The Great Pretender

September 17, 2015 by

OGreatPretenderne of the great fears holding back many high-potential women leaders is the fear that their greatest efforts are not enough, that they are the ‘Empress with no clothes’ and would be caught in faking competence. This fear holds back many from even making an effort, and the result is, of course, failure-through-lack-of-signing-up. In case you or someone you know may feel like one of the ‘Great Pretenders’, here are some tips to try, if you’re interested in overcoming this limitation.

  1. Fear not the fear, for that fear is what’s holding you back from succeeding.
  2. This is of course more easily said than done, so surround yourself with positive and supportive, good-energy people, and limit your time with people who are draining and questioning you (even if they think they are doing it for your own good).
  3. Assume that there will be failures small and big along the way, and embrace the learnings with every failure.
  4. Aim above your comfort zone, at least once in a while! Ask yourself ‘what’s the worse that could happen?’
  5. Let your logical, rational left-brain decide what’s good enough and tell the right-brain emotional side you *can* be good enough.
  6. Model your actions and behaviors based on those who have succeeded in what you’d like to do, and be unemotionally critical of who you’re measuring up.
  7. Secure mentors and supporters who see the promise in you, and would provide you with the feedback, contacts, resources and information you may need to succeed.
  8. There’s nothing wrong with the fake-it-until-you-make-it mindset. As long as you keep trying new things, learning new things, and delivering results.
  9. With that said, never inflate your abilities or experience but do communicate your track record, passion, and willingness to learn, while delivering incrementally positive results.
  10. Pay it forward – the more who succeed, the better for all!

The bottom line is that you should not see yourself as ‘A Great Pretender’, a hollow mask. See yourself for who you are, as it will help you be all that you can be!

Make Your Own Rules

September 11, 2015 by

FountainBlue’s September 9 When She Speaks, Women in Leadership Series event was on the topic of Women Making Their Own Rules.RulesCollage

We were fortunate to have such courageous and accomplished women on our panel, who come from many different educational levels, corporate and technical backgrounds, and frames of reference. They shared with us why there was a need to create new rules, shift current rules, question each rule, and advised us on how best to break those rules so that they benefit all.
  1. Be strong and confident with who you are and broaden your understanding of the impact you may have, no matter where you sit at the table, or even if you don’t even have admission to the event! 
  2. Be clear on your purpose and goals. Understand how the rules and processes and culture are affecting the need to achieve those goals and speak in a way where influential others will understand the logic and reasons for making changes.
  3. Communicate in a way that commands attention and respect. Speak in a language and through a channel that would resonate with your audience. 
  4. Be prepared and plan-ful, with a clear focus on delivering measurable results. Then overcome your fear, engage with influential advocates, get uncomfortable and see where it takes you. 
  5. Try hard, be open, fail quickly, and don’t let the fear of failure stop you from trying in the first place!
  6. Build a wide and broad network that would benefit all. And maintain those relationships and conversations to help you get grounded and to help build influence and credibility.
  7. Challenge yourself to do something new and different if you’re feeling a bit listless at work. Leverage what you know to get to what you can do from here. Be confident that you can deliver on something new, even if you haven’t exactly done this sort of thing in the past.
  8. Many people are uncomfortable with changing the way-things-are-always-done, even if there’s no logical reason to do things that way. To help foster change with these people and these cultures, adopt a logical, plan-ful, data-based approach for why a new system, process, method would be better for them individually, for the team and company as a whole, and for the customer. And sell the approach in a way that would best resonate with each person/group/team/division. 
  9. Represent the viewpoint of the customer and translate the needs of the customer to the internal teams that can best serve that customer.
  10. Be who you are and do things in a way that works for you. Be pure of intentions, reliable with delivery, generous with support, open for feedback and opportunities.
The bottom line is that our panelists are challenging us to be the person we know we can be – to challenge the system and rules that are holding ourselves and each other back, and to rise up and embrace opportunities to forge shifts little and big – for the good of all.​

Please join us in thanking our speakers for FountainBlue’s September 9 When She Speaks, Women in Leadership Series event, on the topic of Women Making Their Own Rules and our gracious hosts at Cypress:

Facilitator Nancy Monson, Nancy Monson Coaching

Panelist Jennifer Altergott, Regional Sales Director, Polycom

Panelist Raji Arasu, CTO, StubHub, an eBay Company

Panelist Stacie Hibino, Tangible UX Director for the Visual Display UX Lab at Samsung Research America, Samsung Electronics

Panelist Grace Hu-Morley, Senior Manager, Product Management of IoE Healthcare Solutions, Cisco Systems

Panelist Tamara Lucero, former Director, Inside Sales, Cypress

A Cow’s Eye View of the World

September 1, 2015 by

CowsEyeViewA cow’s eyes are on the sides of their head, whereas a human’s eyes are in front, so naturally, a cow would have a different view of the world.As a human, consider viewing the world from the perspective of that other person, be that a difficult customer, a deviant coder, an aloof and disengaged boss, or a wayward partner. Indeed, adopting the point of view of someone not like you will help you and your company better serve customers in an Age of Personalization. Below are tips for adopting that other perspective.

