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Finding Home Base, A Practice to Connect Inward
Finding Home Base, A Practice to Connect Inward
“Peace - It does not mean to be in a place where there is no noise, trouble or hard work. It means to be in the midst…
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Dr. Carolyn Frost shared thisYour stress response is killing your potential. (you have more control than you think)
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Dr. Carolyn Frost shared thisThe older I get, the less impressed I am by a busy life. I’d rather have a meaningful one. And to be clear, I’m still ambitious. I still have goals. I still like productive days. I still regularly try to fit too much into them. But I no longer confuse constantly being in motion with moving in the right direction. These days, I’m more interested in: 💼 Doing work I care about ❤️ Having time and energy for the people I love (including myself!) 🚶🏼♀️ Taking care of my health ☕ Actually enjoying the ordinary parts of my day 🌿 Having a little space to just be A meaningful life doesn’t require an empty calendar. It just means your calendar reflects what you say matters most. What makes a life meaningful to you? - - ♻️ Helpful? Repost to support your network 🔔 Follow me Dr. Carolyn Frost for daily tips to live a happy, healthy, intentional life
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Dr. Carolyn Frost shared thisMost people skip this part of their workday. (It’s affecting how you show up) 🔔 Follow me Dr. Carolyn Frost for more on boundaries, EQ, and sustainable performance
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Dr. Carolyn Frost shared thisThe wrong words escalate tension fast. These phrases calm it down: Most people try to manage tension by talking more. Explaining Defending Filling the silence The people who handle tension well say less. And say it better. Here are 12 that work in real time 👇🏼 1) “Let’s not overcomplicate this.” ↳ Lowers the temperature fast 2) “We’ll figure it out.” ↳ Creates immediate stability 3) “No need to rush, let’s think it through.” ↳ Slows reactive decisions 4) “I’ll take this one.” ↳ Absorbs pressure for the team 5) “Let’s take a step back.” ↳ Stops escalation early 6) “That’s a good point, let’s build on it.” ↳ Redirects criticism into progress 7) “We’re all on the same team here.” ↳ Re-centers the room 8) “What’s actually within our control?” ↳ Cuts through noise 9) “Let’s focus on what matters most right now.” ↳ Protects attention 10) “It doesn’t have to be perfect.” ↳ Releases unspoken pressure 11) “We can adjust as we go.” ↳ Reduces fear of getting it wrong 12) “You don’t have to handle this alone.” ↳ Builds trust quickly Tension doesn’t disappear on its own. It shifts when someone knows what to say ✨ Which one would you actually use? -- ♻️ Repost to help someone handle a tough moment better 🔔 Follow me Dr. Carolyn Frost for more on EQ, communication, and boundaries
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Dr. Carolyn Frost shared thisUnfinished work is stealing your evening. This 10-minute reset stops it 👇🏼 Follow Dr. Carolyn Frost for simple ways to work well without burning out
Dr. Carolyn Frost replied to a comment
10h
Seth Yakatan YOU’RE the best 🙌 Love to see you crushing it Seth
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Dr. Carolyn Frost liked thisDr. Carolyn Frost liked thisDoes he actually know his stuff? Maybe... maybe not, but at least you know I'm not AI. Or am I? Well come find out today. I'm going to run down the idea of being a little more visible in todays AI driven world. Visibility has meant more clients, more real connection, more fun. Join my 45-minute Masterclass at 12pm TODAY: https://lnkd.in/gev2XVdN See you all later today! Lets have some fun.
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Dr. Carolyn Frost liked thisDr. Carolyn Frost liked thisThis is one of the best problems to have as a founder: "I have too many leads" The alternative is what will keep you up at night. Started working with a new founder earlier this month. First we rebuilt her offer to a high-ticket offer. This gives us enough margin to eventually start spending on ads. Then we built a webinar for a specific audience solving a specific problem. Almost 600 people signed up organically (because it spoke to their problem) Finally, we pushed them to an application then sales call. And this founder with almost no sales experience started closing 4-figure deals for a brand new offer directly on her calls. 40% close rate. Next we'll turn this into an evergreen webinar and then hire a sales closer. 15 new, qualified leads in one week that are all coming in educated and informed. I predict we'll do $100k in revenue in the first 60 days. Business is math.
