The Women’s Leadership Podcast is now LIVE!

PODCAST (1) Big news here!

The Gaia Project for Women’s Leadership now has its own podcast!

The Women’s Leadership Podcast is hosted by Elizabeth, and features advice, information and interviews covering all aspects of women’s leadership.

The first three episodes are now available right here on iTunes.

If you love the podcast, please do review us on iTunes, subscribe to the podcast, and share it with anyone you know who might be interested!

And if you’d like to see a topic covered on a future podcast, just email us at podcast@emclaughlin.com.

We hope you enjoy The Women’s Leadership Podcast!

Announcing The Gaia Project for Women’s Leadership!

Stocksy_txpf24b4d3aJsZ000_Medium_718139I’m thrilled to announce the upcoming beta program, running for four weeks this October, of my new endeavor: The Gaia Project for Women’s Leadership.

The Next Generation of Women Leaders Will Change the Working World Forever.

Are You Ready to be One of Them?

For generations, a masculine model of leadership— one that values overwork, 24/7 engagement and Machiavellian models of domination and control— has led the corporate world.

As more and more women take control of corporations and small businesses, however, the need for a new model of leadership is emerging— one that mirrors our values and propels us to new level of success as individuals and as women.

As role models and game changers of women’s leadership, today’s generation of women executives know that a new skill set— one that mirrors our internal development as leaders and prepares us to shift the working world to the benefit of women everywhere— is absolutely required.

The Gaia Project for Women’s Leadership is a new endeavor helmed by Elizabeth Cronise McLaughlin that will empower you, as a key member of the next generation of women leaders, to change your life and your work forever so that it permanently aligns with your values, and that will propel us all toward a new model of women’s leadership for years to come.

The Gaia Project for Women’s Leadership kicks off with a beta program running for four weeks in October 2015, of which you are invited to be a part.

Here’s what the Beta Program entails:

  • The Program kicks off with an opening group coaching call on Thursday October 1 at 3 p.m. ET.
  • Thereafter, every week for four weeks, we will focus on one critical area of Women’s Leadership.
  • Each Monday of the program, you’ll receive worksheets and inquiry points for that week’s topic.
  • Each Thursday of the program, we’ll convene for a ninety-minute group coaching call at 3 p.m. to cover that week’s material, answer questions, and share successes, with plenty of time for Q&A.
  • All coaching calls will be recorded in case you need to miss a week, or want to listen in later.
  • You’ll get access to a private Facebook group where we’ll discuss our progress, our goals and our plans for the future.
  • Along the way, we’ll have some special guests and surprise bonuses for you on today’s hottest topics in Women’s Leadership.
  • And as a bonus, you’ll also receive a free 45 minute private coaching call with Elizabeth to address any individual challenges you might be facing as a leader and/or in your career (a $500 value).

So why this program, and why now?

Elizabeth Cronise McLaughlin is a storied Executive Coach and serial entrepreneur who has dedicated her life and career to uplifting women in the workplace. Elizabeth founded the Gaia Project for Women’s Leadership as a way to propel forward women executives who want to change their lives, their work and their world for the better as the next generation of women leaders.

Here’s what others have said about her:

“A celebrated career coach” and “fearless entrepreneur.” -Ivanka Trump

“Elizabeth Cronise McLaughlin knows what it’s like to be a powerful woman in the workforce, [as well as] the financial and emotional challenges.” -HuffPost Live

“Elizabeth McLaughlin . . . is helping women from all walks of life . . . .” -Ali Brown

As an ex-Wall Street lawyer, the CEO of her own consulting firm and the executive Director of 40 Percent and Rising, an organization dedicated to primary breadwinner women, Elizabeth has faced down the masculine model of leadership for her entire career. She believes that empowered, enlightened women have an incredible opportunity at this critical juncture in history to effect change that benefits all of us, by lifting up other women, changing policies and workplace culture, and rising to new heights of success.

The Gaia Project for Women’s Leadership is designed to get you, and all of us, to that place.