  1. Pause the judgement and the emotions. It will make you more open-minded toward that other point of view.
  2. Try to *like* that other person, even if it’s difficult at first. Embracing viewpoints of people who are different than you will help keep you fluid and flexible.
  3. With that said, you don’t _have_ to like everyone and everything. But it’s important to get along.
  4. Be curious about why they have another perspective and why they think and act the way they do. It may help you think and act differently and more flexibly in other situations.
  5. Imagine if everyone else thought like this other person. How are _you_ the one a little off?
  6. Embrace every different point of view as a potential new learning, a potential new opportunity.
  7. Ask yourself how this new way of thinking helps you think differently about other things as well.
  8. Pay attention to your little life routines and do some of them backwards. Your actions may help you put your thoughts on its head – which could be a good thing.
  9. Honor the people who have touched you and helped you to think, speak and act differently – for they have helped you see and respond to the world in a different light.
  10. Remember that thinking differently about the same or a new problem is the heart of all innovation, so embrace every opportunity to think and act differently, and fold others into your work and life who could help you to do so.

May we all see the world a bit more from the cow’s point of view!

Men Who Open Doors

August 17, 2015 by

MenOpeningDoorsThere are two kinds of people – those who believe in a life of abundance and those who believe in a life of scarcity. Men who open doors for women AND women who welcome these men into their networks, perspectives and career paths are of the first ilk – believing in a world of abundance.

If it follows that women who open doors to rooms of privilege themselves are looked upon as pushy, AND women who are escorted into rooms of privilege by men are looked upon with curiosity and respect, then we need to forge more partnerships between genders to facilitate leadership.

Below are some reasons and up-sides for men-who-open-doors.

  1. By rising above gender biases, teams, companies and industries can start focusing on embracing and encouraging leadership and results rather than gender (and other things we can’t control).
  2. The more women (and men) you escort into rooms of privilege, the higher the waters will rise, and the more boats will sail. This is good news for all involved.
  3. The more women feel empowered, the more likely they will be to empower others, which is also good for all involved.
  4. The more you are surrounded by people who don’t look-or-think-like you, the more perspectives and ideas will appear. And generally that’s good, for diversity matters whether you’re writing the code or running the business!
  5. In general, understanding and accepting people who are NOT like you helps you become more grounded and happier.
  6. It feels *good* to let deserving and open people into a whole new world – even if you don’t directly benefit immediately from doing so.
  7. Each door you open is a ‘thank-you’ to those who opened a door for *you* when you needed it. Pay it forward, perpetuate the virtuous cycle.
  8. Make it not about gender – create a cohesive, integrated, merit-based, collaborative team, for the good of all!
  9. People don’t leave their companies, they leave their managers. Give all your people the support they need to succeed so that they stay with you, and grow with the team.
  10. Be strategic about who you open the doors for – those who are smart, hard-working, passionate, and ethical. And be open to opening that door even if the other person doesn’t quite reach that bar.

To all those men who have opened the doors for me, I thank you and hope to continue to pay it forward. Be the kind of man who would open doors for others, because you can. Be the kind of woman who welcomes these kinds of men into their lives.

Politics In The Workplace: The Good, The Bad and The Ugly

August 14, 2015 by
Politics in the Workplace, FountainBlue August 11, 2015 When She Speaks Event

Politics in the Workplace, FountainBlue August 11, 2015 When She Speaks Event

FountainBlue’s August 11 When She Speaks, Women in Leadership Series event, on the topic of Politics in the Workplace, The Good, The Bad, and The Ugly. Below are notes from the conversation.

