Kayla's Leadership Lounge

Welcome to my blog page!

I'm excited to have you here. I'm Kayla, and I bring over a decade of experience as a leader and coach in the education and social impact sectors. My focus? Helping senior and mid-level leaders like you navigate change with confidence and skill. Join me on this journey as we explore leadership insights, strategies, and tools to empower you to lead with purpose and impact.

THE UNSPOKEN WORD.....

Ever wonder why some leaders seem to navigate change effortlessly, while others struggle ​despite having all the right tools? At Nu Balance Consulting, we’ve seen firsthand how the right ​mindset can make all the difference. Our recent rebrand reflects this insight, emphasizing our ​dedication to mindset coaching for leaders and organizations.

Why Does Mindset Matter?

It’s simple: mindset affects everything. From how you tackle problems to how you rally your ​team, a growth-oriented mindset turns challenges into opportunities. Without it, leaders might ​check all the boxes but miss the mark on truly impactful leadership.

The Heart of Nu Balance: Mindset Coaching

Here at Nu Balance, we don’t just change strategies; we transform mindsets. Kayla focuses on ​helping leaders and teams rethink how they approach change, ensuring equity is at the heart ​of every decision. Meanwhile, Walter brings his expertise in mental health to ensure that these ​changes are sustainable and supportive.

A Story of Transformation

Let me share a story from a school district in Massachusetts that really brings this to life. When ​I first met the district's leader, she was the queen of tasks—everything was about checking off ​boxes. The team was busy, sure, but were they effective? Not really. They were stuck in a loop ​of doing without achieving, working hard without really making a dent. What's more, this ​leader was feeling the frustration of it all. She deeply wanted to be effective and make a real ​impact, yet she couldn't see that her approach was only scratching the surface.

That's where we came in. Through our coaching, we encouraged her to shift her perspective. It ​wasn’t about piling on more work or questioning her dedication. Instead, it was about ​rethinking her role: from a task manager to a visionary leader who not only sets goals but ​inspires her team to see the bigger picture.

Breaking Through Barriers

It wasn’t easy. There were defenses to dismantle and old habits to break. But with openness to ​feedback and a genuine desire to grow, she started making shifts. She moved towards leading ​with more facilitation, focusing not just on what got done, but how it contributed to the larger ​goals. The result? A leader transformed and a team reinvigorated to pursue meaningful, ​impactful work.

Why Our Rebrand Echoes This Journey

Our new look and feel at Nu Balance isn’t just cosmetic. It represents our core belief that deep, ​lasting change begins on the inside. We’re here to help you and your organization discover that ​power within yourselves.

Mindset isn’t just another buzzword; it’s the cornerstone of effective leadership and sustainable ​change. Ready to explore how a shift in mindset can revolutionize your approach? Let’s talk.

Dive deeper into how mindset coaching can transform your leadership. Visit our website at ​nubalanceconsulting.com to check out our services, and let’s start this journey together. ​Change isn’t just about new strategies; it’s about a new way of seeing.

When Nu Balance Consulting launched in 2020, our mission was to be a beacon of peace in a ​chaotic world. Our original logo and color palette reflected this vision of tranquility and ​stability. However, as we've journeyed alongside our clients these past few years, we've ​realized that our role extends far beyond soothing the chaos—we dive into it, bringing out ​depth, boldness, and transformative brightness.

Our Evolution: At Nu Balance, we've witnessed the powerful transformations that occur when ​leaders commit to deep, introspective work. This experience has reshaped our identity and our ​approach. Today, we are thrilled to unveil a rebrand that captures the essence of our work: ​inner shifts leading to outer results. Our new branding reflects not just a change in style but an ​evolution in our mission.

Our New Brand: Our updated logo and color scheme are bolder and more vibrant, mirroring ​the dynamic and transformative journey we facilitate for each client. These changes represent ​our commitment to not just navigating change but leading it with courage and innovation.

Depth and Learning: We believe that the most significant learning happens during the journey ​itself. As mindset coaches, we are here to help you uncover and navigate your own thinking, ​empowering you to show up as a better leader and colleague. Our approach is about making ​internal shifts that lead to substantial external results.

Culturally Responsive Practices: Integration of culturally responsive practices into all aspects ​of our work remains a cornerstone of our strategy. At Nu Balance, we are dedicated to ​creating equity-driven outcomes, particularly in the education, social impact, and the ​corporate sectors.

Special Thanks: Our rebrand wouldn't have been possible without the incredible support and ​creativity of Lil Agency, a black-owned and operated creative agency. Their expertise and ​understanding of our mission helped bring our new vision to life. Check out their amazing work ​at Lil Agency.

Invitation to Explore: We invite you to visit our redesigned website to experience the new Nu ​Balance Consulting. Explore our services, our team, and the unique ways we can support your ​growth and leadership journey. Let’s embark on this bold new chapter together.

As we step into this new phase at Nu Balance Consulting, we are more committed than ever ​to being your partners in transformation. Our new brand is not just a change in aesthetics; it's ​a reaffirmation of our promise to deliver deep, impactful change where it matters most.

As a leader guiding your organization through change, one of the most powerful tools at your disposal is storytelling. People are naturally inclined to stick with the familiar narratives and mental models they've grown accustomed to. Unless you intentionally narrate a different story, they'll continue clinging to the same old tales that may no longer serve them or the company.Change can be unsettling and disruptive. By crafting and consistently reinforcing a compelling narrative around the "why" behind the changes, you provide your team with a new storyline to follow. This narrative should paint a vivid picture of the future state you're working towards and the benefits it will unlock.

Effective change storytelling:

Provides Context and Rationale

People are more likely to embrace change when they understand the deeper reasons driving it. Use your narrative to explain the market forces, competitive landscape, or organizational imperatives necessitating transformation.

