Space to Lead

Are you ready to Collaborate: Exploring Collaborative Readiness

Are You Ready to Collaborate? Building Collaborative Readiness for Better Outcomes Episode Description Collaboration has become one of the most frequently used words in leadership. Organizations ask for it. Projects depend on it. Leaders encourage it. Yet despite the best intentions, collaboration often feels difficult. Teams become siloed. Communication breaks down. Trust erodes. Decision-making slows. People begin protecting their own priorities instead of pursuing shared outcomes. Why? In this episode of the Space to Lead – Collaborative Coaching Series, David LeBlanc and Suzanne Fox introduce one of the foundational concepts behind the Collaborative Coaching Group's work: Collaborative Readiness. Rather than viewing collaboration as simply a skill or behaviour, they explore it as a capability that exists across multiple levels of a system—from individuals and teams to projects, organizations, and the broader ecosystem. Because successful collaboration doesn't begin when people enter a meeting. It begins long before that. It begins with readiness. Learn more about Collaborative Coaching at https://collaborativecoachinggroup.ca/ [https://collaborativecoachinggroup.ca/]

Introducing Collaborative Coaching: Building Capacity Through Collaboration

What if the biggest challenges facing your organization aren't individual problems, but systemic ones? In this episode of Space to Lead, David LeBlanc is joined by leadership consultant, executive coach, and Collaborative Coaching Group co-founder Suzanne Fox for a conversation about the growing complexity facing leaders and organizations today. Together, they explore why so many organizations struggle despite having talented people, strong intentions, and dedicated teams. From competing priorities and organizational silos to avoidance, people-pleasing, and unresolved tensions, David and Suzanne discuss the hidden dynamics that often get in the way of collaboration and performance. The conversation also introduces Collaborative Coaching - an approach that builds on the foundations of coaching, team coaching, facilitation, and systems thinking to help leaders, teams, and stakeholders work together more effectively. Sometimes described as "team coaching on steroids," Collaborative Coaching moves beyond the boundaries of a single team and focuses on the broader system in which people operate. Throughout the episode, David and Suzanne share insights from their own partnership, discuss the value of co-coaching, and explore how organizations can build greater awareness, alignment, and capacity for collaboration. In this episode: * Why leaders are becoming experts at functioning while depleted * The impact of complexity, ambiguity, and constant change * How avoidance and people-pleasing create organizational friction * Why traditional approaches can miss important system dynamics * The difference between team coaching and collaborative coaching * The power of co-coaching and real-time observation * Building the capacity for productive disagreement and healthy tension * Helping teams move from transactional work to meaningful collaboration Stay Connected This episode marks the beginning of a new series exploring the principles and practices of Collaborative Coaching. In upcoming episodes, David and Suzanne will dive deeper into topics such as systems thinking, psychological safety, productive conflict, stakeholder alignment, collaborative readiness, leadership dynamics, and creating healthier organizational cultures. To learn more about Collaborative Coaching and the work of the Collaborative Coaching Group, visit: https://collaborativecoachinggroup.ca [https://collaborativecoachinggroup.ca/] If you're leading a team, navigating organizational change, or working in a complex stakeholder environment, we'd love to connect and continue the conversation.

Accountability and Heart: The People Behind People Strategy

In this episode of Space to Lead, David is joined by members of the HR leadership team at the City of Maple Ridge for a conversation about the evolving role of HR in organizations today. Together, they explore what it means to move beyond a reactive service model and become a true strategic partner that helps shape culture, strengthen trust, support people, and guide change across the organization. This conversation explores the importance of strategy within HR, the value of a team culture built on authenticity and support, and the need to balance compassion with accountability. From employee experience and feedback to systems, learning, and leadership, this episode offers a thoughtful look at what strong HR leadership can make possible. Tune in and subscribe to Space to Lead so you do not miss an episode.

Stepping Into Your Power: A Conversation on Confidence, Transition, and Leadership

