Leadership/Self-Reflection: Grounding with square breathing and a nature-inspired visualization.

Self-observation: More observant of herself and others, particularly in identifying different leadership styles and career advancement opportunities.

Left and Right Brain: We discussed how different brain types approach problems and work differently. That left-brain thinkingw as sequential and logical, while right-brain thinking is more creative and visual. Amy identified herself as more analytical, which aligns with left-brain characteristics.

Communication/Leadership: We discussed strategies for communicating with a commissioner who has unclear end goals. Example shared: how goals were extracted and addressed, with end goals from a previous policy update project which took 1.5 years to complete.

DISC Assessment Review: Amy’s profile (per previous assessment) is a C (Compliant/Conscientious) style with a almost as high/equal S (Steadiness/Support). We wil continue to reference the DISC four-quadrant framework.

DISC Personality Types:

1. Personality types and their characteristics based on the DISC assessment model (D, I, S, C), using more descriptive language like "driver," "influencer," "support," and "analyzer."

2. Types can be categorized as extroverted or introverted. Main drivers for each type: progress, energy, harmony, and accuracy . Teams benefit from having a diverse mix of personality types, rather than being lopsided in any one trait.

3. Different personality types, particularly high D (driver) and steady types, can create challenges in workplace dynamics, especially when opposite types are in leadership positions. Different professions tend to align with specific personality quadrants

Personality Types /Collaboration Styles: High-energy individuals can sometimes be perceived as loud or chaotic, particularly when they are not in a healthy state. There is value in recognizing and appreciating diverse personality traits within a team for effective collaboration.

DISC Overview: Experience with group settings: how high D and I types are energetic and assertive, while high S and C types are collaborative and analytical. Practice identifying DISC types in everyday situations to become more proficient with the assessment.

Workplace Communication Styles: Amy shared her experience working with a coworker who has poor attention to detail and struggles with following agreed-upon processes. Amy would benefit by using this situation as a case-study— observing, practicing, and sharing the varioous assessment moodels/principles. This might reduce frustration and improve collaboration! You could use the info to leverage each other's strengths, vs. getting frustrated by differences.

*Update: Application of the "intention vs. impact" concept, particularly in a conversation with Rob—understanding his actions were an acts of service (in the pipe burst situation). In the five love languages, Amy, you identified as a mix between acts of service and quality time.

*Binary Thinking: Binary thinking can be overcome by considering a spectrum of options rather than strict black-and-white choices. This can be applied to everyday situations, including “eating during our conversation”. This is a time when gray is good.

*Self-Perception and Personal Labels: Labels influence self-perception and behavior. Some of yours that have evolved over time include "reckless to cautious" and "social to antisocial". Some, like “logic" has remained consistent. Labels can both define characteristics and potentially restrict personal growth (defining characteristics and limiting labels). Labels often restrict us. // We discussed the tendency to avoid social situations due to fear of being perceived as antisocial. The challenge is to trust the intuition more to engage in spontaneous conversations vs. pre-planned topics, especially in low-risk situations which will build confidence.

*Self-Judgment: It is easy to judge ourselves harshly to hold ourselves to a higher standard (often unreasonable)—which we would not say to a friend, yet we say it to ourselves!). You are encouraged to recognize your intuitive abilities, be more present, and allow yourself to evove and BE.

*Reframining: Thank-you for sharing your dog’s end-of-life story with me. I know it was a difficult memory, and I’m hoping (on some level) it was good to talk about. It also highlighted a few perspectives and take-aways pertinent to the day-to-day. Taking a view from the other’s perspective is a good technique for seeing more than what was filtered through your backpack, for instance the love and care you provided during that difficult chaotic moment. Be compassionate to yourself in that situation. You were as loving and respectful as was possible. Selfless.

*Planning and the expectations of the unexpected. You like to plan and are overwhelmed when plans don't go as expected. In unexpected situations, focus on maintaining a calm heart rate to preserve critical thinking abilities, and us the plan-framework you developed to manage thes a personal mantra to help manage these moments.

1. Pause to reassess (take a break)

2. Restate the new goal or direction,

3. Generate new solutions & ideas.

4. Reconfigure.

Reframe "not being good at thinking on the spot" to "needing time to process under pressure."

Iceberg Metaphor: depending on the assessment, you can easily see certain aspects of yourself, and others not so much.

Next Time: Reiss Motivation assessment, Disc Assessment & model. Presence. Reframing Freezing.

Explored Limiting beliefs. Sometimes we have beliefs that prevent us from moving forward. It is an interesting exercise to check those beliefs and figure out if they are TRUTH or PERCEPTION. Today, related to “competence”, Amy had the awareness that her job performance was never an issue (!). Yes, she felt off/(chemo brain), but her work has never really been an issue. She has consistently been an A player. This contradicts the story she has been telling herself.

What’s Important? Steadiness

“I need to work on COMPASSION” - We discussed INTENTION vs. IMPACT. “We judge ourselves based on our intention, and others based on their impact.” Amy was (very) quick to see instances and tie them back to compassion. We also discussed systematizing compassion in the Critical Thinking Process, and how it would allow her to check in and verify the true issue/intention.

We worked through the B.A.N.K. model and tied it back to compassion, intention, and impact. Amy scored as NBKA (Nurturing, Blueprint, Knowledge, Action). Awareness that her job is the BK part and what she brings to work. The N is a huge part of her but is subdued (for now 😉). We also guessed at a couple other relationships and how they work together.

Next time: Continue review of B.A.N.K. as it relates to communication and how we show up (does it match with how we present ourselves?)

Apologies for the delay. I have attempted this half a dozen times to no avail!

In this first session we discussed background, struggles, goals, and a few foundational concepts/threads throughout the program.

Highlighted concepts (that arose based on the organic conversation) were: the Comfort Zone model, the Backpack (and associated mesh frame with leaves), and the Core Self model.

The layers of the Core Self model include: Core-Self; Private Self, and Public Self. Authenticity and Inauthenticity were discussed—the greater our radius, the further we are from our core, the more inauthentic we are. We create distance/separation from our CORE/True self by, for example, paying (too much) attention to the public eye/peer pressure, judgment, protection of self, anxiety, avoidance, looking for validation in/from others, fitting a role, wearing a mask, worthiness, etc.

Amy’s Goals: 1. Increase Confidence, and 2. Reignite Drive. To be ready to advance when the opportunity presents itself.