Confessions of an Accidental Leader

One Vital Skill to Leadership Competency – Mastering the Art of Small and Talk Making Others Comfortable with You

Do This and You’ll Never Be Blindsided by Your Best Employee Leaving- or Before There’s a Major Conflict in Your Midst!

Leadership influence is asking questions and attentively listeningI’ll never forget the evening my husband and I were standing around the pool at a work party, when the CEO of the non-profit where my husband worked walked by. We greeted him, exclaiming how nice the evening was. As he walked past us he responded, “I’m sorry, I don’t do small talk.” I was stunned! We had held him in such high esteem. Both being in our early 20’s we had considered him our mentor, so I’ll never forget how that comment made us feel, as he went over and stood talking to a millionaire in our midst. This is one of the incidence that put the fire in me to coach, train, and develop leaders and their staff with the people skills  that will cause them to valued and care about one another, while fulfilling their calling and mission through their business.

“There’s hardly a higher compliment you can pay an individual that to help that person be useful and find satisfaction and significance.” by John C. Maxwell

So how do you do this, learn to genuinely care about people? You begin by asking questions, while attentively listening. As a leader, this is an imperative skill to master! Believe me, when people feel their leader is interested in them and their growth, they’ll be more engaged, more dedicated and produce more. So overall it’s just good business to attentively listen, and care about the needs of your employees!  

“Napoleon Bonaparte knew every officer of his army by name. -He asked about their home and discussed maneuvers and battles he knew that this officer had been involved in.  It’s no wonder their devotion to him!

Begin first by asking questions to learn the key elements of people’s lives. Where they grew up, how they fit into the family constellation, what kind of hobbies they have etc. You can then effectively follow-up with sincere interest and concern for them. This can be done one-on-one, during a round table discussion, at a team-building exercise, standing around at an event or when beginning a business meeting. I used to play a game seeing how long it would take, and how many questions I would h”Napoleon Bonaparte knew every officer of his army by name. -He asked about their home and discussed maneuvers and battles he knew that this officer had been involved in.  It’s no wonder their devotion to him!ave to ask before I would find some kind of commonality or connection with the person. Asking questions is a magical tool.

“What’s worse than training your workers and losing them? Not training them and keeping them.” Zig Ziglar

listen attentively,care about employeesQuestions are the answer when engaging in small talk. In fact, you don’t have to say a thing, just listen and ask another question, while giving them the physical cues that you are listening attentively. Such as stopping everything you were doing to pay attention; turn toward them and look straight into their eyes; even checking for their eye color. And by all means, don’t take calls, or allow interruptions from text messaging etc. As much as possible, for a few minutes, look at their eyes, and nod periodically throughout the conversation saying:

                     * hmmm . . .                      * Interesting. . .                                 * I understand. . .                      * Really?                      * Is that right?

I’ve been told you can learn a new skill if you’ll be willing to get out of your comfort zone and practice for 15 minutes each day. Try starting conversations with the clerk at a counter, while standing in line, when you’re in a group waiting. Work on making others feel comfortable with you. No, I’m not suggesting you become a Chatty Cathy, or attempt being the “High I” behavioral style if you aren’t one naturally, just practice being hospitable on a daily basis!

A GREAT LEADER says, How can I make those around me more successful?

The most successful executives have mastered the art of small talk! It is essential to their effectiveness and influence!

Questions are the Answer

If you don’t know what to do, ASK A QUESTION.  Want to build rapport as a leader with a new client, ask them questions.  Deal better with conflict?  Ask away . . .

If you want to:

  • Progress beyond your own self inflicted limitationsstick_figure_sit_in_question_mark_400_clr

  • Become unstuck or make a change

  • Quit having to have all the answers yourself

  • Build a team and be collaborative

  • Discover what’s wrong, and what you need to change

  • Learn how to retain and motivate your staff

  • Resolve conflict

  • Be seen as one who is wise beyond your years

  • Determine the best use of your time

  • Make an impact on your generation

  • Develop into the kind of leader others willingly follow

  • Get over yourself, become humble, and at the same time put other people’s needs first!

THEN . . .

