Posted by: healingtheworkplace | November 17, 2017

Are You Addicted to the Internet?

We’ve all seen them: people who are mindlessly glued to their mobile devices, oblivious to the world around them. When my dad was in hospital for a lengthy stay I had plenty of time to observe the goings on around me. On more than one occasion I watched a member of the cleaning staff as they checked their phone in the hallway outside my dad’s room. The corridor was in a blind spot away from the hustle and bustle and the watchful eyes of the nursing station.

At the time I remember thinking that if the cleaners spent as much time doing their work as they did checking their phones the hospital would be in a much better state of affairs. I also remember wondering how they got away with it day-after-day.

Overuse of digital media is harmful to both humans and the organizations in which they work. But who’s to blame? You might be surprised at the answer. Recently I learned that Facebook  is designed to exploit human vulnerability by distracting us and pulling us away from our current, mundane realities. Of course FB is not alone and other social media giants are also exploiting us in the much the same way.

In a recent CBC Marketplace interview, Ramsay Brown, co-founder of Dopamine Labs,  stated that his company is “moving into a new era where we aren’t just developing software but we are rewriting minds.” Using artificial intelligence (AI) and neuroscience Brown and his colleagues are actively looking for ways to make digital apps more addictive.

This overuse or addiction can be harmful in that it can lead to a myriad of health problems such as depression, insomnia, and obesity. Socially it can have a negative effect on our relationships, our school success and our careers.

In extreme cases, employees may react with irritability and anger if they are told to limit their digital media use. This is in large part because the use of technology is addictive and like any addiction we will go through withdrawals if we don’t get our “fix”.

In addition, too much time spent on the internet also interferes with our people skills and our ability to communicate with the people around us.

According to writer Royce Calhoun, “1 in 4 employees have a serious online habit.” Calhoun goes on to say that in the workplace it is difficult to determine if someone has a problem since most of us are expected to be on our devices a large part of the day.

What should employers do?

First of all you must recognize that internet addiction or i-addiction is a real or potential problem. Educate managers and staff and provide resources and tools to help people cope.

What can individuals do?

Here are a few questions for you to consider:

  • How does your current use of technology distract you or undermine your health and well-being?
  • How many times a day do you stop and check your phone for messages? You may be surprised to learn that the average person checks their phone 150 times a day.
  • How does your internet use support or get in the way of your relationships?
  • What is one action that you can take right now to help you unplug and get control of your internet use?

Take Care!




Posted by: healingtheworkplace | September 15, 2017

Do You Have a Best Friend at Work?

Do You Have a Friend at Work?

Years ago I was asked to develop an employee satisfaction survey as part of an HR team. After doing some research and giving it a lot of thought we recommended the Gallop Employee Engagement Survey. The Gallop Survey is considered to be the gold standard in the world of employee surveys and is used in all manner of organizations through-out the world.

You can imagine our surprise when the boss told us that he didn’t like the fact that we were focusing on friendship and asked us to rewrite Item Number 10. His argument being that he was paying people to work and not to socialize. His reaction caused us to reconsider and to dig deeper into the reasons why Gallup chose to keep Item Number 10 despite widespread criticism.

The Most Controversial Gallup Question

Item Number 10: I have a best friend at work, is considered the most controversial of the 12 items on the survey, so perhaps my boss wasn’t that far off the mark when he asked us to reword it before he would let us proceed.

Of course, changing Item 10 wasn’t an option and in the end the boss agreed to continue with the survey as it was intended to be used. The Gallup Employee Engagement questionnaire is based on years of research into what makes a workplace healthy. In addition, high scores on the survey are consistently linked to workplaces that are

  • productive,
  • profitable, and
  • score high on customer satisfaction and employee retention.

Health Benefits of Friendship

 It seems that everyone benefits when employees are encouraged to have a best friend at work.

According to the experts at the Mayo Clinic in New York, having a friend can “Boost your happiness and reduce your stress. Improve your self-confidence and self-worth. Help you cope with traumas, such as divorce, serious illness, job loss or the death of a loved one, among other things.”

Making Friends is Not Always Easy

 But, it’s not always easy to make new friends or to keep the ones we have. Friendship takes a lot of work which sounds counterintuitive. Why should something enjoyable require so much effort? Of course children make friends fairly easily but as adults we often find that our friendships take a backseat to other things in our lives such as caring for elderly parents or the demands of work. Sometimes we move away from the friends that we grew up with and may find that as adults, it’s not as easy to make new friends.

