Tracy Cocivera, Ph.D., C.Psych.

🔥🎤 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

4

1 Comment

"If time blocking doesn't work for you, you just need more discipline." This is garbage advice dressed up as tough love. Time blocking's effectiveness depends on specific cognitive functions and brain wiring. When those align with how your brain operates, time blocking feels almost effortless. When they don't align, no amount of discipline will make it work sustainably. Telling someone whose brain doesn't work well with rigid time blocking to "just be more disciplined" is like telling a left-handed person to "just try harder" to write with their right hand. Sure, they can force it for a while. But it will always require extra effort, feel unnatural, and produce worse results than if they just used their left hand. This isn't about discipline. It's about wiring. Some brains have strong executive function for task initiation, time estimation, and smooth transitions. For these brains, time blocking leverages existing strengths. Other brains have different profiles. Task initiation might be a challenge. Time estimation might be nearly impossible. Transitions might feel like slamming on the brakes mid-highway. For these brains, rigid time blocking doesn't leverage strengths — it demands constant engagement with weaknesses. The real discipline? Having the courage to figure out what actually works for YOUR brain instead of forcing what works for someone else's. When you force yourself to use productivity methods that don't fit your wiring, you're not building discipline. You're building a recipe for burnout, shame spirals, and business inconsistency. Stop following broken advice. Learn what actually works for how YOUR brain operates: https://lnkd.in/eDginRdU What "productivity advice" made you feel broken when it didn't work?

1

Cognitive Habits and Job Crafting Recently I have been digging into Ideas of Professional Growth and Professional Development. What I find interesting is that they are different, yet work in harmony to support learning and leadership. Professional Development is the organizational component of learning that is driven by a business model that fits what the organization is focused on: Shoes, Marketing, Lumber, Sales, etc.... what ever the organization, the professional development will focus on what that company wants (needs) to do to grow! Professional Growth is the personal aspect of learning - The question is "How will my needs align with what the needs of the company are?" Often employees will make personal sacrifices to adapt and shift their ideals and values to help grow the company and in the meantime grow their own learning , values and opportunity. This is not always the case and this does not always happen! What Leaders need to do is align these two concepts and use current research around job crafting, work done by, Justin M. Berg - Research and Development Consultant Jane E. Dutton Robert L. Kahn Distinguished University Professor of Business Administration and Psychology Amy Wrzesniewski Associate Professor of Organizational Behavior - Yale School of Management. Who wrote an article in the Michigan Ross School for Business "What is Job Crafting and Why Does it Matter". This article and others highlight some of the interesting thinking behind this shift of leading, where employees have an active role in shaping what & how they do the work required for the organization. What is even more inspiring is that the work looks at aligning Professional Growth & Professional Development to benefit both organization and employee. The goal is to align growth and habits of values to generate norms that strength both parts of the human and organization equation. Below is a chart I created with the thought of shifting thinking to Habits, Cognitive Habits with intent. Changing visible behavior and the relationship between organization and employee. When I talk to leaders, I often have to remind them that they deal with people, Humans who are emotional creatures. We have to challenge, find balance, support and build relationships. Well, because we are dealing with people and people need to feel that they can trust and be trusted, as well as feel like they belong. The goal of the organization and leaders is to make them feel that way and foster growth, personally, professionally and with integrity! In Trust,

1

Are EAPs truly meeting the needs of the modern workforce? As younger workers face barriers like phone anxiety and time access issues, it’s time to rethink EAP delivery. A proactive, inclusive model aligned with psychosocial regulations isn’t a luxury—it’s a necessity. https://lnkd.in/gYWS2vej

9

1 Comment

Building Better Teams Starts with Psychological Safety Ever wondered why some teams adapt and innovate while others stall under pressure? The secret often boils down to psychological safety—the environment where every voice is valued, mistakes are seen as learning opportunities, and ideas flow freely. In Monique’s blog, discover why psychological safety is more than a buzzword—it's a leadership essential for creating engaged, resilient, and high-performing teams. Curious how you can foster this in your team? Dive into the blog and let’s build spaces where everyone feels empowered to contribute. Read it here: https://lnkd.in/g6S5URT4 Get your copy of Monique’s book: https://lnkd.in/g-v7v5UT

3

The Hidden Cost of Playing It Safe Many high-achieving leaders build their careers on strong relationships and influence. They know how to collaborate, build trust, and create psychological safety. These are powerful strengths. But here’s where it gets tricky. As you rise into more senior roles, what got you here can start to hold you back. You hold back honest feedback to avoid ruffling feathers You say yes when you mean maybe, or soften a no into a “let’s see” You downplay your standards to keep the peace The result? People feel comfortable around you. But they don’t always feel led by you. Here’s what I’ve seen happening with executive clients: Your strengths can become overused: Being collaborative and empathetic is powerful. But when overused, it tips into people-pleasing or diluted decisions. Senior roles demand tougher calls: As you gain accountability for performance and strategy, clarity and direction become non-negotiable. Leadership derailers often show up as strengths in disguise: Research shows that derailers like conflict avoidance or excessive accommodation limit effectiveness at the top. Kind leaders do it differently: 1. They’re willing to be clear even when it’s hard. 2. They challenge others directly because they care about growth. 3. They create safety through truth, not avoidance. Playing it safe feels comfortable. Leading with courage creates impact. Where might you be choosing comfort over impact? If you’re ready to step into clearer, braver leadership, I currently have a few spots open for new seasoned clients. Book an exploratory call with me at www.soniagonzalez.ca. I’d love to help you cross this bridge. #Leadership #ExecutivePresence #CourageousConversations #ClarityOverComfort #WomenInLeadership #AuthenticLeadership