Do the one thing every great leader does, “ASK QUESTIONS” and keep asking until the right answers are found.  You see, when you’re open minded, and willing, and when you come from a stance of being inquisitive, you’ll discover the answer to just about anything for which you need an answer.  Of course, being genuinely interested in others helps the process.   You see, if you ask the right questions of the key people, you’ll discover pertinent data and uncover valuable information that will allow you to form better solutions.  This powerful process will allow you to build better rapport with key stakeholders, clients, or with the ones you love.  In fact, I find that if I will stay in a continual state of inquisitive curiosity (when facing any of the above bulleted items,) that I can then form pertinent questions that will naturally unlock their minds and uncover the appropriate clues.   Done right, those I’m speaking with will follow suit and be connecting the dots with each question, thus discovering on their own the solution.  And, it was there all along, the solution that is, it just took the right guidance to reveal it: “QUESTIONS”.  And I’m not talking leading questions where I already know the answer.  You see questions can profoundly re-framed the way we all think and see things, and I, the coach, don’t have to have all the answers because powerful questions are a tool anyone can learn to wield effectively.  As an example, here’s a group of questions that if I were to ask you to take the time to answer, could very well set your week in a profound, energized way.  Just give it a try and see:

  1. What one thing could you do on Monday, which if you did it completely, would set your week up for success?  In other words, you’d feel good about yourself, and get a good start to your week.

  2. What one thing could you delegate on Monday that would free you up, giving you more time for more important things?

  3. Take some time to discern the 5 things you do that bring the greatest return on your time investment.  Now be sure to do those things every day, before you do anything else.  If you did this consistently, do you think you’d feel you’re on the right track with your life and work?  Now, just be sure to do them!

conference_brainstorming_400_clrNow if you want to take it up a notch, become an “Undercover Boss” or better yet, have a trained coach/consultant conduct a “Needs Assessment” where they ask questions of the key stakeholders of your business to determine if there is any undercurrent of problems or complaints that need to be remedied, before they get out of control.   I can take a half to one full day to conduct one, and I guarantee that I when I’m done I will know what’s working, what’s not, and more importantly WHY and with WHOM.  From this, I can then make recommendations to resolve problems, introduce new, possibly different systems, or strategies for a more effective, enjoyable business environment.  And if you’ll consistently be asking your employees the right questions often, you should never be blind-sided by any move they make. How is that? It’s because through these questions you’ll be keeping your pulse on the heartbeat of your culture.  A bold statement I know, but I can prove it!  Want to know more, contact me today, and I’ll make it worth your while!  Just click here on the Sign-Up/Contact page and fill out the form and send it in now.

Copywriting SuccessTeleseminar With Debra Jason

“Pushing Your Prospects’ Buttons: A 5-Step Copywriting Success System!” with Debra Jason


Debra James of the Write DirectionOn this call you will discover how Debra empowers you to write your marketing message in a way that captivates and converts your prospects into loyal customers . . .see more below

DATE: Thur. November 21st 

TIME: 12:00-1:00 (MST) 2:00pm (EST)


On this call you will discover how Debra empowers you to write your marketing message in a way that captivates and converts your prospects into loyal customers– even if you have been struggling with how to transform your ideas into words in the past. This way you reach a broader audience, attract more clients, and generate more income so that you can live the lifestyle you’ve dreamed about, which is why you went into business for yourself to begin with – isn’t it?

SUE: Being a leader, or business owner, means knowing how to use the right words and methods to communicate your message to gain exposure. Copywriting is one skill you either must know, or have an expert copywriter such as Debra, to do the writing for you! Where use copy you wonder? Everywhere, your website, blog, when advertising, on Facebook, and especially in your newsletter. Join the call and listen to Debra as she provides complete, powerful, clear methods as to HOW to do it, along with easy to use verbal templates. All on this call!

Are You an “Accidental Leader” Could You Possibly be Out of Position? Pt I

Did someone wave a wand and say: “POOF”, thou art a manager –NOW  LEAD!

Are you, or someone you know, in the wrong role/position in your company?  Did someone wave a wand and say: “POOF”, thou art a manager –NOW  LEAD!  But you have NO CLUE WHAT THAT MEANS or what you’re to do differently?  There could be all kinds of reasons you’re out of position:

  • Your personality doesn’t align with the requirements of the role – i.e.  say the position needs someone who is commanding, one who is able to change easily and move quickly.  However, you’re a process person and like large amounts of details to then check, double check, and even triple check before you make a move. If so, then you’ll be frustrated in this role, along with making everyone around you frustrated.

