Free Resources

Who’s says there’s no free lunch!?  Here’s some nutrition for your brain.  Come back, I’ll share more.  Or get these resources directly sent to your inbox–sign up to be on the Intentionaleaders email list with the other cool kids.


Can derail us.  Undermine our credibility.  Leave us feeling frustrated by our actions and choices.  But in the moment, it is so easy to just react.  The way we’ve always reacted.  The way we’ve taught our brain.  But what if we choose differently?  What if we chose calm, composure and grace under pressure?  Listen to Podcast Episode 09, then download these worksheets to begin your own exploration into triggers.

Download Triggers Inventory
Download Exploring Triggers Worksheet


Is hard.  In a virtual environment, it can be even more challenging.  Because doubt can creep in.  Are we doing enough?  Are we touching base frequently enough?  Are my employees focusing on the right things?  Check out this Tips for Managing in a Virtual World.  Then, rest easy that you are focusing on the best practices from top sources.

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The Johari Window

This tool was developed waaaaay back in 1955 by American psychologists Joseph Luft and Harry Ingham (thus the super cool combo name).  At the core, this tools is about self discovery.  This is about your authentic self, and also others’ perceptions of you.  The Arena, or open self is the knowledge you have of your skills, abilities and feelings that others are also aware of.  The Facade, or hidden self, are things that we don’t share.  Either because we prefer them to be private, or we might feel vulnerable sharing them (“Oh no, I am not good at my job, I am an imposter!!!”).  The Blindspot is of course things that others know about us, but we are unaware (like when my team used to call me “the hammer” –early in my career; this was not a term of affection, fyi).  And then there is of course the Unknown window that are the skills and talents that we’ve yet to discover–they are waiting patiently for the opportunity to emerge.

Use this tool with your team to open the discussion on self-awareness and transparency in our relationships.  Strive to have a large open window, increase connections, trust and let in the fresh air.

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Your Mindset

Of all the things that impact your behaviors, your thoughts and beliefs about yourself are central.  If you don’t know about Carol Dweck’s important work on mindset (and the corresponding book, conveniently titled, Mindset)–catch this 3-minute video then run to read or view her work!  It’s important to you to know and act on, as an intentional leader!

Triggers Inventory

Triggers.  Ah, that moment when our mood quickly shifts based on a situation.  We may not even have awareness of what it is that occurred, we just know–we’re upset, irritated, frustrated or angry.  To be aware, to understand these triggers in advance is a key component of emotional intelligence (aka self-management).  Take a peek into your brain, see what themes emerge from this inventory.


6 Stress Strategies

Who me, stressed?!  Stress occurs when we don’t feel able to manage the challenges we face.  When we don’t feel we have the capabilities, resources to make changes in our circumstances.  Ah, but here is the secret my friends, we always have some measure of control.  Because we can (minimally) change our minds.  If you are stressed (and frankly who isn’t these days) take a few moments to review these 6 stress strategies.  Your goal is to choose at least one that you can apply to your situation.  Sometimes BONUS! you will find more than one helpful.  NOTE:  I cannot locate the original source for these 6, they are adapted from that original source!


Beyond SMART Goals

Quick!  Name 3 things you want “more of” from your staff.  Got it?!  Great.  Clarity is good!  Now, why aren’t you getting those 3 things?   

There are several key reasons….they don’t know how, they don’t think they’re important, or…(the big reveal) we haven’t set an expectation around it (which by the way is one of the leading causes of performance problems!!). 

Goal setting is something many of us have been exposed to, we know the value.  However, I see this as a BIG opportunity around competency and behavioral development.  Take a peek at this video, Beyond SMART Goals to see how you might be able to use this concept to get those behaviors you want.  Starting tomorrow.  On purpose!

Collaborative Problem Solving

I am going to share an important secret with you.  Ready?  You do not have to solve all the problems in the universe.  WHAT?!  I know, it’s a crazy concept.  Because as leaders we believe that this is our job.  Check this video out and learn about some easy to use and highly collaborative problem solving tools.  Engage your team.  Bring them doughnuts too.

5 Reasons Your Employees Don’t Solve Problems

Aka, if you are solving the problems you may also be the problem.

Many managers are promoted based on the depth of their expertise, or their tenure.  Which is fantastic, until it is time to coach problem solving.  Why?  Because as managers we typically know how to solve problems (we’ve seen them or something similar before) or we think it is simply our jobs to solve them.  This.  Is.  Problematic.  If you are solving everyone’s problems, you are part of the problem.  If you want your employees to demonstrate more ownership, independence and initiative (and frankly, who doesn’t?!), then you need to read, study and execute on the tips in this resource.  This will be hard.  Behavior changes are.  But trust me, it will be transformative.


Values Inventory

The inspiring Walt Disney said, “Every leader is telling a story about what he or she values.”

But how many of us know the story we are telling?  How aware are we in not only what we value but how we live and align to those values?  As I do more work on emotional intelligence, in the areas of self-awareness and self-management in particular, values show up in some meaningful ways.

For example, someone misses a deadline.  Well they missed a deadline AGAIN!  Your thoughts may be….what is wrong with them!  How can they be so unreliable?  I would never miss a deadline or two or three!  This is wrong!

And, chances are, you value reliability or dependability.  Its probably something you are known for.  Its something you value, that translates into consistent behaviors and actions.  It guides you.  To observe someone not adhering to this value is well, surprising and frankly maddening (and this, my friends, is a trigger).

For more insights, take this values inventory.  And, consider sharing it with your team.  I promise it will create a great discussion!


Delegation Action Plan

Remember the excitement of the first task your manager delegated to you?…And do you remember the last? 

Or did that fantastic feeling fade when suddenly you were juggling more work, more stress with a triple mocha Frappuccino and a snickers bar for breakfast?  Because if you’re competent and confident, you’ll always get more work.   But, as a delegation strategy….This.  Is.  A.  Fail.  Stop the cycle of delegating to your best, brightest (and most frazzled) employees by using delegation to grow your team, yes, the ones who don’t know how to do the task.  Take 20 minutes to complete the Delegation Action Plan and reward those overworked employees with a real coffee break.  Double chocolaty chip creme Frappuccino please.


Menu for Effective Feedback

Maybe if I ignore it, it will go away??

If you’d rather get a root canal than provide developmental feedback, you’re in the right place.  Not because I’m a dentist.  Because, no, it probably won’t go away.  And yes, it does reflect poorly on your credibility as an amazing leader.  And yes, it’s probably giving you that acid indigestion.  So, let’s do this.  Use the Menu for Effective Feedback worksheet to prepare and deliver focused developmental feedback.  No laughing gas required.


Coaching Planning Worksheet

It’s time to find time for coaching.

I know what you’re thinking, who has time to do coaching?  In between the endless meetings, tight deadlines and bazillions of demands on your time—your team is drifting aimlessly.  Haha, probably not, but are they performing at their best?  What would 30 minutes of your time do for their confidence, clarity and engagement?  Let’s find out!  Spend 10 minutes to complete the Coaching Planning Worksheet, and 20 minutes engaging in a targeted discussion.  Prepare to be rewarded with this investment of your time.  30 minutes.  Go.