Shaping Success International

Resilience Coach and Empowerment Facilitator

Ministry of Education Sports and Creative Industries

Head of Department of Modern Langauges. Leading a team of 6 persons with curriculum design and training.

High School Teacher

5 Step Side Hustle Blueprint

Want to turn your interests and skills into a profitable side venture?

It's time to identify your passions, strengths, and market opportunities.

I've helped professionals like you discover and develop a clear and actionable 5-week roadmap tailored to each individual to clarify, identify, and launch their side gigs.

Side Hustle Bestie

TGB Digital

Email Consultant

A lot of emails suck,

Hard truth - but it had to be said.

Don't let yours fall into that bucket.

You see, email is a great way to turn a prospect into a lifelong customer and even a friend.

Do it right, and the world is your oyster,

Do it wrong, well the unsubscribe button could become your nemesis.

But,

You don't have to worry about that if you're writing to your ideal prospect and client.

Someone who wants to hear from you and looks forward to that weekly email in his inbox. 

Here;s how I can help:

1. I work with business coaches and entrepreneurs to implement an effective email strategy that combines content, email, and outreach strategies to increase sales.

2. I get you five sales call booked guaranteed and I don't get paid til you do.

3. I audit your email strategy to find the holes and plug them so that your emails perform the way you want.

You choose.

Let's talk.  Schedule a FREE consult right here: https://calendly.com/tasia_barriero/call-w-tasia-gonsalves-barriero

Email Marketing Consultant

Content Writer

TGB Copywriting and Content

There are 1.9 billion websites
And 600 million blogs

In existence online today.

The chances of your prospects just "happening" upon your content is as easy as finding a bag with $100k on a rainy Wednesday evening😁.

Helping your content reach your target audience is my specialty.

Stop spending money on paid ads that don't work.

Or outdated SEO practices that the 90's want back.

Small changes to your content and how it is presented will produce better results over time.

What are some of these changes?

✅ building your authority on social media platforms
✅ answering questions that your prospects have with the right content

Just the tip of the iceberg.

I create content for entrepreneurs which includes email marketing, content audits, and blog post writing.

Let me show you how I can help.

Schedule a FREE call today right here: https://calendly.com/tasia_barriero/call-w-tasia-gonsalves-barriero

I help you identify and launch profitable side hustles in 5 weeks using my S.H.I.N.E. Method.

From a young age, I knew what it felt like to be unseen. 

Circumstances in my early life left me feeling invisible and unworthy, as though I was navigating the world on my own.

While the pain of those experiences could have defined my life, they instead became the catalyst for my transformation.

For years, I carried the weight of my past, allowing it to shape my self-worth and dictate my choices. But there came a moment when I realized that living in the shadows of my past was holding me back from the life I truly deserved. 

I was done being invisible. It was time to step into the light and reclaim my power.

Through resilience, I learned to let go of the hurt that tethered me to my past. I discovered the strength within me to rise above the pain and to wear my crown proudly as the queen of my own story. 

Visibility became my mantra—no longer would I hide behind the scars of my past. 
Instead, I chose to stand tall, to be seen, and to shine a light for others who are on the same journey.

Today, I help women who have faced their own battles reclaim their power and build the resilience needed to thrive. I teach them how to let go of their past, step into their visibility, and wear their crowns with pride. Because every woman deserves to live a life without regrets, a life where she shows up as her true, powerful self.

The women I work with through my coaching programs and events, have been able to
1. Gain a deeper understanding of their inner strengths and the power they hold
2. Learn practical coping strategies and techniques to stay calm and focused under pressure. 
3.  Feel more fulfilled and motivated, with a clear sense of direction and purpose guiding their daily actions and long-term goals.

If you're ready to stop hiding and start thriving, book a call with me here. Together, we'll turn your pain into power and your setbacks into success.

Tasia Gonsalves-Barriero

WorkingWell Daily®

Farah helps individuals cultivate work-life alignment and Fortune 500 companies develop healthier workplaces where employees want to stay and thrive.

Professional Speaker • Consultant • Coach

As Founder and CEO, Farah is responsible for all firm-wide management, including strategic planning and growth as well as every aspect of WorkingWell Daily's business.