  • Talents – say you’re very gifted with high amounts of creativity, but you don’t have an outlet to use it . . .

  • Your education didn’t support this role, and you’ve been struggling to try to make it work, but no matter how hard you try, you feel like you’re always behind.

  • The experiences you’ve had didn’t prepare you for this role, and your interests don’t align either

This doesn’t mean you’re bad or wrong, it just means that this role/position is not a natural fit for you.  You can still stretch yourself and take on the role.  However, be aware that it will take considerably more effort, energy, and possible skill sets you don’t now have to fulfill.  Not to mention you may not enjoy it.  Another way you’ll know you’re not in the best role for you when required to be THE leader, is if:

  • Setting the big-picture vision isn’t natural for you, and instead is difficult!

  • Directing people – such as:  Providing them with the instructions as to what to do, which may be impossible for you to do – due to your personality style.  For some personality styles, and I know it’s hard for some of us to fathom, this would mean confrontation to them.

  • Correcting and leading people is difficult and/or frustrating for you, so you’ll avoid it like the plague!

If these sentences resonate with you, then you’ve got another clue that you are an “Accidental Leader”.  If so, then one solution for you is to acquire a Business Coach to assist you to discern why you may be discontent, ineffective, and possibly even miserable in the position you’re currently in.  If you do, then you’ll receive the assistance to be successful!

On a positive note, I’ve had the most amazing opportunity to pursue what I’ve loved, and what fits me, for the past 35 years.  Because of my supportive husband, I was given the gift of creating and designing a career that I thrive in, am passionate about, and which gives me the ability to continually grow with and into.  My life mission emerged from one class here and an experience there.  As a result, along with my personality, certifications, and education over the years, it has slowly emerged, until one day I realized I was The epitome of an “Accidental Leader”.  I didn’t begin with the end in mind, as Covey recommends.  I didn’t set out to be a “Business Coach”, that didn’t exist when I went to college.  And I didn’t set out to pursue being a leader or trainer, however I was strategic about each small thing I pursued, until it cumulatively transpired into this awesome role called a Business Coach, Executive Coach and Corporate Trainer.  Like a puzzle that emerges from the similar colors, shapes, and connectivity of its’ pieces, I now help others to be strategically excellent, by making sure their life and work aren’t built upon accidents, but on the best of what they bring to this world, aligning themselves with the people they’re suppose to connect with and serve.

Have You Experienced The Feeling of being an “Accidental Leader”?

Accidental Leaders are all around, they’re the people who say:

  • They just landed their job,

  • It accidentally fell in their lap or

  • That their position at work just happened

 Let me ask you, when you were younger:

  • Did you plan to be in the career you’re currently in?

  • Did you dream of it as a child?

  • Go to college and train for it?

  • Or did you happen to fall into this position you’re in, accidentally ending up where you currently are?

 I encounter people all the time, while training in companies, even executives who’ve been:

  • Promoted out of their natural ability

  • Are without the necessary qualifications

 (This accident, in many cases a travesty, is also called “The Peter Principle”.) People in this position find themselves muddling their way through, without the necessary training, or influence to truly be effective.  They not only frustrate themselves, but everyone around them with their insecurities and endless need to feel important.

Now I have to explain, that although I don’t believe in accidents, the way I picked up this moniker is that one day while working on the largest project of my life, I thought to myself, “How in the world did I get here?”  You could argue I was at the right place at the right time, however I thought, I’m an “Accidental Leader”.  That project provided the impetus for me to then take the appropriate action to acquire a greater level of qualifications, to fill in the gaps of my training and knowledge that prepared me for future projects.  You may have a similar story regarding how you landed where you are, but don’t let it be an excuse for poor performance!   My mission, and privilege is now to coach people to avoid being an Accidental ______anything, and instead to becomeStrategically, Intentionally Excellent!


How to Understand, Work with, Train and Coach the Traditional Generation (67 yrs. old to 80 Something)

Those if the Traditional Generation are Those That Were Born Between 1900 to 1945.  Understanding and Appreciating Them Will Transform You!