Highlights the Potential Upside

Instead of solely focusing on the effort required, emphasize the positive outcomes and opportunities that successful change will create. Describe the new capabilities, efficiencies, or competitive advantages you'll gain.

Connects to Purpose and Values

Anchor your narrative in the organization's core purpose and values. Illustrate how the changes will better align operations with the principles that underpin your culture.

Acknowledges Challenges

While optimistic, your story should also validate the real hurdles and sacrifices involved. Demonstrating empathy builds trust and credibility.The goal is to supplant the default "change is hard" narrative with an inspiring vision of the future that motivates people to make the journey with you. Keep narrating that story through words and actions, and you'll shape the mindsets needed for sustainable transformation.

In the world of leadership, especially within schools, school districts, nonprofits, and companies, there's a common trap many fall into: doing too much. Leaders often launch numerous initiatives or embark on barely formed ones, lacking a clear desired state and manageable movement within a given time period. This approach can be overwhelming and counterproductive.

The Pitfall of Outcome-Focused Goals

When working with organizations, I've noticed a pattern. They set ambitious quantitative goals, aiming to achieve significant outcomes. While these goals are commendable, they often lack a crucial element: a well-defined process that nurtures both the organization and the people within it. Outcome-focused goals alone are not enough. Goals need to describe the internal and collective processes we will engage in to achieve them.

The Importance of Process in Goal-Setting

As leaders, it's essential to pay attention to the process when creating new goals with your teams. The journey to achieving a goal is just as important as the goal itself. By structuring goals to include both specific actions and expected outcomes, you create a more sustainable and effective path to success.

Here's a practical way to structure your goals:

If [name specific agents of change] [insert the action that will create desired impact], then [insert outcome you expect to see different within a given time period].

Example Goal Structure

Consider this example:

“If project managers design a responsive system of communication that focuses on follow-up and follow-through of tasks, then we will have more consistent programming that is well-resourced, intentional, and results in increased participation from our target audience.”

“We will measure our progress using these 3-4 data points....”

• Data Measure/Source #1
  
• Data Measure/Source #2
• Data Measure/Source #3

Then you can outline your Key Progress Indicators (KPIs) that you expect to see throughout the time period from there. This ensures that while data measures are named and tracked, the focus remains on the process required to achieve the goal.

Moving Forward

Next time you're setting goals, take a moment to reflect on the process. Engage your team in discussions about how you will achieve your goals, not just what the goals are. By doing this, you foster growth within your organization and empower your team to work more effectively.

Remember, it's not about doing more; it's about doing it right. Focus on clear, manageable steps that lead to sustainable progress. This approach will help you avoid the trap of over-initiating and create a more resilient and thriving organization.

The effectiveness of your management style hinges not just on what you do, but deeply on who you are. Understanding and owning your leadership narrative, interrogating your values, and knowing when you’re in or out of alignment isn’t just introspective fluff—it’s critical to your success and, by extension, your organization’s bottom line.

The Importance of Self-Knowledge in Leadership

Why is self-awareness so crucial? Simply put, leaders shape environments. Your values, beliefs, and behaviors set the tone for your team and influence every interaction. When leaders operate with a profound sense of self-awareness, they foster trust, inspire authenticity, and drive effective change. Conversely, a lack of self-understanding can lead to misaligned organizational goals, decreased employee engagement, and ultimately, a detrimental impact on productivity and profitability.

Case Studies of Transformational Leadership

Satya Nadella, CEO of Microsoft

When Satya Nadella took over Microsoft, he didn’t just bring in new strategies; he revolutionized Microsoft’s culture with a focus on empathy, collaboration, and growth mindset. Nadella’s leadership is a testament to understanding one's core values—his commitment to empathy comes from personal experiences that shape his view of the world and, consequently, his leadership style. This shift in leadership approach not only revived employee morale but also led to a significant increase in Microsoft's market value.

Ursula Burns, Former CEO of Xerox

Ursula Burns made history as the first African American woman to head a Fortune 500 company. Under her leadership, Xerox transformed from a primarily photocopying business into a multifaceted corporation that includes digital products and services. Burns is known for her straightforward, no-nonsense leadership style and her strong emphasis on merit and equality. Her ability to articulate and align her personal values with her professional objectives helped reshape Xerox’s corporate structure and culture, steering it towards innovative horizons.

Both Nadella and Burns exemplify how deeply personal and professional growth are interlinked. Their stories highlight the transformative power of self-reflection and aligned values in leadership.

Action Steps for Emerging Leaders

1. Reflect Regularly: Set aside time each week to reflect on your actions and decisions. How do they align with your core values?
2. Seek Feedback: Encourage feedback on your leadership style. How do others perceive your actions, and what impact do they have?
3. Align Your Actions with Your Values: Regularly check if your actions are in sync with your values. Adjust as necessary to stay on course.
4. Own Your Story: Be transparent about your leadership journey. Share your challenges and successes to mentor and inspire others.
5. Commit to Continuous Learning: Leadership is a journey, not a destination. Embrace learning as a core aspect of your leadership practice.

Key Takeaways

• Self-awareness is a superpower in leadership.
• Alignment of values with actions drives organizational success.
• Owning your story is both empowering and impactful.

In the intricate dance of leadership and organizational culture, resistance often takes center stage as the villain. It's seen as the force that slows progress, challenges authority, and signals dissent. But what if we've been reading the signals all wrong? What if resistance isn't the problem but a symptom of a deeper need waiting to be acknowledged and addressed?

Understanding Resistance

Resistance in professional environments is complex and multifaceted. It can stem from a variety of sources - fear of the unknown, discomfort with change, or even a sense of loss. Traditionally, resistance is viewed as a hurdle to be overcome, a challenge to be defeated. However, this perspective can lead to a confrontational approach, deepening the divide between leaders and their teams.

