Purpose isn’t fluff—it’s your game plan. When you align your actions with your values and dreams, you make sharper decisions and create the future you truly want. And, you’ve got to do the work. Reflection isn’t just staring out a window with a latte—it’s where the magic happens. It’s about dreaming bigger, reconnecting with joy, and releasing what no longer serves you.

Here are some prompts to get you started:

• Values Check: When was the last time you revisited your top five values? These are your non-negotiables, your internal GPS. Values can evolve—make sure yours still align with the life you want to lead.
• Natural Talents: What comes effortlessly to you? What would you refuse to give up, even for $2 million? Are you using your talents fully? If not, why?
• Stops: What drained you in 2024? Identify what no longer serves you and let it go.
• Dreams Do Come True: Dream boldly. Imagine outrageous possibilities. What could make 2025 unforgettable?
• Purpose Reset: What is 2025 going to mean for you? Define it. Own it. Live it.
• Broadcast Your Vision: Share your goals with someone who will hold you accountable—and do the same for them.

As the saying goes, “If you don’t know where you’re going, any road will take you there.” Don’t wander aimlessly—chart your path with purpose and intention. Let’s step into 2025 ready, strong, and focused.

Dream it. Define it. Live it.

With the Keep It Real Leadership Program, you’ll be equipped with the right tools to turn your 2025 ambitions into reality. Contact us today to discuss how we can empower you along your journey!

Till the next time, keep it real.

Karen

The post Reflect, Reset, Recharge: Stepping into 2025 with Purpose appeared first on PeopleThink.

The effects of this are becoming more obvious. According to recent research from Josh Bersin (November 2023), only 17% of companies have a solid leadership succession plan, and just 15% are addressing leader burnout. 

These facts are much too low!!!

Understandably, CEOs and CHROs have been focused on more immediate challenges, from sustaining the business, labor shortages, employee burnout and building efficient hybrid work models. In doing so, they’ve let leadership development dry up, creating a void at the top with no leadership bench strength to fill the gaps. 

This leadership drought is having a ripple effect. Without strong leadership, companies are struggling to attract, retain, and nurture talent. Companies without a pipeline of well-prepared leaders face challenges in:

• Developing a clear strategic direction
• Ensuring sustainable growth
• Fostering a thriving company culture
• Enhancing employee engagement
• Driving innovation

As we navigate this post-pandemic landscape, organizations must recognize the importance of investing in leadership development. This isn’t just about preparing future executives—it’s about creating a culture of learning, resilience, and adaptability. By doing so, companies can turn this leadership desert into an oasis of innovation, growth, and future success.

The desert we’re in may seem vast, but with the Keep It Real Leadership Program, your organization will cultivate leadership that drives sustainable growth. Contact us today so we can talk leadership and get your organization set up for success!

Till the next time, keep it real.

Karen

The post Navigating the Leadership Desert: Why Development Can’t Wait! appeared first on PeopleThink.

Many researchers have identified a correlation between an employee’s personal and professional development, and an organization’s growth as a whole.

Increased job satisfaction, higher employee engagement, improved retention, enhanced productivity, and a more skilled and adaptable workforce are some of the benefits of employee development.

Companies that invest in their employees’ development demonstrate a commitment to their growth, which can lead to a positive organizational culture and a competitive edge in the market.

If you want to keep your people and grow your business, you must provide opportunities for your team to learn and grow. The best way to do that is by creating and implementing effective employee development programs.

Here’s How.

Ensure roles and responsibilities are well-defined.
Roles often morph over time as responsibilities expand or business needs change. This can be frustrating to the individual in the role – and detrimental to the team/organization – if training around new skill requirements and responsibilities isn’t included with the change. It’s also difficult to hire for, train for or promote someone into that role if you haven’t updated the current skills and responsibilities for the role.

Create career path outlines.
Employees want to know what growth opportunities are available in the organization. Create career path outlines for each job family to help employees build personal development plans.

Make performance management an ongoing process.
The annual performance review – dreaded by managers and hated by employees – typically focuses on weaknesses and rarely includes a development component. How inspiring is that? Effective performance management is a continuous process (not an event) and consists of a development component that builds on strengths and develops areas that are not strengths.

Develop for future needs.
Development plans should consider organizational goals and the skills and behaviors employees will need to contribute to achieving those goals. They should also take into account the skills and behaviors employees will need in the future to succeed (yes, even if it’s not in your organization). Make a list of top skills required and design training programs to help them acquire those skills.

