Your Pivot Game is Strong

Welcome to "Your Pivot Game is Strong," the podcast dedicated to navigating the chaos of today's fast-paced world while helping you achieve your goals faster than ever before. Join host Jennifer Sheringham as she dives deep into the minds of industry leaders who have mastered the art of pivoting in challenging times. Each episode explores the strategies and insights of influential figures who have successfully transformed chaos into clarity. From innovative CEOs to trailblazing entrepreneurs, our guests share their personal stories, actionable tips, and the mindset shifts necessary to turn obstacles into opportunities. Whether you're an executive looking to lead your team through turbulent changes or an aspiring leader seeking to cultivate resilience and focus, this podcast offers a wealth of knowledge and inspiration. Tune in to discover how to strengthen your pivot game and stay ahead in pursuing ambitious goals. Get ready to embrace chaos, redefine your path, and unlock the potential within you—because with the right mindset and guidance, you can achieve greatness!

Episode 6-The Art of Setting Goals 03/01/2025

Episode 6-The Art of Setting Goals Show Notes: The Art of Setting Goals In today’s episode of Unlocking Potential, we dive into the critical importance of setting goals, why so many people avoid it, and how to break through the barriers of fear and anxiety. We explore strategies such as time-management planning (TMP) and contingent planning (CP) that can help you achieve your goals and overcome the challenges that often hold you back. Plus, we discuss how writing down your goals and partnering with an accountability coach can drastically increase your chances of success. Key Takeaways: 84% of people don’t set goals for their future, and only 3% of people set and achieve their goals. Time-management planning (TMP) and contingent planning (CP) are important to boost performance, focus, and goal success. Writing down your goals increases the likelihood of success by 20%, and revisiting them regularly increases success rates by 42%. The role of an accountability partner, like a life coach, is to help you stay on track to achieve your goals. The struggles organizations face in setting and executing clear goals and how leadership coaching can provide the necessary tools for success. Episode References: A.C. (2023). 22 Goal Setting Statistics You Should Know. HQ Hire Cristiano, B. (2022). Fear Failure: How it Impacts Success and How to Turn It Into an Advantage. Forbes Laskowski, H. (2017). The Planning Paradox: Why Planning is Ruining Your Life. Medium.com Park, M., Weinhardt, J. M., Brodsky, A., Tangirala, S., & DeVoe, S. E. (2018). When Daily Planning Improves Employee Performance: The Importance of Planning Type, Engagement, and Interruptions. Journal of Applied Psychology, 103(3), 300–312. If you enjoyed today’s episode, be sure to subscribe and share it with a friend who might benefit from learning how to set and achieve their goals. Take the first step today in unlocking your potential and designing your future! Thank you for listening! /episode/index/show/abd19fc2-4a9d-46c0-b042-316ae576253e/id/35320920

Episode 5 Vision Creates an Inspired, Desired Future 02/20/2025

Episode 5 Vision Creates an Inspired, Desired Future In this episode, we explore the power of visioning and how creating a clear, compelling vision can lead to transformational change in personal and professional lives. From the impactful dreams of Dr. Martin Luther King Jr. and Malala Yousafzai to the world-changing innovations of Jeff Bezos and Amazon, visionaries shape the future by inspiring action and creating lasting change. We also break down the six key components of building a vision: gaining clarity, setting goals, ensuring inspiration, self-reflection, gaining support, and maintaining momentum. Visioning aligns actions toward a desired future and fuels creativity, resilience, and motivation—qualities essential for leadership. Additionally, we discuss why hiring a coach can be a game-changer in refining and executing your vision, helping you reclaim your time, energy, and confidence as a leader. Key Takeaways: Visioning is the process of creating an inspiring mental image of the future. Visionaries like Dr. King and Malala use their visions to inspire global movements and social change. Visionaries like Jeff Bezos help transform industries, showing how innovation can lead to survival through chaos. The six key components to building a vision are: clarity, goal setting, inspiration, self-reflection, support, and momentum. A clear vision helps leaders make better decisions, stay focused, and inspire action in others. Hiring a coach helps refine your vision and ensure you remain accountable and motivated. References: Kotter, J. (2012). Leading Change. Harvard Business Press. Pisal, S. (2021). Rise of Facebook, Amazon, Apple, Netflix, Google During COVID-19 Pandemic. Electronic Theses, Projects, and Dissertations. Pollack, J., Pollack, R. (2015). Using Kotter’s Eight Stage Process to manage an organizational change program: presentation and practice. Systemic Practice and Action Research, DOI 10.1007/s11213–014–9317–0. Thank you for listening! If you enjoyed this episode, don’t forget to subscribe and share with others who could benefit from creating their own inspired vision for the future. /episode/index/show/abd19fc2-4a9d-46c0-b042-316ae576253e/id/35304005