Founder and CEO

Private Practice

- Provide psychotherapy for individuals helping them increase self-esteem, develop healthy coping skills, and better navigate life transitions by taking a pragmatic approach coupled with humor.

Owner and Psychotherapist

New Life Covenant Church Southeast

-Consults pastoral staff and other leaders on mental health issues as needed
-Casts vision for the division
-Provides individual and family counseling
-Serves team members to facilitate growth and success in functions
-Ensures training and certification of Small Group leaders and counselors
-Teaches team on topics relative to the ministry, (e.g., Empathic listening, Writing Care notes, integration, etc.)
-Inspires, motivates, leads team

Director of Counseling Services

Heritage Counseling Center

- Provided individual, couple and family therapy

Psychotherapist

LINK Unlimited

Mentor

McMillanDoolittle - Transforming Retail

-Provided research and analysis support for consulting projects
-Conducted Internet research, compiled information and profitability measure from financial statements to create fact sheets on specific companies
-Writer and editor of company publication, Concept Watch
-Maintained relationship and partnership with Accenture's Retail Innovation Center
-Trained a team of ten facilitators of the Women's Business Development Center on Building and Maintaining a Retail Operation to Compete in the Marketplace
-Researched innovative products & trends in consumer retailing

Retail Research and Planning Associate

Ashley Lauren Natural Products

-Created effecitve marketing tools, including redesigning company logo-
-Designed visual displays, interior decor, and new store layout
-Handled public relations, press releases
-Increased traffic and product sales by updating the brand image

Marketing Manager/Creative Director

𝑾𝒐𝒓𝒌 𝒔𝒉𝒐𝒖𝒍𝒅 𝒆𝒏𝒉𝒂𝒏𝒄𝒆 𝒐𝒖𝒓 𝒍𝒊𝒗𝒆𝒔, 𝒏𝒐𝒕 𝒄𝒐𝒎𝒑𝒍𝒊𝒄𝒂𝒕𝒆 𝒊𝒕. 

Too often I've listened to clients complain about the stress that their work brings. Not necessarily the tasks, but the people – the culture. 

This new landscape requires organizations to value belonging 𝑨𝑵𝑫 balance. Quite frankly, this is where we should have always been. 

𝐖𝐞 𝐬𝐩𝐞𝐧𝐝 𝐭𝐡𝐞 𝐦𝐚𝐣𝐨𝐫𝐢𝐭𝐲 𝐨𝐟 𝐨𝐮𝐫 𝐥𝐢𝐯𝐞𝐬 𝐰𝐨𝐫𝐤𝐢𝐧𝐠, 𝐰𝐡𝐲 𝐧𝐨𝐭 𝐰𝐨𝐫𝐤 𝐰𝐞𝐥𝐥?

For DEI practitioners and Leaders of Fortune 500 companies who are looking to create a sense of belonging and well-being for their staff, my company, WorkingWell Daily® provides services that address belonging from a psycho-social and emotionally intelligent lens. 

Because being a company that hears, sees, and respects its employees is a company where their people stay, show up, and show up well.  

We cannot have true well-being absent of belonging. Through our proprietary 𝐖.𝐄.𝐋.𝐋. 𝐌𝐞𝐭𝐡𝐨𝐝® which stands for Wellness and Wellbeing, Elevating Emotional Intelligence, Leveraging Psychological Safety and Learning Self-care, we equip leaders with the tools that they need to grow in self-awareness, social awareness, and cultural awareness.