Consider employee goals and interests.
It’s also essential that individual employee career goals and personal interests be considered. All too often, employees have skills and talents that are under-utilized. Take the time to identify, develop, and leverage those hidden talents and unspoken interests. Employees want to use their strengths and feel that they’re contributing to the organization in a meaningful way.

Implementing and supporting leadership development and training programs for your employees will help them grow and develop their style and prepare them to lead their teams in the future.

Till the next time, keep it real.

Karen

The post Employee Development: Building a CULTURE of Learning! appeared first on PeopleThink.

TEN TIPS ON HOW TO RECEIVE FEEDBACK WELL:

1. Ask for it.  Asking others for feedback does a number of things: first, it puts the ball in your court about when you receive feedback and what you get feedback on.  Second, it lets people know that you are interested in improving, which can build a close and more connected relationship.  Third, it allows you to get feedback in bite-sized increments, which is often more appealing.

2. Get it often.  Don’t wait till your annual review to find out how your boss thinks you’re doing.  Don’t wait till ‘never’ to find out what your colleagues think about working with you. Make it a habit to check in with people frequently.  This again allows you to get feedback in small doses, and frequently more specific feedback if you ask about performance on a particular project rather than your overall performance over the past quarter.

3. Ask the hard people. The people that are easiest to ask are usually the ones we naturally ‘sync’ with best, so they’re the ones most likely to give positive feedback with little room for growth. But also ask the people you don’t get along with.  They will have feedback for you that’s on your growing edge.  The bonus is that the very act of asking them may bring you closer together!

4. Listen fully.  When someone is generous enough to provide feedback, make sure you listen carefully to what they have to say, even if there’s a voice inside screaming “but that’s not what I meant!” or “I do NOT do that!”  If you get defensive or argue with their feedback once you’ve asked for it, you can bet they won’t be so generous as to offer you honest feedback in the future!  Breathe, take notes and keep listening.

5. Ask questions.  Make sure you fully understand what they mean.  Be curious about what would have had something go better or what alternative they’d like to see.  You may not take them up on their suggestions, but it will help you understand the direction of their comments.

6. Know it’s not about you.  Of course, it is about you, but it’s about your behavior, your attitude or your words.  Whatever they say does not alter the beautiful human being that you are.  It’s just stuff: things that you can alter.  Make sure you’re in touch with your spiritual side, or your higher self, or whatever grounds you when you ask for feedback so you can keep perspective.

7. Handle your emotions offline.  If you do have an emotional reaction to something someone says, make sure you handle your reaction elsewhere. If you start to have a reaction in front of them it’s fine to say “wow, that’s surprising” or even “wow, that hurts” as long as you also thank them for their candor and tell them how much you appreciate it.  If they had the courage to tell you something hard to say or hear, you owe them gratitude for their courage and candor.  Your emotional reaction is yours to handle separately.  Make sure you do handle it!  Cry to your spouse, scream in a pillow, or lift weights till your arms hurt.  You must get that response OUT in order to address any of the items of feedback with perspective and power.

8. Take what you like and leave the rest.  You can’t address or work on anything if it’s not something you are willing to empower.  In other words, if someone says you speak too much in meetings but after looking at it, you decide that’s not feedback you want to work on, then fine, leave that feedback out of your development plan and your life.  Maybe you’ll come back to it later, but if you’re not ready to work on it, pretending to or trying to because you “should” won’t stick. One note here: there is always likely to be feedback you don’t agree with right off the bat. Of course!  So pay extra attention to the comments you think are way off base – there’s likely gold in them!

9. Take action.  Awareness is useless without action. Create a plan to address the feedback you want to take on, and make sure you do it (get a coach or accountability partner if it helps!)

10. Circle back.  Nothing says “I heard you” better than hearing the feedback, working on the items someone mentioned and then circling back with them to see how it’s going from their perspective. You will establish trust and support in those relationships in addition to getting additional feedback!

Join my Keep It Real (KIR) Leadership Development Program where I go further in depth of each step. In the KIR leadership program – together we will work through real-time, practical applications to better prepare you and strengthen leadership skills.

Till next time,

Karen

The post Accepting Feedback As a Leader appeared first on PeopleThink.

Some to the extreme, as in the case of abusive airline passengers and others who have acted out in response to mask mandates and other perceived restrictions resulting from the pandemic.

And some more general, as work-from-home and limited gathering has put our social skills on hold.

Now, as more companies call their employees back to the office – at least for a couple of days a week – it’s time to give those social skills a reboot.

Here are some tips.

