A trusting, genuine environment supports success, allowing for balance and productivity in the workplace.

What will be different in your workplace as the culture is genuine and based on trust?

Why do certain people at work bother me so much?

Because he or she is different than you. Embrace the differences – they complement one another. Relationships start with you. You hold the power to make your relationships what you want them to be.


Think about differences in people in two ways; pace and priority.


Pace makes up how people deliver. Some are very deliberate in how they deliver while others are quick and to the point. Some talk, think, walk, and complete projects slowly, while others operate at a faster pace. When dealing with someone with a different pace, it can be difficult, on both ends.


Priority makes up how people are motivated. Some are motivated by task oriented-projects and others by projects that allow them to be relationship-oriented. One wants to work together with a focus on details and perfection, the other wants to focus on the team and the relationships. Both focuses are valuable as well as opposing when working with others.


When Pace and Priority differences are combined, it creates the most challenging relationship of all. Imagine a thoughtful, detail-oriented person working with a quicker paced, big-picture type person who likes to make things happen, now! Or, consider a project lead wanting the task-oriented styles to see the big picture and they can’t, because their style requires the details to see it.


Embracing the differences may just give everyone what they want. If it’s perfection you want, imagine those people-oriented types will be more likely to deliver when the relationships are attended to. If it is a social environment you seek, allow the task-oriented people to present the details and they will be more likely to deliver what you want as well.


Emily Bass inspires great leadership using assessment-based strategies forExecutive Coaching ,Essential Skills Workshops and her one-of-a-kind Adventure Leadership Summit. Join Emily on Facebook, LinkedIn and stay connected by reading her Blog.


What will be different in your work day when you are not impacted by the jerk at work?

We all come off like jerks at one point or another. We don’t mean it, but it happens. Our differences make this happen and thank goodness for our differences, right?


So, what do you do when you work with someone who rubs you the wrong way? The person probably isn’t really a jerk, or at least let’s agree he or she doesn’t want to be a jerk…but they rub you that way.


Work can be stressful, and stress brings out our least favorable behaviors. Eckhart Tolle says, when you can be around those who push your buttons and let it pass through you, you are enlightened. I can’t claim to be enlightened but I can claim to be more tolerant of the differences in others because of a few things I’ve learned about myself and others.


So, how do we not let the jerk at work get to us?


  • Understand what they want and need – and give it to them:if they are detail oriented, respect that and don’t be vague; if they are social butterflies then plan for a few minutes of socializing; if they are direct, then be direct; if saying hello every time you pass them in the hall makes the relationship better for them, then say hello.
  • Understand what you want and need and then share that information with them:if you know you need things to move fast and they prefer a slower pace, prepare to slow down and ask them to prepare to speed up.
  • Learn to admire the differences of others:If you really want to make your work environment more pleasant, adapt to meet the needs of others – you need them for their differences.


It is a choice we make in every interaction whether to adapt to the other or not. I notice when I am in a good place and conscious, it’s easy. When I am not in a good place and choose not to adapt, I may just be the jerk. As my friend Sammye says, “I try, and I like that about myself!”


Emily Bass inspires great leadership using assessment-based strategies forExecutive CoachingEssential Skills Workshops and her one-of-a-kind Adventure Leadership Summit. Join Emily on Facebook, LinkedIn and stay connected by reading her Blog.

Millennials: Entitled or Evolved?

I appreciate Millennials for pioneering a new work environment and embracing how the world has evolved.

In my experience managing, being managed by, counseling, coaching, training and parenting Millennials, here are my own generalizations about this generation:

·     They are unabashedly open to the differences in themselves and others.

·     They don’t settle for a job; they require their work have meaning and impact.

·     They expect proportional compensation to their time and talent.

·     They care about people, the environment, and the future.

·     They take advantage of opportunities to focus on self-actualization.

·     They view professional development as a natural part of their career.

·     They are more concerned about being good rather than being seen as good.

·     They are collaborative rather than competitive.

·     They are opportunists—but not necessarily at the expense of others.

As I see it, Millennials are simply taking advantage of the opportunities other generations have made available to them. Each new generation has the opportunity to do more because they have more. Each generation is doing more – it’s just that the more differs from the previous generation’s more.

So why is this generation labeled entitled when they’re simply doing as they’ve been encouraged to do?

A good example of how the needs of each generation has evolved is in what my friend Adam said to his father about his own children:

“Dad, just because you had to walk to school uphill, both ways, doesn’t mean my kids are lazy for taking the bus.”

Mark Snow, VP Program Development at Assessments 24×7 points out that Millennials are far from lazy, they are opportunists – just as every generation has been. Each has taken advantage of the opportunities the generation before made available, as they should.

In short, Mark uses Maslow’s Hierarchy of Needs to highlight the focus for each generation:

– The Silent generation sought the basic physiological needs such as food.

– The Boomers sought security and love.

– The Gen Xers sought influence and esteem.

– Now, because they have food, security, love, influence, confidence and esteem – the Millennials have the opportunity to focus on deeper connection, meaning, and self-actualization.

So, does this mean Millennials are entitled or evolved?

I say we celebrate evolving from foraging for food and water to foraging to quench our passion. Let’s celebrate the courage and tenacity of previous generations and encourage up and coming generations to take advantage of feeling safe and loved, confident and capable.

