professional development

Whether you’re entering the workforce for the first time, considering a career transition, or desiring high levels of career satisfaction, I am here to help you discover, articulate, refine, and execute your career goals through exploration, assessment, and preparation.

Career Exploration & Personality Assessment will be used to help you learn about yourself and carve your way in the working world. Self-reflection and research are essential parts of the career development process. The more informed we are on our personality, skills, interests, and values, the better equipped we are to find our place in the workplace.

  • Explore your personality, interests, skills
  • Identify your values and clarify your priorities
  • Define and/or locate purpose in your work.

Career Preparation will equip you with the materials, techniques, and approaches necessary to be successful in a continuously changing working world.

  • Resume development & editing
  • Additional job search materials to set you apart from competitors
  • Interviewing techniques & mock interviews
  • Networking approaches
  • learn ethical leadership practices for real-world application

What the Research Says

  • only 42 percent of top employers believe new graduates are adequately prepared for the workforce, especially with respect to social and emotional skills.
  • One survey, “The Class of 2030 and Life-Ready Learning”—conducted in collaboration with Microsoft and McKinsey & Company’s Education Practice—suggests that 30 to 40 percent of today’s jobs will require social and emotional competencies.
  • Among college students, there is a “restriction of range” of IQ scores, which means that IQ no longer has much predictive value. In other words, it’s not a high IQ that gets you places. It’s the social and emotional skills that give today’s college students the competitive edge.

Burnout Prevention & Career Satisfaction

  • Strive to balance multiple dimensions of your life without sacrifice.
  • Keep yourself engaged and productive during a work-life that may span over 50 years.
  • Complete Energy Audits
  • Access concentration struggles
    • Bring awareness to Attention Deficit Trait (ADT), a newly recognized neurological phenomenon. Combat ADT with proven strategies.
  • Recognize the costs of energy-depleting behaviors and take responsibility for changing them.
  • Increase sustainable performance strategies
  • Increase production by learning rituals to build and sustain energy level
  • Develop ultradian rhythms and sprints
  • Learn the physiological signals our body gives us when it needs recovery

What the Research Says

  • Employee engagement, feelings of purpose and meaning in work, and creativity and innovation are significantly higher and that burnout, unethical behavior, and fear of speaking up when there’s a problem or when we think there’s a better way to do something are all significantly lower when there is a manager with strong emotion skills.
  • Employees who are afraid to speak up or feel forced to do something unethical are significantly more likely to miss work and have greater intentions of leaving their job, not to mention the toll it takes on their mental health.
  • A study led by Andrew Knight, a professor at Washington University in St. Louis, which surveyed more than twenty- four thousand employees from 161 firms, showed that businesses in which positive emotions prevail have significantly lower levels of employee exhaustion and fewer sick days.
  • Another study found that amplifying positive emotions at work reduced employee burnout and absenteeism and increased commitment, but suppressing negative emotions did just the opposite and decreased customer satisfaction.

Leadership Development & Enhancement will assist you to capitalize on your most valuable strengths and implement strategies to negate your most dangerous weaknesses. I will help you identify and improve your fundamental style of leadership. Together, we will work to enhance your emotional leadership maturity to yield greater bottom-line performance.

  • Learn essential questions to ask yourself to assess and improve your performance as a top-level executive.
  • Develop techniques to recognize deteriorating situations and get back on course as quickly as possible.
  • Understand the research showing the correlation of emotional regulation on productivity and effectiveness.
  • Find work environments where your emotional intelligence is valued, and you can make the greatest contribution.
  • Influence your company’s culture and mood with neurological research on “mood contagion.”
  • Learn to manage your internal experience, so positive emotional and behavioral chain reactions spread throughout your organization.
  • Control your stress response to have a greater capacity to think clearly, logically, and reflectively.
  • Develop executive resonance skills to boost employee performance. Executive resonance allows employees to feel seen and understood when the executive displays moods and behaviors that match the current situation. Executive resonance with appropriate amounts of encouragement and optimism creates ideal environments for peak performance.

What the Research Says

  • Early in our careers we are typically monitored, mentored, and supported. As we advance in our careers, we take on more responsibility. Specifically, responsible for others. The sources of honest and useful feedback become fewer and further between, Then, you may reach the top and you’re on your own.
  • Inspiration, respect, and happiness are about 50 percent higher, and frustration, anger, and stress are 30 to 40 percent lower when there is a supervisor with strong emotional skills.
  • employees say they feel inspired about twenty-five percent of the time when they have supervisors with low emotional intelligence and seventy-five percent of the time under managers with high emotional intelligence
  • According to Susan David, author of Emotional Agility, business leaders throughout the world are starting to realize that by attending to emotions, they can improve both their employees’ well-being and their organizations’ success. And the students now developing emotional intelligence in schools will soon join the workforce and select their future employers in part based on how it will feel to work for them.
  • customer outcomes such as the intention to return to and recommend a store to a friend are greater when employees display more positive emotions. But it must be genuine. If employees are faking the good feelings without actually feeling them, the impact on the customer is lost.


Brackett, M. A. (2019). Permission to feel: unlocking the power of emotions to help our kids, ourselves, and our society thrive. Celadon Books.

Harvard Business School Book