Think positive. Yes, it’s easy to grumble about the commute, having to wear pants and other “inconveniences” of going back to the office. And yet you can make it easier for everyone by focusing on the positive: Connecting with your team without technology glitches and Zoom fatigue, and having a clear separation between home and work. Seriously, when your home is your office does the workday ever end?

Be tolerant. It will take a little time to adjust and get back into the rhythm. For you, for your leader, and for your teammates. Eat the elephant one bit at a time.

Exercise your social skills. It seems funny to say, but this might be a good time to reflect on the socio-emotional skills you learned in kindergarten. As Robert Fulghum said in his book, All I Really Need to Know I Learned in Kindergarten, “Wisdom was not at the top of the graduate school mountain, but there in the sand pile at school.” Play fair. Clean up your own mess. Wash your hands. Put things back where you found them. Say “please” and “thank you.” And say you’re sorry when you hurt somebody.  Treat others the way you want to be treated.

Be kind. It’s been a rough couple of years for everyone. And the pandemic is just a part of it. It would be easy just to curl up under the covers until the world gets better. And yet, I’ve never been one to just wait around for things to change. I think we each have a responsibility to make the change we want to see in the world – even if we can only make it one small step at a time.

As you put on your pants, start up the car and head toward the office, ask yourself, “How can I be kinder today?” Then commit to looking for opportunities to show someone you care.

Keep it real and keep it kind.

“In a world where you can be anything, be kind.” – Unknown

Till next time,

Karen

The post Returning to the Office: Be Kind! appeared first on PeopleThink.

Here’s what he says:

All I really need to know about how to live and what to do and how to be I learned in kindergarten. Wisdom was not at the top of the graduate school mountain, but there in the sand pile at school.

• Share everything.
• Play fair.
• Don’t hit people.
• Put things back where you found them.
• Clean up your own mess.
• Don’t take things that aren’t yours.
• Say you’re sorry when you hurt somebody.
• Wash your hands.
• Flush.
• Warm cookies and cold milk are good for you.
• Live a balanced life – Learn some and think some and draw and paint and sing and dance and play and work every day some.
• Take a nap every afternoon.
• When you go out in the world, watch out for traffic, hold hands and stick together.
• Be aware of wonder. Remember the little seed in the Styrofoam cup: the roots go down and the plant goes up and nobody really knows how or why, but we are all like that.
• Goldfish and hamsters and white mice and even the little seed in the Styrofoam cup – they all die. So do we.
• And then remember the Dick and Jane books, and the first word you learned – the biggest word of all – LOOK.

Everything you need to know is there somewhere. The Golden Rule and love and basic sanitation. Ecology, politics, and sane living.

Let’s stop the madness and get back to basics.

It’s time for some cookies and milk.

Till next time, keep it real.

Karen

The post Let’s Review What We Learned in Kindergarten appeared first on PeopleThink.

Let’s get real.  Just saying “I’m sorry” doesn’t cut it.  Apology not accepted.

While you can’t go back and undo whatever the offense or error was, a few robo-words in response to it do not in any way compensate, nor do they make the offended party feel any better. You need to take ownership, acknowledge the impact of your error or offense, and assure the other person that it won’t happen again.  In other words, you need to be sincere about it. Saying “sorry” and being sorry are not the same things.

This applies to all errors or infractions, not just the big and public ones.

Imagine this scenario.  You’re on a project team with four other people.  The target project completion date is looming, and your deliverable is key to hitting that target. You’ve had a hellish couple of weeks. Family issues, and “fires” in your day-to-day responsibilities have put you behind. You didn’t alert anyone, because you were so sure you’d be able to catch up.  The day of reckoning – the status meeting – has arrived. How do you convey “mea culpa” to your team?

“I’m really sorry, folks. Between family issues and fighting fires there was just no way I could get it finished. I know it puts us behind, but it just couldn’t be helped.”

Or…

“I realize that my slipping this deadline has put our hitting the target date in peril. I should have given you a heads up early last week when I first recognized I might not make it. I didn’t, and I know that was irresponsible. Here’s what I’m going to do to get us back on track, and how I’ll prevent things like this in the future…”

As a member of the project team, which would convey more sincerity to you?

I’m on a mission to encourage more kindness and courtesy in people’s day-to-day lives. Promoting sincere apologies is part of that.  We’ve seen multiple examples of insincere apologies from politicians and other public figures. Enough already.

Let’s move the tide in a different direction by: 1) taking ownership; 2) acknowledging the impact; and 3) assuring the injured party that it won’t happen again.

