges. People know what you stand for, so expectations are clear and behaviour is consistent. ✨ Reduces complaints and conflict. Psychological safety increases, misunderstandings decrease, and issues are addressed early—before they become formal concerns. ✨ Lowers toxicity across the system. Leaders model respect, boundaries, accountability, and empathy. And teams rise to match that energy. In hyper-growth and high-pressure environments—especially in PE-backed organizations—values aren’t a “nice to have.” They are the stabilizing force that keeps high performers engaged and protected. If you want fewer fires to put out, start with this question: “Where can I lead more intentionally by my values this week?” Because culture isn’t built by posters. It’s built by leaders—one conversation, one expectation, one consistent moment at a time. Let’s make your leadership the reason people stay, not the reason they struggle. Ready to elevate your leadership impact? Let’s talk. #WorkplaceSafety #LeadershipDevelopment #PsychologicalSafety #CompanyCulture

1

When was the last time you had a real conversation with someone in your audience? A lot of coaches and service based entrepreneurs are working hard behind the scenes. Creating content. Tweaking offers that are already good enough. Learning strategies they probably don’t need. Following advice on how to become more visible. Spending hours “working ON their business.” But often, they’re avoiding the one thing that could help them move forward faster: Having real conversations with real people. Because staying busy behind the scenes can feel safer than reaching out and genuinely connecting. I know, because I used to do the same. It felt productive. And honestly? I enjoyed the creative work far more than reaching out and talking to people. But looking back, I can see I was hiding behind work that felt important instead of doing the things that would actually help me connect with potential clients. Everything changed once I started having simple conversations with people in my audience. That’s exactly what I’ll be teaching in my live workshop on Tuesday: “How to Turn Simple Conversations Into Real Clients and Real Content.” Because the answers you’re searching for are often sitting inside the conversations you’ve been avoiding.

3

3 Comments

Discover how to genuinely empower your team to thrive at work and in life. Read the full insight here: 👇 https://lnkd.in/g36ZG2JN #ExecutiveLeadership #WorkplaceWellness #Resilience #IWorkUpstairs #AndrewGuy #FutureOfWork

1

1 Comment

Leaders Need to Grow Like Lobsters Do you know what lobsters have to do when they grow? They shed their shell. Leadership growth works the same way. When the shell persona becomes too tight, it creates pressure, discomfort and stress. Signals that growth is happening. The shell cannot stretch, so the lobster has to let it go, leaving it exposed and vulnerable while the new one forms. These days, the way many leaders think, communicate and lead no longer fits the level they need. The pressure builds because they need to outgrow the current way of leading. Research from the Center for Creative Leadership and Korn Ferry, shows that self-awareness and emotional intelligence are now core leadership capabilities. And yet few leaders are strong in them. Also, studies from Google and Amy Edmondson confirm that team performance depends on psychological safety - something leaders create through how they show up. Leadership today demands personal growth. Letting go of the version of yourself that got you here so you can grow into the leader you need to be next. Be authentic, communicate more effectively, relate with empathy and inspire your team to high performance. Become the leader people choose to follow. If you are not growing, you are staying in that restrictive shell … and you are falling behind. Growth requires a space where you can challenge your patterns, perceive differently and develop new ways of showing up. That’s the space I create for leaders and teams in supporting them to grow. Where are you feeling that pressure to grow? If you are ready to move beyond it, send me a DM or comment Shell below. #LeadershipDevelopment  #LeadershipGrowth  #LeadershipCommunication  #OrganisationalCulture  #ExecutiveLeadership

6

Katy Keffer at Foreword Reviews just shared about our CoreSelf Positioning book: "With access to a worksheet that makes its advice immediately applicable, CoreSelf Positioning is a detailed self-help guide that leverages introspection for personal and professional growth." https://ow.ly/HTXB50WE5Fg #CoreSelfPositioning #PersonalGrowth #SelfImprovement

4

2 Comments

🔧 Is your counselling firm operating at peak efficiency? Digital adoption enhances operational efficiency by: • Automating client reminders 📲 • Centralizing case management 🗂️ • Streamlining billing processes 💳 Prestige can help simplify your operations. ✅ Start with a free consult! http://tinyurl.com/PC-FREE #Counselling #Efficiency #DigitalAdoption

2