We were fortunate to have such courageous and accomplished women on our panel, who come from many different educational levels, corporate and technical backgrounds, and frames of reference. They graciously and generously shared their wisdom around navigating politics – the art and science of influence.
  • Accept that politics is a part of life and decide to work with it and learn from it. It’s a given that there will be politics as not everyone will be on the same page with the same agenda at the same time.
  • Know yourself and what your values are and what your value-add is. This will help you identify who you are and stay strong to your integrity and principles. This will also help you find the courage to stop fearing the fear and take risks in ways that make sense and for the right reasons.
  • Ever be that confident, energetic, enthusiastic person – even if you have to fake it to get there sometimes.
  • Accept that there will invariably be misalignments between people, teams and groups, and work to understand the perspectives and objectives of all those involved. Assume that others in the group have the best intentions . . . unless the data shows otherwise.
  • Know the difference between misalignment of opinion and misalignment of values. Never compromise those core values.
  • Create and build a support network that helps you keep centered, ‘smelling the roses, blowing out the candles’.
  • Understanding what needs to be done, who’s involved and what their motivations will help you better understand and manage the situation.
  • Resources such as time and money always adds conflict to any group dynamic, whether a company is huge and established or just starting out. Understand why different people, teams and partners want what they want and start the negotiations with that in mind.
  • Separate the bad politics which is around self-centered empire building to the good politics where people may have different plans and needs, but are overall aligned on the goals.
  • Be curious – listen to what others have to say. Always try to understand what’s motivating them.
  • Communicate with clarity, courage and transparency with conversations based on facts and data. Communicate outside the direct network and to the larger network, including execs to keep them in the loop, where appropriate.
  • Embrace interactions as learning experiences. Know the difference between what you own and what someone else owns and accept that you can only change yourself. For example, if someone pushes you under the bus, perhaps you did things that set them up to do that, but in the end, the other person pushed you under the bus, so approach with caution.
  • Park the emotions and don’t take things personally. Take the high road at every opportunity and maintain channels of communication. (That’s generally easier said than done, so invest in making yourself more centered and stronger so that you can get more progressively closer to the mark.)
  • Connect with people at all levels and build networks and relationships of trust BEFORE you need to count on them.
  • In working with difficult people, find a way to disagree amiably. Start conversations and communications focused on what you have in common, which is probably more things than you think in the heat of the moment!
  • Build relationships with men and women – don’t make gender a criteria for the people you have in your network. Rule of thumb: if a woman opens a door, people might wonder why she’s so pushy. If a man opens a door for the woman, people will wonder what’s special about that woman.
  • In general, tech companies are more accepting of women leaders who prove themselves than in other industries such as automotive or military. But that doesn’t mean that all tech companies will treat women better, or that all companies are equal. Find that company, culture and team where you feel you can succeed, and make plans to walk if it’s not all that it appears to be, in a bad way. Hint: When you find a job and a team that is super focused on an exciting new project, there may be less time to engage in petty politics.
The bottom line is that those who accept that politics is part of the game of life, those who know who they are and stand behind those principles, those who put the project and the team above themselves will better succeed in navigating political waters.
Recommended Resources:

Please join us in thanking our gracious hosts at NetApp and our panelists for FountainBlue’s August 11 When She Speaks, Women in Leadership Series event, on the topic of Politics in the Workplace, The Good, The Bad, and The Ugly:

Facilitator Julianna Hynes, PhD, Julianna Hynes & Associates, Executive and Leadership Development Coach

Panelist Neela Deshpande, Chief of Staff, Dell Networking

Panelist, Lakshimi Duraivenkatesh, Director, Software Development, eBay 

Panelist Niki Hall, VP Corporate Marketing, Polycom

Panelist Julie Herd, Director of Product Management, NetApp

Panelist Preethy Padmanabhan, Sr. Mgr. Solutions Marketing, Nutanix

The Game of Life

July 15, 2015 by

Game of LifeIn playing the game of life, consider 3 things: how much heart and happiness you’re looking for, what kind of fame you need, and how much money you want. Here are some thoughts on making the right choices for each of these themes.

How much love you need

  • Having deep relationships is hard to plan out. Generally things don’t go as planned – the hot guy/gal isn’t that great or fun to be with, the partner/friend/colleague disappoints in ways unexpected, and miscommunications complicate intentions everywhere at the most inconvenient times.
  • But stay true to your values. Keep the faith and the hope, while being wiser for each experience, good and bad. (Note that you learn more from the bad than the good.)
  • Raise the bar for the relationships you hold dear, and stop trying so hard working those relationships that cause pain without learnings.

How much money you need

  • You always need more than you think, to cover the unexpected, so aim to cover the fundamentals, plus bonus, just-in-case money.
  • Appreciate all that you have rather than envy those that have more than you. It’s not about keeping up with the Jones’.
  • You don’t need as much as you think to accomplish what you want and to build the relationships which nurture and support you.

How much fame you need

  • The goal is to be known favorably by those who matter.
  • Many people don’t know what their brand is, how they are known.
  • Others don’t planfully go out there to be known, thinking this part isn’t important.
  • Still others know their brand and get their message out there, but aren’t targeting the right people – people who would support them and help them grow.