Till next time,

Karen

The post Just Saying “Sorry” Doesn’t Cut It appeared first on PeopleThink.

I’d like to suggest that we start the change by committing to a random act of kindness every day. It doesn’t have to be big. It can be a kind word, a smile, opening a door, helping someone across the street.

“Unexpected kindness is the most powerful, least costly, and most underrated agent of human change.” – Bob Kerrey

As much as it’s about the kind things you do and say, it’s also about NOT doing and saying the unkind things that may sometimes fight to be heard. The rant against someone who thinks differently than you; the angry email to a co-worker who let you down; the horn or (admit it) hand gesture in response to a careless driver; the snarky, anonymous comment on an online article. Pack those away in a “venting box” in favor of a kinder world.

Tomorrow, instead of waking up wondering what the world is coming to, wake up and ask yourself, “How can I be kinder today?” Then commit to looking for opportunities to show someone you care. Here are some ideas.

• Do a chore or run an errand for an elderly neighbor.
• Let people merge in front of you – even when they’re rude about it.
• Call your Mom.
• Say “please” and “thank you.” Always.
• Volunteer at a food kitchen.
• Smile and say “hello” to everyone you pass on the street.
• Buy breakfast or lunch for a homeless person.
• Donate to a food bank.
• Give a blanket or some warm clothes to those in need.
• Help a stranger.

You probably will find lots of opportunities, big and small, to be kind. I’d love to hear about your random acts of kindness and how they made you feel.

“Never believe that a few caring people cannot change the world. For, indeed, that’s all who ever have.” – Margaret Mead

Till next time,
Karen

The post Calling for Random Acts of Kindness appeared first on PeopleThink.

So what are we to do? Give in to the negativity? No! Despite what’s going on around you, you have a choice as to how you respond to it, just like in this Native American legend.

One evening an old Cherokee was teaching his grandson about life. “A fight is going on inside me,” he said to the boy. “It is a terrible fight and it is between two wolves. One is evil – he is anger, envy, sorrow, regret, greed, arrogance, self-pity, guilt, resentment, inferiority, lies, false pride, superiority, and ego.”

“The other is good – he is joy, peace, love, hope, serenity, humility, kindness, benevolence, empathy, generosity, truth, compassion, and faith. The same fight is going on inside you – and inside every other person, too.”

The grandson thought about it for a minute and then asked his grandfather, “Which wolf will win?”

The old Cherokee simply replied, “The one you feed.”

I’m here to suggest that you feed the right wolf. Make a conscious effort to focus on the positive, and increase what Shirzad Chamine calls your “positive intelligence” (PQ). Not only will you be happier, you’ll improve your relationships, increase your success at work, and, let’s face it, be a lot more fun to be around!

Here are some ideas for feeding the right wolf.

-Think about one thing that is causing you a lot of stress. Now think of three ways you can turn that into an opportunity.
-Practice saying “Yes, and…” instead of “Yes, but…”
-Keep a gratitude journal. Each day, write down something positive about the day.
-Surround yourself with positive people.
-Turn off the news and turn on a comedy.
-Get away from your computer and go for a walk, a hike, a run or some other activity OUTSIDE.
-Play.
-Watch kids at play.
-Meditate.

And check out my latest podcast: Please and Thank You – words that are very easy to use.

Let’s make positivity (and politeness!) “trending…”

“You cannot have a positive life and a negative mind.” – Joyce Meyer

Till next time,
Karen

The post Feeding the Right Wolf – Staying Positive in a Firestorm of Negativity appeared first on PeopleThink.

You walk through an airport and it’s like “bumper-people” – people walking and talking on their phones and not paying attention to what’s in front of them. Or what about people who have a long (and loud) conversation on their phone without considering that maybe no one else really wants to hear it?  Or when you’re in a restaurant with someone and throughout your conversation you can see that they have one eye tilting toward the mobile which they’ve left on the table top because they’re waiting for an “important call.” So what am I, chopped liver?

Seriously, people. Put the phone away. Talk softly. Look where you’re going.

And it’s not just phone etiquette. It’s common courtesy and respect for others that seem to be taking a back seat to some individuals’ needs to be first in line, to take all the credit for something (that they worked on with others) or to shape their environment so that it works best for them, regardless of the consequences or how it might impact others.

A while back I wrote a blog about “The Young George Washington’s Rules of Civility & Decent Behavior in Company and Conversation.” (Leading by example. Ahem.)  I’ve borrowed a few and added a few to create Karen’s Rules of Civility.

Smile – even at a stranger – you never know what amazing things may come of it.