Author Shasta Nelson notes that there are three requirements for friendship:

  • consistency,
  • positivity, and
  • vulnerability.

It’s easier to maintain a consistent friendship if you have fewer friends. Nelson recommends that we aim for four or five close friends. I think positivity speaks for itself. None of us want to be around people who are constantly negative. Of course our friends will go through difficult times and will need our support but I know from experience that spending time with negative people can be emotionally and physically draining. Nelson’s third and final requirement is vulnerability. Sharing the different parts of ourselves both the good and the not so good goes a long way to building friendships based on trust.

In 2016, Fast Company reported that people are less likely to have friends at work than they were in the past. This is due in part because in years gone by people were more likely to stay with the same company for decades while today workers are more likely to move on after only a few years.

Getting back to the controversy over Item # 10 on the Gallup survey: Should we have friends at work? Yes, of course we should and many of us do. We spend a good part of our lives at work and as adults we are likely to make friends with the people we work with day in and day out.

But, the workplace is changing. We may not find it easy to make friends there. Or we may chose not to make the effort, wanting instead to keep work and life outside of work separate.

What do you think?

Posted by: healingtheworkplace | May 30, 2017

Dealing with Uncertainty

Change is the only constant. Heraclitus, Greek Philosopher

The world in which we live and work is unpredictable and becoming more so. And although uncertainty can play a positive role in our endeavours, most of us don’t like change. In fact, when life becomes too unpredictable we may find that the resulting stress is overwhelming.

In 2014, MacLean’s Magazine reported on a large study conducted in 2006 by Columbia University, the National Institute on Aging and Leiden University.  The study reaffirmed that,

“over-worrying taxes the body and promotes cardiovascular problems and that prolonged periods of stress weakened participants’ endocrine and immune function, making chronic worriers more susceptible to disease.”

On the plus side a more recent study out of Duke University found that when children were introduced to stressors that they could manage they were likely to be more resilient later in life.

The reverse, of course, is that if we don’t have enough challenge in our lives we become bored. Or at least I do. A balance would be nice but unfortunately the constant change and uncertainty in the world is often beyond our control. So we need to focus on what we can have some influence on. We need to focus on the here and now.

I worked in health care for many years and then, as now, there was non-stop change. I coped with the uncertainty because my home life was relatively stable. I also learned how to meditate.

Mark Zuckerberg, Facebook founder, wears the same grey T-shirt every day so that he can focus his energy on more important things. A bit extreme and not possible for most of us but Zuckerberg has a point.

Whether it is wearing the same color T-shirt or waking up 15 minutes earlier than usual in order to start the day with a quiet meditation or a short walk there are small things that we can do to simplify our lives and help us feel more in control. In this way we can conserve our energy for life’s bigger challenges.

We often think of habits as being negative and there has been a lot written on ways to change one’s behavior. A negative habit might be driving to the corner store rather than walking there. Smoking, eating foods that aren’t good for us, drinking, and gambling can all be considered unhealthy habits.

But healthy habits or routines play an important role in helping us reduce stress and feel in control of our lives. Healthy habits utilize less mental energy and provide us with a sense of being in control.

Besides simplifying our wardrobes and creating healthy habits what else can we do to reduce or manage the uncertainty and stress in our lives?

Ned Bell and Shala Nicely, authors and co-founders of the website provide some interesting suggestions for dealing with uncertainty.

The bottom line is this: for your own health and sanity you need to learn how to deal with the anxiety, fear and stress that often accompany uncertainty. Recognize what you can control and find ways to deal with what you can’t.

Posted by: healingtheworkplace | March 18, 2017

Isn’t It Time To End Age Discrimination In The Workplace?

Retirement is our reward after decades of hard work. It’s an opportunity to spend time doing the things we want to do when we want to do them. Whether it’s spending time with family and friends, travelling, volunteering for causes that we believe in or finally sitting down to write our memoires most of us expect to retire and enjoy a long and healthy retirement.

But how many people can actually afford to retire? For people in developing countries around the world retirement is still a luxury. Even for those of us lucky enough to live in countries that have “social safety nets” retirement is not always possible or desirable.