How I help companies through the 𝐖.𝐄.𝐋.𝐋. 𝐌𝐞𝐭𝐡𝐨𝐝®:

✓Training/ Educational Lectures
✓Consulting
✓Keynotes
✓Fireside Chats
✓Coaching

Here's what some of my clients are saying: 

"Farah’s workshop on Emotional Intelligence for Black employees was highly effective and thought provoking. She led with a dynamic presentation style and humor to deliver  easy to understand explanations and insights to both the neurology of emotional intelligence and actions to take to manage one’s emotions and reactive behavioral responses. I highly recommend her as a skilled facilitator and engaging expert." 
- 𝘌𝘭𝘪𝘻𝘢𝘣𝘦𝘵𝘩 𝘔𝘰𝘳𝘳𝘪𝘴𝘰𝘯, 𝘝𝘗 𝘋𝘪𝘷𝘦𝘳𝘴𝘪𝘵𝘺 𝘢𝘯𝘥 𝘉𝘦𝘭𝘰𝘯𝘨𝘪𝘯𝘨

“I was very impressed by Farah’s deftness in bringing a lens to the inequities faced by minority communities in the holistic wellness space while also providing an understanding of what wellness actually IS. She was instrumental in starting the conversation around mental health and the inherent racial biases present within the workplace, which in turn will help this very poignant workshop become a meaningful movement within our organization.“ 
- 𝘓. 𝘒𝘳𝘢𝘶𝘴𝘦, 𝘐𝘯𝘯𝘰𝘷𝘢𝘵𝘪𝘰𝘯 𝘉𝘳𝘢𝘯𝘥 𝘓𝘦𝘢𝘥

To learn more visit: workingwelldaily.com or send me a DM, I would love to start a conversation with you.

. Farah Harris, MA, LCPC

Last weekend, I changed my LinkedIn demographics from “Black woman” to “white male.”
 
Not for clicks. For proof.

Because when the algorithm rewards conformity over authenticity, what are we really teaching it—and ourselves?

• Farah Harris, MA, LCPC

I help leaders stop losing top talent to companies with better EQ and psychological safety | Workplace Belonging and Wellbeing Expert | Bestselling Author | Executive EQ Coach

Last weekend, I changed my LinkedIn demographics from Black woman to white male. Not because I wanted to lie about who I am, but because after watchin

Open article: The Inauthenticity Tax: What It Costs to Fit the Algorithm by • Farah Harris, MA, LCPC • 7 min read

The Inauthenticity Tax: What It Costs to Fit the Algorithm

Your performance review might actually be about your boss.

Sometimes what gets labeled as "feedback" is actually projection—your manager's unprocessed frustrations, insecurities, or blind spots landing on your review.

It's performance review season, I thought it best to bring this article back.

I broke down how to spot this (and what to do about it) in my CNBC Make It feature. 

Link in comments.

Two years ago, I told CNBC that emotional intelligence and self-awareness were “strength skills.” Since then, I’ve watched even more leaders burn out by ignoring this truth.

The reality is: You can have all the technical expertise and charisma in the world — but if you’re unaware of yourself, your impact on others, and your emotional patterns, leadership quickly crumbles. 

Strong relationships require strong self-awareness.

And 2026 will make the difference clear.

Leaders who actually practice these skills will stand out. 
Leaders who only list them on their LinkedIn bio will not.

If you haven’t read the full piece, I invite you to — not as a "soft-skills" reminder, but as a blueprint. 

Because pausing to feel your feelings isn’t fluffy. It’s a leadership survival skill.


#candidcorporateclinician
#emotionalintelligence
#leadership
⸺⸺⸺⸺⸺
💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better.

Upper left says Leadership. Beneath that it says the title of the article;Build these 2 ‘strength skills’ to be more successful, says psychotherapist: They’re ‘essential for us’

Published Fri, Dec 15 202312:34 PM EST

Then it has the journalist's name: Ashton Jackson.

Below that are icons for sharing via socials: facebook, X, LinkedIn and email.

Below the icons is a headshot of Farah Harris smiling at the camera. She's a black woman with curly textured hair. She's wearing a teal sleeveless blouse with round yellow earrings that have a white stripe down the middle. 

Underneath her photo it reads:Psychotherapist and workplace well-being expert Farah Harris.Farah Harris/Working Well Daily

Something interesting—and telling—is happening on LinkedIn.

A growing number of women have started changing their demographics or pronouns to “he/him” or “white male.”

Not as a joke, but as an experiment.

The loudest voices leading this are white women, noticing drastic increases in their reach and engagement.

Black women are just beginning to talk about it—often more cautiously—because for us, experimenting with identity online comes with higher stakes.