Hopefully when you see what molded them into the way they are, so you’ll develop a fresh respect that will elevate how you work with them!  Looking back at my last post, you can see what the Traditional Generation values, and why.  This Generation is a perfect example of how our history and circumstances shape us.  Having experienced two world wars and the Great Depression, it just makes sense that they are disciplined in every respect, especially with money, as it was so scarce.  They experienced first hand, what “Here today and gone tomorrow” does to your perspective. It also explains their reticence to spend anything at all.  Something that as a child, drove me crazy! Instead, they genuinely place a high value on “Saving for a rainy day”, along with “Waste not want not”!  When I have the opportunity to do Business Coaching, I always recommend a company add this generation to the work mix, as they will bring a stability to the organization like none other!


    •  Value R.E.S.P.E.C.T. and mannersplease and thank you are paramount

    • Have a desire to leave a legacy

    • Believe that one has to earn respect, even earn ones position at work by starting at the bottom, as they did, doing menial things, paying ones dues you could say, while working ones way up through the ranks and organization

    • Are fiercely patriotic

    • Learned the purpose of the chain-of-command during war time, taking it with them into the corporate world.  In their world, you don’t question authority!


  • Appreciate their stability, loyalty, dedication and hard work

  • Utilize their expertise and knowledge by allowing them to mentor and train, especially the Millennial Generation, who are reverting to the Traditional Generation’s values, and love being trained by them.

  • Assist them with technology either when they want to lean, or absolutely must learn.

  • Allow them to share their experiences and history as a resource

  • Be patient, make sure your have reasonable expectations

  • Give them time to adapt to new ideas.  Show them the benefits of change, they won’t ask

  • Respect their “values”, of “rules”, “authority”.  They want to know who’s in charge, and to whom they should report.

  • Provide them with a detailed explanation of their role

  • Give them work that shows they can still make a difference

  • Keep your focus on their experience and legacy

  • Provide them with opportunities to network and represent your company in the community

  • Give them an opportunity to pace themselves, without shame, as necessary

  • They are most comfortable with learning through the “lecture” mode

  • Provide them aids in remembering important information and processes

  • Be aware and careful of using jargon they won’t understand, or at least translate for when necessary.

Lastly, as with all generations,to influence and lead them, first look for the best in them.  Make sure you express your appreciation, and they’ll be loyal to the end!  As with everything, we need them to bring us balance, and a different perspective.  We need them, and they need us. Here’s to you Dad and Mom, Dr. William D. Barnes and Betsy Barnes, some of the very best of this generation!

Your Coaching Application:  Find someone you know of this generation and find something to appreciate and compliment them about.  Watch their response, and then write below how this information caused you to now see them differently.

Leadership Behaviors, A List of 25 of the Most Important

What Leaders must DO – The Behaviors They Need to Exhibit for greater leadership influence.

Do you know what they are?  Better yet, do you exhibit them yourself?  Write next to each word/phrase giving yourself a 1-10, 10 being best on how you’re doing.  Then let others in your company do the same, ON YOU that is!  Hummm . . . who will take me up on this intimidating, but revealing activity? 

Leadership has been aspired to, examined, torn apart, written up in every literary form to man, but when you have to determine if your management team is exhibiting the needed behaviors to lead your business to greatness, where do you begin?   As well, how do assess and determine if your training has been effective in this area?   You need some kind of comprehensive list to go bySteve has synthesized and melded the work of others to come up with this list, and I think it’s a great conglomeration of “actions most needed for superior leadership competencies”, therefore providing a mirror to hold up, whether it be for yourself, or with your team leaders.  When it gets right down to it, you build collaboration, team work, and influence according to what you do, not by what you say you do.  As an Executive Coach, I would love to dig even deeper.  Assess what will make you better, and then hold you accountable, but it’s a post.  So take it as deep as you can – then when you need assistance implementing, call me, so we can talk about creating a strategic leadership plan specifically designed for YOU and YOUR SUCCESS!  We all need one you know.

So what do you think, do you disagree, or have something to add?  Leave a comment even if it may be controversial.

