Kendra J.

The Venned Group

The Venned Group specializes in cultivating the next generation of leadership. Through high-touch, cohort-based training programs, we partner with senior leaders to develop their mid-level counterparts. Our unique approach ensures that tomorrow's leaders are equipped with the necessary skills to effectively guide their teams, influence peers, and communicate seamlessly with top-tier executives.

What sets The Venned Group apart is our laser focus on personalized cohort-based training. Unlike generic, one-size-fits-all programs, we understand that each organization has its unique DNA. Our programs and workshops are adaptable, ensuring that your leadership challenges are addressed head-on, resulting in sustainable growth and improved organizational dynamics.

Founder

Boardy

Connector

Orion's Reach

Orion’s Reach is a Not-for-Profit organization comprised of passionate volunteers dedicated to helping aspiring professionals acquire the skills and knowledge required to REACH their career goals.

At Orion’s Reach our approach to mentorship is different. Professionals are looking to learn from different perspectives in-order-to transform into someone who is ready to REACH for the stars. As a result, we match each Mentee with multiple Mentors based on desired skills they would like to learn as well as interests. With this approach, individuals can develop leadership and presenting skills at the same time from two different experts. Our approach also provides the opportunity for individuals to learn about a specific industry from multiple perspectives.

Advisory Board Member

Chase Hospitality Group

•	Started as Event Coordinator, promoted to Event Manager in March of 2016
•	Corresponded with the client on all details of event from décor to food and beverage pairing
•	Worked closely with the Executive Chef to create custom menus; includes costing and idea formation
•	Coordinated any necessary rentals with preferred suppliers
•	Accommodated client’s provided event budgets ranging from $500 to $30,000
•	Lead, grew and motivated event 'team leads'
•	Executed events from start to finish
•	Accommodated client’s provided event budgets ranging from $500 to $30,000

Event Manager

Donaleighs Irish Public House

Managing all Social Media platforms and organizing annual events such as the Annual Golf Tournament and Charity Calendar production process from start to finish.  Handle all reservations and aid with large party catering requests.

Social Media & Events Manager

I’m bringing real human connection back to the workplace.

You've likely heard this before, but I’m not just talking about it—I’m making it happen. Here’s how ⬇️:

Four ways I can help you:

-> Tailored soft skills-based workshops for global brands
-> Curated events that bring leaders together to connect on soft skills-focused topics (DM me to see if we're coming to a city near you soon!)
-> Global speaking engagements on the power of soft skills to enhance hard skills and maximize performance
-> Our S.P.A.R.K. Assessment & 1-1 coaching to optimize working styles & improve collaboration

Why do I do what I do?

I care deeply about human connection. In today's tech-saturated world, the lack of genuine interaction is destroying performance, well-being, and efficiency across teams. That’s why I’m on a mission to help organizations maximize their potential by leveraging their existing resources.

Do you think we'd have a good chat? Send me a DM!

This is a common frenemy of a leader,
And one that I encountered this year...

...Shiny objects.

→ A new project.
→ A new opportunity.
→ A new revenue stream.

They’re all exciting, but they can also quietly derail you and your team if you're not careful.

Here’s how I’ve learned to tackle that shiny object pull this year:

1. I noticed it. Trusted advisors helped me see where my energy was being misplaced.

2. I checked the impact. New ideas create more work, more learning curves, more pivots for everyone involved.

3. I reflected on ROI. Does this new thing really outweigh what we’re already good at and known for?

4. I asked the team. They weren’t against the ideas, but agreed it couldn’t be all the time. They shared honest feedback about how we could make decisions on new programs or services together.

5. We doubled down on what works. You can only extend once the foundation is solid.

I'm very lucky, our team balances each other out. 

When one says “what if,” another will say “and have we considered?” 

We’ve built a culture where it’s normal to push back, because the focus is clear,
protect the capacity of our lean team and deliver the highest quality work to clients.

Anything that could risk either of those gets a thorough look before we move.

For middle managers: more autonomy doesn’t mean saying yes to everything. 
It means knowing when to protect focus.

For senior leaders: your excitement matters, but every new idea has ripple effects. Keep that in mind before saying yes and committing.

Has anyone else been guilty of shiny object syndrome? 🙋‍♀️

Kendra Johnson

JSESSIONID

LinkedIn

li_at

Sales Navigator

Talks about #facilitation, #softskillstraining, #emotionalintelligence, #leadershipdevelopment, and #traininganddevelopment

Helping global brands build high-performing middle managers | Creator of The S.P.A.R.K. Method™ | 1900+ managers upskilled | The Peak's 2025 Emerging Leader | Get weekly tips👇

I'm about to destroy 3 pieces of leadership advice that
many leaders follow.

BAD ADVICE #1: 'Give your managers more autonomy' 
❌ Reality: 73% of managers aren't ready for autonomy 
✅ Instead: Give them infrastructure THEN autonomy

BAD ADVICE #2: 'Hire for cultural fit' 
❌ Reality: This creates groupthink and kills innovation 
✅ Instead: Hire for cultural contribution

BAD ADVICE #3: 'Open door policy builds trust' 
❌ Reality: It builds dependency and bottlenecks 
✅ Instead: Build systems where people don't need your door

I've watched companies implement this advice perfectly and still fail.

The real problem: Generic solutions for specific business challenges.
The brutal truth: Most leadership advice works in theory, fails in practice.
What actually works: Custom frameworks built on business reality, not in training vacuums.

Time to stop recycling advice that sounds good but doesn't work.

Which piece of 'expert' advice has backfired on you? 
Let's call out the leadership myths that need to die. 🙃

Canada’s leading soft skills expert | Creator of The S.P.A.R.K. Method™ | 1900+ managers upskilled | The Peak’s 2025 Emerging Leader | Get weekly tips👇

I’ve been an advocate for middle managers for the better part of a decade now.

I’ve seen what happens when they’re left under-equipped, and I’ve seen how organizations open themselves up to scale when their middle managers are given the right tools, clarity, and support.

So I finally put some of my thoughts together on the value of well-equipped middle managers, why they’re the hinge of performance, and how they’ll change organizations for the better...despite what Reddit says...

There’s also a small request at the end for senior leaders, if you work closely with managers and directors, I’d love your perspective!

Read to the end and let me know if you’d be open to contributing.

If people ask you before they try, 
You built that system
And you’ve become the path of least resistance.

When you’re always available, your team learns to ask first and think later. 
You become the shortcut and the bottleneck.

Here's a script to help set up critical thinking within your team:

If you're stuck after two tries, come to me with:
1. What you've tried. 
2. Where you’re blocked (specifically). 
3. What you think is your best next step 

This short expectation sharing will create:
→ Fewer fly-bys
→ More thoughtful proposals, less escalation
→ Coaching time that goes to real blockers

Roll it out this week
→ Share the script in writing
→ Model it once in a standup
→ Hold the two-try minimum

Question: Do you set these rules up front, or wait until the notifications start driving you nuts?

Personally, I'd start setting them early.

Taplio

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