After watching my own reach plummet despite 17K followers, I decided to test it too.

For a few days, I changed my demographics — and waited.

What happened next wasn’t just about analytics.

It was about identity, integrity, and what it costs to “fit the algorithm.”

Tomorrow, I’ll be releasing my new newsletter:
📬"The Inauthenticity Tax — What It Costs to Fit the Algorithm"

I wasn’t planning to send my next newsletter for two more weeks.

It’s longer than usual, but it needed to be said now.

This one’s about digital code-switching, the leadership personas we wear when our authentic selves “aren’t working,” and the price we all pay when systems demand we mask to succeed.

If you’ve ever wondered whether being yourself is hurting your reach (or your leadership credibility), this one’s for you.

👀 Watch your inbox—or subscribe to my newsletter.

 🧠 Because authenticity shouldn’t be a privilege—or a penalty.

P.S. Newsletter subscribers will get a bonus framework and curated resources tied to this topic.

So I'm trying something new.

Starting December, I'm launching "Your Candid Corporate Clinician Corner" (still playing with the name)—a monthly Q&A exclusively for newsletter subscribers.

Here's how it works:

Once a month, you can send me a question about anything related to:

👉🏽 Leadership and emotional intelligence

👉🏽 Navigating workplace culture

👉🏽 Authenticity and psychological safety

👉🏽 Building or rebuilding your career/business

Or honestly, anything I write about that you want to dig deeper on

I'll answer 3-5 questions in a mid-month email—separate from the regular newsletter. Think of it as a mini Q&A column: real questions, real answers, no fluff.

Here's what I need from you:

Submit your question using one of these options:

Option 1: Comment below with your question. 

Option 2: Submit anonymously through the Google form link below.

Either way works. I'll do my best to get to as many questions as I can over time.

This is new for me, so we'll figure it out together. But I'm excited to create more direct conversation with the people who are here for the deeper work.

So—what do you want to know?

"We need a speaker to discuss problem-solving with our staff."

That's what the email said.

Most consultants would've replied: "Great! Here's my rate, let's get it on the calendar."

I replied: "Tell me what's actually happening."

Here's what they sent back:

- Employees couldn't find files and would just... stop looking. 
- Tasks would sit undone on desks for weeks. 
- "I didn't know how to do this" became the default response instead of figuring it out.

They wanted a presentation on problem-solving skills.
Instead, I diagnosed their problem and prescribed solutions.

This wasn't a skills gap. This was:

👉🏽 Roles with no growth trajectory (so why hustle?)
👉🏽 Feedback happening once a year instead of in real-time (by the time they knew something was wrong, it had been broken for WEEKS)
👉🏽 A company approaching its centennial where employees had zero emotional connection to the "why" behind their work
👉🏽 Leadership saying "we're too nice" which is code for: we have no accountability structures and we're exhausted

What they actually needed:
 
For sure, not a one-hour talk on critical thinking.

They needed to redesign how roles create meaning when there's limited upward mobility. 
They needed to build accountability that didn't require them to be "mean." 
They needed to connect their legacy story to why filing that contract actually matters. 
They needed continuous feedback loops, not annual surprise conversations.

This is what happens when you approach organizational challenges like a clinician instead of just booking the gig.

Most consultants would've delivered a solid presentation, collected the check, and left. 

The root issues? Still there, just with new vocabulary words.

I can't do surface-level when the problem is in the foundation.

Well, actually I could, but it wouldn't feel right.

If you're a CHRO or People Ops leader who keeps requesting training that doesn't stick—maybe we need to diagnose what's actually broken first.

#CandidCorporateClinician 

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💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better.

Workplace Belonging and Wellbeing Expert | I help corporate leaders create psychologically safe workplaces where high EQ isn’t a buzzword—it’s the culture | Bestselling Author | Executive EQ Coach

“Because you’re [LinkedIn] starting to affect my business, my network, and the very magic that made us all show up here in the first place.”

Yes, Emma Burdett 

I left Twitter because it no longer served me. I couldn’t find the joy, connection, whit, intellect and entertainment that it once was…starting to feel the same here.