Schedule and Topics for Beta Program

Here’s what the Beta Program entails:

Kickoff Call: Thursday October 1 at 3 p.m. ET

Week 1: You as a Leader: Tackling Your Skills, Strengths and Weaknesses

Monday 10/5: Weekly Email with Worksheets and Thought Points

Thursday 10/8: 3 p.m. EDT weekly group coaching call

Week 2: Creating Your Team: Allies, Alchemy and Assets

Monday 10/12: Weekly Email with Worksheets and Thought Points

Thursday 10/15: 3 p.m. EDT weekly group coaching call

Week 3: Productivity, Purpose and Communicating Your Goals

Monday 10/19: Weekly Email with Worksheets and Thought Points

Thursday 10/22: 3 p.m. EDT weekly group coaching call

Week 4: Leading Change in Your Workplace and the World

Monday 10/26: Weekly Email with Worksheets and Thought Points

Thursday 10/29: 3 p.m. EDT weekly group coaching call and final wind-up

What results can I expect?

By the end of the program:

  • You’ll have an integral understanding of how to excel as a leader, and what makes your leadership unique.
  • You’ll know how to communicate effectively to get the results you want from everyone you work with, and how to give constructive criticism when you don’t.
  • You’ll have developed your leadership style, and know how to project it with confidence.
  • You’ll have all the skills you need to build a great team that supports you and is loyal to your goals.
  • You’ll be more productive and on purpose in your work than ever before, and your work and world will be more easeful as a result.
  • You’ll know how to work for change in your workplace and in the world for the betterment of women everywhere.

The group coaching calls, materials and bonuses included in this program are valued at over $3000.

As the first program offered by the Gaia Project for Women’s Leadership, however, this Beta Project is available for just $99.

Are you ready to become the leader you are meant to be?

Registration is now closed.

For more information on upcoming offerings, make sure you’re on the mailing list by subscribing in the box on the home page.

Got questions? Just contact us here.

How to Resolve Workplace Conflict in Four Easy Steps

shutterstock_148465586Lately, I’ve been working with a number of clients who are struggling mightily with workplace conflict.

And as we all know, conflict in the workplace makes our jobs harder, ruins our morale and impacts our productivity dramatically.

If you’ve got conflict on the team you manage, or conflict with a co-worker, chances are good that you’ve got challenges in your communication style that are contributing to that conflict.

So how can you make your workplace more easeful by creating a conflict-free environment?

Read on.

In recent months, I’ve been exploring quite a bit with both my private and corporate clients something called Non-Violent Communication.

This communication style, pioneered by Marshall Rosenberg, has been everywhere from racially charged neighborhoods in conflicts with police to the highest levels of government as a means to resolve conflict, eliminate anger, and reach agreement and understanding.

So how does it work?

Rosenberg’s work suggests that there are four steps to resolving conflict and reaching a place of understanding in any conversation. They go like this:

1) Start with your observations.

In any conversation that is potentially conflicted, start by clearly expressing how “I am”– and do it without blaming or criticizing. For example, when dealing with a co-worker who belittles his assistant, one way to start might be to say the following:

“When I see you yelling at your assistant outside my office door . . . ”

I is the most important word in this sentence. Starting with “when you yell at your secretary . . .” is more confrontational.

2) Next, state your feelings.

Here, you must critically focus on your emotions or feelings rather than your thoughts. So continuing on with the above example, you might say:

“When I see you yelling at your assistant outside my office door, I feel anxious and stressed out . . .”

Note how different this is from, for instance, “You need to stop yelling at your assistant!”

3) Then, express your needs or values.

This is where it can get tricky, because the key to communicating effectively here is expressing what you need or value that you are not getting as a result of the conflict. It is important that rather than stating a preference, you instead state your needs and values explicitly.

So, again continuing with the above example:

“When I see you yelling at your assistant outside my office door, I feel anxious and stressed out, because I value a peaceful, respectful workplace.”

4) Lastly, state your request.

The final step in the non-violent communication process is clearing requesting something that would shift your experience, without demanding it.

So, our example would wind up as follows:

“When I see you yelling at your assistant outside my office door, I feel anxious and stressed out, because I value a peaceful, respectful workplace. Would you be willing to communicate with your assistant without yelling?”

As you might imagine, the results you would get from applying this process would be very different from something that went along these lines.

“You need to stop yelling at your assistant! You’re making everyone miserable! You need to cut it out, or I’m going to report you!”

Consider the different potential outcomes. Obviously, one is more likely to get a positive response than the other.

One last point on this style of communication: you can also use it when receiving information about how you are, without hearing blame or criticism. How might that work?

Let’s take another example: your co-worker is upset that you cut her off in a meeting. After the meeting, she storms into your office and says: “I can’t believe you did that! I had a really important point to make and you didn’t even let me finish! And now our boss thinks I didn’t have anything to contribute!”

