Do you have a leadership momentum? What can you learn from your energy levels right now?

Have you ever asked yourself, what makes you feel momentum with your energy, and on the other hand, what brings your energy down? Let's dive together to get a better understanding of your energy levels.

Hi, I am Noa, and I work with leaders, executives, and founders of companies and their teams to go beyond with your leadership. Are you ready? Let's go.

 Energy is defined as the ability to do the work. Think about it. Energies at work change the state of the matter, from gas to liquid, from liquid to solid. We sometimes forget that the same force of energy that shifts gas to water can also change water back to gas. Why is it important to understand that? Because our energy is the same. Our energy changes all the time.

We need to identify when our energy is high, when we have momentum with our leadership and focus and when our energy is low.

When we have momentum with our energy, this is when we feel that everything we do works for us. When we go to a meeting, we inspire and impact and influence others; we feel focused; it feels great when we do the work. Long story short, we see results.

On the other hand, when our energy is low, we feel that no matter how much we try to push into action, we don't see results. And at times, we can't even bring ourselves into action. It is as if our cup is full, and still, we are trying to pour more and more liquid into it. But no matter how much more liquid we try to pure into it, at the end of the day, all we have left is what's in the cup.

As leaders, when our energy is high, we notice that we have clarity about our purpose, vision, and values. Suddenly when we share our ideas and vision, people get a better understanding and clarity of what we communicate with them. They hear and see how focused we are; there is a sense of alignment that they experience from us.

If you experience high energy right now, know that you have momentum, and I invite you to do everything you can to influence your ideas. Take advantage of this.

 If your energy is low right now, it's okay; remember that energy never stays the same. It is changing. Sometimes it is high, and sometimes it is down. So you must identify it and know where you are.

• Many of us have low energy after we push through an intense project or event in our life that took much of our attention. Like other cycles in life, we need time to recharge to move through the next time we need higher energy. So give yourself time to recover. As some people say, we can't work out in the gym 24/7; it is not efficient or adds value to our bodies.

• Another reason we have low energy is when we lack clarity of the purpose behind our actions and vision. So it might be time for you to do some work to understand the purpose behind what you're trying to achieve or behind your vision. This area can be challenging to do independently, and finding a thoughtful partner to work through your ideas can be very helpful. It could be a peer, your manager, your team, or even a coach or mentor who can challenge your thought process and help you widen your perspective.

•  Another reason our energy can be low is change. There are many thoughts and emotions engaged in the process of change. And when there are so many thoughts and feelings, it's hard for us to move into action. Whether it's a life transition or a work transition, when we go through a change in our lives, we need to redefine who we are in the new situation, which takes a lot of energy from us.
  For example, the COVID-19 reality allowed us to work from home, but now many companies require people to return to the office. Many of the people I know that had to shift from remote work to going back to the office felt their energy dropping down, and even though they try to push into action, it feels like they are pressing the gas pedal on neutral, but the car is not moving. This is the time to pause or slow down and allow your emotions and thoughts of change to be processed and acknowledged without judgment. Emotions, thoughts, and energy are never stagnant. Our thoughts move all the time, our emotions move all the time, and our energy can change too. The more we fight this idea, the longer we stay there. So allow yourself to be with the emotions and thoughts you experience now, and remember they will not be with you forever.
  The funny and even silly thing is that the more you fight your emotions and thoughts about the change with action, the more you will feel stuck and not see the result and energy shift you want.  On the other hand, the sooner you stop the action and acknowledge what you feel and think in a time of change, the faster you experience your energy shift.

Remember, energy changes all the time. Yes, there will be moments when you have momentum, which will be high, strong, and impactful. And there will be other moments when your energy will be minor/low and quiet. It's not about good or bad. It's about paying attention and being more compassionate to yourself or others when they or you need to recover.

Be curious, not judgmental about your energy shift. What can you learn from each of the energies you experience?

 If you liked this video and article and would like to go beyond with the leadership, subscribe for more, or share with someone you think can get value from this article or video. Sharing is caring!

What Can You Learn From Listening to Your Procrastination?

At times, when clients are stressed, busy, or overwhelmed, they will talk about themselves as lazy and procrastinators.  But let me ask you, is it true? Are you really lazy? Are you really a procrastinator? I don't think so. I believe there is always a bigger truth to why we do not do what we should do.  I find that most times, we can learn a lot from what the resistance of moving into action is trying to tell us that we ignore and jump right away to what we have heard from others. There is always a bigger truth; we just need to listen to what it has to say about what we call laziness or procrastination.

