Amber Williams, MSN, RN, OCN®

Mindful breathing is one of the simplest techniques because it can be done anywhere and anytime. I teach the 5-6-7 method to clients. Beathe in for 5 counts, hold for 6, and exhale for 7. Repeat 3-5 times By focusing on breathing and being intentional about it, we can relax and decrease anxiety.

Gathering evidence requires meticulous documentation. This is not a situation where you can accuse someone of using your idea and have no documentation that you came up with the idea or wrote the words. Unless the leader is taking credit for a major project or research, having only one minor example may not be enough. If you know the leader has taken credit for other people's ideas and words, get the documentation from them as well. Build a case that cannot be denied. Also, if you have a phrase/word you created and always use and you see others using the same phrase or word, consider trademarking it so you have a legal stand when it's time to make your case.

Building visibility and credibility within the organization is a great step. Be vocal in public meetings. Contribute to email chains that clearly have your name/email signature attached. Make sure other leaders know who you are. Meet with them for lunch or coffee so they get to know you, but save your big ideas and thoughts for public conversations when more than 2 other people can hear you.

When you find out a leader has taken credit for your work, your first responses may be anger, confusion, and maybe even sadness. Your emotions will depend on your relationship with that leader. As you process the emotions, I recommend being careful who you talk with if you choose to talk through them with someone else. Talking with a work colleague can be challenging because they may have biases (positive or negative) toward the leader that will skew the conversation and provoke more anger or confusion. Or they may be good friends with the leader and report your conversation back to them. I highly recommend talking with a 3rd party, like your life coach or mentor, who does not know the leader, to help you process your emotions.

When the client is the one making the action steps, they will have empowered themselves to take action. The coach needs to help the client find solutions or actions that aligns with their goals. Ask questions to make sure the client is choosing action steps that lead to their goals.

You cannot help a client find their solution unless you have listened to their needs first. Active listening, deep listening, therapeutic listening - they all have a role in how we listen to our clients.