Say “Please and Thank you.” Always.

Be accountable. Do what you say you’re going to do by when you say you’re going to do it.

Be on time. Being chronically late to meetings or events or dinner shows a lack of respect for others.

Remember, we’re all human; we have good days and bad days. Don’t glory in someone’s bad day.

Listen. Put down your cell phone and engage in conversation.

Be kind to one another. (Borrowed from Ellen DeGeneres).

Tell the truth. Mark Twain once said, “If you tell the truth, you don’t have to remember anything.”

Be curious. Never stop learning.

Forgive. Life is too short to hold a grudge.

It’s not rocket science. Set the example and hopefully others will follow.

You can hear more on this blog topic in my podcast, Rudeness is NOT a Core Competency.  Let’s bring courtesy and kindness back!

Till next time,

Karen

The post Rudeness is NOT a Core Competency appeared first on PeopleThink.

“Please” and “thank you” have all but disappeared. And the immediacy and fervor of social media seem to have unleashed a flood of negative and nasty comments that years ago would have kept Proctor & Gamble soap distributors in business.

Enough already.

It’s time for us to pause and consider, “The Young George Washington’s Rules of Civility & Decent Behaviour in Company and in Conversation.”

Apparently this is not the first time our society has suffered from a lack of kindness, civility and manners. Originally from a list made by French Jesuits in 1595, Washington wrote out the rules as a handwriting exercise when he was a teenager. There are 110 of them. I won’t share them all, but here are 5 that seem especially relevant today.

25th – Superfluous Compliments and all Affectation of Ceremonie are to be avoided, yet where due they are not to be Neglected. Say what you mean and mean what you say.

65th – Speak not injurious Words neither in Jest nor Earnest. Scoff at none although they give Occasion. If you don’t have something nice to say, don’t say anything. Be kind!

82nd – Undertake not what you cannot Perform but be Careful to keep your Promise. Do what you say you are going to do.

89th – Speak not Evil of the absent for it is unjust. Don’t gossip or speak behind someone’s back.

110th – Labour to keep alive in your Breast that Little Spark of Celestial fire Called Conscience. THINK before you speak, before you write, before you act.

In the spirit of George Washington, I’d like to add some modern-day rules to the list. So here are Karen’s Rules of Civility.

1. Smile – even at a stranger – you never know what amazing things may come of it.
2. Say “Please.” Always.
3. Say “Thank you” and acknowledge the gift or deed or service received.
4. Remember, we are all human; we have good days and bad days. Don’t glory in someone else’s bad day.
5. Listen. Put down your cell phone and engage in conversation.
6. Be kind to one another. (Borrowed from Ellen DeGeneres).
7. Say: “Yes, and…” not “Yes, but…” Be positive! See the possibilities…
8. Tell the truth. Mark Twain once said, “If you tell the truth, you don’t have to remember anything.”
9. Be curious. Never stop learning.
10. Forgive. Life is too short to hold a grudge.

Thank you for listening.

Till next time,
Karen

The post Igniting a Campaign for Civility appeared first on PeopleThink.

The handwritten note has become a rare commodity. A U.S. Postal Service survey found that in 2010 the average home received a personal letter only once every seven weeks, compared to once every two weeks in 1987. With so many electronic media options available to us, it’s much quicker and easier to whip out a “thank you” email, a “TY” text, or the equivalent via emoticon, than to take the time to write a personal note.

But here’s the thing. None of those electronic options are as meaningful or as memorable as a handwritten note. A handwritten note:

– Says you think the other person is important enough for you to invest the time to write it

– Stands out from the flood of electronic messages we receive every day

– Has longevity, compared to emails that can get buried or accidentally deleted

– Is truly personal – crafted word by word rather than from a template

And best of all is the way it makes the recipient feel. I was reminded of this recently when I received a note from someone thanking me for a personal note I had included for her with a copy of my book, The Get Real Guide to Your Career.  Here’s what she said:

“Thank you very much for the personalized note that came with my book. I forgot how wonderful it is to receive handwritten messages. I just wanted to say your book is a masterpiece. It has been an amazing tool for me and it couldn’t have come at a better time in my professional life. Thank you again for your amazing guidance.”

In my quest to return us all to a gentler, kinder society, let me suggest that the next time you want to say “Thank You,”  “Happy Birthday,” “Congratulations,” or just catch up with an old friend, you take the time to do it the old-fashioned way – the personal, handwritten note.

Till next time,

Karen

The post Bring Back the Handwritten Note! appeared first on PeopleThink.