18

6 Comments

Most people are underusing AI — not because it lacks power, but because they don’t know how to collaborate with it. 👉 “What’s the best way you can help me?” That simple question, suggested by Stanford’s Jeremy Utley, might be the mindset shift you've been missing. Too many people treat Gen AI like a magic trick or an oracle. It’s neither. Kevin Kelly said it best: AI is The Assistant. And like any good assistant, it needs: • Clear direction • Proper context • Feedback and iteration • A leader who uses judgment AI can help you brainstorm, write, plan, summarize, even challenge your thinking. But it won’t do the hard part — like picking up the phone, having the tough conversation, or making the final decision. The output is only as good as your input. And the impact? That still depends on you. If you’re using Gen AI in your work, treat it like a team member — not a shortcut to thinking. 🔗 I break this down in a new blog post, including a 5-step method to get real value from Gen AI — and become the kind of leader it needs. https://lnkd.in/e4tfueWr

1

HR After Dark Episode 18: Wellness Integration in the Workplace is LIVE! In this episode of HR After Dark, Marcia Zaruba O'Connor and Meghan Popoleo (Sherry) are joined by Colleen Bertrand, a Wellness Professional, Collaborative Consultant, and Facilitator who helps leaders better engage their employees and create the conditions for sustainable effectiveness and innovation. They discuss how purposeful meetings, especially in-person ones, help build a strong team culture and foster sustainable effectiveness and innovation. The conversation delves into the role of integration in workplace practices, strategies to prevent burnout at all levels, and the ways disconnection can manifest within teams. Tune in for valuable insights on creating a connected and thriving workplace culture. 👀https://hubs.li/Q03rRD-C0 Subscribe & listen on YouTube & Apple Podcast! Katie Perry Barbara Rader Kimberly J. Bunting, MBA, PHR Kate Rybak Ashley Seiler Kat Kelly Charlie Wessel Susan Fazio Tara Matteo Banasz Kendra M. Jeanne Behr Gabriella Riva Caitlin Cocchi, SPHR, SHRM-SCP Mary K. Negron Mary Dougherty, SPHR Melissa Moneuse Erin Bastidas Danielle Bienkowski, MBA Mackenzie Gallagher Elizabeth Morrison #TOC #hrafterdark #podcast

23

9 Comments

Five Steps For Successful Succession Planning In this Executive Update feature article - Andre N. Mamprin director of Customized Leadership Development Programs for The Banff Centre in Canada - authored this insightful piece to help organizations develop a strong succession planning strategy. A five-step exit plan, similar to the one advocated by Mamprin, created before a leader departs can help ensure organizational continuity and success. Succession planning - the preparation to replace one leader with another - is one of the most difficult challenges associations face in...Click here to read on: https://lnkd.in/d5Qk-9-t #Coahcing #Trainining #ContinuousLearning #personaldevelopment #

1

AI adoption across Canadian HR functions remains intentional, with organizations actively exploring applications in compensation and analytics while navigating data privacy concerns and limited current deployment. https://bit.ly/4ne3gHq Our survey insights suggest AI is reshaping tasks more than jobs, reinforcing the need for balanced strategies that integrate advanced capabilities with strong governance and critical talent development. Learn more in our article. #FutureofWork #HRTransformation #ArtificialIntelligence #DigitalTransformation

12

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

5

4 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

In 8 years of accompanying professionals in landing their next role, there's one thing that pulls back job hunters without them even noticing it: the best strategies are generally the counter-intuitive ones. And branding is no exception: most job seekers broaden the range of roles they position themselves for thinking this will increase their chances. It does not. “I can do everything” is not a positioning strategy. Fitting everywhere makes you stand out no where - especially in competitive markets. For more on Job Searching and Career Growth - tune into the full episode (link in comments). And a huge thanks to Maurice Thornton and headcount | recruitment driven by science for this great talk!

31

1 Comment

Leadership development is not: Teaching leaders about leadership. It is: Systematically improving how leaders perform under pressure, in complexity, and with consequence. Until organizations make that shift, leadership development will continue to look impressive on paper—while remaining largely absent in practice. And in competitive markets, absence is expensive. If you're ready to invest in real leadership development that produces measurable business results — not just insight — Start here → aplscanada.com

1

The latest episode of the On Boards Podcast dives into boardroom diversity, and I had the opportunity to share insights on how leaders can move beyond the checkbox approach. We dug into how combining observable diversity with diversity of thought creates stronger, more dynamic boards, and why it’s so critical for organizations to go beyond checkboxes. You can listen to the full episode here: https://lnkd.in/greUHjGN Big thanks to hosts Joe Ayoub and ☀️Raza Shaikh for the thoughtful dialogue. I hope listeners take away practical ideas for how to elevate their board candidacy and leadership impact. #OnBoardsPodcast #BoardLeadership #OptimalDiversity #Governance #TheBoardroomJourney

39

5 Comments

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.

2