You can tell a lot about a person’s leadership style from how often they use “I” vs. “we.” This is true when recounting history . . . describing a past project or piece of work. And, it’s true when leading a team in a specific direction . . . “I want you to . . .” vs. “We should . . .”“We” is inclusive AND it sets the tone that everyone (including you as a leader) is on the same team. It helps your team make decisions from a place of values and best practices, rather than because their boss told

If you’re a theater kid at heart like me, you know the first rule of improvisational theater: go with the YES (AKA, “yes, and”). On today’s podcast, we’re talking all about YES energy in our work — how our workdays and work relationships are very much like improv, and how applying this rule to our work helps build trust and enable great work to get done. Even if the idea of improv makes you roll your eyes and/or clutch your stomach, you’re safe — every leader will find something of value in this

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Today on Joyful Leader, we’re talking about a truism you’ve likely heard: people rise and fall to your expectations of them. If you lead, you know. A HUGE part of how you set people up for success is by first intentionally aligning your expectations. And you’ve probably seen this play out in real time — people feel it when you believe in them. And when you don’t. In this episode, we’re going to break this idea down a bit, and talk about areas of our work where this is unexpectedly at play. And how

I work with growth-oriented people. People who are always moving forward, making an effort to be better today than yesterday.And in the process of growing, we can find ourselves in a hurry to distance ourselves from the parts of us we don’t like. Or no longer find useful. And in doing that, we distance ourselves from ourselves, judging habits and thought patterns that we developed for very good reasons. So on today’s podcast, we’re going to talk about another way to look at strengths. One that

Most leaders (YOU) want to be effective, use their time wisely, and prioritize the right things.There are two questions, asked in tandem, that can be game-changers to find ways to bring even more effectiveness to your leadership game. How much of it do you spend reacting and responding? And how much of it do you spend preventing, investing, and building? On today’s podcast, we’re talking all about effectiveness. I’ll break down the questions above, and we’ll talk about how to prioritize things that

I used to think that being an exceptional leader meant not feeling. I thought that leaders who had it together never felt anger, frustration, stress, or anxiety.Many of my clients experience this, too, and find, like I did, that it leaves them holding themselves to an impossible standard. Of not feeling anything negative. Or, of making negative emotion mean something about them as leaders. On today’s Joyful Leader, we’re talking about what leaders feel (everything), and how to think about your

We often think that our various roles — woman, leader, wife, mom, CEO — require different things from us. Different skill sets, lenses, and emotions. Sometimes they do require different things, but sometimes . . . we think one version of us is supportive, kind, and generous, and another has to be cutthroat, cold, or clinical. This can be subtle, but it can cause a sense of disintegration. On today’s podcast, we’re going to talk about leading as a whole human — with all the parts of who we are, and

Most leaders feel called to leadership because they want to serve. And there are two warped ideas about what service means that I have seen adopted, then weaponized against leaders themselves, the teams they work with, and the companies they work within. Those two ideas are that service is the same thing as pleasing. And that service is the same thing as sacrifice. Any trace of these two things in your service definition is dangerous. Today on the podcast, we’re talking about why this is, and what

This is your permission to give yourself some credit. It's time to honour and celebrate how far you've come. In this solo episode, Erika share three questions she asks herself when it's time to self reflect and take stock of how much progress you've made.Brought to you By: The Sonar Network https://thesonarnetwork.com/

Last week, we talked about bringing purpose to our roles as leaders, and today, we’re diving into one specific aspect of purpose: significance.We’re going to break down two types of significance — the significance of each of your team members, and the significance of each role on your team. When you have a deep understanding of significance, it shows — your team feels it, even if you never mention it explicitly. And I’ll share tips for applying this concept immediately. Thanks for

Humans love purpose. We crave it. We want a connection to meaning in our lives and in our work.Having purpose makes us go farther by lightening our steps on the journey — this is true of individuals and of teams. And leaders are purpose torchbearers. Today on the podcast, I’m sharing what it means to lead with purpose and how to bring purpose into your daily work with your team. Thanks for listening. Hungry for more of the things we talk about on this podcast? Visit mimigordon.com to find

On Mike Birbiglia’s podcast, he regularly asks guests to share the best piece of advice they’ve received that they actually used. Every time I hear him ask, I think of today’s podcast topic: people support the things they help create.This idea, taught to me by my beloved mentor and friend Ken, is a leadership game-changer. Let’s talk about what this means, what it definitely doesn’t mean, and why it works. Thanks for listening. Hungry for more of the things we talk about on this podcast? Visit

Do you know what obstacle many people find when attempting to transform their work lives?Not wanting to be weird. It sounds funny, but it’s true. Claiming the work lives we want sometimes means doing things differently than the people around us, or out of sync with the prevailing culture of our workplaces. Today on the podcast, we’re diving into this. And — fair warning (but also, you knew this was coming) — I’m going to try to convince you to be a weirdo. 🤓😍🥳 Thanks for listening. Hungry for

Overdoing.It doesn’t matter what. Work. Netflix. Pinot. If you are taking an action over and over again that has a negative effect on your life, here’s what’s important to know: all overdoing is a pattern of avoidance + seeking. We’re avoiding something (usually a feeling), and seeking something else (see earlier parenthetical). And often, this pattern has us trying to “fix” a “problem” with the entirely wrong solution. On today’s podcast, we’re going to talk about how to bring this to light, and

Most of us have experienced a “busy season” — either because our work flows in seasons, or because of project crunch time, or for some other “work is going to get wild for the next few weeks” reason.The thing about busy season (no matter what you call it in your world) is that it has a sneaky way of keeping itself alive and relevant. Meaning the more we accept it as fact and brace for it, the more stressful it can become. On today’s Joyful Leader, we’re breaking down why this is and what to do

If you added up every incoming request, data point, question, and flashing blip that enters your brain daily, the number would be enormous.Many of us walk around carrying these things as psychic weight, feeling pressure and burden about not being able to get it all done, or respond quickly enough. Today, we’re going to break down some of the twisted socialization that’s at play here and peel back the layers of this situation, so that we can look at it from a different angle. If you are one of the

Positive self talk isn't just affirmations. It's asking yourself the right questions. Erika shares the questions you need to ask yourself to validate your own feelings and uncover the guidance that's already inside of you. Brought to you By: The Sonar Network https://thesonarnetwork.com/

One of the things my clients and I find when coaching about working less is a subconscious belief that if they work less, they will somehow be worse at their jobs — their brains have linked the quantity of their hours to the quality of their performance.Today on this podcast, we’re talking about why the exact opposite is true — how overwork actually causes underperformance, and why working less drives up the quality of our work. Thanks for listening. Hungry for more of the things we talk about on

For years, Canadian entertainment was viewed as talented but underestimated. That same dynamic can show up in our own lives. When we know we’re capable of more but aren’t sure when or how we’ll be recognized. If that sounds familiar, this episode is for you. Brought to you By: The Sonar Network https://thesonarnetwork.com/