🌸Shelley Maley, PHR, GCDF / Career Coach-Gen Y and Z women

𝑽𝒊𝒓𝒕𝒖𝒂𝒍 𝑪𝒂𝒓𝒆𝒆𝒓 𝑪𝒐𝒂𝒄𝒉 / 𝑪𝒂𝒓𝒆𝒆𝒓 𝑪𝒐𝒏𝒔𝒖𝒍𝒕𝒂𝒏𝒕 / 𝑱𝒐𝒃 𝑺𝒆𝒂𝒓𝒄𝒉 𝑺𝒕𝒓𝒂𝒕𝒆𝒈𝒊𝒔𝒕 / 𝑬𝒕𝒊𝒒𝒖𝒆𝒕𝒕𝒆 & 𝑺𝒐𝒇𝒕 𝑺𝒌𝒊𝒍𝒍𝒔 𝑪𝒐𝒂𝒄𝒉
Have you ever felt confused about your career? Or suffered from workplace burnout? Or perhaps you know which career you'd like to transition to, but you're not sure how to make that happen? Or maybe imposter syndrome is affecting your confidence level?

My personal response to all questions is YES, YES, YES, and YES. I have been in those same shoes myself! 

After years of career-related highs and lows, I created a career coaching business to help people experiencing these same frustrations. With my management and HR experience in higher education, healthcare, and hospitality, I look forward to assisting you with all things career-related.

✨ Career planning
✨ Career management
✨ Job search strategy
✨ Interview preparation
✨ Resume and cover letter consultation
✨ Career assessments and exploration
✨ Salary negotiation coaching
✨ LinkedIn optimization
✨ Personal branding
✨ Confidence coaching
✨ Outplacement coaching
✨ Etiquette and soft skills coaching
✨ Career Development Workshop design and delivery customized for your employees

Check out my daily LinkedIn posts about #mindset, #interviewing, #jobsearching, #resumewriting,  #careerguidance, #etiquettecoaching, #softskillstraining, and #workplaceburnout. 

Let me help you "Dream big, Plan well, and Work happy"! 

𝘾𝙝𝙚𝙘𝙠 𝙤𝙪𝙩 𝙢𝙮 𝙬𝙚𝙚𝙠𝙡𝙮 𝙗𝙡𝙤𝙜 𝙥𝙤𝙨𝙩, 𝙎𝙝𝙚𝙡𝙡𝙚𝙮 𝙎𝙝𝙖𝙧𝙚𝙨, 𝙤𝙣 𝙢𝙮 𝙬𝙚𝙗𝙨𝙞𝙩𝙚 𝙤𝙧 𝙤𝙣 𝙉𝙚𝙩𝙬𝙤𝙧𝙠𝙡𝙚𝙝𝙞𝙜𝙝𝙫𝙖𝙡𝙡𝙚𝙮.𝙘𝙤𝙢

𝗩𝗶𝗲𝘄 𝗺𝘆 𝟮𝟬𝟮𝟰 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗼𝗻 𝗪𝗙𝗠𝗭-𝗧𝗩:
https://www.wfmz.com/video/sunrise-guest-dream-catcher-career-coaching/video_0cc1c757-4f81-5c0d-ad72-5ce11ef89c63.html

TO SCHEDULE A FREE 20-MINUTE CONSULTATION:
https://calendly.com/dreamcatchercareercoachingllc or email me at
dreamcatchercareercoaching@gmail.com.

Clifton Strengths - Empathy * Adaptability * Communication * Deliberative * Developer
MBTI - ESFJ
***Located in the Greater Philadelphia/Lehigh Valley region of PA***

Founder and CEO

Job burn-out. Toxic workplace. Career dissatisfaction. During my assorted careers in hospitality management, sales, and human resources, I’ve been through all of the above. I somehow navigated through each challenge on my own, but it certainly wasn’t easy. After my last transition, I considered hiring a career coach. The more I learned about the services they provide, the more I realized I had the skills, knowledge, and expertise to actually BECOME a career coach. 

Just as I reached this conclusion, an acquaintance approached me with the opportunity to join the Career Development staff at a local college. Talk about serendipity!

After conquering my own career challenges and with my experience from both sides of the hiring desk, I am uniquely qualified to assist you on YOUR career journey. Nothing makes me happier or more fulfilled than seeing others grow, realize their potential and identify their purpose.

Let me help you...
✨Dream Big ✨Plan Well ✨Work Happy

Shelley Maley

In most mission-driven organizations, leadership is accidental.

Your best employees gets promoted to manager.

Your best managers get promoted to Director or VP.

High performers get promoted without training, VPs inherit chaos, and you're stuck managing internal fires instead of focusing on the mission.

The cost? Turnover, burnout, and a leadership pipeline that doesn't exist.

I help C-suite and VP leaders build internal bench strength through two programs:

1. Executive Coaching: 1:1 strategy for new executives facing difficult transitions, boardroom resistance, or urgent cultural turnarounds.

2. Mission imPACT Leadership Academy: An 6-8 month program for internal organizations that equip mid-level and senior leaders to lead confidently, master difficult conversations, and step into higher roles.

The result? Lower turnover, stronger retention, and a pipeline of leaders ready to step up.

Leadership stops being your biggest problem and becomes your advantage.

