Karen Zanetti

Tuesday’s Master Facilitation Tip  WANT YOUR MEETINGS TO START WITH IMPACT? DO THESE FOUR THINGS… Your opening words are critical to getting a session started on the right foot. If you want to start with impact, do these four things within the first 15 minutes of the session: ·       INFORM participants about the session purpose and the products to be produced – Why are we here (purpose)? What must we accomplish (products)? ·       EXCITE participants about benefits – What’s in it for them? Why should they care about the purpose and products? ·       EMPOWER participants by discussing the important role they play in the process – Why were they selected? What authority have they been given? ·       INVOLVE participants as early as possible. What are their personal objectives for the session? Given the purpose and products, what key topics do they believe need to be discussed? Sure, ground rules are important, and introductions are often necessary. But more important than either of these: If you want to start with impact, be sure to inform, excite, empower, and involve in those first fifteen minutes! Wouldn’t it be more helpful if every meeting you attended started this way? Starting with inform-excite-empower-involve DOES take intention and thinking it through in advance. But I find the impact on the participants and the session makes doing these things well worth the effort. We have created a guide for preparing and starting highly effective project sessions. See the comments for a link to the free guide. #Facilitation #FacilitationSkillsforProjectManagers #ProjectManagement

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A culture audit shows the real patterns shaping your team. It exposes the belief gaps, the ownership leaks, and the comms habits that quietly slow execution. Once you see the truth, you can change it. That’s where the Strategic Shift Protocol comes in. It turns those insights into weekly behaviors, tighter rhythms, and leadership discipline that actually sticks. #CultureAudit #StrategicShiftProtocol #CultureTransformation #Leadership #Execution #PeopleAndPerformance

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Answer tough questions in 3 steps. 🎤 I’m Mohamed. I train executive leaders and teams in public speaking and communication for clarity and confidence in high-stakes environments. 🔹 Speaking engagements 🔹 Presentations 🔹 Boardrooms 🔹 Critical conversations under pressure Discuss a corporate public speaking & communication training: 👉 https://lnkd.in/dSsbAA_V (L&D, T&D, HR, Managers, Executives) ——— #publicspeaking #communication #presentationskills #traininganddevelopment #executivepresence #leadership #articulation

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One of the common comments that we get from participants in our #servantleadership workshops is that it is effective both in personal and in professional lives. This is not surprising considering the fact that almost all studies on the impact of AI highlights #humancentricity and tye need for more human connection. The testimony from Ashraf Ali confirms the same. Take a listen. Thanks to Anu Sreenivasan of UST and Vinay Kumar of Leadyne Organisation Builders for making this video available

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Most performance problems don’t start where leaders think they do. They usually start upstream with unclear expectations, inconsistent communication, or misaligned leadership priorities. That’s why fixing symptoms rarely works for long.

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Are you carrying too much responsibility at work and calling it leadership? For a long time, I thought being the one who always said "I’ll do it" was a strength. It took years (and a few hard lessons) to realize that overdoing responsibility can blur the line between being helpful and losing yourself. Here are signs you might be overdoing it: → You say “yes” but feel resentful afterward → Your calendar has zero space for you → You’re frustrated that others aren’t stepping up → You feel like you’re being taken advantage of Here’s what helped me shift: → Saying “no” and meaning it — not apologizing for it → Letting things fail when they aren’t mine to fix → Delegating without guilt → Allowing others to rise instead of rescuing And some tough but honest reflection questions: → Are you preventing failure or enabling someone else’s avoidance? → Are you keeping the peace or avoiding hard feedback? → Are you helping or being taken advantage of? → Are you the best person for the task or can someone else grow from it? Responsibility is important. But over-functioning isn’t sustainable for you or for the people you lead. How do you know when you're taking on too much?* #leadershipdevelopment #womeninleadership #careeradvancement #velacoaching

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How many development plans have been created with great intentions and zero follow-through? I used to help people create detailed IDPs during annual reviews, complete with goals, timelines, and action steps. Then life happened, priorities shifted, and those plans gathered digital dust. What I realized was that development plans fail when they're events rather than processes. Creating the plan isn't the development, it's just the beginning. 🌱 Here's my learning nugget for you: effective development requires built-in accountability, regular check-ins, and organizational and leadership support, not just a well-written document. My approach shifted to helping organizations create development systems with ongoing support structures rather than annual planning exercises that just checked the box. 🖐️ If you're ready to make development planning actually lead to development, let's talk. Visit https://lnkd.in/e_W53XKQ to discover how we can create accountability for growth. 📈 #concerninglearning #rescuemytraining #cultureelevation #development #accountability

