About

CLARITY FOR CAREER TRANSITION & TRANSFORMATION

 Having gone through a career transition myself, I can relate to the confusion and overwhelming feeling that comes with making new career choices, especially in mid to late-career years. Creating THE CLARITY SUCCESS FORMULA™ helped me get clarity to transform my career. Using this formula I repurposed, translated, and integrated my passion, knowledge, expertise, and life experiences to launch a career as a Clarity Coach, Corporate Trainer, Healthcare Consultant, and Motivational Speaker. THE CLARITY SUCCESS FORMULA™ forms the core of my transformational clarity coaching.  

Sometimes people find themselves in careers they didn't choose and end up staying in them for as long as they need to. Other times, life-altering events force people to rethink their lifestyle and ultimately decide they need a change. Another reason people want change is when it's a new season in their life. When the former season has run its course, resisting change brings dissatisfaction. The pandemic has forced people to change in many ways. For many, this has been a time of reflection and reevaluation of what really matters to them, and how they want to live their lives going forward. It is not always about money. Sometimes it's more about finding joy and fulfillment in whatever they choose to do. What's most important is that you discover your path, and follow it. GET FREE RESOURCES to birth your own dream and chase after it!

ORGANIZATIONAL CLARITY  

Using THE CLARITY SUCCESS FORMULA™, we guide organizations through reassessing and reestablishing their identity, mission, and goals. Having clarity about organizational identity, mission and goals, and how current practices impact achieving the desired goals is crucial for organizational success. There's never "too much" communication when it comes to ensuring that every member of an organization clearly understands the goals and their role in achieving those goals. When employees know and understand the mission, and can visualize their impact on the big picture, they are more likely to take ownership of their roles without the need for coercion or micromanagement.  

 

In an INC. article by Rebecca Hinds titled, "The Reason Your Organization Is Underperforming? A Lack Of Clarity", she states that "Clarity is in short supply and high demand in organizations today." It's no wonder that organizations lose time, productivity, and revenue due to a lack of role and task clarity. Hinds references Asana's Anatomy Of Work Index which shows that employees spend as much as 60% of their day on "work about work", rather than the actual productive work. These include chasing after task status and updates often resulting in repeating tasks already performed by another employee. 

Does your organization have a clearly defined mission, vision, and goals? Of course, you do! The question is how many of your employees understand your organizational identity, vision, and goals? As a leader, do you have personal and professional clarity?

Are you clear on your role and responsibility to your organization and employees? Are you providing the clarity your employees need to help your organization succeed? 

 

  • When was the last time you communicated directly (excluding emails) with your employees?

  • Have you communicated short-term and long-term goals - do your employees know your organization's goals for the next 6 months, 1 year, or 5 years?

  • Do they know their specific role in the organization and how their roles are directly tied to the success of the organization? 

  • Have you provided a measure for organizational success?

  • How transparent are you?

  • Do your employees know how the organization is doing?

  • Are you sharing successes and opportunities for growth, rather than emphasizing failures?

  • Do your employees feel like they matter?

  • How much input do you invite from your employees? 

The next time you go into work, walk the halls and randomly survey your employees using the following questions:

 

  • First, check your visibility, do they know who you are?

  • What motivates them to show up to work every day?

  • Do they know the organization's mission and vision?

  • Do they know the organization's short-term and long-term goals?

  • Do they understand their role in the success of your organization? 

  • Do they know how the organization is doing?

  • Are they hopeful about the success and future of the organization? 

How did your self-reflection and employee survey go? Congratulations if your feedback is positive! If not, that's what we are here for.

Negative feedback is a precursor to making progress. It offers the opportunity to pinpoint areas for improvement and develop targeted strategies to ensure successful change and transformation. We can help you turn your negative feedback into positive results. Sometimes the comeback stories are the greatest stories!