Take Jean for example, who after working for years as a health care manager finally took the plunge and retired at age 64. Now she has discovered that the condo unit she bought needs major repair work and she will have to return to work to make enough money to cover her costs. Or Sarah, who changed jobs throughout her career, completed her master’s degree at age 55, landed a great paying job and has plans to work until she is at least 70, maybe longer.

Dr. Suzanne Cook, adjunct professor at York University and Faculty Fellow at the Trent Centre for Aging & Society has been studying the phenomenon of later life careers for almost 10 years. In fact, through her ground-breaking research Dr. Cook discovered that “a new stage of career is emerging. Redirection is an alternative to retirement as working life is extended.” Her research has resulted in something she’s calling The Redirection Project which includes a newly released documentary.

In Canada, mandatory retirement was abolished years ago. But, age discrimination is still an issue and makes it difficult for job seekers over 50 years of age to find work.

Workplaces need older workers to fill existing and emerging jobs but the following are persistent beliefs about older workers that act as barriers for older job seekers:

  • If old people keep working they will take jobs away from younger people in need of work.
  • Older workers miss more days of work than younger workers.
  • Older workers can’t keep up with technology.
  • Older workers resent having to report to younger supervisors.
  • It’s not work training older workers because they will soon leave the workforce.

In fact, all of the above “myths” have been proven to be false.

“The over 50’s are a major untapped resource—a hidden talent pool that can boost output, employment and living standards now and in the future.” Dr. Ros Altmann, Business Champion for Older Workers in the UK.

In future posts I will cover some of the interesting approaches being used around the world by governments and organizations seeking to decrease age discrimination and encourage the recruitment and engagement of older workers.

Lesley Taylor


Posted by: healingtheworkplace | August 27, 2016

Big Data in the Workplace

Big Data Straight Ahead

Privacy has been a hot topic in the workplace for years. Questions abound: Should employees be monitored and, if so, how?

My youngest brother is a long distance truck driver and someone in his company knows where he is at all times during the workday. Sometimes this type of monitoring is helpful as in the Work Safe requirements for certain types of occupations—specifically for those people who work alone at night or in dangerous situations.

Recently I came across an interesting article in the fall 2015 issue of the Rotman Management School’s magazine. The article, written by Mihnea Moldoveanu, head of the Mind-Brain-Behavior Institute (MBBH), focuses on “harnessing brain science and wearable devices” for personal learning.

The implications go far beyond the classroom and will impact all of us to some degree!

According to Moldoveanu,

“The technological revolution in wearable computing devices and brain-body sensing is well underway; there are already 500 companies with $50 billion invested in this area.” He notes that, “Sensing the right data at the right time and displaying it in the right format for the right purpose will enable wearable devises to turn Big Data into the Smart Data revolution”

Big Data refers to large amounts of data or information that can be analyzed to reveal patterns, trends and associations as they relate to human behavior and interactions. In other words Big Data is about collecting information about what people are doing (e g what they are purchasing online) and, in the case of e-commerce, using this information to increase the financial bottom line of businesses that sell products on the internet.

I’ll use Google’s search function to explain how Big Data works. When you enter a request into Google’s search box you will quickly end up with millions of responses. I entered “smart data definition” and received 96,200,000 results in 56 seconds. That amount of data or info is mind boggling. Fortunately the people at Google, who are the leading experts on collecting and using data, have created some tools to help me refine my search by country and there is even an advanced search option that allows me to narrow my search even further. And Google is analyzing my searches looking for patterns so that it can sell ads to businesses that are located near where I live and who would like my business. Fair enough!

Now, let’s get back to Moldoveanu’s innovative work at Rotman University. I must confess that my initial reaction to the idea of harnessing brain science to improve our ability to learn was mixed. On the one hand we can use this technology to monitor our own behavioural responses to events and decide if and/or when we will use this information.

But with this new technology there will be the temptation for some businesses to mandate that their employees wear monitoring devices so that their personal data can be collected and analyzed. The type of data that can be collected includes, but is not limited to, the following: brain activity, visual activity, heart rate, blood volume and pulse, body temperature and muscle tension. Think about having to wear the equivalent of a lie detector all day long knowing that your employer can monitor your vital signs as you move throughout the day.

The question becomes, what data is collected, by whom, and for what purpose?

“Big Brother” is not far away!

Posted by: healingtheworkplace | July 24, 2016

Succeeding at Change Management by Lesley Taylor

Succeeding at Change Management

Change Ahead

I’ve been purging! No, I’m not on a diet but I am determined to clear my office of old files and papers.