Episode 4-Navigating Chaos with Coaching: Regaining Time, Energy, and Confidence 02/10/2025

Episode 4-Navigating Chaos with Coaching: Regaining Time, Energy, and Confidence Podcast Show Notes: Navigating Chaos with Coaching: Regaining Time, Energy, and Confidence Episode Summary: In today’s episode, we dive into how coaching can help you regain their time, energy, and confidence amid chaos. We explore resistance, emotional overload, and the critical role of self-awareness in overcoming these barriers to action. Drawing on concepts from renowned scholars, we discuss practical strategies that leaders can implement to manage resistance, embrace change, and foster a supportive environment for growth. The famous quote by Heraclitus, “πάντα ῥεῖ οὐδὲν μένει” (Everything flows, nothing remains), reminds us that change is constant, and the ability to adapt is key. Key Takeaways: Resistance to Action: Emotional overload and stress hinder our ability to take action. Building awareness of emotional triggers and implementing stress-reducing methods can alleviate neurobiological dysfunction and help us move forward. Coaching for Change: Fear-based resistance can be mitigated through transparent communication, engagement, and providing a sense of ownership in the change process. Coaching helps individuals embrace change and manage stress effectively. Supportive Environment: Creating an environment that encourages trust, communication, and innovation leads to greater adaptability, allowing individuals to thrive even in chaos. Self-Awareness and Resilience: Through coaching, individuals increase self-awareness, build emotional resilience, and develop the necessary tools to cope with and embrace change. References: Bennis, W., & Nanus, B. (1985). Leaders: Strategies for taking charge. Harper Collins Publishers. Dodes, L. M. (2009). Addition as a psychological symptom. Psychodynamics Practice, 15(4), 381–393. Kerrissey, M. J., & Edmondson, A. C. (2020). What good leadership looks like during this pandemic. Harvard Business Review. Lubman, D. I., Yucel, M., & Pantelis, C. (2004). Addiction: A condition of compulsive behavior? Neuroimaging and neuropsychological evidence of inhibitory dysregulation. Addiction, 99, 1491–1502. McFarlane, A. C. (2010). The long-term cost of traumatic stress: intertwined physical and psychological consequences. World Psychiatry. Naughton, P. (2017). Professional military education: Proven in combat during the Mexican War. Military Review, 84–91. Reed, B. (2017). Leader development, learning agility, and the army profession. Journal of Military Learning, 92–113. Quote to Reflect On: "πάντα ῥεῖ οὐδὲν μένει" - Heraclitus This timeless quote reminds us that nothing stays the same; everything is in constant flux. We must adapt and remain agile to navigate the chaos in our lives and work. Through coaching, we can build the resilience, clarity, and confidence needed to embrace change and take empowered action. Next Steps: If you’re looking to regain control over your time, energy, and confidence in chaotic situations, coaching could be the solution you need. Reach out today to start your journey of transformation. Stay tuned for more episodes where we dive deeper into the complexities of leadership, emotional resilience, and navigating change. Thanks for tuning in! Keep moving forward and embracing change with clarity and confidence! /episode/index/show/abd19fc2-4a9d-46c0-b042-316ae576253e/id/35213765

Episode 3-No Policy, No Problem: How Leaders Can Foster Inclusivity and Unlock Opportunities for All, Despite the Drop of Federal DEI Programs 01/30/2025