Difference was, I wasn’t focused on Twitter as a revenue generator tool. Did I provide opportunities. Yes. Also, some pretty dope connections. But LinkedIn is where the majority of my clients have found me. They would quote my work or were nudged by a mutual connection to reach out to me.

Now with my content being seen by less than 10% of my followers and impressions averaging in the 100s, the way the platform is operating now is actually creating more challenges than opportunities.

What’s the point of writing more but receiving less? 

And it’s not just about what I put out, it’s also about what I’m unable to see.

Similar to Twitter, it’s becoming harder to find content from folks I have chosen to follow BECAUSE I like their content. 

Now I’m seeing the same sales post from a guy daily, posts shared from weeks ago, or posts on “how to grow on LinkedIn.”

So yeah…I miss the old LinkedIn too, Emma.

Ode to the Old LinkedIn…

I miss the old LinkedIn.

The one where quality writing actually meant something.

Where thought provoking posts would fly and gain real insights and conversation. 

Where comments came from real humans.

Not the same lines over and over dressed up by AI.

I miss the DMs that turned into deals.

The copy that converted.

The reach that rewarded those who actually had something to say….

Now it’s all AI, low engagement and recycled content that’s weeks old.

Dear LinkedIn

Whatever update you swallowed, it’s not serving you, your platform or client base.

Yours faithfully,

A loyal, faithful, and nostalgic (yet slightly exasperated) Top Voice.

Because you’re starting to affect my business, my network, and the very magic that made us all show up here in the first place.

They were about to celebrate 100 years in business.
Their employees didn’t even know the story.

Here’s what was happening:
- Tasks were falling through the cracks.
- People were doing the bare minimum.
- Leadership was frustrated that no one seemed to care about the work.

When I asked about the company’s history, the CEO’s whole energy shifted — pride, passion, legacy.

“We’re about to hit 100 years! As a Black-owned company, we made it through Jim Crow, recessions, market shifts — we’ve survived everything!”

I asked: “That’s incredible. Do your employees know this?”
 
Silence.

Because if your admin doesn’t know they’re preserving a century of Black excellence — why would they care about finding one contract?

They’d never connected their legacy to the daily work.
People don’t stay engaged with work that feels meaningless.

If you’ve never told your team:
- Why this company exists
- What it’s survived
- What it’s building toward

And how their role (yes, even the “mundane” one) contributes to that legacy
Then you can’t be surprised when they treat it like just a job.

This disconnect? I spotted it in under 45 minutes.

They’d been struggling with “unmotivated employees” for years.
What they actually needed wasn’t a motivation seminar.

They needed to reframe their centennial — not as a celebration, but as an opportunity for storytelling.

Every employee needed to understand:
You’re not just filing contracts or running reports.

You’re preserving 100 years of Black excellence in an industry that wasn’t built for us.

That changes how you show up. And how you perform.

Most organizations miss this:
You want loyalty. You want people to care. But you’ve never given them a reason to care beyond a paycheck.

If you have a legacy story (10 years, 50 years, 100 years—doesn't matter), and your employees can't tell it?

You're leaving engagement on the table. And performance. And productivity.

Your employees can't be loyal to a story they've never heard.

#CandidCorporateClinician

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💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better.

Nothing kills company morale more than keeping a toxic person past their expiration date.

Leaders spend months planning layoffs, agonizing over budget cuts, and restructuring teams—while that one person who makes everyone miserable gets to stay another quarter.

Your high performers notice. They’re updating their résumés while you’re still “gathering documentation.”

Here’s what erodes faster than you think when toxic behavior goes unchecked:
Psychological safety — people stop speaking up in meetings.

Trust in leadership — “They see it and do nothing” becomes the whispered truth.

Retention — your best people don’t leave because of the toxic person; they leave because of your inaction.

The behaviors that can’t wait to be addressed:
 🛑 Passive-aggressive communication that poisons collaboration
 🛑 Bullying disguised as “high standards”
 🛑 Harassment that HR keeps “monitoring”
 🛑 Discrimination everyone pretends not to see
 🛑 Lack of accountability that becomes cultural
 🛑 Empathy deficits that normalize cruelty

Every day you wait teaches your team exactly what you value—and what you’ll tolerate.