Using the strategies of non-violent communication, you would respond as follows:

“So when you heard me interrupt you, you felt devalued and angry, because you value having your ideas heard in our meetings. Do I have that right?”

“Exactly!”

“Would you like me to be more patient and not interrupt you in the future?”

“Yes.” (exhale.) “That would be great. Thanks for understanding.”

As you can see, this is way better than responding to your colleague’s upset with something like “Stop being so sensitive!” (LOL.)

Bonus hint: these four steps apply not only at work, but not in life. Try them the next time you’re arguing with a partner. Defusing conflict through non-violent communication can benefit your work environment, your home life and even your parenting.

In the comments, I want to hear from you: how have strategies like these impacted your life for the better?

Wishing you a productive, conflict-free week!

All the best,

Elizabeth

PS. Do you struggle with workplace conflict? I can help. Click here to set up a free consultation and learn more about what private coaching can do for you.

 

 

How to Cure a Case of the “Shoulds”

shutterstock_218313466Over the past few weeks, I’ve been challenged to up my game on just about every level in just about every area of my life. I’m managing a series of personal and professional transitions that are unlike anything I’ve ever experienced before, and it’s been an unbelievably stressful time.

It’s brought to the fore a number of old resentments, fears, and anger that I thought I’d mastered, or at least of which I thought I was aware enough that I didn’t need to worry about them much any more.

It’s also brought forward a painful case of the shoulds.

Perhaps the shoulds are familiar to you. They sound like this:

“I should be at this point in my career by now, just like so-and-so.”

“I should be past this degree of family-of-origin drama by this age.”

“I should be able to handle this circumstance without medication/therapy/my coach/crying all the time.”

“I should have married someone more like x person, or with x qualities.”

“I should be more financially stable by now.”

“My team shouldn’t hate me so much. I don’t know what I’m doing wrong.”

I’ve heard all of these from clients, and some of them from myself, over the past few weeks.

The shoulds are closely related to the “supposed tos.” Those go something like this.

“I’m supposed to be x kind of leader.”

“I’m supposed to make x amount of money, or I won’t be good enough for my dad.”

“I’m supposed to not be in debt, but I made stupid mistakes when I was younger and now I feel bad about myself every damn day.”

Any and all of these may be familiar to you.

My up close and personal interactions with the shoulds, the supposed-tos, and their friends fear, resentment and anger over the past few weeks have led me to a place of considering a novel mindset in recent days– one that I’ve avoided for a long time, but that has proven to be a powerful cure.

What is it?

It’s something called radical acceptance.

I’ve never been particularly good at radical acceptance. I’m more the type of person who has acted to beat her head against a wall in every effort to change circumstances that have made me unhappy in every single way, for as long as I can remember.

Sometimes (well, rarely), that strategy has worked. More often than not, however, it has led me instead to being more miserable than before, and to wondering what’s wrong with me that I can’t change other people/a workplace/a familial relationship into exactly what I think it “should” be.

Which leads to this interesting observation: most of the time, fighting so hard to change other people or environments actually leads to you only being harder on yourself.

Radical acceptance of what is, however, leads to another path.

Radical acceptance says “I can’t change this person or circumstance. I can only take them for who or what they are, and make my decisions from there.”

Radical acceptance says “I accept that I am responsible for my own emotions, not anyone else. If I stop blaming the other party, maybe I can investigate how my reactions are contributing to this relationship drama.”

Radical acceptance says “I can’t change that I’m under mountains of debt thanks to past decisions. What I can change is how fast I get out of it.”

Radical acceptance says “I am where I am in my career, and these are the demands of it right now. How do I negotiate with those, instead of wishing it was different?”

Radical acceptance gets you on the path to tackling what’s in front of you, instead of beating yourself up for the past, offloading your part in your present circumstances, or wishing that the present was something other than what it is.

And an added side benefit? It’s awfully hard to be angry, fearful or resentful if you radically accept your present circumstances.

In other words, “this is how it is” forces you to confront reality, and ACT.

This week, I invite you to consider how radical acceptance might play out in your life.

If you radically accept that your current job isn’t working for you and never will, what will you do next?

If you radically accept your spouse for who they are, faults and all, what choices will you be led to?

If you radically accept that your family members will not change no matter how much you want them to, what will that mean for how you interact with them?

Will you choose “shoulds” and “supposed-tos”? Or will you choose to take responsibility for your own life, to own your values and your choices and the kind of person you want to be, and act from that place?

Wishing you a great week of experimenting with radically accepting what is.

Best,
Elizabeth