Kristy Busija’s Post

I can’t believe it’s been almost a week since the Global Leadership Summit! In addition to the amazing speakers, it’s a chance to connect with others and expand my world beyond only what I can see. Dr. Lori Beyar and Riley Fuller - I’m grateful our paths crossed and look forward to our ongoing conversations. For anyone interested in getting the full download on the 2 days in 1 hour, DM me for an invitation to our next virtual conversation on August 28th! #connections #gls24 #insights

To quote Craig Groeschel, “Confirmity is the quickest path to mediocrity. Average never changed the world. Be weird, normal is broken.” As a leader, what are you obsessed over? Or are you going through the motions of leading? Being here at the Global Leadership Summit again has re-ignited and fanned the flames or my purpose and passion as a leader. I want to keep helping organizations create cultures where employees love to work because they feel valued, heard and respected. Where they are seen and embraced for who they are, who they wholey are. #gls24

Another exciting year at the Global Leadership Summit!

We are thrilled to have Andrew Waters, M.Ed. starting with us as a Client Engagement Manager! Equipped with a master's degree in Leadership and Organizational Performance from Vanderbilt University, Andrew has completed various consulting projects, gaining extensive experience in identifying innovative ways to optimize organizational effectiveness. Working with real-life clients has given him a deep understanding of enhancing daily work experiences through engagement, well-being, and optimization strategies. He has also authored a whitepaper on lean culture optimization, which he aims to incorporate throughout his work to drive continuous improvement and operational excellence. Andrew is passionate about making tangible differences for organizations and eager to continue delivering impactful changes for leaders, employees, and organizations. Welcome to the team!

Culture is like a game of Jenga – intricate and interconnected. Each piece plays a crucial role and the removal of just one could determine the fate of the entire structure. We partner with organizations to create cultures where top talent loves to work, acknowledging that even the most amazing cultures have their falling pieces. The goal isn't to ignore the pieces or move them to the side. Embrace what you have, determine what you want to become, and lean into the change. And recognize that there is no comfort in change and there is no change in comfort. How can we apply this in a real-world context? Recently, we have been enhancing the leadership of a company through our signature programming, akin to adding pieces to a Jenga tower. During this process, two key themes emerged: 1. The organization historically struggles with providing or receiving feedback effectively. 2. The organization lacks the tools to engage in "conflict" conversations, whether constructive or otherwise. As the leaders implement new skills, they are facing typical resistance. How the surrounding environment reacts will determine how long the changes and new behaviors last. The Senior Leadership now faces a challenging decision. 1. Lean into the growth process, growing pains, and the uncomfortableness that comes with change or 2. Lean out and go back to the way things were If your company is looking to implement a leadership development initiative and you aim for long-lasting impact, consider examining the surrounding context and utilizing resources like ours to gain a comprehensive perspective on the program. #Culture #Teamwork #Interconnectedness

At the beginning of any professional coaching engagement, it’s crucial for the coach to set clear expectations about the client’s potential return on investment right from the get-go. By having an open conversation about goals and desired outcomes and how they’ll be measured up front, a coach can help their clients understand the value they’ll receive from coaching services. This proactive approach not only enhances client satisfaction by building trust and confidence, but also provides a framework for measuring success and positions the coach as a strategic partner invested in their clients’ success, paving the way for more impactful and rewarding engagements. Check out the expert tips below from members of Forbes Coaches Council to learn more about how to discuss clients’ ROI at the start of every client-coach relationship.

Next Conversation Consulting has signed a strategic partnership with Dr. Jessica Hicksted to expand her groundbreaking research and pave the way for organizations to create more inclusive environments. It illuminates the complexities of invisible disabilities, challenging stereotypes and championing workplace inclusivity. Her groundbreaking work includes the development of a pioneering survey, gauging the stigma surrounding invisible disabilities. By dissecting acceptance, ableism, and advocacy, we are now able to shed light on dynamics affecting disclosure decisions in professional settings. We are not only able to expose the barriers faced by individuals with invisible disabilities but also unveil pathways to positive change. To hear more: 1. We are hosting a virtual conversation on July 31, 1-2 pm EST. Click the link to request an invitation: https://buff.ly/4bGukaL 2. We will be attending the Global Leadership Summit in Chicago from August 8-9. We would love to chat live! https://buff.ly/4bKnbq7

"Believing the conventional wisdom that they have roughly 90 days to prove themselves, many new CEOs get into trouble by launching bold initiatives before they’ve won the support and trust they need to effect change. According to a study of nearly 1,400 CEOs, earning people’s confidence actually takes two years. But leaders who focus methodically on gaining it can generate remarkable increases in company value. Drawing on their research and experience, the authors advise incoming CEOs to adopt a patient approach by setting a deliberate pace, picking battles strategically, and engaging stakeholders when the time is right." https://buff.ly/3W9ytzz

"Dealing with the negative emotions of employees isn’t easy, but knowing what to do or say can make a huge difference to their well-being, the quality of your relationships with them, and team performance. The trouble is, many leaders fail to respond at all because they think discussing emotions at work is unprofessional or worry they don’t have the right to intervene in personal matters. That’s a mistake. Research shows that teams whose leaders acknowledge members’ emotions perform significantly better than teams whose leaders don’t. In this article the authors offer a road map for providing employees emotional support. The right response depends heavily on context, in particular, whether someone (1) is working on a time‑sensitive goal and (2) seems to be coping. Sometimes you have to intervene quickly; sometimes you should simply validate the employee’s feelings; sometimes you should validate and then offer advice; and sometimes you should give the person space and time. You need to assess each situation carefully and avoid the tendency to always jump in with solutions, bearing in mind that employees may not expect you to fix things; they may just need to be heard." https://buff.ly/3xVWSPA