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What separates a coach who can deliver an assessment from one who can actually change someone? Join me on April 14 at 12:00 PM ET for a live webinar — The Master Practitioner: What Assessment-Based Coaching Gets Wrong and What to Do About It. Most leadership coaching engagements follow the same arc. An assessment gets administered. A report gets generated. A debrief gets delivered. A development plan gets written. Quarterly check-ins follow. And then, often, not much changes. Not because the tools are wrong. The science behind good personality assessment is some of the most robust and reproducible in all of psychology. But because the gap between a valid instrument and genuine insight into a person is larger than the field likes to admit and the training pipeline that produces coaches hasn't been designed to close it. There's a difference between a coach who can deliver an assessment and a coach who can formulate. Who can hold what the data says, what the person in the room is showing you, and what the context is doing to both — simultaneously, without collapsing the complexity into a tidy narrative. This session covers the intellectual foundations most practitioners never encounter, what the replication crisis means for applied coaching work, and what a genuine knowledge architecture for this kind of practice looks like. If you buy coaching for your organization, this is relevant to what you're buying. If you deliver it, this is relevant to how you're developing. Either way, I'd love to have you in the conversation. https://lnkd.in/eHMSScWs

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💡 As an ICF Certified Life Coach and Business Strategist, one of the ways I serve my community is by offering free financial literacy classes. In these sessions, I don’t just talk about numbers—I teach people how to: ✔️ Restore and build their credit ✔️ Create and stick to a budget ✔️ Manage money with confidence ✔️ Start and maintain an emergency fund Why? Because financial freedom isn’t just about a score—it’s about opportunity, peace of mind, and a better quality of life. I’ve seen firsthand how improving a credit score can open doors to housing, business, and life stability. And I believe that while we should all strive to live well ourselves, we also have a responsibility to pour into others so they too can experience a good life. 🌱 When we give of our time, talents, and knowledge, we plant seeds that grow into stronger families, stronger communities, and a brighter future for all. #FinancialLiteracy #Coaching #CommunityImpact #LifeCoach #BusinessStrategy

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The Myth of “Waiting Until It’s the Right Time Many professionals say: “I’ll move when the timing is right.” But the right time rarely appears. It is constructed. Through: Financial runway. Validated leverage. Clear sequencing. Identity shift. The right time isn’t found. It’s built. Ownership favors preparation, not impulse. If you are ready you prepare to more type "PREPARE" in the reply.

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When senior leaders reach SVP level, the challenge is rarely technical capability. One of the outcomes one of my senior executive clients reflected on was becoming more front and center in her relationships. This is a common theme in my work with senior executives: helping leaders strengthen executive presence, communicate with greater intention, and build the trust and processes needed to lead at scale. Because leadership at this level isn't about expertise. It’s about how effectively you create trust, alignment, confidence and connection across the system. #ExecutiveCoaching #LeadershipDevelopment #ExecutivePresence #Leadership

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Looking to challenge the way you approach leadership, inclusion, and project management? Join Martin Castellani and Amber McMillan (aka "The Feisty PM") on The Feisty Project — a podcast where real conversations spark fresh thinking. Each episode dives into the complexities of modern leadership, navigating change, and building inclusive environments that actually work. Let’s grow together as professionals and changemakers. 👉 Follow The Feisty Project and tune in every Wednesday on YouTube for a new episode. #thefeistyproject #projectmanagement #thefeistypm #podcastcommunity

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This is exactly why I value this programme so much. So much facilitation training focuses on structure and agenda design. And yes, that matters. But what people really remember is how you show up. Your presence. Your judgement. Your ability to hold the room when things get uncomfortable or unclear. I went through the Firefly Certified Facilitator Programme in July and it sharpened the quality of my thinking and decision-making while leading teams in ways that still impact my work today. If you are a coach or facilitator looking to deepen your authority in the room and expand into more group and organisational work, this is a powerful next step. ✔ 30 ICF CCE credits ✔ Online, 2–5 March ✔ Second place currently 50% off Full details here: https://Inkd.in/dW7YA_hs Happy to answer questions if you’re curious.

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When organizations introduce too much change, too quickly, change saturation occurs and people reach a breaking point. When we continue to layer initiative after initiative onto the same stakeholders without giving them time to absorb, their capacity disappears. It’s important for change leaders to focus on how much change the stakeholders can absorb, so they have the time and space for adoption! #ChangeManagement #OrganizationalChange #BusinessTransformation

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"Change Management" sounded like theoretical and painful B.S. This episode of ProCO360, "Why Leaders Fail at Change" with Scott McAllister of Prosci gave me hope that change can be managed thoughtfully and constructively in a way that team members embrace. https://lnkd.in/gfiphsYi

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Under pressure, senior leaders tend to stop trusting their own read of the room. They defer. They delay. They wait for a consensus that never comes. And the initiative stalls. I'm speaking at ICF South Florida Chapter on May 14th at 2:30 PM. And this session is about what's actually happening when that pattern shows up: → Why leaders lose access to their own judgment when it matters most → How hesitation quietly compounds cost across time, talent, and capital → What it takes to close the gap between knowing what to do and committing to it Because indecision is not neutral. It's one of the most expensive patterns inside an organization. If you are that leader, or you sit close to one, this conversation is worth your Thursday. Register here: https://lnkd.in/g7gmhXhs Where is hesitation currently costing you more than an imperfect decision would? #ICFSouthFlorida #ICW2026 #DecisionMaking #ExecutiveLeadership #LeadershipDevelopment

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