If you are seeing high turnover and changes in leadership at your university, college, or department, you are not alone.

You’ve been doing the job for a period of time now, have worked hard, and you know you deserve to be selected for the permanent position but the process has to give an equal opportunity to anyone…

If you’re reading this, you – or someone important to you – is currently in an interim position.

You have a mission, you are fighting for a cause dear to your heart, and despite your efforts, you don’t see progress.

Confident people are those who focus on service, or on their mission, and spend very little time and energy asking themselves how they compare with other leaders.

What people think they are, and what they think they are not, determines the decisions they make and the actions they take (or don’t).

Some individuals feel powerless, not realizing that their maladaptive coping mechanisms can be changed, and their habits aren’t their identity.

Have we forgotten that pain can be an indication of progress?

It seems people talk a lot, or about the right amount, or very little, based on their habits or personality rather than what the situation requires.

Success also requires that the client be willing to break old habits.

A coach who doesn’t have strong expertise in higher education will lead you in the wrong direction.

What it means to do your due diligence before making a decision, without creating delays!

I invite you to be intentional about what you want to do, and to reflect on the following steps you could take before leaving.

Some higher ed. leaders have normalized the discomfort they experience, but it’s not painful enough to force them to change.

Know what you are here to accomplish, be professional, be appropriate, and read the room.

Pause and learn what other people think and feel, as well as what their goals and challenges are. What kind of pressure are they under? How well are they coping? Is there anything you can do to support them, or at least to show sensitivity?

I am here to remind you that there are two essential components to feeling energetic: (1) mindset and (2) movement.

Most higher ed. leaders are creating far too much self-imposed pressure, in addition to the pressure created by their job responsibilities

People can tell you a thousand times a day to stop being hard on yourself, and you still won’t be able to stop, as long as you feel inner conflict.

Here are some examples of behaviors and habits that feed helplessness instead of fostering problem-solving and creativity.

At the core, time management is deeply emotional and rooted in the relationship you have with yourself, which is often the result of unpleasant past experiences.

Like many, I used to believe that people who had anxiety were stuck in the habit of worrying about the future and/or lacked confidence in their ability to handle difficult situations.

March 2020 was a crisis, but somehow, many colleges and universities are still in crisis.

No longer feeling stuck comes down to one critical question: Are you interested in improving your situation or are you fully committed?

Do you ever struggle to let go of something that happened in the past, or something you said and regretted, or something that someone else said? Do you feel anxious trying to guess why someone did or said something you didn’t like?

How can you get excited about survival? You can’t. And that’s exactly why you need to create a compelling vision for your life and your future. Finding purpose and meaning will give you energy and bring you fulfillment.

To break free from old habits, you must decide that you will stop doing the things that harm you (and/or others) and start acting more deliberately.

Unconditional trust and confidence foster the kind of inner peace that attracts solutions and success.