SHOW NOTES — Space to Lead Stepping Into Your Power: A Conversation on Confidence, Transition, and Leadership with Sarah Zaharia What happens when you finally see yourself the way others have seen you all along?  In this powerful episode, Sarah joins David to explore the internal shifts, bold risks, and subtle mindset changes that helped her step into a larger, more confident version of herself—and reshape her career in the process. Sarah opens up about leaving the public sector after nearly two decades, navigating the complexity of a major career transition, leading in a high-pressure environment, and maintaining relationships with intention and grace. This conversation is an invitation: to challenge the beliefs that hold you back, to rethink what confidence actually looks like, and to step more fully into the leader you’re becoming. 🌟 In This Episode, We Explore: ✨ The moment Sarah realized she was underestimating herself and how a simple reframing helped her step into a senior leadership mindset. ✨ Why language shapes leadership —from apologetic qualifiers to declarative confidence. ✨ The hidden emotional work of transitions and how to move from one chapter to the next with intention and integrity. ✨ How women can stop self-limiting and support each other more powerfully including the importance of bold conversations and strong female community. ✨ Why “work-life balance” is a myth and how to rethink balance across months (or even years). ✨ What it takes to leave a role without burning bridges and how those relationships can fuel your success later. ✨ The surprising power of space, reflection, and self-care (and why you can’t lead well from an empty cup). 🔥 Why This Episode Matters (and Might Hit You Hard) This is one of those rare episodes that feels like listening in on the exact conversation you didn’t know you needed. Sarah speaks with honesty, vulnerability, and grounded clarity about: * The fear and excitement of reinvention * The expectations placed on women leaders * The tension between ambition and wellbeing * The reality of leading through high-pressure seasons * The courage required to say “I’m ready for more” Whether you’re contemplating a transition, looking to reclaim your confidence, or craving leadership conversations that go deeper than buzzwords—this one is going to resonate. 🔑 Key Quotes From the Episode “I didn’t realize I was already further ahead than I thought. I just needed someone to hold up the mirror.”“How you leave a role says more about you than how you enter one.”“You can’t pour from an empty cup—and you can’t lead from one either.”“Women supporting women is one of the most powerful forces in leadership.”“Work-life balance doesn’t always show up daily. Sometimes it shows up over a year.” 💬 If You Enjoy This Episode… Share It. Someone in your network is sitting on the edge of their next big step—and this conversation could be the permission or perspective they need. 🔍 Episode SEO Keywords : * women in leadership * leadership transition * career change stories * confidence at work * executive coaching * public to private sector transition * imposter syndrome * workplace confidence * professional reinvention * leadership podcast Canada * Space to Lead podcast 🙌 Connect With Us Host: David LeBlanc Leadership Coach • Team Coach • Founder, LeBlanc Leadership Group www.SpaceToLead.ca | www.LeBlancLeadership.ca Guest: Sarah Zaharia Communications Leader • Infrastructure Sector Follow Space to Lead for more conversations that create clarity, courage, and growth in leadership.

The Grief in the Room - Why leaders must learn to do endings well

In this deeply reflective episode, David and Suzanne explore a topic rarely named in organizational life — grief at work. They discuss how leaders and teams experience grief during professional transitions such as restructures, layoffs, leadership changes, or the end of major projects. Suzanne invites leaders to see beyond the familiar language of stress and burnout, recognizing that unacknowledged loss often lies beneath. The conversation bridges psychology, leadership, and systems thinking, linking grief to models like Kübler-Ross’s Stages of Grief, William Bridges’ Transition Model, and Sam Kaner’s Groan Zone. Together, they highlight that creating space for endings — to name, honor, and process what has been lost — allows new beginnings to emerge with clarity and trust. 💡 Key Concepts & Models Referenced * Kübler-Ross’s Stages of Grief: Understanding emotional responses to loss — denial, anger, bargaining, depression, and acceptance. * Anticipatory Grief: The anxiety and emotional weight of knowing change or loss is coming before it happens. * William Bridges’ Transition Model: Moving through endings, the neutral zone (or “messy middle”), and new beginnings. * Kaner’s Groan Zone: The discomfort and confusion that accompany true transformation and collective sense-making. * Space to Lead Model: The importance of slowing down, reflecting, and making intentional space for what’s true before moving forward. 🧭 Key Takeaways * Grief is not just personal — it’s professional, collective, and systemic. * Leaders must name and honor endings to build trust and make room for renewal. * Anticipatory grief is common in organizations facing change and can heighten anxiety if unacknowledged. * Doing endings well prevents unresolved emotional residue from surfacing later in team dynamics and culture. * “Name it to tame it” — identifying loss gives people language and permission to process emotions. * Good endings create psychological safety and pave the way for creative, clear beginnings. 🗣️ Memorable Quotes “Grief is part of leadership. Every time you move to a new role and leave a team behind, that’s grief.” – Suzanne Fox “Before you begin something new, you have to end what used to be.” – Suzanne Fox “Creating space to honor what’s been lost is essential for renewal.” – David LeBlanc 🔗 Resources  * On Death and Dying by Elisabeth Kübler-Ross * Transitions: Making Sense of Life’s Changes by William Bridges * Facilitator’s Guide to Participatory Decision-Making by Sam Kaner 🎧 Closing Reflection Leaders are constantly navigating endings — some clear, some ambiguous. By acknowledging grief and making space for endings, we invite authenticity, integrity, and renewal into our leadership practice.