You’ve probably heard the phrase “What you focus on expands.” Popular among manifesting enthusiasts, it’s more than just a catchy mantra—it’s a truth many of us have experienced firsthand. Even if you’re not deep into the law of attraction, there’s something intuitive about how our attention shapes our reality

If you’re not achieving the result you desire, it’s because one of the three keys—Vision, Alignment, or Focus—is missing or weak.

If you want to achieve a personal goal, your best results will happen if you are in full body alignment. This means your beliefs, inner dialogue, external dialogue (your words), and actions must align with what you want to accomplish.

While the mechanics differ, the concept of alignment remains the same in organizations.

Having a clear vision primes the systems that do the work for you. When setting a personal goal, you engage your brain in making that goal a reality.  In an organization, you are priming the systems that implement change – organizational culture, leadership, performance management, corporate communications, day-to-day operations, and much much more.

Your organization probably has Change Fatigue. But here is the thing – change is inevitable; you can’t stop change from happening in an organization. But what you can do is become better at transitions and build transition management muscles for leaders and employees.

I am today years old, and I have seen my most used metaphor come to come to life in the most beautiful way possible. What actually happens when you put literal points on the board?

Right now, many companies and everybody I know is experiencing some pain in the second phase of a transition – The Neutral Zone – between The End and The Beginning. It’s tough, we are still feeling some of the loss of how it used to be without a clear picture of how it will be.

National anthems are powerful symbols representing a country's identity, history, and values.

Therefore, it is only fitting that on National Anthem Day (March 3), I pay homage to the most underrated, overlooked, and, in my humble opinion, equal lever in change adoption—Symbols of Change.

I am no legend like Coco Chanel, but I have been a part of some legendary company culture changes. Some have been successful, and some have looked about as good as my haircut after my first baby (not good).

If you want to change your culture fast, change your meetings!

When leading a transformation, the most impactful visions are multisensory. Instead of the usual flat outcome statements, consider a more dynamic approach

I often work with functional/enterprise organizations that support and “enable” the company’s strategic priorities. There seems to be a mad love for the word “enable.” You see it in job titles, objectives, and everyday conversations. In my practice, I've become highly attuned to this word, noticing when and why it's used.