Susanne Biro

In a recent study, Terblanche and Kruger explored what happens when coaching falls flat — when people walk away feeling disappointed. The fix? Reframing coaching as a shared responsibility among coach, learner and the organization: https://lnkd.in/gTz6qM2X

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Most people still see mindfulness as a spiritual or personal wellbeing practice. That framing undersells its real leverage. In professional life, mindfulness is the ability to stay mentally present when pressure rises. When emotions spike. When people trigger us. When the pace accelerates and clarity drops. 💡 Practicing quiet attention trains us to observe rather than react. Thoughts, emotions, urgency, noise. All happening, without immediately acting on them. That pause is not passive. It is what allows clearer decisions, better stress management, and access to deliberate thinking rather than autopilot. Over time, something subtle but powerful happens: • We separate feelings from facts • We distinguish urgent from important • We end the day less cognitively exhausted A few minutes of quiet, every day, is enough to build that capacity. Not to escape the storm. But to remain present and see through inside it.

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Confidentiality is the foundation of effective executive coaching. Without it, leaders cannot engage fully or honestly in the process. Senior leaders often carry unspoken pressures—strategic dilemmas, people challenges, or personal doubts they cannot safely discuss internally. Coaching provides a protected space for reflection and exploration. In hierarchical Middle Eastern cultures, confidentiality is particularly important. Leaders may feel pressure to appear decisive and confident at all times. Coaching allows vulnerability without risk. When confidentiality is assured, conversations deepen. Leaders confront difficult truths, explore alternative perspectives, and experiment with new ways of leading. Trust enables growth. Growth enables transformation. Confidential coaching is not a luxury—it is a leadership necessity.

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Teams make stronger decisions when they recognize the variety of approaches within the group. Some prefer to consider the impact on people, while others focus on logic and fairness. Some move quickly to solutions, while others need time to reflect. Each style adds value when understood. When leaders acknowledge these differences, they reduce conflict and encourage better collaboration. If you want to improve decision-making and alignment within your team, personality assessments and facilitated workshops can help you reach your goals.

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🎙️ Submitting a recording for your ICF credential? Heads up — it’s not just about hitting record and hoping for the best. It’s about minding the gaps — those sneaky spots where your coaching might quietly slide off track. 👉 In my blog, I break down what those gaps look like and how to avoid them so you can submit a recording you’re proud of (and your assessor actually enjoys listening to). And hey — if you're chasing CCEs or credential mentoring hours, 📣 CCEase is back this Fall (Sept–Nov)! Registration’s open now, and spots always fill fast. 📖 Dive into the blog here: https://lnkd.in/eMjrKGEE  🎉 Check out CCEase here:  CCEase Info & Registration: https://lnkd.in/eK8MmQXE  Questions? Special Requests? Schedule a chat on Zoom: http://meetme.so/AnneKelly #ICFCoaching #ICFReviewTips #CredentialingMadeSimple #CCEase2025 #CoachingMentor #ANewLeafCoaching #MindTheGap

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There are so many benefits to employee coaching, to name a few: 🔷 Driving engagement and motivation 🔷 Building stronger, more capable teams 🔷 Boosting retention and loyalty. 🔷 Fuelling innovation and adaptability. 🔷 Strengthening leadership at every level. Learn more: https://heyor.ca/JbYQFo #EmployeeCoaching #TeamBuilding #EmployeeEngagement #LeadershipDevelopment

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Are you (or someone you know) facing an ICF PCC credential performance evaluation? My team and I have been assessing ICF performance evaluations since 2012, guiding leaders and coaches toward ACC, PCC, and MCC certification. So we've seen all the biggest mistakes, and worked to find simple ways to help. One of the biggest hurdles is the big leap from ACC to PCC. After more than a decade of listening to recorded coaching sessions, I’ve seen 4 simple shifts that make a real difference in passing PCC and set you up for MCC. If you or someone you know is preparing for PCC evaluations, these quick tips can help deepen your coaching sessions, which is exactly what ICF markers look for. When I worked toward my MCC, I remember how tough it was. Many coaches today feel the same overwhelm. It’s not you, the path really is challenging but also a worthy pursuit. That’s why I’m here: to make the process clearer and more supportive, so you can grow into the kind of coach you want to be. 👏