 Hi, my name is Noa. And I work with teams, leaders, executives, and founders of companies just like you to go beyond with their leadership. Are you ready? Let's go. 

 Procrastination, as the dictionary defines it is an action of postponing or delaying something. But looking at this definition, I was missing the Why behind this. But why do we procrastinate? I believe that there are three main reasons why we procrastinate.

1. Importance

2. Purpose

3. External Accountability

I will start with number two: Purpose. I believe that many times when we don't move into action, it's because we do not understand the purpose behind the action. We are still unclear about the why behind this action, so there is no real motivation, and sometimes it feels like resistance: "why should you?"
Let me give you an example; When I need to write an article or a blog post, sometimes I find that I cannot move into action and start writing. Initially, I used to feel upset with my slow to action; why am I so excited about the idea of writing but cannot move into action when I sit in front of the screen? What's going on? Now I know that I'm unable to start writing because I still don't have clarity on the purpose behind this topic; the idea is not deep enough for me to move into writing, and my resistance is telling me that I need to understand it better. When I understand the purpose behind what I want to write, when it is all clear to me, it's easier for me to move into action. 

 Reason number one. Importance. 
Sometimes, a reality check and being very honest with ourselves are needed. This is when we need to look in the mirror and ask the hard questions: is this action necessary to me? Maybe this action is not as important as you want it to be. Maybe it is not even you that think this action is essential, but others are telling you that you should/need/have to take the action. Or maybe you see others taking this action and you want to do it because others do. If you look beyond your (or others') shoulds, needs, and have-to-do you really need to take on this action? Listen well to what the resistance to moving into action is trying to tell you. Maybe it's time for you to pause and assess the situation. When we look deeper, we might identify that the action is unimportant or even necessary for us, and we can let it go. Or maybe the actions aligned with the purpose and vision of this action and how it is connected to your life and/or business/work vision.

Now to number three, Accountability. In her work, Gretchen Rubin explains that we are wired differently to move into action to reach our goals. Some of us are motivated by what she calls internal Accountability – we set goals with ourselves and achieve them. Others are motivated by external goals – we need to commit to our teams, a manager, and partners to achieve our goals. Look at your accountability systems; you might notice that you have already created ways to commit to others but overlooked them as external Accountability. If you are wired to achieve your goals by external Accountability – don't work against yourself. No matter how often you say: I will achieve this goal on my own, you have a low probability of doing so. Therefore ask yourself who can serve as your external Accountability partner/s.

 For example, when COVID19 started, I found it hard to engage in running as part of my workout routine, even though I used to do it until then a few times a week. Since I need external Accountability to achieve goals when I don't move into action, I reached out to my youngest son, who wanted to learn how to run longer runs. I asked him if he would support me in going back to running while I was teaching him how to get to a run of 2-3 miles gradually. That was a win-win for both of us. He learned how to run longer runs, and I could get my two, three miles runs a few times a week back into my weekly workout routine. And start creating systems of committing to an accountability partner or accountability buddy. 

To learn more about Accountability Partners and external and Internal Accountability, check out my article about accountability partners. 

 So remember, you are not lazy nor a procrastinator, and there is a lot you can learn from listening to the resistance from moving into action. So lean back, pay attention and listen to what the procrastination has to teach you; It could be that this action is not that important to you. Or, maybe there is a lack of clarity about the purpose around the doing of this action. Or, perhaps, you need external Accountability to achieve your goals and move into action. If you liked this video and would like to go beyond with your leadership, make sure to subscribe to this channel, like this video, and/or share my blog post.

Sticky Notes - How They Can Help You Think Strategically

If I had to choose one thing to stick within my coaching and business, that would be sticky notes. Today I'm going to teach you how to use these beautiful sticky notes to go beyond your leadership and be more strategic with the help of these lovely, colorful thingies. 

Hi, my name is Noa, and I work with leaders, executives, and founders of companies just like you to go beyond your leadership. So let's go. 

When I started writing, I bartered my coaching services for editing services a few years ago. The person who helped me edit my blog was a TV producer at a known reality show. She taught me that they use sticky notes to work on brainstorming ideas and also learn how to create connections between ideas when you want to organize them. 