The longer you delay, the more stubborn the residue becomes. Even after the person leaves, the culture still smells of what you let linger.

P.S. Sometimes the spoiled milk is leadership. 👀

Have you seen an organization successfully address toxic behavior—or lose great people because they wouldn’t?

-----------
💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better.

Graphic that says: Nothing kills company morale more than keeping a toxic person past their expiration date.

Keep telling me that your workplace is psychologically safe. 

If silence means safety and job security, it’s neither safe or secure. 

Please reach out to Julie Harris for support.

And please reach out to me so I can raise the collective EQ of your leadership and teams so folks don’t have to hide, burnout, or leave for better workplaces that have higher EQ and psych safety. 

No one should be punished for requesting accommodations that help them show up as their best selves!

Workplace rights made simple | Founder, ernest | Author, Boldly Belong

71% of employees who ask for workplace accommodations get fired, put on a PIP, or face retaliation.
Nearly 3 in 4 employees have their requests denied. (Deloitte, 2024)

That means you're safer staying silent than asking for help.

So, most people do.

You work through the pain. Push through the anxiety. Pretend you're fine when you're falling apart.
All because asking for help (even when it is your legal right) is more dangerous than suffering.

THIS. IS. SO. WRONG.

You're legally entitled to accommodations. Your employer is legally required to provide them. So why do so many requests get denied? Why does asking trigger retaliation? Why are employees (the ones the law protects) left with their rights violated while employers (who have legal teams and access to compliance software) consistently violate their responsibilities under the ADA?

I've spent 5 years making it right.
5 years giving the power back to the employee.

When employees come to me BEFORE they request accommodations, the approval rate is 92%.

The difference isn't luck. It's knowing your rights and your employer's responsibilities. It's knowing exactly what to ask for, how to phrase it, and how to protect yourself when they do things that violate the ADA.

But you shouldn't need to become an ADA expert just to get basic workplace support.

And I'm just one person. I can only help so many.

So, I built software that does what I do to support you through the process.

I built the first Employee Rights Navigation System that guides you through the entire accommodation process: educates you on your rights, drafts your communications, builds your paper trail, and shows you how to protect yourself at every stage. (While I am starting with the accommodation process, it will grow to support all employee rights.)

I'm opening early access to 100 people for $150. It includes lifetime access and a 45-minute consultation with me to use whenever you need it. Sign up at the link under my name or in the comments.

A 32% competency increase. In 7 hours.

That's what happens when leaders stop performing and start examining the emotional narratives actually driving their decisions.

21 leaders. One day. Here's what they walked away with:
4.73/5.0 scores across all three learning objectives:
💡 Understanding how past experiences shape current leadership
💡 Navigating emotions to enhance communication and collaboration
💡 Aligning personal values with professional responsibilities for authentic impact

But the numbers that matter most?
→ 4.87/5.0 facilitator rating (that's me)
→ 4.80/5.0 overall experience (love this for them)
→ 32% increase in competency on the topic in ONE DAY (let's go!)

What participants actually valued:

"The authenticity of the facilitator"

"Really thought provoking exercises. I took less notes than usual, but I spent more time thinking deeper"

"The way you felt like you belonged and were welcomed as guests"

"Farah's anecdotal evidence was grounding and really helped the lessons stick"

Here's what I know: Leadership development fails when it stays theoretical. It transforms when leaders get honest about their emotional narratives, their stress responses, and the gap between their values and their daily behaviors.

This session worked because we didn't just talk about emotional intelligence. We used the Walk the Dog™ Framework to recognize when emotions were leading us. We didn't just discuss trust. We examined the specific behaviors that build or bust it in real time.

The work of authentic leadership isn't comfortable. But it's worth it.

This is what happens when you stop treating leadership development like a checkbox and start treating it like the deep work it actually is.

If your organization is ready to move from performative initiatives to transformation that sticks? Let's talk about bringing "Leading from the Inside Out" to your leadership team.

What aspect of leadership development do you think gets overlooked most often?



#EmotionalIntelligence 
#Leadership 
#PsychologicalSafety

-----------
💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better.