The Shift in Perspective

By reframing resistance as an indicator of unmet needs, we pivot from confrontation to understanding. This doesn't mean appeasing every dissenting voice or diluting our vision, but rather recognizing the valid concerns and needs that may not be immediately apparent. This approach prompts us to ask: "What unmet need is manifesting as resistance?"

Listening for the Unmet Needs

Identifying the unmet needs behind resistance requires a culture of open communication and trust. Leaders can foster this environment by encouraging team members to share their concerns without fear of retribution. Techniques such as active listening, empathy mapping, and feedback sessions become invaluable tools in this discovery process.

Responding to Resistance by Fulfilling Needs

Once identified, addressing these unmet needs can take many forms, depending on their nature. If the need is for clarity, improve transparency around decisions and processes. If it's a need for assurance, provide stronger support structures or professional development opportunities. This responsive approach not only alleviates resistance but also empowers team members, enhancing their engagement and commitment.

The Benefits of This Approach

Viewing resistance as an unmet need transforms challenges into opportunities for growth. It leads to more effective leadership, a more cohesive team dynamic, and a culture that values growth and learning. Moreover, it demonstrates a commitment to the well-being and development of the team, fostering a sense of belonging and loyalty.

Turning Resistance Into Insight: Questions to Guide You

As you navigate the complexities of leadership and encounter resistance, these questions can serve as your compass, helping to uncover the unmet needs beneath the surface and turn resistance into a constructive force:

1. What specific action or change is meeting resistance? Identifying the exact point of contention can help pinpoint the underlying issue.
   
2. Have I provided enough context and clarity around this change or decision? Often, resistance stems from a lack of understanding or fear of the unknown.
   
3. What emotions are being expressed through this resistance? Recognizing the emotional undertone can reveal concerns or values that need to be addressed.
   
4. How can I open a dialogue that feels safe and constructive for those resisting? Constructing a space for open conversation can illuminate concerns you may not have considered.
   
5. What compromises or adjustments can be made to meet these unmet needs without deviating from our core goals? Sometimes, a small tweak in approach can resolve resistance and align everyone more closely with the project's objectives.
   

Resistance, when understood as a signal rather than a setback, becomes a powerful tool for leadership and organizational development. It invites us to look deeper, listen more carefully, and respond more thoughtfully. As leaders, our challenge is to shift our mindset and see resistance as an opportunity to uncover and fulfill the unmet needs of our teams. By doing so, we not only move our projects forward but also nurture a culture of respect, understanding, and shared purpose.

In a world where the tempo of change is ever-accelerating, leaders are often tasked with composing the future's soundtrack without missing a beat. Enter Beyoncé’s "Cowboy Carter." Her audacious foray into country music echoes more than just a genre shift—it resonates with the heart of what it takes to be an effective leader through personal and professional change.

Listening through her album has not only got me singing along and tapping my feet, but it has also gotten me thinking about what she's showing us with this work of art. Here at Nu Balance Consulting, we believe leadership is like art; it's not all technical, tactical, and about results—it’s also about how people are made to feel by your presence and the lasting mark of your impact. Beyoncé has given us more than an album of good catchy music; she has given us something that we can feel and remember.

As a leadership coach and consultant, these are a few of the lessons that I’ve gathered from listening to "Cowboy Carter":

Embrace the Unexpected:

Beyoncé’s pivot to country is as unexpected as it is strategic, mirroring the necessary agility in today's leadership landscape. It's about the harmony of risk and reward, and the courage to venture beyond the comfort of genre—much like steering through uncharted waters in organizational change. Leaders must embrace the new and the novel, finding potential in the unexplored, to make new marks on new territories. That’s what I love and respect about Beyoncé; she is always propelling herself to create, innovate, and grow. She knows growth comes with healthy risk, but it can also reap generous rewards.

Also, I’m pretty sure she anticipated backlash and critique—it comes with the territory. Not just because she’s Beyoncé, but with any change, you can count on resistance. It’s like a two-for-one; you don't get change without resistance. Instead of dodging resistance, she embraced it—platinum blonde hair, cowboy boots, and all.

Prioritize the Essential:

Beyoncé’s unwavering focus on her craft and her audience underlines a principle that is pivotal in leadership: the disciplined pursuit of less. She reminds us that in the cacophony of tasks and targets, it is essential to distill our focus to what truly matters. For Beyoncé, it is her art and her innovation. No matter the genre or form, she’s going to innovate and create masterpieces that will be a part of our cultural schema for a lifetime. Leaders must cut through the noise, prioritize ruthlessly, and invest in actions that align with their core mission. What's at your core mission?

Empower and Uplift:

Just as Beyoncé leverages her stage to spotlight diversity and uplift marginalized voices, strong leaders empower. Good leaders discern talent and potential, and actively cultivate it. In the nonprofit sector, there is a succession problem, where we don’t actively invest in nurturing talent that stays and matriculates in the field. Conversely, in the education space, we promote but often don’t “skill up” our talent, leaving learning gaps that lead to frustration and ineffectiveness. The act of leadership is not just to lead but to elevate, ensuring that every member of the team feels seen, heard, valued, and invested in. Beyoncé’s intentional effort to include marginalized or little-known voices from the past and present on her album underlines her very visible commitment to elevate and promote special talent.

Reclaim and Redefine:

Beyoncé's exploration of country music serves as an act of reclamation, honoring the genre's Black origins, and redefining its narrative. Leadership, in this vein, requires the audacity to rewrite the old scripts of operation, to innovate legacies, and to shift paradigms that no longer serve the collective crescendo.