 She invited me to try an experiment using sticky notes to work on my ideas for my business. This is where my journey with sticky notes started, and since then, it has never stopped. 

I use sticky notes in two main ways: 

• Help people brainstorm and find creative ideas or think about their ideas in a more profound way

• Help people capture their thoughts and organize them.

What's so special about using sticky notes to organize your ideas? 

Here is the deal. When you have all the ideas in your head, it's challenging to create a structure. Sticky notes is a system that helps you take the ideas you have in your head that feel unorganized or that maybe you don't know how to approach and when in your head can even feel confusing. 

Having them on the sticky notes allows you to start taking what you have in your head and structure them into something tangible that makes sense.

Here are a few ways I use sticky notes to organize my ideas (clients' ideas), but first! I follow an important rule: Each idea gets a particular sticky note. 

 When you have each idea on a sticky note, the fun begins:

Move them around. What's good about sticky notes is that when you start putting the ideas on the table or the wall, you can identify connections between ideas and group them together or create a workflow that shows the relationships between the concepts.

• Next time you have great ideas in your head, take those buckets of ideas and put them on sticky notes, and enjoy moving them around until you can see the connection that makes sense to you.

• Color indexing. Color indexing is a great way to help you create a process to manage projects or structure your ideas. For example, each blue sticky note is a topic; underneath, the sub-ideas are in pink color, and then the ideas' actions or outcomes will be in yellow, and so on.

But I prefer to brainstorm on my computer…

Do you like to capture your ideas on your computer or pad? My favorite free tool with sticky notes as a team or alone is miro - click to check it out.

So next time you tell yourself, I'm not strategic enough, remember that strategy is about planning ahead. It is about taking time to step back and understand ideas, connections, and much more. Standing up and playing with sticky notes can make strategic planning an energetic and creative activity. 

I challenge you to get some sticky notes in different colors and pull down all those buckets of ideas you have in your head on paper. 

Have fun and go beyond with your leadership. 

Thanks for watching. If you liked this video and would like to go beyond with your leadership, make sure to subscribe and like this video.

I See - How to Recognize Others as Leaders?

One of the top three reasons people leave organizations? Lack of recognition from their managers. When people come to me and share with me their frustration with their managers not recognizing them, here is what I ask them: "What if your managers have never learned how to recognize others?" Why do I ask that?

Because I used to be that manager, and today I'm going to share with you a few simple ways of how you can feel more comfortable recognizing others and also feel more comfortable when others recognize you.

Hi, my name is Noa, and I work with leaders, executives, and founders of companies just like you to go beyond with their leadership.

Are you ready? Let's go.

Some of us find it very challenging to be recognized by others or recognize others. I was the same. And here are two main reasons why for some of us, it can feel so challenging.

The first one, as always, is our parents.

And the second one is our culture.

Maybe this experience will sound familiar to you. When I was a little girl and came home with a good grade, my father asked me why 99 and not 100? That question, "Why 99 and not 100," followed me for years; I always asked myself, "How can I do things better? How can I take myself from 99 to 100?" The problem was that not only was I having this internal conversation with myself, but I also started having the exact expectations of the people I worked with and managed. And by the way, also with my kids.

The second reason that recognition was so challenging was that I came from a red pen culture. Erin Meyer, the researcher and the author of the book, the Culture Map, explains that red pen culture is a culture where a student submits their work to the teacher they receive it with red pen notes. In those notes, the teachers write down what the student could have done better to do the work. People from a red pen culture will always ask themselves: "how can I do things better?" and that would be their focus.

 When I moved to the US, I realized I needed to shift how I communicate with others, including my kids, and start recognizing what others do more.

But how do you do that? How do you work on the mental muscle of recognizing others? Working on a muscle, just like in the gym, takes time. And I believe it has to first start with working on yourself.

The first thing I had to learn was how to shift my focus from what's NOT working to what works.

Shifting your focus to what's working is not an easy path. And you have to train yourself and work on that mental muscle to learn how to shift the focus from what's not working to asking yourself again and again first, what's working?

When you learn how to do this work with yourself, then you can start working on how to do this work with others.

How do you do that with others?

Here is a simple way that you can recognize others.  What people really want is that their actions will be seen. And that's why the simple way for you to start working on the mental muscle of what's working is to use two words: I See.

So if you find it challenging to recognize others, next time when you sit with others, start the sentence when you want to recognize them with "I see." Or "I noticed."