A photo of the view from Farah’s instructor’s podium. Laptop screen says Next 30 days with a list of prompts. In the distance, 5 individuals are doing  independent reflective work at their tables. 

"Don't call it a comeback, I been here for years."
 (LL Cool J’s line feels apropos for what I’m about to share.)

After two years away from publishing, I'm thrilled to return to Fast Company with my latest article—𝐓𝐡𝐞 𝐀𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜𝐢𝐭𝐲 𝐄𝐜𝐨𝐧𝐨𝐦𝐲: 𝐖𝐡𝐲 𝐒𝐨𝐦𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐆𝐨 𝐁𝐫𝐨𝐤𝐞 𝐖𝐡𝐢𝐥𝐞 𝐎𝐭𝐡𝐞𝐫𝐬 𝐁𝐮𝐢𝐥𝐝 𝐖𝐞𝐚𝐥𝐭𝐡.

Authenticity is currency.

You can spend it recklessly and go broke—or invest it strategically and build wealth.

Here’s what I mean:

Your team can always tell the difference between being real and performing real. And the cost of getting it wrong isn’t just disengagement—it’s harming your people.

• 91% of neurodivergent employees mask at work.
• Black employees biologically age 6.1 years faster under chronic workplace stress.

When leaders perform authenticity instead of practicing it, the toll is emotional, psychological, and physical.

In this piece, I explore why emotional intelligence determines whether authenticity becomes your greatest leadership asset—or your biggest liability.

Read it here: https://lnkd.in/gCmdxESv

#leadership #emotionalIntelligence #psychologicalSafety

Upper left says: 12-05-2025 | Leadership Now 

Below is the title of the article: The Difference between genuine authenticity and performed authenticity means everything
Subtitle: Here's who to get it right.

Below that is a share button and an add on google button.

Lower half of the page is a photo of a head of a person in gold with a white mask falling off. The background is a rectangle divided diagonally with the top in blue and bottom in black. 

Below that that it reads [Source Image: breakermaximus/Adobe Stock]

Then at the very bottom left it gives the author's name: By Farah Harris

Trying to see if reposting will give this a second wind...

View • Farah Harris, MA, LCPC’s profile

For us to be fully aware of who we are requires feedback.

It won't always be pleasant. But we need to be aware of how others are experiencing us. 

Now, let me be clear, this doesn't mean that the external narratives that are given to us by others' experiences of us are necessarily true. Often, people are perceiving us through their own presuppositions. 

However, if the external narratives are consistent, and come from sources we can trust, it is up to us to take that data and make sense of it—and adjust accordingly.

Thank you Thomas M. Miller, LICSW for this conversation. I truly hope that what we discussed can help parents and leaders in their daily lives and relationships.

I help parents reduce stress & regain control at home by guiding teens & young adults away from impulsive, disruptive, or unhealthy choices and mental health or addiction struggles—so families thrive and kids thrive too.

🎙️ New 4 Peaks Parents Podcast Episode
Featuring workplace well-being and emotional regulation expert • Farah Harris, MA, LCPC.

Here’s the part that stuck with me:

“You can’t claim self-awareness unless you’re open to feedback. The real f-word.”

In this episode, Farah and I explore how feedback, body awareness, and emotional presence help parents show up with clarity and compassion, even in conflict.

We also talk about how:

Emotional shortcuts from childhood form our “operating system”
Parents unintentionally pass these patterns to their kids
True connection requires attunement, not just intention

If you’re leading a family or a team, this episode is worth a listen.

▶️ Watch it on YouTube: https://lnkd.in/eKzea3yn
🎧 Or listen on Spotify: https://lnkd.in/e82jmPaC

#ParentingLeadership #SelfAwareness #EmotionalIntelligence #FamilySystems #4PeaksParents

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. Farah Harris, MA, LCPC

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taplio

The Battle

Tasia Gonsalves-Barriero

. Farah Harris, MA, LCPC

Followers

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);}. Farah Harris, MA, LCPC's LinkedIn Performance

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Performance Score. Farah Harris, MA, LCPC's LinkedIn Performance