Episode 3-No Policy, No Problem: How Leaders Can Foster Inclusivity and Unlock Opportunities for All, Despite the Drop of Federal DEI Programs Leaders play a critical role in shaping the future of work, especially in a rapidly changing global landscape. According to Bourke (2016), between 2021 and 2031, leaders must adapt to four global mega-trends: diverse markets, customers, ideas, and talent. These trends reflect shifts towards emerging markets, evolving customer demographics, the need for constant innovation, and a more diverse workforce. Traditional leadership qualities remain essential in such an environment, and leaders today must develop new skills. It is time to highlight a vital leadership style called Inclusive Leadership. In January 2025, new Executive Orders (EO) dropped DEI programs and policies within the federal government, leaving many people concerned about their future. Dr. Jolene Church, a strong advocate for women in leadership, voiced her disappointment over canceling a “Women in Leadership” training class. For Dr. Church, this cancellation symbolized a broader setback for women in the workplace, especially regarding career obstacles related to pregnancy and family planning. In response, she leads the charge by launching virtual webinars and programs to ensure DEI continues thriving, even without government support. The Society for Human Resource Management (SHRM) also leads the charge. SHRM possesses an Advocacy Team (A-Team) that empowers SHRM members to shape workplace policies that impact over 362 million employees globally. With nearly 30,000 members across 435 congressional districts, the A-Team drives favorable workplace policy by advocating for issues crucial to both employees and employers, fostering better workplaces and a better world. SHRM is rolling out a new framework called Belonging Enhanced by Access through Merit (BEAM) that can help organizations adapt. Their webinar included two SHRM experts and two employment attorneys who broke down the policy shifts and to showcase the new SHRM BEAM Framework. As Dr. Church and SHRM lead the charge, it highlights the importance and need for emergent development programs for Inclusive Leadership. Bourke (2016), demonstrates that leaders who embrace diversity, value individuality, and foster inclusion help create environments where all employees feel heard and valued, driving organizational success in a complex world. A Changing Landscape: What’s Happening? The drop of DEI initiatives at the federal level doesn’t have to slow momentum for inclusion. DEI is not just about policies—it's a mindset led by leadership. Rich Lewis, AVP of Culture & Inclusion at Ensemble Health Partners, emphasizes that diversity is about the range of experiences individuals bring, not a dominant group defining the "norm," which then labels diversity. Equality differs from equity, as equity tailors resources to individual needs, and inclusion actively values employees' unique backgrounds. Effective DEI requires inclusive leadership, as leaders influence 70% of employee engagement. Leaders must address biases, create safe spaces for voices to be heard, and build trust with their teams. Opportunities Don’t Disappear – They Evolve Government initiatives constantly change, and leaders must evolve, as they possess the power to sustain an inclusive culture. Even without formal policies, leaders in the federal government can continue to foster an inclusive workforce. Additionally, non-federal organizations—corporate, nonprofit, or small business are not subject to the EO, and despite some large conglomerates dropping DEI, it does not necessarily mean that they are dropping the value to foster an inclusive workforce. Since leaders shape culture, influence team composition, and set values. Leaders are uniquely positioned to create meaningful change from within. As Civil Rights Attorney Jon Marco (2025) pointed out, the EO does not override the Civil Rights Act of 1964, which protects from discrimination. While DEI is no longer required in federal positions, the private sector remains unaffected, and confusion may cause unnecessary harm without proper research. What Do the Policies Really Say As an experienced survivor of being targeted for countless injustices from 2013-2018, hiring attorneys, and recently resolving the injustice in 2024, I felt compelled to examine the new EOs. I went straight to the source—Whitehouse.org and found seven tabs under "Presidential Actions" within five days of the new administration. After reviewing each tab, I identified several initiatives likely to impact DEI, including Ending Illegal Discrimination and Restoring Merit-Based Opportunity, Reforming the Federal Hiring Process and Restoring Merit to Government Service, Ending Radical and Wasteful Government DEI Programs and Preferencing, Restoring Accountability to Policy -Influencing positions within the Federal Workforce, and Hiring Freeze. But wait, there is more, listed on the White House website are the Presidential Actions, the White House website is not a source for the actual EO, don’t get it twisted. The source and the actual publication are on federalregister.gov. Interestingly, as of 29 January 2025, the White House website lists 71 Presidential Actions, but the source website lists 14 EOs. EO 14151-Ending Radical and Wasteful Government DEI Programs and Preferencing This EO upholds, values, and honors The Civil Rights Act, protecting against discrimination based on race, sex, religion, and national