Now be very specific when you use the words: I see/I noticed.

Rather than saying "good job," or "Awesome work" (this is vague and people don't really know what to do with this feedback) be more specific, and say for example, "I saw yesterday in the meeting that you took initiative in the conversation, and the report you suggested is working very well for the team. Thank you for taking that extra step to help our team move forward."

Building on "I see"

And here is a cool way you can build on the idea of "I see" that I learned from one of my executive clients who implemented this method of "I see" to recognize their people.

When people share with you what they and their team are doing to ask for recognition, you can ignore it, or you can build on their sharing by using the “I see.”

"Yes, I have seen what you and your team have done in the past few weeks. It was a great opportunity for you and your team. And I loved to see the email from the CFO recognizing what you and your team did this morning. It means that you are building your team’s brand to be seen as experts of … – well done."

So remember first train your brain to look at what's working rather than what's not working, and then play with "I see" / "I have noticed" and share in detail what you see so people can know and understand what you mean and build on their momentum. And if needed, you can build on the I see/I notice when you see your people seeking recognition  (and may it be a learning opportunity for you that they don't need to seek recognition, release them from this burden and initiate the recognition before they ask for it).

A great resource to learn more about this topic is the book How Full is Your Bucket by Tom Rath and Donald O.Clifton Ph.D

How To Break The Emotional Or Thought Spiral? Four Techniques To Help You Work With Your Emotions Rather Than Controlling Them

A few years ago, during a work break, I went to the kitchen (as I do every day since I mostly work from home). That morning, when I opened the refrigerator, I noticed something different: I wasn’t breathing. Okay, I was breathing, but I could sense that I was pressing my lips against each other so hard it was as if I was holding my breath before diving into deep water.

I must say that I became very curious about this kitchen experience; what made me press my lips together in this way? The more I observed myself, the more I was amused with my being and how I was with my actions.

Apparently, during that time, my concern about the progress of a project I was working on kept me from breathing! I closed the refrigerator door and did something I had been resisting for a long time: I took a big breath.

It was a choice, a choice to shift from where I was; concerned and worried, some call it spiraling with my thoughts and emotions, to the point where it felt like I couldn’t breathe- to a new way of being with myself. Choosing to stop spiraling, closing the refrigerator, and focusing on breathing. I didn’t know that this moment would teach me one of the most powerful lessons I’ve ever learned and will teach so many of my clients: taking a big breath is a pause that moves us to take back the lead on our emotions and thoughts. Move from autopilot spiral mode to being at a choice of how we show up with ourselves and others.

 Emotional regulation is the ability to effectively manage our emotional states and bounce back, mainly when our emotions run high.

We all have different methods to remind ourselves what we need to do: Post-it notes, electronic calendars and phone alarms can all serve as reminders for the actions we need to take, but how can we remind our being energy (the emotions. thoughts, and concerns) to bounce back when we feel stressed, overwhelmed, afraid, or let our self-limiting belief hold us back?
Centering techniques can help us pause and move to a place of choice with our being energy. 
Pause is the space in between that moves us from an autopilot way of being to control our emotional choices and, therefore, our mindset in different situations.

Pause #1 Breath

Taking a big breath is not about the need to calm down, but about the pause. Breathing intentionally creates a moment of pausing. This pause allows us to ground ourselves and ask the big choice question: “Are we willing or wanting to shift?”

 A few days after the refrigerator a-ha moment, I found myself lecturing my three kids during dinnertime . . . again. I could see myself saying the same blah, blah, blah that I used to say almost every dinner while my kids ignored me. That night, I chose to take a big breath intentionally. It wasn’t the big breath of “Let me bring the ‘Oy Vey’ guilt of a Jewish mother defeated again by her children’s daily behavior.” Instead, this breath allowed me to pause and choose, in this interaction, if I was going to stay with my daily routine and keep lecturing my kids, or shift to a new way of being/doing and be quiet. Everyone was waiting on me to keep going after the big motherly breath, but I didn’t.

In his book, A New Earth, Eckhart Tolle explains that breathing brings us back to the present moment. That evening I learned that lecturing was more of a need for me than an action that brings value to anyone else at the table.

Pause #2 Tangible Reminder

A tangible reminder is an object that reminds us of how we can be our best selves. It is a reminder that what we feel or think is just a thought, and we can choose differently.