This list is taken from Steve Arneson – of the Leadership Examiner

1. Being a Role Model for Integrity and Ethics
2. Demonstrating Optimism and Positive Energy
3. Learning the Business
4. Establishing a Vision and Mission
5. Setting Strategy and Priorities
6. Hiring Great Talent
7. Creating a Culture of Customer Focus
8. Building High Performance Teams
9. Motivating and Inspiring Others
10. Delegating and Empowering
11. Listening
12. Communicating
13. Driving for Results
14. Managing and Evaluating Performance
15. Coaching and Developing Talent
16. Managing Complexity and Ambiguity
17. Managing Your Time
18. Evaluating Risk
19. Resolving Conflict
20. Driving Innovation
21. Influencing Others
22. Collaborating Across the Organization
23. Demonstrating Passion for Your Work
24. Being a Champion for Work/Life Balance
25. Keeping Things in Perspective (Humility and Gratitude)

So, who’s your hero?  Who do you know that exhibits more that is on this list than anyone else you know?  If you could work on one thing, you’d like to add to your leadership list, what would it be?  Now go to Marshall Goldsmith’s Library and learn the “Feed Forward” activity, and go to 3 people you know and trust wants your best for your life, and follow his instructions.  You’ll be glad you did!

Here’s to you, and your leadership development!

Sue The “Accidental Leader

Taking the Accident Out of Your Leadership and Your Life and Instead Helping You Make it Intentionally EXCELLENT!

Want to Learn to Blog, and Need a New Website?

Bea is offering her fabulous blogging program.  This can then be your new website, like I did.

Become a Blogging Maniac 6 Week Start Up Program



This program is not well designed for the true beginner (meaning you have never touched a blog in the past.)  It is designed for a self-starter who enjoys weekly participation in a live group and who also enjoys self-paced online training via a library of training materials and video tutorials. If you are brand new to blogging, I recommend considering one of our blog mentoring packages below , which will help get you ready for the Become a Blogging Maniac Program.


PLEASE NOTE: We will be using the WordPress self hosted (meaning the blog is hosted on your own domain) blogging tool for this course. You will need a WordPress blog hosted on your own domain.  If you use another blogging tool such as Blogger or Typepad, you can still benefit from the program, but the bulk of our materials presented will focus on using WordPress.

If you are in need of a hosting company that easily installs WordPress using a one-click installation feature, please contact or

If you currently have your own website, and you would like to manually install WordPress to your existing website, please visit this link for installation instructions:

How to Install WordPress

If you want your blog to match the current look and feel of your website, you will need to hire your designer or contact Bea Fields at for names of someone who can help you with this.


This Webinar is held on the following dates via webinar and telephone:  (PLEASE NOTE:  We are not going to be using Voice Over IP during these calls.  The telephone number is not toll free, so if you do not have unlimited long distance, I recommend purchasing a 1 cent or 2 cent per minute phone card with a company like or

Call Dates:

Monday, October 24 from 1:00-3:00 PM Eastern

Monday, October 31 from 1:00-3:00 PM Eastern

Monday, November 7 from 1:00-3:00 PM Eastern

Monday, November 14 from 1:00-3:00 PM Eastern

Monday, November 21 from 1:00-3:00 PM Eastern

Monday, November 28 from 1:00-3:00 PM Eastern

(All calls are both video and audio recorded for later viewing)

Faciliator: Is Business Coach Bea Fields


The Become a Blogging Maniac Start Up Course is designed to teach you how to become fully comfortable with the set up and technology side of running your own website using a WordPress blog platform.  At the same time you’ll gain influence and credibility with your niche’.

For cost and all the details, click on the icon above.

The link above provides Sue with an affiliate fee, but does not increase your cost.

Are You Ready to Hire Your First Office Manager pt. II

Save Yourself a Lot of Headaches, by Putting the Correct Foundations in Place!

The next best practice for managing managers is:

  1. Know them.  Find out what keeps them with you and your company, and in this position, as well as what would cause them to want to leave.

  2. Regularly take time with them.  The best way is to have a weekly meeting to keep your pulse on what’s going on with them, and to discover who’s doing what.

  3. Take the time to find out what motivates them, looking for ways to communicate special thanks and encouragement.  Give them a short survey and include a list of items they can choose from. i.e.

  • Time off

  • Gift card to ________________

  • A spa treatment

  • What’s their favorite candy or drink

  • Do they like public praise, or would they prefer a sincere note of thanks.

  • Tickets to a ball game

Then when you notice exceptional behavior, remember to reward them with one of the items they chose.  Positive reinforcement goes a long way.  Also, you’re modeling how to treat their employees.  This is influencing up!  Just go into any Starbucks and watch the level of confidence their employees display.