origin. Despite this, this EO ends DEI and DEIA policies, deeming them illegal and harmful to American values of merit and hard work. The order mandates their termination in federal agencies. It encourages the private sector to follow while ensuring that The Civil Rights Act is upheld and discrimination is eradicated from government, education, and employment practices. Moreover, the quorum includes the Office of Management and Budget (OMB), the Attorney General and Director, The Office of Personnel Management (OPM), and federal agencies, who are directed to assess the operational impact and inform and advise the President. Additionally, this quorum is mandated to meet monthly to review programs, activities, regulations, guidance, and litigation positions, discuss barriers, and identify areas for the Presidential or the legislative branch to take action, specifically to advance the policy of equal dignity and respect. The quorum has until April 20, 2025, to report their findings. In the meantime, the Human Resource Office of the Federal Government emailed the Department of Defense Force stating that there are “a lot of unknowns, and from those unknowns come a lot of concerns and anxiety. We appreciate the need for urgency and will continue to do all we can to address these subjects as thoroughly and quickly as possible to communicate it to the workforce properly” (HRO, 2025). Keeping the Faith in the Trump Era On January 29, 2025, Verna Myers hosted a virtual event to go over DEI, inviting several experts and attorneys. According to the panel of attorneys, the development of EO 14151 primarily outlines how the federal government conducts business, which includes awarding contracts. To illustrate this, The EO ensures contracting entities do not defraud the government. Furthermore, the False Claims Act (FCA), 31 U.S.C. §§ 3729 - 3733, is in place to ensure that those who have defrauded the government to gain contracts are three times liable for damages plus penalty while also encouraging private citizens to report such fraud, those reporting fraud can be compensated. To make this more impactful, under President Biden’s administration, The Department of Justice obtained more than $2.9 billion in settlements and judgments from civil cases involving fraud and false claims against the government in the fiscal year ending Sept. 30, 2024. The attorneys pointed out that the EO is limited, and there is no worry because if your actions are not against The Civil Rights Act and the False Claims Act, you are upholding the law, which is the point of this EO. Potential Executive Orders that have not made the Federal Register Seventy-one potential EOs exist on the White House website, but as of the time this article is published, only 14 EOs are published on the official source, the Federal Registry website. For example, the two EOs taken off the federal registry were Ending Illegal Discrimination and Restoring Merit-Based Opportunity and the Hiring Freeze; however, both do exist on the White House website. Again, don’t get your facts twisted. Leading Inclusively: A Call to Action for Leaders Even without formal DEI programs, Inclusive Leadership remains critical in shaping a thriving workforce based on equality. Therefore, leaders can make a meaningful impact by leading by example, providing psychological safety, embracing diverse perspectives, creating growth opportunities for all, celebrating differences, and transparency. To emphasize this, Inclusive Leadership starts with the leaders as they lead by example. By demonstrating inclusive behavior, actively listening, seeking equal perspectives, and being open to feedback, leaders set the tone for the entire organization. By embodying inclusivity, leaders signal everyone in the workforce that inclusion is a core value. Leaders who prioritize psychological safety ensure that all team members are equal and can express their thoughts without fear of judgment or retaliation, which leads to richer ideas and deeper collaboration. By creating spaces where team members feel safe to share their ideas and experiences without fear of judgment or retaliation. When employees feel psychologically safe, they are more likely to voice their opinions, share innovative ideas, and raise concerns about potential biases or exclusion. Leaders must actively seek out and encourage diverse perspectives equally by bringing together teams with varied experiences, backgrounds, and worldviews. Training, mentorship, and coaching should be available to everyone. Leaders who actively create pathways for growth and development help to break down barriers and offer opportunities for all employees to thrive. Recognizing and celebrating everyone within an organization is a powerful tool for fostering inclusion. Even without formal programs, leaders can acknowledge and celebrate the unique qualities that each employee brings to the table, reinforcing the message that difference is an asset because it eliminates groupthink, a killer of innovation and problem-solving. SHRM leaders are committed to ensuring that hiring, promotion, and reward practices are fair and transparent. They also eliminate bias, providing opportunities for all. Ultimately, leaders level the playing field, ensuring everyone can succeed equally. Empowering Leaders to Build an Inclusive Culture Leaders have the power to create opportunities that extend beyond any federal mandates or organizational programs. It’s not about waiting for someone else to step in; it's