Research done by Millward Brown, a global leader in brand advertising, found that tangible, printed materials produced deeper engagement versus digital materials. The printed material evoked more brain activity associated with the integration of sight and touch. It gave a more robust emotional response that suggests a healthier memory formation and a deeper connection with personal thoughts and emotions.

 This is why touching or looking at a tangible reminder can be so helpful when we want to move into a state of choice.

Here are a few ways you can use tangible reminders:

• Touching an object on your body: wearing a piece of jewelry like a bracelet, necklace, ring, or a watch, and touching upon feeling stressed, and can help center yourself. If, like many of my clients, you feel nervous before speaking to management or peers, touching a tangible object or jewelry in your pocket can be useful. When you touch the item, it is a reminder that things can be different, that you can shift, it can help you relax and center yourself without anyone knowing that this is what you do. It is a simple yet essential action step that can help you regulate your emotions or shift your mindset and lower your stress levels or nervousness.

• Look at an object: Rather than touching the item, you can choose to look at something. For some people looking at a tangible reminder can be as powerful as touching an object to lower the stress levels and bounce back. 

Here are a few ideas:

• Desktop picture - A picture on your smartphone lock screen or computer screen

• A key charm

• A rock, or seashell

• Sentimental toy or decorative object you can put on your desk

• A quote

• A plant 

Pause #3 - Centering word 

As with a deep breath, a tangible reminder centering word/sentence is another centering technique that can help you pause and move into choice. One of my clients combined the action step of touching a tangible reminder with a centering word; she came up with the plan of touching her watch while saying, “It’s time.” It’s all she needed to escape conflict and bounce back from a high emotional state.

Pause #4- Stand Up

Part of spiraling creates a body experience where we feel stuck, The spiral takes over and it feels as if we are losing control of the situation, and very soon the emotions, fears, and thoughts will take over.
One of my clients was an executive that felt extremely low confidence in the leadership meetings. It felt as if all their peers are much more brilliant than them. It lead to a point where they didn’t share their thoughts during those meetings and of course felt even worse about themselves when someone else shared the same idea and received recognition - if only they shared their thoughts…
We learned that by standing up this executive was able to shift the energy and in a way take the lead back. It was their moment to pause and take over. Many of my clients find the option of standing up as a good way to break the spiral and center themselves.

When we let emotions and concerns react and lead the way (I don’t think we need to control them just lead them) in a situation that takes us on the wrong path of actions, it can be a red flag for us that we might need to explore a new way of being that can bring new results. Centering techniques take just a few seconds and will not only lead to a calm, centered, clear, way of being, but we will also see new actions. Train yourself to be more mindful, bit by bit, and you will see the results in the way that you lead your way of being rather than letting the unwanted emotions lead you.

Of course, you can use only one centering technique or engage all three: breathing, touching a tangible object, and saying a word. Centering yourself can help you feel grounded, calmer, and able to respond articulately and clearly when you feel nervous or unable to control your thoughts and emotions.

Some say it takes 21-30 days to create a habit, but it will only take 3 seconds to breathe. So right now, close your eyes and take a deep breath and start the journey of being at a choice your way. It starts with a moment of pause and intentional choice.

Lean Back - Create Space for Yourself and Others to Think

Transcript

Sheryl Sandberg, the COO of Facebook, invited us to lean in. I challenge you to lean back. When we lean back, we create Space to think better and be better listeners. 

Hey, I am Noa Ronen and I'm an executive coach. And I work with executives, leaders, and founders like you to go beyond. So let's go. 

Slack, WhatsApp, Google Chat, Twitter, LinkedIn, Instagram, text messages, remote school, workout, healthy food. That's a lot. 

I don't have time to think. 

I am reactive all the time. 

I am tactical instead of being a strategic thinker. 

Being an executive and leader and human, in general, these days is not easy. There is so much noise. From back-to-back meetings all day long, from 7 am to 7 pm. And questions for the different channels, we don't have time to think anymore. 

There is too much noise. 

Noise, it seems that we don't know how to sit still anymore and be with the quiet. 

Think about it. When you sit in the meeting room with peers or your direct reports and you ask a question and there is that awkward silence in the room, someone will jump right away if it's not you to save the day and say something. 

When you sit with your direct reports or peers and you ask them if they have an idea how to solve the problem, and they say, "Well, I don't know." Most of us have the tendency right away to jump up with solutions, rather than giving them a moment to process and find the solutions on their own. So lean back. 