I will pay more for the ability to deal with people than any other ability under the sun.”  asserted John D. Rockefeller

The next important leadership item is the performance review.  I admire the Starbucks standards and systems.  With two grown children who have been shift managers with an accumulated 14yrs of experience with Starbucks, I have had a rare opportunity to study them from the inside.  They are a model organization regarding encouraging their employees and managers to “feel” like company partners.  I interviewed our city’s District Managers a few years ago, and they described a practice I have implemented with every company I consulted with since.  They not only have exception training with high standards, and detailed manuals for everything, but they do what is called “Skip Level Performance Reviews.”  For instance, they will skip the store manager and interview the shift managers (who are directly under the Store Managers) in order to ascertain just how well the Store Managers are fulfilling their responsibilities, and how they are being treated by the Store Manager.  This kind of accountability keeps the Store Managers on their toes.  Then the Store Manager will skip the shifts and speak with the employees about the Shift Manager.  This also gives one the opportunity to learn if the employees are thriving or struggling under this manager.  If you wait for them to come to you, it’s probably already out of hand, and will need time and intervention, which costs money.  If you do discover there is a problem, corroborate the truth of it by interviewing the other employees to discern if this is an isolated case between the manager and employee, or if it is necessary to either correct the manager, or possibly provide more training. Either way, take care of it, or it will grow exponentially and sabotage the culture of the office, and you will loose credibility and influence.   The Starbucks system of performance reviews works ingeniously, measuring how well they are fulfilling the expectations of being a manager!  As well, if the managers are responsible for certain levels of sales, the numbers never lie.  As well, how they’re creating raving fans can be measured by providing customer surveys.  Feedback, feedback, feedback provides concrete evidence! With the right systems in place, you’ll be able to keep the pulse of a place, knowing when you need to provide extra training and possibly need take a more hands on approach for a time.  Whether you have one or many employees, with the Starbucks systems in place, a company can run efficiently with scheduled, regular performance reviews.


“Developing the Leader Within You” Dr. John C. Maxwell

“Developing the Leaders Around You” Dr. John C. Maxwell

“Love “Em or Lose “Em” by Beverly Kaye and Sharon Jordan-Evans

“The Boss’s Survival Guide” by Bob Rosner, Allan Halcrow, Alan Levins

Over 20 Values an Executive Coach Provides

The Key Benefits of Enlisting a Business Coach 

The other day I was meeting with a woman who asked me, “Sue I know what a Life Coach does, but I don’t know the purpose of an Executive/Business Coach?”  Well, it’s not counseling, and it’s not consulting, although I shift into this mode frequently.  The best way I can describe it is for you to think of a coach of an Olympic Athlete.  Now, that elicits exactly what we do, but for a business leader.  We are your greatest supporter, your cheerleader, and a bit of a velvet brick.  Our purpose is to ensure you become successful:

  • To challenge, develop, and assist you in improving your leadership skills.
  • Uncover and develop your unique leadership style.
  • Provide essential feedback regarding gaps in your skills and abilities. Discovering feedback in a safe, private environment.
  • Reveal so you can abort any self-sabotaging ways which would jeopardize your leadership and your job.
  • Expedite the improvement of your time management and organizational skills.
  • Help you to develop greater abilities in making appropriate, time bound decisions.
  • Establish concrete goals for change and progress.
  • Someone to hold you ACCOUNTABLE to do the things you know you need to do, to become the leader you aspire to be.
  • A uniquely rich development opportunity to truly discover all you were meant to be.
  • Have a non-partisan, non judgmental, objective third party who is an impartial sounding board.
  • Assistance to execute key business initiatives.
  • Help in balancing work and life priorities.
  • Cultivate exceptional ability to influence those you lead.
  • Development of your unique personal mission, vision, and values.
  • Reduce turnover while building loyalty and retention.
  • Successfully navigate the white waters of conflict.
  • Enhance and fine-tune your decision making skills, learning to appropriately evaluate business risks, while navigating any politically entrenched environment.
  • Inspire peak performance in employees by employing fresh leadership insights.

Contact Sue right now, with the e-mail below, to set up a complimentary Discovery Session to explore if Executive Coaching is right for you right now.  Sue will be doing the same, discerning if you’re a good fit, as a client, for her.  If all is compatible, we then co-create a plan that works specifically for you, and your specific needs. Contact Sue at for more information, and to set up our Discovery Session.

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Confessions of an Accidental Leader
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