Nevermind The Gap

Circles of Impact

Executive strategic influence refers to the ability of an organization's senior leaders, such as the CEO and top executives, to guide and impact the strategic direction and success of the organization. This influence is exerted through a variety of methods and leadership actions that align the organization’s operations with its long-term vision and objectives. * Vision and Direction Setting * Decision-making prioritization  * Stakeholder interview * Cultural Leadership * Change Management  * Networking * Communication & Inspiration TOOLS/RESOURCES Connect with us!  We would love to hear from you! Discovery Call with Lindsey [https://calendly.com/lindseyhonariadvisors/discovery-call] www.lindseyhonariadvisors.com [http://www.lindseyhonariadvisors.com/] lindsey@lindseyhonariadvisors.com [lindsey@lindseyhonariadvisors.com] Discovery Call with Carmen [https://calendly.com/dr_cce/discovery-call] www.coachingandconsultingexperience.com [http://www.coachingandconsultingexperience.com/] drcq@coachingandconsultingexperience.com [drcq@coachingandconsultingexperience.com]

Maximizing Your Investment for Yourself or Your Organization

It's Season 3, and we have a surprise in store for you! To kick off the third season of Never Mind the Gap, we decided to add video to our podcast. Surprise! It didn't record. Do not worry; our audio came out fine. In this episode, we discuss: Seasonal transitions. Why we decided to add video this season (but next episode). What makes a successful engagement to maximize the return on your coaching or consulting investment. As always, you can contact either of us at the links below: Connect with us!  We would love to hear from you! Lindsey Honari: www.LindseyHonariAdvisors.com [http://www.lindseyhonariadvisors.com/] lindsey@lindseyhonariadvisors.com [lindsey@lindseyhonariadvisors.com] X. Carmen Qadir: www.coachingandconsultingexperience.com [http://www.coachingandconsultingexperience.com/] drcq@coachingandconsultingexperience.com [drcq@coachingandconsultingexperience.com]

Neurodiversity in Leadership Gap

SUMMARY Neurodiversity is the concept that there’s a lot of variety in how brains work. * Example, the company values neurodiversity. Neurodiversity refers to the idea that neurological differences, such as those seen in autism [https://www.psychologytoday.com/us/basics/autism] or ADHD [https://www.psychologytoday.com/us/basics/adhd], reflect normal variations in brain development. Neurodiversity is often contrasted with the “medical model,” which views conditions like autism or ADHD as disorders to prevent, treat, or cure. There has been a push to move away from this idea of pathology and more toward a more nuanced perspective with variations of what is “normal.” Neurodivergent is the word that describes individuals.  * Example, James is neurodivergent. The class has three neurodivergent students. How can employers make their workplaces more neurodiversity-friendly? * Offer small adjustments to an employee's workspace to accommodate any sensory needs, such as * Sound sensitivity: Offer a quiet break space, communicate expected loud noises (like fire drills), offer noise-cancelling headphones. * Tactile: Allow modifications to the usual work uniform. * Movements: Allow the use of fidget toys, allow extra movement breaks, offer flexible seating. * Use a clear communication style: * Avoid sarcasm, euphemisms, and implied messages. * Provide concise verbal and written instructions for tasks, and break tasks down into small steps. * Inform people about workplace/social etiquette, and don't assume someone is deliberately breaking the rules or being rude. * Try to give advance notice if plans are changing, and provide a reason for the change. * Don't make assumptions — ask a person's individual preferences, needs, and goals. * Be kind, be patient. For more information, please visit some amazing tips and resources from Tracy Winter Website [https://www.nerdcoa.ch/] The Nerd Coach.  TOOLS/RESOURCES Tracy Winter Star Coach Podcast [https://starcoachshow.com/289-being-a-neurodiversity-coach-with-tracy-winter-ph-d/] Tracy Winter Website [https://www.nerdcoa.ch/] The Nerd Coach What is Neurodiversity [https://www.understood.org/en/articles/neurodiversity-what-you-need-to-know]? What is Neurodiversity? By Harvard Health Publishing [https://www.health.harvard.edu/blog/what-is-neurodiversity-202111232645] Coaching the Neurodivergent? [https://www.linkedin.com/pulse/coaching-neurodivergent-suzi-1mhle/] Connect with us!  We would love to hear from you! Discovery Call with Lindsey [https://calendly.com/lindseyhonariadvisors/discovery-call] www.lindseyhonariadvisors.com [http://www.lindseyhonariadvisors.com/] lindsey@lindseyhonariadvisors.com [lindsey@lindseyhonariadvisors.com] Discovery Call with Carmen [https://calendly.com/dr_cce/discovery-call] www.coachingandconsultingexperience.com [http://www.coachingandconsultingexperience.com/] drcq@coachingandconsultingexperience.com [drcq@coachingandconsultingexperience.com]

The Engagement Gap

How can leaders do a better job at ensuring that their employees are engaged and aligned with the mission and vision of the organization and their particular role?  For the employee, what are some things you can do to remain aligned with your work and the value add you were hired to do? Possible areas to consider as a leader: Work must have purpose for engagement to take place Implementing engagement programs internally and externally New perspective and new tools needed – employees can see how their work impacts the organization’s mission  Gap on resources – what is lacking that could contribute to someone’s overall success in their current role (support from key stakeholders / training or materials) As Rebecca Ray, PhD stated: “The culture you create or the culture you destroy will determine the success of your business”.   Rest In Peace, Dear Friend, John B. Lazar Connect with us!  We would love to hear from you! Lindsey Honari: www.LindseyHonariAdvisors.com lindsey@lindseyhonariadvisors.com X. Carmen Qadir: www.coachingandconsultingexperience.com drcq@coachingandconsultingexperience.com

The Women's Leadership Gap

Summary: Advice for both our male and female listeners on how women can inadvertently hold themselves back: * Doing my job well will get me noticed (without the necessary relationship-building) - very common in some cultures - don’t rock the boat. * Don’t want to appear pushy or aggressive OR conflict avoidant -  can be too ‘nice’ * Less professional development opportunities or mentors - especially in male-dominated fields How to engage better: * Ask - what does this person want to accomplish? What does that look like? What barriers exist from their perspective? It might be different than what you perceive.  * For networking, think of ways this might feel intimidating or exclusive. It’s not easy walking into a room of mostly men. Or people who may not look like you. If you see someone not as represented, make it a point to introduce yourself and then introduce that person to others. * Not everything needs to be scheduled at the end of the day! It is still more socially acceptable for male executives to miss dinner than female executives. Consider a business lunch instead of a dinner. * Company internal audits – where are they with expanding female leadership roles. Some women professionals might want to add their name to the "hat" but leaders might not have awareness. Therefore, leaders don’t know what they don’t know. TOOLS/RESOURCES The Women’s Leadership Gap [https://www.americanprogress.org/article/womens-leadership-gap-2/] AAUW: Barriers and Bias, The Status of Women in Leadership [https://www.aauw.org/resources/research/barrier-bias/] Connect with us!  We would love to hear from you! Discovery Call with Lindsey [https://calendly.com/lindseyhonariadvisors/discovery-call] www.lindseyhonariadvisors.com [http://www.lindseyhonariadvisors.com/] lindsey@lindseyhonariadvisors.com [lindsey@lindseyhonariadvisors.com] Discovery Call with Carmen [https://calendly.com/dr_cce/discovery-call] www.coachingandconsultingexperience.com [http://www.coachingandconsultingexperience.com/] drcq@coachingandconsultingexperience.com [drcq@coachingandconsultingexperience.com]