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Do the leaders in your business eagerly seek out and accept feedback from all employees? I bet not. From a chance connection on LinkedIn to a realisation we were from the same neck of the world (North West UK!) to some great conversations and then this - podcast - what a great experience it was and what a great facilitator of conversation Mark Edgar is! We talked about the power of feedback and how people need it - especially leaders - but how challenging it can be for people to tell their leaders something negative - because of the potential repercussions. Feedback is something that should be encouraged and is a big part of 'people skills' 'soft skills' whatever you want to call them - essentially being able to communicate effectively and calmly saying what you mean without being mean - but the reality is, although these skills account for 85% of our success we only focus on them 10% of the time (stats from HBR, Stanford). Take a listen - what do you think?

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Three Transformative Tools from the Resilient Leadership Model Leading in today’s anxious world requires more than charisma or quick fixes. The Resilient Leadership (RL) model—grounded in Bowen Family Systems Theory—equips leaders to navigate complexity with clarity and purpose. Here are 3 powerful tools from the RL model every leader should know: 🔍 The Emotional System Lens This tool trains leaders to see beyond individual behaviors and recognize the emotional system at play. Instead of reacting to symptoms, you begin identifying patterns of reactivity—and leading with insight, not instinct. 📡 The Leadership Presence Meter Your presence matters more than you think. This tool helps leaders assess whether they’re showing up as calm, clear, and well-defined—or unintentionally amplifying anxiety in the system. Awareness is the first step toward transformation. 🧭 Getting on the Balcony This RL practice invites leaders to step back and observe the bigger picture—internally and externally. It’s not about withdrawing; it’s about gaining the emotional clarity and perspective needed to respond with intention. Each of these tools helps leaders Stay Calm, Stay Connected, and Stay the Course—even when anxiety runs high. Explore the full model: 👉 https://lnkd.in/dpJDsRJM #ResilientLeadership #BowenTheory #SystemsThinking #LeadershipPresence #EmotionalIntelligence #LeadershipDevelopment #StayCalmStayConnectedStayTheCourse

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Leaders often believe that because they’ve communicated clearly, their teams have understood clearly. But that’s the illusion of clarity. True clarity isn’t proven by what you said—it’s proven by what your team does next: ✅ Move from monologue to dialogue ✅ Translate vision into daily action ✅ Surface and address hidden obstacles Cindy Benning suggests the real shift is from words to behaviour in her latest TEAMshift Magazine article: Behaviour Shift - The Illusion of Clarity How are you ensuring your messages create understanding—not just familiarity? https://lnkd.in/g6ptExHk

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Compromise and reconciliation can serve as powerful tools for navigating conflict when neither avoidance nor full collaboration feels right. I share how true compromise means both sides listen, trade off portions of their wants, and move forward with respect and trust—even if they don’t get everything. It’s especially useful when both parties have similar standing and the goal is keeping the relationship intact while making progress. But I also point out that when a matter touches on core values or long‑term goals, compromise might fall short and deeper resolution is required. Read more here:https://zurl.co/6P76L

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Transformation? Change? Value creation? The most important word is missing. Shaping decisions and behaviours is, at its core, a question of power. Once you start looking at leadership through a power lens, things become remarkably simple. You're either building power, or you're losing it. Almost every leadership intervention your firm has ever tried will be focussed on the former. But have they reliably shifted behaviours under pressure? - are decisions made once then acted on? - are accountabilities crystal clear? - does alignment stick after the meeting? - is enterprise thinking happening at scale? - are silo behaviours a thing of the past? - do leadership teams model healthy challenge and support? Why does the opposite repeat across sectors and geographies? Why do the best consultancies and leadership models still struggle to fix them? We've spent over 10 years+ with global organisations. Even the best of them leak power without ever truly understanding why. The Ten Thieves of Power looks at the problem through a whole new lens. Coming soon.

