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Last week, I reconnected with a colleague I hadn’t spoken to in a few years. We used to work together when we were both working information technology projects in our corporate jobs. On our trip down memory lane, she reminded me how often I used to be tapped on the shoulder to take over projects where the teams weren’t getting along.

One of the many responsibilities I had as a project manager was to bring individuals together to form a team. Often, the people assigned to work on a project were those who were on the “bench.” These were folks who might not be perfect fits for the specific project roles, but were in between other project assignments so they were available. And as project manager, sometimes I could choose my team, but often I had to take whoever I could get!

The challenge was often figuring out how to get a group of unrelated individuals, who may not know each other, to work together, communicate effectively, and deliver a project successfully. I made it work, mostly by instinct.

Now, years later, I know myself much better than I did back then. I also know my own DiSC style. My DiSC style is CS. If you know DiSC, you know that some of my most common characteristics are that I am detail-oriented, analytical, collaborative, supportive and stable. (Those who know me well are probably NOT surprised by this!)

As a project manager, I had to be very attentive to details while supporting a team of people who may have never worked together before. I think working with so many different project teams was what motivated me to shift my focus to team development in the first place. Understanding my DiSC style has helped me find and take advantage of my strengths and further develop other areas.

As I think about what I’m called to do today, I know that my work as a virtual event producer is supported by my analytical and detail-oriented side (DiSC Style = C). My facilitation work with groups and my team development work are supported by my stable, collaborative side (DiSC Style = S).

I love how my work has evolved over the years. I thoroughly enjoy helping other teams gain these kinds of insights and find ways to work more effectively together.

Until next time,


Interested in Your Opinions, Please!

In the meantime, it’s been a year since I started this newsletter, and I’m curious what parts are most valuable to you. If you have 3 minutes to answer a few questions, please jump to this link to let me know what you’d like to hear (or not hear) more about!

Leveling Up My Virtual Presence

One of the ways I’m fulfilling my “taking action” theme for 2023 is to level up my virtual presence for online workshops – both when I’m a participant and when I’m leading workshops. This year, I’m focusing on personal (health and well-being) and professional (virtual presence, engagement, and new program) strategies.


Can you help?

~ I would like to interview leaders and managers of nonprofit organizations that have gone fully remote during the last three years or are in the process of moving to a “remote-first” environment.

~ I am looking for stories about the things that were the most rewarding and the most challenging and how you addressed them. I’d like to hear what you are still struggling with. And I’m wondering what you would recommend to others who are currently working through a similar transition.

If you have 20-30 minutes to offer your thoughts and suggestions, choose a time on my calendar. We will meet on Zoom.

What’s in it for you?

~ First, I will send a summary of the ideas and suggestions to everyone who carves out a little time for our conversation. You may find practical ideas to solve some of your own challenges!

~ Second, you will be invited to attend a complimentary debrief session on Zoom later this year where I will share the key takeaways from these interviews and where you can meet other organizations who have made this transition.

~ Finally, if I end up developing a new workshop or program based on what I learn during this research, I will invite you to participate at a substantial discount in appreciation for offering your time and support.

Thank you in advance for your support!

As I’ve been talking to nonprofits who have made the transition to being fully or mostly remote, one topic continues to come up as a key theme to success.

Find ways to improve your online meetings!

Here is an article I ran across in 2020 that is still important today.

Does Your Team Know Their DiSC Style?

When I facilitate DiSC workshops with teams, we always talk about how each person’s DiSC style influences how they show up in meetings. In one of my most recent workshops (which happened to be in-person), a participant shared a story of a recent meeting where she finally got up the courage to offer an idea and other participants seemed to ignore her – so she shut down. She also did not engage or offer feedback when other participants with more dominant DiSC styles expressed their ideas – even though she had suggestions that might have resulted in significant improvements.

This all came out during our discussion. The more dominant participants were shocked that she felt the need to shut down, and this more analytical participant was surprised that they would have wanted to hear more from her! In the end, the team worked together to better understand each other’s natural styles and found ways to encourage everyone to speak up and be heard.

And there were hugs!

Understanding each other’s natural work styles and preferences can be key to improving how a team communicates and connects with each other.

If you want to explore how your teams can work more collaboratively together,

let's get something on our calendars.