In one of my filing cabinets I found tax returns dating back to the early 1990s. Of course, amidst all of the useless clutter I did find a few gems, including some notes on change management that I made in 2001.

In those days I worked as part of an interdisciplinary Change Initiatives Team at Providence Health Care (PHC). At that time PHC was well ahead of most organizations in its approach to change management and our team provided change management leadership and support throughout the organization.

Reflecting back on those earlier experiences with organizational change got me curious about the state of change management today.

A quick look on Google produced a Harvard Business Review article written in 2013 by Ron Ashkenas. Ashkenas noted that, in 2013, there were over 83,000 books on change management for sale on Amazon but that most studies showed a 60 – 70% failure rate for change management projects. He went on to say that this statistic hadn’t really changed since the 1970s.

Based on his experience as a change consultant Ashkenas recommended the following as being necessary for successful organizational change:

  1. Integrate the change into the organization’s overall strategic plan.
  2. Provide a common framework for employees to use; including a common language and tool box for managing change.
  3. Ensure that leadership and management, not Human Resources, nor outside consultants, are held accountable for the outcomes.

I believe that successful organizations will take these suggestions one step further and make leading change an essential component of everyone’s job. But in order for this to work businesses and non-profits will need to provide leadership development opportunities for all employees at all levels.

Some of the early experts in the change management field were interested in the question of how people experience change in their organizations. Later on writers such as William Bridges provided models and tools to help people deal with the psychological and emotional roller coaster that comes with organizational change.

If you contemplating introducing new changes to your team or entire organization here are 5 Critical Questions to ask at the outset. These were part of the notes that I found in my filing cabinet and they are as relevant today as they were back in 2001:

  1. Who needs to be involved?
  2. What would be different as a result of this change?
  3. What are the conversations that we need to have?
  4. What is the best way to have these conversations?
  5. How do we ensure that everyone has a voice?



Posted by: healingtheworkplace | June 7, 2016

Reverse Mentoring: An Old Story with a New Twist

 Mentor Cloud

The earliest examples of mentoring can be found in ancient Greece. Traditionally mentors were seen as being “older and wiser” than their mentees. But, today, reverse mentoring is getting a lot of attention, and for good reason. Young people, especially millennials, have a lot to offer and want to be respected for their knowledge and skills.

Younger members of staff who are just entering the workplace often have new skills and expertise, and they can provide fresh perspectives and ways of working that can benefit their more established colleagues.

 Writing about mentoring for the Vancouver Sun in 2012, Chelsea Emery had this to say about how our understanding of mentoring is changing:

“In a modern twist mentors are also relying on their protégés. Older employees often depend on younger staff for technology guidance. As employment security wanes, laid-off bosses may need to turn to former subordinates for job leads.”

The former CEO of General Electric, Jack Welch, is credited with inventing the concept of reverse mentoring. He recognized his lack of technology skills in the late 1990s, and believed that the youngest people joining the company were far more knowledgeable about new technologies than their managers. So, he asked 500 of his top executives to seek out mentors from among these new joiners.

If the organization you work for doesn’t have a formal mentoring program and there are no mentors available on an informal basis, then you may have to seek out a mentor on your own. Peer Resources is a Canadian company that provides links to well over 100 mentoring sites around the world as well as mentoring training and tips for locating a mentor. Some of the resources are general in nature but many focus on special interest groups.

Here are some tips for seasoned workers on how to get your mentoring process off to a great start:

  1. If you are looking for a mentor, be specific about what you want help with. Seek out a mentor with an impressive set of skills and who appears interested in learning and helping others.
  2. Once you’ve “found” a potential mentor meet them for coffee and see if you will be able to work with him or her.
  3. Expect to feel vulnerable when you first ask a younger person for help with something that is completely new to you, such as social media.
  4. Think about what you can offer your mentor. Be prepared to share some of your wisdom and experience and if possible connect your mentor with people in your network.

And, if you are a younger employee being asked to engage in a mentoring relationship, here are some of the ways you might benefit from helping your more seasoned colleagues:

  • Developing your leadership skills
  • Understanding and dealing with conflict
  • Navigating organizational politics
  • Exploring work-life balance and dealing stress



Posted by: healingtheworkplace | May 21, 2016

7 Reasons You Should Be Passionate About Wellness Leadership

Boulders Lynn Creek July 27th

What is Wellness Leadership and why should you be passionate about it? By providing this type of leadership you will not only improve your financial bottom line but the health and wellbeing of your employees as well.

