Learning2LEAD, LLC 's Linkedin Analytics

We’ve all done it before. Reached for the “proven” process. Copied what worked over "there” Assuming it would work over "here.” But here’s the thing: That brilliant idea? It emerged from a different context and time with... Different people. Different problems. Different potential. Copying someone's “best practices” ✨ Can morph into "best complacencies." Not because they were wrong, but because they’re rooted in a different reality. I do NOT like generic "plug and play" solutions. It's better to develop an organization's INNER genius to: 🌀 Deeply understand customers (not just what they DO, but who they’re seeking to BECOME). 🌀 Sense what's unspoken, what hasn’t been articulated yet (POTENTIAL). 🌀 Design from the INSIDE out, not from borrowed blueprints. Because when teams develop this kind of capacity... They don’t just solve existing problems… They generate strategies so relevant, so alive, they couldn’t have come from anywhere else. No cookie-cutter templates. No copy-paste shortcuts. Just your own living, breathing best practice. 👉 Ready to ditch the formula and design what’s uniquely yours?

BREAKING: Leadership coach hacked... She choose growth over reactivity. I know. You're shocked. I was too. Cyber bullies couldn't find a meaningful purpose so they: 👿 Hacked my accounts 👹 Sent out fake Korean jobs + nasty pics 👺 Triggered a forced social media sabbatical But I’m back. Smarter. Saltier. Forever grateful for beloved tech support! But you know what REALLY surprised me? 👉 My patience. My imperturbability!  The OLD me would have gone pissy pants frantic 😤 The NEW me kept grounded, non-reactive. I credit that shift to the deep personal + professional development work I've doing--for myself + my clients. Because, here's the thing: We are never 100% secure… But we can be resilient. 💡 To the hackers: Next time, just ask me for leadership coaching. Put your skills to good work. 😉

💬 What Senior Leaders Say (Actual Quotes & Complaints) “We’ve spent a fortune on leadership development, but I don’t see lasting change in behavior.” ~ CHRO, Biotech “Our top performers are burning out. They’re capable, but can’t keep carrying the culture alone.” ~ VP, Engineering, MedTech “We’re decent at developing individuals, but we’re terrible at developing a leadership culture.” ~ Head of Talent, Tech Startup “We bring in expert consultants who give us great decks. Six months later, we’re back to BAU.” ~ Managing Partner, Professional Services “Our people say they want growth, but when we offer development, they’re too busy.” ~ Director of L&D, Health System “We’ve tried unconscious bias training, EQ workshops, executive coaching. None of it sticks.” ~ Chief People Officer, Purpose-Led Organization These aren’t just isolated complaints. They’re signals. ⚠️ Signs that the system itself needs evolving—not just the individuals within it. What if the problem isn’t the people—but the PARADIGM? What if the solution isn’t another 2-day workshop or toolkit... But a regenerative approach that develops capability in self and system, together? Let’s stop trying to fix people in broken systems. Let’s evolve both. 🌱 👇 Do you hear this too?  Something different? Please do share! 👇

I can't unsee this. Can't ethically, honestly work the old way: 🤑 One-time events 🤑 Generic, off-the-shelf training 🤑 Giving people 360 feedback 🤑 Slating people into buckets Not after personally experiencing a regenerative approach to change. I'm calling it the ABCDEffective Change. It's based on a 13-year Harvard study that worked with the most intractable cases (alcoholics, prisoners, smoking, delinquency...) The research study findings where adopted by: ↪️ USA Foreign Service for language learning ↪️ The AA 12-Step Program founders ↪️ Prison Reformation Programs ↪️ P&G in their first major change (AI Shafley, CEO Change Makers) Then, it was copied by many others. (Unfortunately w/o including Regenerative First Principles) *Source: Harvard Researchers Fritz Roethlisberger, Head of Study, James V. Clark Carol Sanford mentor), and Elton May.