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Dr. Carolyn Frost liked thisDr. Carolyn Frost liked thisThe blind spot between great performance and promotion. A view from the other side of the promotion table. Last week, a leader I coach had to tell one of her direct reports: “You’re not getting promoted.” He was a strong performer. His ratings reflected it. He delivered consistently. But his manager had been giving him the same feedback for months: - Think beyond your immediate remit. - Look at the bigger picture. - Build influence outside your lane. She hadn’t just given him the feedback. She had supported him in working on it several times. And each time, he seemed to understand. But then he would fall back into the same patterns. Excellent execution. But not enough evidence of the leadership skills required at the next level. Something she said in our coaching conversation stayed with me: “I can’t argue a case I haven’t seen evidence for.” That’s a blind spot I see often with strong performers. You can be excellent at your current job and still not give your manager enough evidence to make the case for your next one. They may believe in you. They may genuinely want you to get promoted. But when they’re in the room making your case, they need examples they can point to. That’s why, in my coaching programs, we get very specific about the gap between the leader you’re seen as today and what your next role requires. And we don’t guess. We look at performance reviews, 360 feedback, promotion feedback, what your manager and skip-level have been telling you, and patterns in how senior stakeholders experience you. We clarify: - What are you already strong at? - What needs to improve? - And what needs to shift in the perception of your leadership? Then we work on bridging those gaps through specific strategies and mindset shifts. It transforms how you show executive presence in high-stakes situations. How you influence leaders and cross-functional teams across the organisation. The bigger strategic problems you step forward to own. And how you show up with leaders one or two levels above you. Because at VP/CXO levels, your promotion case is strongest when your performance and your leadership reputation reinforce each other. So here’s a question worth asking: If your manager had to make your promotion case in a room without you tomorrow, what evidence of your readiness could they point to? It may be an uncomfortable question to reflect on. But it can uncover the blind spots standing between you and your promotion - and give you much more clarity on what to work on next.
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Dr. Carolyn Frost liked thisDr. Carolyn Frost liked thisSometimes the worst thing that happens to you is the thing that saves you. You just won’t know it yet. The deal falls apart. You don’t get the job. Someone walks away. The plan you spent months building suddenly collapses. And in that moment, it feels like failure. I’ve had enough things go spectacularly wrong in my life to know that some of them only made sense years later. The rejection pushed me somewhere better. The failure forced me to change. The person leaving created space. My breakdown made me see what success really is. ➕We’re very quick to label things as “good” or “bad” while we’re still living through them. But you rarely have all the information. So when life takes an unexpected turn: Don’t panic. Don’t chase what has already left. Don’t assume the original plan was the right one. ➕Keep moving. You might not be going backwards. You might just be taking the long way to somewhere better. Trust the detour. - I coach ambitious to people launch ideas they dream of, in 30 days. If you want my help, ask and I’ll send you the application form.
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Dr. Carolyn Frost liked thisDr. Carolyn Frost liked thisNobody hands you an invitation to lead. You show up well before the title. The biggest leadership lie? You'll start leading once they promote you. Respect comes from character, not credentials. Influence comes from ability, not authority. None of this takes natural talent. Just the right mindset paired with the right actions. Here are 9 skills that make you a leader worth following: 1. Be Easy to Work With ↳ Own your mistakes fast. ↳ Leave people better than you found them. 2. Lift the Energy in the Room ↳ Open with wins before problems. ↳ Ask questions that get people talking. 3. Keep Your Commitments ↳ Write down every promise you make. ↳ If plans change, say so early. 4. Find the Courage to Say No ↳ Protect what matters most. ↳ Offer an alternative, not just a refusal. 5. Be Relentlessly Resourceful ↳ Find the way around the obstacle. ↳ Build your network before you need it. 6. Communicate Clearly ↳ Make your point in one sentence. ↳ Synthesize. Don't just summarize. 7. Sell Your Solutions ↳ Tie every fix to a shared goal. ↳ Show you understand the real problem first. 8. Continuous Learning ↳ Turn every mistake into a playbook. ↳ Go learn outside your comfort zone. 9. Lead Before the Title ↳ Take on real problems nobody assigned you. ↳ Bring others along with you. Titles are given. Respect is earned. Want help building these skills? The MGMT Accelerator turns them into systems, with direct coaching, in 8 live modules over 4 weeks. Our last cohort of 2026 starts Oct 6: https://lnkd.in/e5jW-PZa
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Dr. Ted Vokes
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Rosie Zilinskas, CHPC
We often label feelings of inadequacy at work as "imposter syndrome," but what if it’s actually rooted in shame? In this conversation with psychotherapist and relationship expert Dr. Zoe Shaw, we examine why high-achieving professionals frequently struggle with feeling like a fraud despite an established track record of success: • Distinguish guilt from shame: Guilt says, "I made a mistake." Shame says, "I am a mistake." Recognizing this distinction is key to untangling workplace anxiety. • Identify the root cause: Imposter syndrome is rarely a knowledge deficit; it’s an emotional reflex triggered when high expectations collide with fear of exposure. • Reframe internal narratives: Shifting away from self-doubt requires replacing perfectionism with self-compassion and realistic standards. When you address the emotional root rather than just treating the symptom, true professional confidence follows. Check out the full episode on the podcast, blog, or YouTube via the links in the comments! #LeadershipDevelopment #ImposterSyndrome #CareerMindset #WomenInLeadership #MentalHealthAtWork #ExecutiveCoaching
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