I was recently introduced to the concept of Wellness Leadership by author Renee Moorefield. I’ve known for a long time that organizational health and wellbeing are dependent on having the “right” type of leadership in place. There are lots of statistics to support this claim and according to Moorefield there is a world-wide shift toward a wellbeing-centered way of operating.

Here Are 7 Reasons You Should Be Passionate About Wellness Leadership:

  1. It will have a positive impact on your company’s bottom line

Although not the only reason that employees take time off work, stress can lower productivity and increase short and long-term absences and this can result in huge financial costs for your company.

    2. Leadership is the key to creating a wellness culture in your workplace

As a leader you are responsible for creating a vision of what your organization plans to achieve. As a leader you also have the power to make this vision a reality by allocating resources and rewarding people when they take the initiative to change their behaviors.

3. You will be providing leadership not only in your organization but in the larger community

Renee believes that thriving is a right of every person and leaders who make organizational wellbeing a priority are also concerned about the health of the planet.

4. As a leader, you personally, will benefit from working in a healthy organization

Most leaders struggle to maintain a healthy work/life balance but if your organization’s culture is one that supports a healthy and caring workplace it makes sense that you will also be healthier and more productive.

5. It will be easier to recruit and engage your employees and volunteers

The most successful companies know that providing wellness related benefits will help them attract the type of employees that they need and want. Each year a list of the best places to work is announced in Canada and the USA and many of these organizations are on the list because they care about their employees.

6. Your employees will thrive in a wellness culture

Many large organizations provide wellness programs for their employees but smaller businesses might not have the resources to implement formal wellness programs. If you operate a small business, don’t despair, according to Renee Moorefield even the smallest business can create a culture in which people can thrive.

7. It will have a positive impact on your company’s bottom line

I’m going to repeat this point twice because it is probably the one that will most likely motivate you to take action.

In a report released in February 2016 The Global Wellness Institute (GWI) stated that unhealthy workplaces result in “2.2 trillion dollars in annual losses in the United States alone”. But if you don’t work in the United States, take heart, the GWI monitors and reports on the state of un-wellness in workplaces across the globe and you will find information about how other countries are faring by going to their website.

I’ll leave the last word to Susie Ellis, Chairman and CEO of the Global Wellness Institute:

In describing the impact of “caring companies” Susie Ellis said, “And we found that caring companies tackle not just ‘tangibles’ like healthy food and workspaces, they address emotional, relational, organizational, intellectual and financial ‘wellness’ at work (whether it’s giving workers more work flexibility or encouraging socializing and friendships).”

“She went on to note that being a company that “cares” is easier than management may think. And while intangible “work culture” components may seem elusive, the research shows that they are the true drivers of health and productivity – according to employees. Both studies reach the same conclusion: the current, compartmentalized “programmatic” approaches to workplace wellness will disappear in the future, and companies will reorient their wellness strategies around culture-wide “caring,” paying close attention to what that means for their particular workforce.“


Posted by: healingtheworkplace | March 5, 2016

Do You Deserve to be Happy…at Work? by Lesley Taylor

Do You Deserve to be Happy…at Work?

 I really do believe that we deserve to be happy and so, apparently, does the United Nations. In fact that the UN has declared March 20th as International Happiness Day.

Since we spend so much of our lives working it makes sense that we should also be happy at work, but is this realistic? Thousands of people can’t find any work at all and many more are forced to work for horrible bosses in work that is mind-numbingly boring or worse, unsafe.

In my parent’s generation and for generations before theirs the only real purpose of work was to put a roof over one’s head and food on the table. I don’t think people thought much about finding happiness at work. If they did it was probably a “bi-product” and not something that they intentionally set out to achieve.

There are a seemingly endless amount of resources that you can tap into in your quest to become happier. These provide an anecdote to the daily messages that we receive about how much the world is in trouble. Can we really be happy in a world in which terrorists attack innocent people, global warming threatens us with increasing floods, wild fires, and rising air and water temperatures? What about the millions of displaced people who can never go back to their homes and communities?

Neil Pasricha believes we can!