How many times as leaders are we wedded to rituals, routines, and traditions just because we're familiar with them? In my work, I've seen companies and organizations that aggrandize "their way" as if it were holy and untouchable. Good leaders can differentiate what is sacred and necessary from what is ritualistic and a barrier. Beyoncé has blown up the country industry, redefining what is sacred and reclaiming space for those that were silenced and pushed to the margins.

With "Cowboy Carter," Beyoncé does more than cross genres; she forges a new path of artistic bravery and echoes the essence of transformative leadership. This album serves as a clarion call for leaders to not just forecast change but to foster it, to not just direct but to truly connect. It is an anthem for those ready to challenge the status quo, just as Beyoncé does with every note she sings. As we tune into her journey, let it inspire ours. Let's compose our own anthems of leadership that embody courage, innovation, and a relentless pursuit of what truly matters. Because in the symphony of change, it's those who dare to conduct with authenticity and passion who create the most enduring legacies.

The concept of grief traditionally conjures images of loss through death or separation. Yet, its undercurrents run through all manner of life transitions, marking not just the profound shifts in our personal lives but also those in our professional spheres. This interplay between grief and change is seldom straightforward and often goes unrecognized, especially when the changes are sought after or deemed positive. Understanding the stages of grief as they relate to both personal and professional change can offer us not just solace but also a roadmap for navigating these turbulent waters. It’s in the heart of these transitions, through the lens of grief, that we can find a more compassionate and empathetic approach to change in all its forms.

My tenure as the president of Alpha Kappa Alpha Sorority, Incorporated, at the University of Florida, serves as a poignant, relatable example of this very journey. Leading a chapter and being recognized as President of the Year was a highlight of my undergraduate years, a role filled with achievements, learning, and profound personal growth. As my term neared its end, I eagerly anticipated passing the baton to my successor, looking forward to the next chapter of my life yet unaware of the emotional rollercoaster that awaited me. This transition, seemingly straightforward, encapsulated the stages of grief in a way I hadn’t expected, offering a clear, if unexpected, reflection on the nature of change.

Denial and Isolation:

Initially, I felt an overwhelming sense of relief. The weight of responsibility lifted, and I basked in the accomplishments of my term. However, as the new president took over, a subtle sense of denial crept in. The reality of stepping back, of no longer being at the helm, felt surreal. This wasn’t about doubting the new leadership but rather about me facing the void left by the absence of a role that had defined much of my college life.

Anger:

The transition phase brought frustration to the forefront. Observing decisions and changes that diverged from my own leadership style stirred an unexpected resentment. This wasn’t a reflection of the new president's capabilities but rather an emotional response to seeing my established routines and traditions altered or set aside.

Bargaining:

In an effort to maintain a semblance of influence, I found myself offering “support” that was more about steering things in a familiar direction than genuinely assisting. This bargaining phase masked my difficulty in letting go, portraying a veneer of mentorship while grappling with the loss of control.

Depression:

The full weight of the transition hit, leaving me feeling stuck and disoriented. My struggle was not just with the loss of position but with finding a new identity within the organization. This period was marked by a search for meaning and a longing for the influence and routine I had lost.

Acceptance:

The path to acceptance began with a heartfelt conversation with a friend and sorority sister. Her honesty helped me realize the importance of moving forward, embracing my new role within the chapter and the broader community. Acceptance meant recognizing that my time as president was part of a larger journey, one that was evolving rather than ending.

Reflecting on this period through the stages of grief provides a profound insight into the dynamics of change, both personal and professional. It underscores the universality of these emotional responses, reminding us that grief can accompany any transition, signifying not just loss but also growth. By acknowledging the grief in change, we can approach our transitions with greater empathy and understanding, allowing ourselves to fully engage with the new opportunities and challenges ahead. Whether leading a team, moving cities, or passing on a leadership role, understanding our emotional journey through change empowers us to navigate it with grace and resilience, ready to embrace whatever comes next with an open heart and a reflective mind.

What are you grieving? Join a FREE Consultation Call today.

In today’s ever-evolving leadership landscape, the journey towards fostering environments that are both inclusive and effective is more complex than ever. The Equitable Leadership Development Path (ELDP) Framework is designed to address this challenge head-on, by integrating racial equity with effective change management practices. At its core, the ELDP Framework is not just about leading; it's about leading with a purpose that transcends traditional boundaries and norms.

Why the ELDP Framework Matters

The ELDP Framework is crucial in today’s context for several reasons. It offers a structured approach to leadership that is deeply rooted in the principles of justice, empathy, and systemic transformation. This is particularly important in environments where power dynamics and resistance to change can significantly impact organizational culture and outcomes. By focusing on racial equity, the framework ensures that leadership development is not just about personal or organizational growth but about contributing to broader societal change.

Three Practical Ways to Utilize the ELDP Framework

1. Embedding into Professional Development

Incorporate the ELDP into both your own professional development plan and your organization's leadership training programs. The framework's focus on racial equity and change management provides a comprehensive guide for enhancing leadership competencies. It equips leaders with the skills needed to navigate complex challenges, fostering an environment where trust and integrity are paramount.

2. Foundation for Strategic Planning

Utilize the ELDP as a cornerstone in strategic planning sessions. This approach ensures that racial equity is embedded into the DNA of your organizational culture and practices. By using the framework to guide discussions around vision setting, change implementation, and overcoming resistance, leaders can create a more inclusive and effective strategic plan that aligns with the principles of equitable leadership.

3. Strengthening Team Building Efforts

Leverage the ELDP in your team-building exercises to cultivate a shared understanding and commitment to equitable leadership. This practical application helps teams align on core values, operationalize anti-racist practices, and collaboratively design outcomes that reflect these commitments. Through the ELDP, teams can work towards creating a culture of inclusivity, accountability, and continuous learning.