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This week, a client told me, “I just want to feel respected.” When I asked what that meant to them, there was a long pause. In workplace relationships — with managers, colleagues, or direct reports — we often communicate from emotion before clarity. We say: “I need more acknowledgment.” “I don’t feel included.” “I want more respect.” But we haven’t defined what that actually means. In my work with leaders, I see this pattern repeatedly: The issue doesn't come from intention. It comes from not being able to articulate the desired action. Respect can mean: Being brought into meetings earlier. Being consulted before decisions are finalized. Receiving verbal feedback. Being copied on client communication. But until someone understands what they need to receive, they can’t communicate it clearly. And without that clarity, frustration builds — even when both people have good intentions. So, before asking someone to understand you, first, stop and ask: Do I fully understand what I’m asking for?

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🔥🎤 EPISODE 265 with Michael Lopez Michael is a Transformation Strategist and Consultant and has delivered results for clients across multiple industries and business models. As a student of “the human industry” Michael uses his experience in, and passion for, the science and practice of behaviour change to design innovative change strategies. He brings a diverse leadership style forged from a blend of business, civil service, military, and athletic experience, which he uses to accelerate performance for leaders and teams of all types. Prior to forming Michael J Lopez Consulting, Michael worked at Prophet Brand Strategy. Before this he spent time as a Managing Director at both KPMG and EY, after 13 years with Booz Allen Hamilton. In addition, Michael spent two years as the Director of Innovation & Strategy at Smiths Interconnect, a global diversified industrial products company. He began his career as an Intelligence Officer in the US Intelligence Community. Michael earned his MBA from George Mason University and his BA from Occidental College! We talk about: ✅ pivotal moments in a personal transformational journey ✅ daily habits or mindsets for positive change ✅ getting buy-in from skeptics in an organisation ✅ ensuring transformations are sustainable plus much more! Let’s Create Wealth & Freedom Together #thebusinessgrowthshow #business #michaellopez #transformation #athincassiotis

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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!

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What if burnout isn’t just workload, but unprocessed emotional load? In the corporate world, we often talk about #performance, #productivity, and #resilience but rarely about what sits beneath it all - The Nervous System, emotional patterns, and unresolved stress that quietly shape how we show up at work. In the latest episode of Unmute Yourself, I sat down with Coach Nehaa Goyal to explore a powerful lens: trauma-informed understanding of women’s health, stress, and healing. And the more we spoke, the clearer it became that this is not separate from the workplace. It is the workplace. Because… - Chronic stress often isn’t just deadlines, it’s accumulated emotional pressure - “Being strong” at work can sometimes mean suppressing what needs attention - Burnout is not always about time management, it’s about emotional capacity - The inability to rest or switch off often has deeper roots than just “work culture” - Self-awareness and regulation are not soft skills, they are core leadership capabilities And this is exactly where #coaching plays a critical role. Not in “fixing” individuals, but in helping them build #awareness, process experiences, and #respond rather than react. Because when individuals start understanding themselves better, they don’t just perform better - they lead, communicate, and #collaborate better. A heartfelt thank you to Nehaa Goyal for bringing such depth and a different perspective to this conversation. 🎙️ Full episode is now live on YouTube, Link given below https://lnkd.in/gESBM3AP If you work with people, lead teams, or are navigating your own growth - this conversation might offer a pause worth taking. #LeadershipDevelopment #WorkplaceWellbeing #EmotionalIntelligence #TraumaInformed #MentalHealthAtWork #BurnoutRecovery #WomenInLeadership #CoachingMatters #SelfAwareness #OrganizationalDevelopment #PeopleFirst #CorporateWellbeing #LeadershipCoaching #MindfulLeadership #UnmuteYourself

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Strong leadership means being able to bring people with different viewpoints together and find practical next steps that move the team forward. Learn how CoreSelf Mapping helped a leader gain clarity and bridge conflicting perspectives in the workplace. https://ow.ly/rB9i50Y4oTq #LeadershipDevelopment #TeamAlignment #ConflictResolution

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Soft skills matter when leading an organization, so plan to spend focused time discussing, implementing, and practicing each behavioural standard, one at a time. This gives prominence to each one individually, which will clarify how important they are. Setting small, realistic behavioural goals is the best way to implement change and ultimately will change culture for the better. #AchievementCentre #ExecutiveCoaching #StrategicPlanning #BusinessSuccess #ProfessionalDevelopment #ResultsDriven #TeamBuilding #LeadershipSkills #CorporateTraining #BusinessConsulting #EmployeeEngagement #CareerDevelopment #EffectiveLeadership

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