Pasricha, a Canadian author, recently released his newest book. It’s called the Happiness Equation and you will find details on his website. He was also featured in a TED talk in 2010 which has amassed over 2.5 million viewers. It seems as if many of us want to be happy.

When it comes to being happy at work it might just boil down to finding work that enables you to use your gifts and talents (those things that you are naturally good at). We often feel more engaged and passionate when doing things that we enjoy.

Think of a time when you were involved in work that you felt passionate about. Did you lose track of time? Did it feel like work?

The Power of Purpose by Richard Leider is one of the best books I have read on the subject of discovering one’s purpose in life. Leider describes purpose as “your reason for being and your reason for getting up in the morning”.

He also states that, “Each life has a natural reason for being and this purpose is the reason we are born into this world”.

Happiness at work might be as simple as connecting with what you feel passionate about and makes you feel alive and finding work that allows you to do just that. You will not only be a happier person but you will have a positive impact on other people in your life.



The Dynamic Introvert



Posted by: healingtheworkplace | January 5, 2016

Happy New Year!

Happy New Year!

Happy New Year

The Romans named the first month of the year after Janus the god of beginnings, endings, doors and gates. Janus, who had two heads, was able to look in opposite directions at the same time. His ability to look backward at the year that had just passed and forward to the year that was just beginning made him a natural “poster boy” for the month of January.

Guess what? It’s that time again. It’s a brand new year and time to reflect on what we’ve accomplished in 2015, and to think about opening new doors for ourselves in 2016. We typically think about making changes in our lives on special occasions such as New Year’s Eve and birthdays.  Something about those dates causes us to pause and reflect on our lives.

But, lots of people I’ve talked to have given up on making New Year’s resolutions because they’ve become discouraged with not achieving their goals year after year. They work hard to complete strong but at some point they falter. The weight goes back on, smoking starts again, exercising stops etc. etc. It can be very frustrating!

To help you succeed at making changes in 2016 this post focuses on some positive things you can do to keep your New Year’s resolutions.

According to “the experts” most of us will make a New Year’s resolution this year but only about 10% of us will succeed at keeping it.

We can increase the chances of success by understanding the process of change. There are a number of steps that are involved in moving from thinking about changing something in our lives to taking concrete action and moving forward successfully.   

James O. Prochaska the lead author of the book, Changing for Good, tells us that the journey of change is not a linear one. Very few of us can set a goal and then achieve it the first time we try. Most of us will try more than once and find that the “journey of change” has many ups and downs.

It’s no wonder that people give up almost as soon as they start.

What can you do? Well, you can increase your chances of succeeding, and keep your resolutions once and for all by recognizing that there are FIVE stages that people commonly go through. These stages are as follows:

Stage 1:  Pre-contemplation—in other words you are NOT interested in making any changes and are probably resisting change.

Stage  2:  Contemplation—at this stage you have a desire to change but are afraid that you might fail. You can spend a few weeks or a few years in the contemplation stage. This is the time to visualize yourself succeeding and to make an emotional connection to the results you want to achieve.

Stage 3:  Preparation—now you are ready to take action and you are developing a plan to handle any unexpected challenges. The steps you take during the preparation stage will naturally lead you into stage 4.

Stage 4: Action—be prepared to continue with your action plan for at least SIX MONTHS. This speaks to the importance of making your resolution a priority. You need to commit time, energy and resources to making this happen.

Stage 5: Maintenance—Congratulations you’ve succeeded in changing your behavior. Take credit for your accomplishments.

10 Ways to Keep Your Resolutions

1.   Pick one thing that you want to change.

2.   Get specific about what you plan to do and what you want to achieve.

3.    Develop a plan and write it down.

4.   Think about possible obstacles or barriers to success and plan how you will overcome them.

5.   Break large goals into smaller more manageable steps.

6.   Make your change a priority and focus your attention on it.

7.   Go public! Tell your friends, family members and/or co-workers.

8.    Remember, there is no failure only feedback. Look at each challenge as an opportunity to learn something that will help you succeed in the future.

9.   Find a supportive person to check-in with on a regular basis.

10.  Celebrate small successes as you go.

And remember You need a plan AND you need to remain flexible and open.

“The secret of success in life is for people to be ready for their opportunities when they come.” Benjamin Disraeli


This article was originally posted on my coaching website as an e-Newsletter in January, 2009.

Wishing you lots of success in 2016! Cheers, Lesley




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