Next Steps

The journey towards equitable leadership is both necessary and rewarding. The ELDP Framework offers a path forward, guiding leaders and organizations to not only aspire to equity but to embody it in every aspect of their work. But understanding the framework is just the beginning. Implementing it in a way that meets your unique needs and challenges requires a deeper dive.

If you're ready to explore the "how-to" and delve into the nuts and bolts of making the ELDP Framework practical for your specific context, I invite you to book a Strategy Huddle with me. In this session, we’ll discuss concrete next steps, tailor the framework to your current needs, and set you on a path to meaningful change. Don’t let another day pass without taking action towards more inclusive, effective leadership. Book your call today, and let’s start a conversation that could transform your approach to leadership within the next two weeks.

Book Your Strategy Huddle Now

Together, let's pave the way for a future where leadership is not just about guiding others but about lifting everyone up with integrity, growth, and connection.

In the heart of every organization, a silent force operates, capable of nurturing a thriving culture or, left unchecked, eroding the very foundation it rests upon. This force? Hidden values. The discrepancy between the values we openly espouse and those we unconsciously enact can create a chasm, undermining leadership credibility and creating a dissonance that affects every aspect of organizational health. This silent killer of culture remains one of the most challenging obstacles for leaders to identify and address, precisely because it operates beneath the surface, influencing decisions, behaviors, and, ultimately, the entire workplace environment.

The Consequences of Ignored Hidden Values

Allowing hidden values to persist without scrutiny not only breeds misalignment but also fosters an environment where misunderstanding and mistrust can flourish. When leadership actions do not align with stated values, it sends mixed signals to team members, leading to confusion, disengagement, and a culture that feels inauthentic. This misalignment is not just an internal issue; it can have external ramifications, affecting reputation, customer satisfaction, and long-term success.

Emphasizing Urgency in Uncovering and Aligning Values

Given the stakes, the urgency to uncover and realign hidden values with stated ones cannot be overstated. Leadership must take a proactive stance in this endeavor, employing introspection, feedback, and open dialogue as tools for cultural realignment.

"We can't heal what we don't reveal"

The journey toward uncovering these hidden values is not merely an exercise in organizational hygiene; it is a critical strategy for survival and growth in an increasingly complex and transparent world. It's imperative that we, as leaders, brave the depths of our actions to uncover our hidden values and beliefs.

A powerful tool in this journey of self-interrogation is the Iceberg Model for Systems Thinking. This model encourages us to look beyond the surface of our actions and outcomes to explore the underlying structures, patterns of behavior, and, most importantly, the mental models that drive them. These mental models include our beliefs, values, and guiding principles that, when examined, can provide significant insights into our leadership practice.

Here are 5 actionable tips to help leaders interrogate both stated and hidden values:

Reflect on Discrepancies: Begin by identifying any discrepancies between your stated values and your actions. Where do your practices not align with your proclaimed values? This reflection can often reveal hidden values at play.

Use the Iceberg Model: Apply the Iceberg Model to dissect specific actions or decisions. What are the visible outcomes? What behaviors led to these outcomes? Digging deeper, what structures support these behaviors? Finally, what mental models are at the root?

Seek Feedback: Encourage feedback from your team about your leadership and the organization's culture. Often, external perspectives can highlight blind spots in our own understanding of the values we embody.

Create Safe Spaces for Dialogue: Foster an environment where team members feel safe to discuss values, beliefs, and discrepancies they observe. These conversations can uncover collective hidden values and foster a culture of transparency and growth.

Commit to Ongoing Learning: Recognize that uncovering hidden values is not a one-time task but an ongoing process of growth and learning. Regularly set aside time for self-reflection and dialogue with your team to continuously align actions with stated values.

By courageously examining our actions to uncover our hidden values, we create an opportunity for real alignment and healing within our organizations. This process not only enhances our leadership but also strengthens the culture, fostering an environment where everyone feels valued, understood, and aligned with the organization's mission.

Remember, the journey to uncovering and aligning our values is ongoing. It requires patience, vulnerability, and a commitment to continuous improvement. Let's embark on this journey together, with the goal of creating more cohesive, transparent, and equitable spaces for all members of our organizations.

Embracing this process allows us to not only be better leaders but also to cultivate environments where trust, equity, and alignment are the cornerstones of our organizational culture. Need a thought partner to turn these tips to action, sign up for a FREE Consultation Call.

Change is a constant in both our personal lives and our professional environments. Yet, when it comes to implementing it, many ​leaders find themselves at a standstill, not because of external obstacles, but due to internal barriers. The journey to effective ​leadership and meaningful change starts from within. Here are ten accessible steps any leader can take today to start doing the ​inner work necessary to overcome barriers to change.

1. Reflect on Your Goals vs. Actions

Examine the alignment between what you aspire to achieve and the actions you’re taking. Discrepancies here often point to ​underlying fears or beliefs holding you back. Acknowledging this gap is the first step towards bridging it.

2. Identify What You’re Really Protecting

We all have defense mechanisms designed to protect us from perceived threats, like failure or judgment. Identifying what you’re ​guarding against can reveal why you might resist change.

3. Embrace the Learning Mindset

Adopt a mindset that views challenges as opportunities to grow. This perspective encourages resilience and flexibility, key ​components of successful leadership.

4. Start Small

Change doesn’t have to be overwhelming. Identify a small, manageable action you can take that aligns with your larger goals. ​Success in small steps builds confidence and paves the way for more significant changes.

5. Practice Presence

Dedicate time each day to mindfulness or meditation. This practice enhances self-awareness, allowing you to better understand ​how your thoughts and emotions influence your actions.

6. Control What You Can

Focus your efforts on areas where you have control. This empowers you to make meaningful changes and reduces feelings of ​helplessness regarding factors beyond your reach.

7. Acknowledge Your Fears

Facing your fears directly diminishes their control over you. Recognize that feeling uncertain or scared about change is normal, ​but don’t let these feelings steer your decisions.