To quote Mark Snow, “…[Millennials] don’t need to be figured out. They need to be given the keys.”

I encourage you to read his full article on LinkedIn: Millennials: I’m p sure they’re ready for the big stage, TBH. But are we?


Emily Bass inspires great leadership by seeing the potential in others and helping them move forward among the challenges of the work place and in learning environments. She is currently fulfilling her passion to make the dreams of others come true though her Adventure Leadership Summit, Assessment-based Executive Coaching and Essential Skills Workshops.

Mt. Washington Valley Economic Council presents “Essential Skills Workshop” a Management Boot Camp Series

How are you connected to your organization’s mission?

Connecting to the mission of one’s work adds value and purpose to the work.

Consider the following questions:

How clear are you about your organization’s mission?
How do you explain to others what you do?
How do you explain why you do what you do?
How does your role at work directly connect you with the organization’s purpose?
How does your role at work connect to your personal goals and values?

In my work with one nonprofit, the board was made up of “old timers” and “new comers”. There was lots of new energy and ideas in the air. The new comers were taking things in a new and fresh direction to bring in new and exciting things to draw in new and enthusiastic members. The old timers were wondering how this fit with their purpose. The new comers saw the potential to bring in more money with this newness. This sounded good to the old timers so they moved forward.

What happened was mission drift. It became hard for the board to agree where to focus and spend and grow because they lost the sense of who they were and why they existed in the first place. It became challenging for leadership to focus on precision and for the staff to operate when the mission was no longer clear. The messaging to the public became fuzzy and the purpose of, and connection to, the organization was drifting for all.

The next board meeting required a full agenda on the questions “Why do we exist?” and “Who do we intend to serve?”

It is invigorating to revisit the mission of one’s organization and clarify the connection for governing members, leadership and staff as well as for one’s self. Clarifying and articulating the mission is also a powerful tool for on-boarding new team members and champions.

How is the work of your board, leadership and staff different when your organization’s mission is clear and each can articulate their own connection to it?

I offer a program on mission connection and enjoy my work with boards, staff and individuals to strengthen connections in their lives.

Request a complimentary Connection Strengthening Session today.

Note: A wonderful read discussing mission connection is the book, Focus on Sustainability by Dennis McMillian of the Foraker Group.




What Creates A Trusting Environment?


A recent coaching session began with the client asking me, “How does one create a trusting workplace environment?”

This leader was struggling to enter into a new position and had the goal of building trust among his team. I loved that he cared so much about this because when people experience trust in their environment they are motivated to learn and be more productive.

Here are the highlights of what my client came to through our coaching session:

  • It begins with the leader.
  • Team members trust they can let their light shine and not be held back or overridden.
  • Team members trust it is safe to stretch and grow even if they may fail.
  • Team members trust they will be spoken to honestly whether they are overreaching or underperforming.
  • And most importantly, the entire team trusts that leadership values and practices confidentiality.

The importance of confidentiality, especially from leadership is critical for a trusting environment. Trusting one’s leader promotes each team member to trust one another and this promotes genuine behaviors and team members showing up as their authentic selves.

How will your workplace environment change, as team members whole-heartedly trust  leadership?

Coaching provides a solid checkpoint for leaders to enhance their workplace environment.

Request a complimentary Leadership Enhancement session today!


How important is it for you to be your authentic self in the work place?


In its simplest form, authenticity means being true to one’s own personality, spirit, or character.

Shortly after joining a team with a strongly established culture different than my client had ever experienced or was natural to her, she was thrown off her game. Advice from former colleagues and her boss was “Keep your head down.” “Follow their lead.” “This is the culture of this workplace so you will have to fit in.”

As her coach, I know how much she stretched to fit in but she just didn’t. She also expressed, the importance for her to feel safe to learn and grow in her job in order to maintain interest and enjoyment in her work. Her awareness raised, that in order for growth to happen she needs to feel safe. Growth and learning requires one to be vulnerable and not many want to create a vulnerable environment for themselves when they don’t feel safe.

Feeling safe in the workplace requires trust; it’s a rather essential human desire.

As new team members joined the organization, the culture shifted. Through coaching, she learned to observe the situation and what she saw was the entire culture shifting as more diverse personality types came on board. Eventually, the entire team became off balance. The culture was now unclear for all. Many felt there was no safe way of being and productivity declined significantly.

As a coach, I experience this topic in a high percentage of the people I work with and I often ask them how they can expect to stand up, let alone function at a high level, when they are off balance?” It provides awareness and opens them to consider the questions “How important is it to be authentic in the workplace—true to one’s own personality, spirit or character?” “How far must one/can one stretch to make the workplace culture productive and enjoyable for them?”

For this client it was absolutely essential for her to trust that she was part of the team because of who and how she is as well as because of her skills. So I leave you with this question…

What will be different in your work place, as each team member trusts they are placed on the team for their unique personality, spirit, and character?

Coaching supports you as you find your place on the team while being true to your self.

Request a complimentary Team Enhancement consultation today!

Note: When talking on this topic with a colleague, he shared a great article in the Harvard Business Review by Herminia Ibarra titled, The Authenticity Paradox about the complexity of what being authentic means. It is good food for thought and opens a meaningful conversation about authenticity when looking to hire someone.