You’re not a beginner. So why follow beginner’s advice? Especially when it comes to developing your Self and your System. You’ve outgrown Standard Operating Practices: ⛔ Off-the-shelf programs ⛔ Best-practice formulas ⛔ One-time learning events ⛔ Silver bullets and quick-fix band-aids Those generic approaches weren’t designed for... 🌀 Complexity and uniqueness (like you) and 🌀 Dynamic and evolving ecosystems Our customers deserve more than copy-paste solutions designed for the masses. They deserve our commitment to: Evolving WITH them, not in spite of them 🌱 So stop settling for generic advice. (Even if it’s coming from a PAST version of YOU!) You're beyond that now. Regenerate your thinking. Build deep discernment. Even the Pope says so! ⛪ And the people, places, and purposes you care about are counting on it. 🔥 Want to learn more about Self AND Systems development? (See link in bio)

Here’s what I’ve learned. (And unlearned.) This question changes everything: 📍 What’s the SOURCE paradigm? Because if we’re working from an outdated world map... Even the “best practices” can steer us off course. 📍 Second, trust your lived experience. You don’t need a guru, a glossy report, or a 10-step framework to tell you what you already sense. Your experience is not only valid—it’s vital. 📍 And third, aim beyond being overly polite—or using “noogies on the head” fun as a cover-up. Pat-on-the-head development says: “Show empathy.” Important? Absolutely. But... incomplete. What if the real work isn’t just about Doing Good? What if it’s about Evolving Capacity—in self and system? Not just empathy, but the capability to do more and be more. Not just individual change, but transformation at the level of teams, organizations, customers, even entire industries. When we evolve capacity, we’re not just reacting to problems. We’re regenerating potential. Ready to lead from this level? 🔥 Want to learn about Self AND Systems development? (Wait list link in bio)

You still using this one for teams? Forming, Storming, Norming, Performing. (Then there was Adjourning). Bruce Tuckman’s model was created ~60 years ago. It was based on an analysis of : >-- Groups, NOT working teams >-- 50 studies (37 of which were group THERAPY patients) Now, you might think some co-workers need therapy, but that’s a different story! Point is, Tuckman’s model is NOT based on real work teams. Although you might find it useful (or memorable), only 2% of work teams actually follow this sequential pattern. But Just because it’s easy to remember doesn’t mean we should. I prefer the late Scott Peck’s Community Building approach. (He wrote "The Road Less Travelled"). They seem similar except for one MAJOR difference... EMPTYING! That's when the gloves come off. ... That's when your partner blurts out "I never liked your mother!" or "I hate your cooking." Said more professionally... EMPTYING is where team members acknowledge assumptions and judgments that block their ability to listen and contribute authentically. You might not know it but... When I work with teams, I aim to Empty (and build skills to do so effectively). 👥👥👥 What's your Team's Effectiveness?  Self-Assess your team here - 10 questions.  Click the link BELOW in the comments.

I recently caught myself in the act of thinking: “I should have...” It’s a common practice I see frequently. But what if, during constant change and churn... The REAL leverage lies NOT in dwelling on the past... But in regenerating perspectives? (and energy-draining inner chatter) Liz Fosslien illustrates a simple (not easy) shift from: “Shoulda, woulda, coulda thinking” to 💭 ➡️ “What if I...” That tiny pivot has the potential to move us from: 😩 Regret to regeneration 👉 Blame to possibility ➰ Closed-loop judging to an open field of choice Try it. Practice it. Build the capability. Regeneration isn’t about perfection—it’s about continuous growth 🌿 You just might find yourself saying: There's No Limit to How I Recreate Myself. 🔥 Want to learn about Self AND Systems development? (Waitlist link in bio)

As human beings, we’re wired for COMFORT. But our Potential only evolves to its next-stage... Through growth and overcoming CHALLENGES 💪🏋️‍♀️ It's a process of renewing and reinventing ourselves and systems. We can either generate or degenerate. Assuming you want to grow, here's what I found to be helpful: ⚡ The process of change requires unlearning. ⚡ It requires breaking the habit of the old self. ⚡ Reinventing a new self ⚡ And thinking greater than your current environment. I want you to grow to your Next-Stage Potential. The world needs your Best Future Self NOW! 🔥 Want to learn more about Self AND Systems development? (Wait list link in bio)