8. Be Kind to Yourself

Change is a process, fraught with setbacks and challenges. Treat yourself with compassion, and remember that progress, not ​perfection, is the goal.

9. Journal Your Journey

Keeping a journal offers a private space to reflect on your experiences, track your progress, and articulate your thoughts and ​feelings. This tool can be invaluable for personal growth and achieving clarity.

10. Seek Feedback and Support

Share your aspirations and challenges with a trusted friend, colleague, or coach. External perspectives can provide invaluable ​insights and encouragement.

The path to effective leadership and lasting change is an inward journey. By taking these steps, leaders can start to dismantle the ​internal barriers that impede growth and transformation. Remember, the essence of leadership lies not just in guiding others but ​in continuously evolving oneself.

Dare to Dive Deep: The journey within is not for the faint of heart. It’s a challenging, confronting path that demands courage, ​introspection, and the willingness to face the uncomfortable truths about ourselves. But you don’t have to navigate this terrain ​alone. If you’re truly committed to transforming your leadership and effecting real change, the guidance of a coach can be ​invaluable. I bring not just warmth and understanding, but a steady hand to guide you through the turbulent waters of personal ​growth and mindset shifts. Together, we can unlock the profound, lasting change that starts from within. Are you ready to face ​the challenge and emerge as the leader you’re meant to be? Sign up for a FREE Consultation Call

Crafting Spaces of ​Belonging: A Practical ​Guide

Belonging — the often overlooked letter in DEI Strategy. It's a fundamental aspect of organizational culture, yet it's all too often ​undermined by entrenched norms and values. As leaders, it's our responsibility to challenge the status quo and create ​environments where every individual feels valued, respected, and empowered to thrive.

In our quest to foster belonging, we must be willing to abandon the "company way" if it's not conducive to creating a culture of ​inclusivity. This means questioning established practices and traditions, and measuring our impact rather than our intentions. ​Belonging isn't achieved through token gestures or surface-level initiatives; it requires a deep-seated commitment to change.

Think about it: How often do we hear statements like, "That's just the way things are done here"? But what if the "way things are ​done" is hindering our ability to create a sense of belonging? It's time to shift our focus from preserving tradition to prioritizing ​inclusivity.

Belonging is about more than just feeling comfortable at work; it's about feeling valued, respected, and heard. It's about knowing ​that your contributions matter and that you have a voice in shaping the future of the organization.

So, how do we create spaces of belonging? It starts with asking the right questions and listening to the answers. It means being ​willing to challenge the status quo and embrace change. And it requires a commitment to measuring our impact on the lives of ​our employees, rather than simply intending well.

As we embark on this journey, let's keep one powerful mantra in mind: Measure your sense of belonging on impact, not ​intention. Because ultimately, it's the impact we have on others that truly matters.

Now, let's delve into four key areas to attend to when assessing belonging in your teams and organizations:

Self-Efficacy:

• Does this organization bring out the best in me?
• Do I see opportunities for growth and development here?
• Are pathways for continued growth and development clear?

Engagement:

• Are objectives and expectations clear?
• Am I consistently provided with the necessary resources and information to excel in my role?
• Do I feel supported by at least one colleague?

Psychological Safety:

• I feel comfortable giving feedback to my manager?
  
• Can I approach my manager with problems and trust they will listen?
• Are tough issues addressed openly within the team?

Values Alignment:

• Do the organization's values resonate with my own?
• Can I envision myself remaining with this company in the future?
• Does the organization's mission inspire me to do my best work?

Ready to take action and create a workplace where everyone feels a sense of belonging? Sign up for a FREE Consultation Call to ​get started with a Belonging Audit. Let's cultivate environments where every individual feels valued, respected, and empowered ​to thrive.

Cultivating Safe Spaces with Accountability: A Practical Guide for Leaders and Teams

In the journey of leadership, the creation of safe spaces is not just a matter of comfort; it's about cultivating grounds where growth, innovation, and the courage to confront challenging equity issues can thrive. This delicate balance between creating a nurturing environment and maintaining high standards of accountability is pivotal. It's here, in these spaces, where trust flourishes and true growth is realized. Today, we dive into how leaders can master this balance, and how employees can actively contribute to a culture that values both safety and accountability.

For Leaders: Crafting Safe and Accountable Environments

Start with Trust

Trust is the cornerstone of any meaningful relationship, especially in leadership. By leading with vulnerability, showing that it's okay not to have all the answers, you invite others to share openly. Establishing clear expectations from the get-go cuts through ambiguity, laying a solid foundation for accountability.

Foster Growth Through Support and Challenge

Encourage your team to step outside their comfort zones, but make sure they know the boundaries. This not only spurs innovation but also ensures that risks are taken wisely. Constructive feedback is your best tool here—it's about guiding your team toward better outcomes with kindness and a focus on learning.

Build a Culture of Inclusivity and Equity

In discussions, especially those around equity and inclusivity, make every effort to ensure all voices are heard. Diverse perspectives are invaluable, and when people feel their contributions matter, they're more engaged and committed.

For Employees: Engaging in Growth and Feedback

Engage in Open Communication

Don’t wait for your supervisor to check in. Take the initiative to schedule regular meetings where you can discuss your progress, challenges, and the feedback you need. Clarity about your needs and the support you require shows a proactive stance toward your growth.

Advocate for Your Development

Feedback is a gift. Seek it actively, and use it as a stepping stone for your development. When facing challenges, approach your supervisor not just with the problems but with potential solutions. This demonstrates your commitment to positive outcomes and personal growth.

Conclusion

The magic happens in spaces where individuals feel supported yet are held to high standards of accountability. It's about fostering an environment where trust and growth go hand in hand, paving the way for innovation and the courage to tackle complex issues. Whether you're leading the charge or contributing to the culture from within, remember, your actions and openness play a crucial role in nurturing these spaces.