Learn more at https://www.myleadershippotential.com or DM me directly

Chris Wong

When I started Difficult Conversations Weekly, I had no idea how this would actually turn out.

Would people actually read it? 

Would I even have enough to write about?

I certainly didn’t know that I would still be going strong 2 years later!

However, the time has come for both me and this newsletter to evolve. 

Read how and why in this week's issue: 👇

Chris Wong, LMHC, ACC

Ending “accidental leadership” | imPACT Leadership Academy | Keynote speaker | podcast host

View newsletter: Difficult Conversations Weekly

Read on my website (3-minute read) Over the past 2 years writing this newsletter, something has become clearer to me. Most of the leaders I work with 

Open article: A Big Change is Coming To This Newsletter by Chris Wong, LMHC, ACC • 3 min read

A Big Change is Coming To This Newsletter

The real reason leaders tolerate toxic high-performers:

They believe the person is too valuable to lose.

But, what's the cost of keeping them?

- Lawsuits?
- Turnover?
- Productivity drag?
- Reputation damage?
- Loss of trust?

Here's a better question: 
If this person left tomorrow, would the organization collapse?

If the answer is yes - you don’t have a talent problem:

You have a knowledge concentration problem.

That’s a leadership design failure.

Read on my website (4-minute read) One of my favorite quotes that always resonates with people when I’m talking about accountability in the workplace:

Open article: What You Permit, You Promote by Chris Wong, LMHC, ACC • 4 min read

Sixth Leadership Cliche I'm over:

Culture eats strategy for breakfast

Again - something I probably have on a slide somewhere for workshops I give all the time.

But I've evolved on this.

Because what happens if:

- There's bad or even no strategy?
- There's no or outdated vision?
- There's structural dysfunction?
- There's conflicting or missing KPI's?

Culture can’t eat what strategy poisons.

People will feel great about each other, but they won't know what they're supposed to be doing.

Or worse yet - they'll start doing what they think is right.

And when everyone is doing their own thing, it's only a matter of time before that culture is gone.

Culture only sets the table.

Strategy and structure decides what's being served.

Have you worked in a culture that didn't have clear strategy or structure?  What was it like there? 👇

Photo: I love that the ice mounds on corners are so high I can touch my street sign.  I don't think I'll ever stop posting photos of our snow 🤣

Seventh Leadership Cliche I'm over:

"Leadership isn’t just a title"

Influence matters 

But influence doesn't sign your paycheck.

But, this cliche underplays the reality that:

- Authority and power changes consequences
- Titles do carry weight - whether we want them to or not

There's a very real role of authority and power that we can't ignore.

Power determines who absorbs mistakes - when something goes wrong, the person with the title is accountable.

The influential person without the title gets to go home.

Leadership WITHOUT authority and leadership WITH authority are not interchangeable.

Have you ever been told to lead without authority?  How did it go? 👇

picture: it was actually a warm week so most of the snow is melted, but I can't get over this

If we keep blaming managers for retention problems, something predictable happens.

Our strongest managers burn out.

Because they’re trying to:

- Hold culture together
- Cover strategy gaps
- Absorb board decisions
- Compensate for unclear systems

That’s not leadership development.

That’s survival.

If you want retention to improve, it's not enough to just develop individual leaders.

You develop the entire leadership system.

That’s why the imPACT Leadership Academy™ works with leadership teams across 6–8 months - not just one person at a time.

Because sustainable retention is a structural outcome.

If you’re tired of replacing managers without fixing the system, let’s talk. 

#leadershipdevelopment #nonprofitleadership #culture

Ending “accidental leadership” | Mission imPACT Leadership Academy | Organizational Alignment Strategist for Executive Leaders | Keynote speaker | podcast host

"We're just dancing with each other's traumas"

That's exactly why it's so hard to set boundaries with family.

On our podcast this week, Lucie and I dive deep into one of the hardest conversations we all ever deal with - setting boundaries with our families.  Joined by Roberta D., an L&D expert and coach, she helps us understand what makes it similar AND different to setting boundaries at work.  She also answers the questions:

- How do you get over the people-pleasing tendency many of us have?
- How do you protect your energy through these draining conversations?

Is it easy for you to set boundaries with your family?  Let us know your thoughts 👇 

#difficultconversations #boundaries

When Kristin took over The Women’s Center, she spent 100% of her time coaching managers on basic supervision. 

Performance issues took weeks to address - if they were ever brought up.

Meanwhile, the work she was actually hired to do wasn't getting done:

❌ building relationships with funders
❌ leading advocacy efforts
❌ planning long-term growth

That's the biggest reason she wanted training for herself and her team.

Not just to help them to level up - but so she could get out of the weeds.

Now, after the imPACT Leadership Academy, she's stopped firefighting and started leading. 

Today, her focus looks very different:

✔️ Statewide Advocacy: They org has joined the Jane Doe Inc. coalition. 
✔️ Development: Kristin's been securing funding with foundations and individuals. 
✔️ Strategic Growth: Kristin is currently leading mission expansion and long-term planning. 

Here's the reality:

You can't function well when your ED is stuck coaching the basics. 

-----

If you want to see the full story, I published the full case study below 👇

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The Battle

Shelley Maley

Chris Wong

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The Battle

Shelley Maley

Chris Wong

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Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Chris Wong's LinkedIn Performance

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