We help organizations and families improve collaborative performance
An organization can only be as performant as the level of development of its leaders. By growing from fear-based to passion-based leadership you help your company grow. The first step is to assess your level and then set up a development plan.
Easing relations and building collaboration within a team is the most untapped resources that lead to competitive advantage. We will work on the system and find ways to align to common interests and values to create growth and performance. Organizations with engaged team are 170% more productive.
When you live an experience you learn at the essence level where there is no words. The shift and the integration are powerful and lead to motivation without resistance. It is particularly suited for teams as a first step to change.
You are expat or you employ expats and you want to ease the transition while maintaining a high level of performance. You might be an expat mom in search of a new portable purpose, or simply expats in search of guidance.
About Sara Bigwood
International Professional Certified Coach
Leadership and Change Coaching - Individual
Improving collaborative performance in time of change
Expat Method Workshop - Bigger Game Experience
Helping moms be more than housewives - Helping parents supporting school success
We partner with specific coaches depending on the mission
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I often hear clients saying that they don’t like power. Some of them associate power to something negative that they don’t want in their life. This mindset puts them in a tight position at work that limits their growth. Power is undeniable, it is part of work. You need the power to influence people, the[…]
Seeing a family member praising another one is a natural image. It doesn’t raise eyebrows. When a team member does the same, it is a rare picture. The workplace is not set for appreciation, yet human beings need it. The result is a high turnover that can be easily reduced. Much too often in my coaching practice do I hear clients complaining about the lack of appreciation. They feel that their work is not valued and work becomes a transaction, not a passion. Praises have the unique power of turning a task into excitement. Without it you just move or think, you don’t create value.
Leadership development is more crucial today than ever. When the workplace was mostly composed of manufacturing plants, the leader had only to shout orders at workers who had to follow them. It was quite simple. Workers could operate through a level of development that is quite close to what we expect of an adolescent: abide by the common rules and do your job.
Yesterday Truth Doesn’t Fit Today’s world
Since then, our world became more complex, more informed, more volatile and more global. One rule doesn’t fit the reality of workers anymore, not even in the same organization. Nuances and differences are the new currency that forces leaders to deal with complexity at many levels. One project will be so different from another that what you expect from one functional team differs radically from another functional team. Furthermore, a structural leader has to review the performance of a team member who works on a project he knows nothing about. […]
There is nothing more precious than persistence, it is the main ingredient that separates a dream from an achievement. Let’s say you desire to be a better leader, that you need to listen more to your employees. If you do not persist in the quest of doing so, what are you worth? Nothing more than when you started: someone who’s not proficient at listening to its employees.
When an assessment, a profile, or even a feedback on the job points out an area of development, it is easy to acknowledge it and then resume business as usual. It takes courage to go beyond the wonder of the discovery and to actually do the work of change. […]
Who said that at 25 year-old your stop growing? The resulting effect is that people think they are a finished product at 25 and that nothing can change anymore.
What I truly believe, and that Robert Keegan put into words, is that like children, adults evolve through development stages. They get out of adolescence through the stage called Self-Sovereign, “I’m my needs and my needs are all I think of”. It is a self-centered stage.
Then you move to the Reactive or Socialized stage where you become what people want you to be. You are what you feel is important in order to be accepted by the group. It is fantastic way to start life and become integrated in the group. It is typical of the young adults.
The next step is to learn that you can assert some differences and still be accepted; you move to the next stage called Creative or Self-Authoring. You become what you want to create. Your achievement is driving you. Until you sense that something bigger that your own view of what is important exist and you want to explore that; you enter the self-Transforming stage where you let th […]
Steve Wonder’s speech at the International Student Peace Day at the UN made me cry. What he said moved me deeply. It touched a core belief and gave me a strong desire to refute status quo. He shared what he said to his mom when he was 8 years old: “I was not given the gift of seeing visually, but I might be here for another reason, I was blessed with the gift of song writing and singing”. He was sick of making his mom cry because of his blindness and he understood that the true gift is not sight, it is the vision of what you can bring to the world. He was connected to his true talent and he shared it with success to our delight. […]
I thought that thanks to the financial crisis, the world would grow up. It would transition from an individualistic, independent maturity stage to a more interdependent one. The crisis was a good sign that we were all interconnected, that the consequences of our acts didn’t only impact our lives but those of others. In fact, it was even worst, as it impact mostly others and not the one at the source. Oh boy, was I naive, or enthusiastic. […]
Yes, we can learn about anything. Practice, discipline and reflection can help us learn new skills and master old ones. But you can only be as efficient as your paradigm lets you. It’s like driving a car: you can learn about mechanics, practice via videos but unless you can reach the pedals and see over the wheel, you won’t be good at it. It’s the difference between 9 year-old and 45 year-old: the former can dream about becoming the best driver, only the latter can actually be it. […]
As Hendre Coetzee puts it, during the WBECS intro session shiftability™ is the “power or capability of a person to exercise personal transformation in any context” Usually, businesses are driven by a survivor’s mode when they only focus on how to increase revenue, reduce costs and lower risks. They act like a hiker trapped in quicksand: they don’t move to avoid drowning. They don’t know, either, what can be done to get them out of there. Actually, they get it backward: they fear the unknown so they stay in an unproductive, even dangerous known. It all started because they wanted to fix something. […]
We all have comfort zones: it is like the comfy couch we lie on when life feels too much. Comfort zones serve us, as they are the visible part of a neuronal system that creates highways and automatisms to save energy and attention. If we had to think about the walking process each time we walk, we wouldn’t have any energy left to talk, or think, or do anything. So comfort zones are originally very useful, until they are not anymore. […]