Ready to deepen your leadership impact and create a culture that balances safety with accountability? Reflect on these practices and consider how you can implement them within your team or organization. For personalized guidance on navigating these challenges and more, I invite you to book a free consultation call. Together, let's explore how we can bring these principles to life in your leadership journey.

Speaking Up and Resting as Acts of Resistance: Confronting Internal Violence

In the continuous journey toward equity and justice, the challenge often lies not just in the systems we aim to change but within ourselves. At Nu Balance Consulting, we recognize that the struggle for equity is as much about dismantling external structures of oppression as it is about confronting our own internalized narratives. Central to this internal struggle is the violence we inflict upon ourselves through silence and the relentless demands we place on our time and energy.

The Silence That Sustains

Silence, while seemingly benign, is a form of internal violence that sustains oppression. It manifests not only in our failure to name the difficult truths about systemic inequities but also in the way we silence our own needs, particularly the need for rest. This silence is not a mere absence of sound but a deeply ingrained practice of self-censorship that maintains the status quo.

Drawing inspiration from Tricia Hersey's revolutionary work, "Rest is Resistance," we are reminded that our silence and our refusal to rest are intertwined expressions of internal violence. Hersey's call to reclaim rest as an act of resistance is a powerful antidote to the grind culture that disproportionately affects Black and Indigenous communities, perpetuating cycles of oppression and burnout.

Disrupting with Warmth and Rest

At the heart of our practice is the belief in disrupting with warmth—naming the hard truths with compassion and empathy while challenging ourselves and others to grow. This disruption is not just about external dialogues; it's about internal conversations. It's about recognizing when we're censoring our own truths, our own needs for rest and care.

Incorporating rest as a form of disruption requires us to confront the internalized belief that constant activity is synonymous with value and productivity. It challenges us to see rest not as a luxury or a reward but as an essential practice of self-care and resistance against a system that seeks to devalue and exhaust us.

Journaling: A Pathway to Awareness and Action

To navigate this complex terrain, journaling emerges as a vital tool for reflection and resistance. It offers a space to explore our thoughts and feelings about silence, rest, and action. Here are some guided prompts inspired by the themes of this discussion:

• How have I experienced the violence of silence and overwork in my own life?
  
• In what ways can I practice rest as an act of resistance against internal and external demands?
  
• What truths have I been silent about, and how can I begin to voice them in a way that honors my needs and boundaries?
  

Embracing Rest and Voice as Pillars of Equity Work

The journey toward equity is multifaceted, requiring us to act with intention both externally and internally. By acknowledging the violence of silence and the transformative power of rest, we open ourselves to a more holistic approach to change—one that values our wellbeing as integral to the fight for justice.

As we move forward, let us commit to not only naming the difficult externally but also confronting the silence within. Let's embrace rest as a radical act of self-care and resistance, and in doing so, empower ourselves to sustain the long, necessary work of creating more equitable and compassionate spaces.

The Facade of Powerlessness: The Problem with Selective Leadership

In the evolving landscape of leadership, especially in educational and organizational contexts, the concept of 'woke' leadership has gained prominence. These are leaders who possess a strong intellectual and theoretical understanding of racial equity. However, there exists a nuanced challenge – the facade of powerlessness. Often, these well-intentioned leaders selectively engage with their power, particularly in situations of high discomfort, leading to a paradox in equity efforts.

This blog post aims to unravel this complex dynamic, exploring how leaders' choices around wielding power can impact their commitment to equitable outcomes. It's a journey into understanding the gap between knowing and doing, and the role of self-awareness in bridging this divide.

The Problem with Selective Power in Leadership:

At the core of this issue is the concept of selective power usage. Woke leaders, in their bid to be inclusive and equitable, sometimes choose to step back from their power roles. This decision, often made in times of discomfort or challenge, is ironically a display of power and privilege – the privilege to choose when to be influential.

This selective engagement is problematic for several reasons. Firstly, it undermines the authenticity of their commitment to equity. Leadership in equity is not a role one can intermittently play; it requires consistent and unwavering dedication. Secondly, this approach can lead to a lack of decisive action in critical situations, often when leadership is most needed to drive change.

A compelling example of the facade of powerlessness can be seen in a school leadership scenario. Consider a leader who prides herself on empowering her team. She hires competent individuals, delegating important tasks and decisions to other leaders and teacher leaders. On the surface, this appears to be an act of inclusive leadership. However, there's a catch – these delegated leaders often lack the necessary influence, decision-making authority, and, crucially, the support to effectively handle these responsibilities.

This scenario represents a form of 'fake power'. While the leader believes she is being heroic or noble, in reality, she's failing to recognize that handing over power without building capacity and creating conducive conditions is ineffective. These leaders, though entrusted with responsibilities, find themselves ill-equipped and unsupported, unable to use their 'power' confidently or effectively.

Tema Okun, in their work on dismantling white supremacy culture in organizations, emphasizes that an antidote to power hoarding is not just the redistribution of power but also developing the power and skills of others. This requires active and ongoing work from the leader's end – it’s about ensuring that when power is shared, it is done so with the support and resources necessary for others to succeed.

Self-Reflection in Leadership:

This brings us to the crucial role of self-reflection in leadership. As part of my leadership scorecard, I encourage leaders to ask themselves several reflective questions:

• Do I consistently check my biases and prejudices in professional settings?
  
• How actively do I seek out and value feedback specifically on my racial equity efforts?
  
• Am I confronting and addressing racial disparities in my institution, even when it's uncomfortable?
  
• Do I view resistance as a valuable source of feedback and act on it?
  