Leaning back is not just to create Space for you to think. Leaning back is also for the people you work with. When you lean back, you take a moment to reflect and learn what worked and what didn't work. When you lean back, you talk less and you listen more. When you lean back, you have time to look beyond the little things and think beyond your frame. 

Do you need a moment, a reminder how to lean back? It's actually pretty simple. All you need is a chair of your preference. It can also be a sofa, and something you can to put your feet on. It's great. 

So let's do it together. I'm going to count down. 3,2, 1. Lean back. 

Actually, it feels really good. You can see more when you lean back. 

Just lean back.

If you liked this video and you want to dig in to learn more about beyond leadership, please subscribe to this channel. (and share with your friends) Just here.

Article

Slack, Teams, WhatsApp, google chat, emails, Facebook, Instagram, LinkedIn, text messages, zoom, zoom, zoom.
You must speak up in meetings
You should be present with your people and stop multi-tasking
You should be less in the weeds and think more strategiclly

But how can you do that with the constant noise in the background???? 

 So yes, I hear a lot from executive clients and leaders words like: overwhelmed, busy but excited, stressed, and even burnout. And that’s before we even started to talk about life, or promotion or an organizational change.

It made me think about Space; today I learned that there was no space in between words many years ago. Only in the 7th-century were people introduced to commas and periods. For leaders to think, be present, and be more strategic, they have to create Space to think. Not just for themselves but also others. 

 Leaders need Space to think about questions like what is their leadership purpose? Or who are the people they need for their team, and what strengths do they have? Or what can make their teamwork more innovative or scalable, or efficient? Or why something they tried to influence didn’t work? Or what brings frustration?

Space

Leaders need Space to help their people grow.
When they learn to listen without interrupting, they can ask questions instead of giving answers.
When the leader creates Space for questions, they help their people share what they need and how they need it, and mostly the need is not for the leader to solve the problem.
Space allows both sides to process without rushing it.
In big meetings, Space creates room for everyone to share and engage.
When there is no space, mostly, one person is speaking and sucking the energy in the room. 

1.    Lean Back in meetings.

 Some of us speak too much in meetings. Lean back. Let others talk. Ask the questions, and be curious to listen to what people answer. When people don’t answer, count to ten and then count again. The problem is that we are expected to answer questions fast in today's world and be reactive. So many times when we have asked a question, the mental inner experience whispers if I don’t have an answer right away, it means that “I don’t know,” but most people have the answers; they just need a little more time to – think.

For that, we need Space.

2. Lean back when they ask you questions 

Our ego loves when people come to us for answers. It feels good.
But remember, the more you give people the answers, the more they will lean on you. 
The higher you go, the more you will need to delegate. 
Help your team to feel comfortable sitting with the “I don’t knows,” and create Space by a few simple questions like: “what do you think?” or “how would you approach it?” or “who do you think can be a good resource to learn more about this topic?”

 This is a good skill for your team to learn how to find the answers independently. 

3.    Listening with curiosity 

One of the best ways of leaning back is listening by asking questions. 
Questions create Space for you to listen to how your people think.
Questions create Space for you to listen to what your people never shared with you.
Questions create Space for them to talk and for you to learn more about what they know, what their strengths are, and maybe areas they need coaching, mentoring, or professional development. 
The problem is that when we shift to listening and asking questions, the voice inside us wants others to follow our solutions and show others that we are right. When the questions we ask lack curiosity, we ask questions that focus on leading others to the “right solution” we have in mind. What can we do? 

Let go of our right solution. Let go of the answer.  

The focus is not on the right solution but on learning how your people think and helping them find solutions on their own.
Leaning back, listening, asking questions, and being comfortable
with moments of quiet not only help you slow down and have focus time to think they also help your team think. 

So lean back.

Welcome to my project 21 X 21

 21 videos I filmed in 2021

 Why? Because it was covid and most of us were still in pretty much of a remote life, I needed a challenge that would inspire me to stay creative and stretch myself.

 In the past few years, I collected a list of topics from my conversations with my leader and executive clients. The topics that I could see that when we discuss their eyes spark, and something clicks. So maybe I can expand it beyond the 1:1 or group conversation? This brought me to a project of 21 videos, So hopefully, you will find value in those short videos, and if you do – please share with that one friend (or more) that can get value from them too. Thanks!!

Cheers

Noa