about realizing that inclusivity starts at the top, and employees can also start from the bottom. When everyone adopts an inclusive mindset, empowers their teams, and creates environments where all voices are heard, they can maintain DEI's progress and accelerate its evolution into something better. Inclusivity isn't a one-time effort or a program that can be launched and then forgotten; it’s a commitment to daily actions, decisions, and behaviors. Without formal policies, leaders can drive a culture of inclusion by embracing the six signature traits of inclusive leadership. The Six Signature Traits The six signature traits of an inclusive leader include commitment, courage, cognitive bias, curiosity, cultural intelligence, and collaboration. Bourke (2016) explains the traits as follows: Trait 1: Commitment is the core of inclusive leadership, rooted in a leader's values and belief in inclusion. Motivated by fairness, Inclusive Leaders view equality as a moral imperative. Their dedication blends rational understanding with emotional connection, demonstrated through actions and communication, actively investing in people and driving meaningful change. Trait 2: Courage is essential for Inclusive Leadership. It empowers leaders to challenge the status quo, speak up, and take risks. Courage involves challenging others, the system, and oneself. Combined with humility, it fosters openness to feedback, drives change, and promotes continuous learning, creating a culture of inclusion and self-improvement. Trait 3: Cognizance of bias is crucial for inclusive leaders who actively engage in coaching to enhance self-awareness and address personal and organizational biases. By seeking feedback and guidance, they recognize the impact of unconscious biases, such as stereotypes and groupthink. Effective coaching empowers leaders to foster fairness, offering tailored support to help everyone succeed. Trait 4: Curiosity is key for inclusive leaders, driving an open mindset and a genuine desire to understand diverse perspectives. By actively seeking varied opinions, asking insightful questions, and listening deeply, these leaders foster empathy, strengthen loyalty, and enhance decision-making. Their curiosity cultivates an inclusive, innovative culture and adapts to change. Trait 5: Culturally intelligent leaders excel in cross-cultural settings by understanding how their culture shapes their worldviews. They actively expand cultural knowledge, adapt communication styles, and engage with diverse backgrounds. By fostering inclusivity and valuing cultural differences, these leaders strengthen connections and navigate cultural dynamics with empathy and awareness. Trait 6: Collaborative leaders harness diverse perspectives to solve complex problems and drive innovation. Intentionally building teams with varied backgrounds creates an environment where all voices are valued. These leaders foster trust, encourage open communication, and ensure team members feel safe to contribute without fear of judgment or punishment. What Organizations Can Do Organizations can promote Inclusive Leadership by taking several actions across key areas such as strategic alignment, recruitment, capability and competency management, performance management, rewards and recognition, and systems integration. First, strategically aligning Inclusive Leadership with development programs to drive innovation, connection, and optimization. Second, recruitment efforts could focus on inclusion, incorporating behavioral interview questions to assess candidates’ ability to handle diverse perspectives. Third, capability management integrates inclusive leadership into competency models. Fourth, performance management links KPIs to inclusive behaviors, holding leaders accountable. Fifth, recognition and rewards should highlight inclusive leadership and its benefits. Sixth, system integration ensuring diverse teams contribute to ideation while mitigating biases. Organizations adopting these practices will thrive, fostering inclusion and leveraging diverse perspectives to succeed in a complex business environment. The Power of Leadership in Shaping the Future The absence of federal DEI programs doesn’t mean we should throw in the towel on inclusion and equal treatment. Instead, it’s an opportunity for leaders to rise to the occasion, rely on The Civil Rights Act. In fact, the very removal of these programs can be a signal that it’s time for organizations to take ownership of their inclusive culture and make it an inherent part of their values and everyday actions. Leaders have the unique opportunity—and responsibility—to shape an inclusive environment where equality thrives and every employee, regardless of their background, has an opportunity to succeed. It’s not about the programs or the funding, it’s about the leadership that creates an environment where inclusion is ingrained in the way we work, collaborate, and succeed together. References Bourke, J. (2016). The Six Signature Traits of Inclusive Leadership. Deloitte Insights. Director HRO (2025). Executive Order Update. Outlook Email. Lewis, R. (2021). Diversity, Equity & Inclusion, Operator Insights). Ensemble Health Partners. Rojas, E. (2025). President Trump Revokes DEI programs: What to know. CBS Detroit. /episode/index/show/abd19fc2-4a9d-46c0-b042-316ae576253e/id/35076980

Episode 2-Goal Setting that Saved My Life 01/21/2025

Episode 1-Start with your purpose, vision, mission and core values 01/10/2025

Your Pivot Game is Strong

TOPICS