These questions are designed to prompt leaders to examine their actions and their impact. It's not just about having good intentions; it’s about ensuring those intentions translate into actions that build a more equitable and empowered organizational culture. Access Nu Balance’s full Racial Equity Leadership Scorecard.

The Unspoken Power of Racial Equity in Leadership Coaching

In the world of education, we've spent years expanding our vocabulary around racial equity. Terms like diversity, equity, justice, inclusion, and belonging have become part of our lexicon. Yet, despite this knowledge-building, a crucial question remains: How do we operationalize these concepts in our specific contexts?

The challenge lies not in a lack of desire to act but in a gap in knowing how to translate this understanding into action. Our education systems have traditionally been designed around an 'average' student, often sidelining those who don't fit this mold to the peripheries of learning spaces. This implicit design has necessitated a rethinking and unlearning of our default methods.

Bell Hooks, in ‘Choosing the Margin as a Space of Radical Openness’ (1989), presents a powerful philosophy. She redefines the margin as a place of radical possibility, a site of resistance. By focusing on those traditionally on the edges, we lift everyone. This philosophy underpins our approach at Nu Balance Consulting. We delve into the intimate experiences of those least well-served, co-designing solutions with their stories, needs, and desires at the forefront.

Let me share an experience from my time managing a network of schools within a local non-profit. We noticed a group of students unresponsive to standard educational inputs. Instead of viewing this as a student issue, we dug deeper. We learned these students lacked a sense of belonging and efficacy in their classrooms. Addressing this, we implemented a program incorporating Zaretta Hammond's concept of 'wise feedback sessions' (from "Culturally Responsive Teaching and the Brain").

With just one quality feedback session and a weekly conference focusing on students as individuals, we saw a significant increase in their sense of belonging and efficacy within six weeks. This compelling outcome led us to a pivotal decision. We used this data as a catalyst to redesign our entire program. Our new approach was not just a modification but a transformation, aimed at better supporting the needs of all students.

By focusing on the experiences of those on the margins, we were able to create a more inclusive and effective educational environment. This shift in our strategy exemplifies the profound impact that a focus on equity can have, not only on a select group of students but on the entire educational ecosystem.

This experience highlights a crucial aspect of our work: we cannot rely solely on traditional data points to understand our impact. In coaching sessions with clients, we emphasize using artifacts from the beneficiaries of our services to inform our strategies. This approach ensures alignment with the desired outcomes.

When coaching clients, I often pose the following questions:

• Who is least well-served by your institution, and how do you know?
  
• What data have you collected, what's missing, and what are you still longing for?
  
• What barriers exist, and what is within your sphere of influence?
  
• How are you monitoring and adjusting based on the success of your current inputs?
  
• What do you feel equipped to lead, and what additional supports are needed?
  

These questions guide leaders in education, whether in schools, districts, networks, or non-profit organizations, to critically assess and realign their strategies for racial equity.

To our readers, particularly those in leadership roles within the education sector: we invite you to take a step further in your strategic leadership journey. Begin by taking our free leadership quiz, available at Nu Balance Consulting Leadership Quiz. This quiz is designed to help you understand where you stand in your journey and how you can better serve your community with strategic, equity-centered leadership.

Navigating Resistance as a Natural Part of Change

Change is inevitable and necessary for growth, yet it can also be one of the most challenging experiences we face. Whether it's a personal transformation or a larger societal shift, resistance is a natural response to change. In order to successfully navigate these changes, it's important to understand the role of resistance and how to work through it.

Resistance often stems from fear of the unknown. We become comfortable with the familiar, and any change disrupts that sense of security. It's important to acknowledge these fears and allow ourselves to feel them without judgment. By giving ourselves permission to feel the discomfort, we can begin to move through it and find new ways of being.

Integrate the Ladder of Inference: When confronting change, our minds often ascend the Ladder of Inference, a tool designed by management theorist Chris Argyris, that helps us understand how our observations lead to beliefs and actions. This ladder can either be a path to hasty conclusions or a journey towards deeper understanding. By consciously reflecting on each rung – from our observations to our chosen actions – we encourage a mindset of curiosity and openness. Embracing this approach allows us to see beyond our initial assumptions and explore new possibilities that change brings.

It's also important to remember that resistance is not always a negative response. Sometimes it's a sign that we are on the right track, pushing ourselves beyond our comfort zones and into new territory. It's important to discern between the two and use our intuition to guide us.

Sphere of Influence: Taking ownership of change means recognizing our Sphere of Influence. This concept empowers us to focus on the aspects of change we can control or influence. By identifying these areas, we shift from a sense of helplessness to a position of proactive engagement. This shift is not just about taking action; it's about acknowledging our power to effect change, even in the face of resistance. It's about understanding that while we can't control everything, we can always contribute to the narrative of change in meaningful ways.

Another important factor is ownership. Taking responsibility for our role in the change and our reactions to it can help us feel more empowered and less helpless. When we feel like we have some control over the situation, we are more likely to be able to work through the resistance and find a way forward.

Modest Tests of Change: Cultivating hopeful resilience is about more than just staying positive; it involves pragmatic steps like implementing modest tests of change. These small, incremental changes are a way to experiment and learn in a low-stakes environment. They offer us the opportunity to see what works and what doesn't, reducing the overwhelm of large-scale transformations. These modest tests act as beacons of progress, illuminating the path forward and reinforcing our resilience in the face of adversity.

Finally, cultivating hopeful resilience is essential for navigating resistance. This means finding ways to stay positive and optimistic in the face of adversity. It might involve practicing gratitude, seeking support from others, or focusing on the bigger picture and the positive outcomes that can come from the change.

In conclusion, resistance is a natural part of the change process, but it doesn't have to derail us. By staying curious, recognizing our sphere of influence, and conducting modest tests of change, we can navigate the challenges of change with grace and ease. It's not always easy, but it's always worth it.