Whether you’re reflecting on your personal or professional goals and standings, consider the heart, money, fame games you have in mind. How do you measure up and how will you change the way you play the game of life?


Linda Holroyd is a coach, adviser and consultant and CEO of FountainBlue and organizer for FountainBlue’s monthly When She Speaks series.

Leveraging Social Media for Work and Play

July 11, 2015 by

Leveraging Social Media for Work and Play (2)-COLLAGE

FountainBlue’s July 10 When She Speaks, Women in Leadership Series event was on the topic of Leveraging Social Media for Work and Play. Below are notes from the conversation.

We were fortunate to have such an accomplished, dynamic, creative and powerful panel of speakers, representing a wide range of backgrounds, perspectives and thoughts. They generously shared their wisdom and strategies about social media.
They started with a definition of social media. Social media facilitates ‘multi-directional’ interactions where content and ideas are created, shared and/or amplified by the users via electronic means. These technologies and tools allow people to connect and engage with a wide range of other people, be it friends, family, customers or partners or a wide range of strangers and like-minded people with shared common interests. In short, it amplifies and accelerates the content we create and the networks of people and communities we reach, in real time. Leveraged well, it can take us to the next generation of communication and impact, expanding human and professional networks and the ability to share relevant content and information and connect a wide range of people and democratizes the access to raise one’s voice.”
Whether our panelists came into social media as a part of their corporate job function, as a personal exploration of interest, as a social and networking experiment for a start-up, or as a consultant in a PR firm working with tech companies, they all saw the impact of social media strategies on the company, on the people connected with the company, and on the brand.
They each commented in different ways that we are all empowered to leverage social media technologies and strategies to clarify our brand, to find our voice, to connect with those that matter – both personally and professionally. There’s no avoiding it or running and hiding from it, below are some tips on how to do this wisely:
  • Know what you want to communicate and do it authentically, strategically and with good judgment. 
  • To strategically leverage social media, know your objective, your audience, and your measurable results before you start on any campaign.
  • Social media is not just for the extraverts. Everyone can leverage it – do what feels comfortable to you.
  • Social media is a must-have for building networks and connections, and for communicating your brand.
  • LinkedIn is a must-have for all professionals. Create your profile, find and communicate your brand and voice.
  • Even if personal and professional identities are separate, how you do one thing is how you do everything, so make sure that your communications is ‘clean’ and won’t reflect badly on yourself or your company. Assume that everything you do will be public and forever, even if you meant the message as a personal communication to a private audience.
  • When weighing what or whether to communicate, make active choices that you will stand by. Be ever respectful and non-controversial and don’t be argumentative.
  • Develop a point of view by retweeting others’ content and eventually writing your own. Be consistent with the point of view – don’t be schizophrenic going back and forth with your viewpoint.
  • Consider the immediate and feedback when you send out messages – do people like what you say? is it the right audience?
  • You know when you’re ‘too’ into social media if you’re texting or SnapChatting someone sitting next to you. Social media is not a substitute for face-to-face interactions!
  • Social media allows you to be the person you want to be perceived as.
  • Be real – warm, human, encouraging, light – while providing meaty content of interest to the audience you’re reaching.
  • Be in alignment with corporate, division, team, product and other perspectives.
  • Collaborate with others from other divisions and roles to communicate messages and achieve objectives.
The bottom line is that social media will forever change how we communicate who we are as individuals and as professionals. It’s a double-edged sword, which, when managed well, can amplify your message and your reach.

Please join us in thanking our panelists for FountainBlue’s July 10 When She Speaks, Women in Leadership Series event, the topic of Leveraging Social Media for Work and Play, and our gracious hosts at Sandisk.

Facilitator Natascha Thomson, CEO, MarketingXLerator, Co-Author,  CMO, Beonpop, Yogi
Panelist Jennifer Barr, Social Media Manager Online Brand; TEDxBerkeley, Co-Curator
Panelist Yvette Huygen, Director, Worldwide PR & Corporate Communications, Synopsys, Inc.
Panelist Linda Liu, VP Corporate Sales, Altera
Panelist Nithya Ruff, Head of Open Source Strategy Office, SanDisk, President for Women’s Innovation Network (WIN) at SanDisk
Panelist Brianna Woon, Senior Manager, Corporate Communications, Polycom

First the Market, Then the Passion, Then the Skill

June 22, 2015 by
We get it backwards – focusing on building our skills before figuring out what the market needs are and what we’re passionate about. I say first figure out what’s hot in an industry you care about. What are the market and technology trends and their implications for upcoming jobs ahead.
Then look at what you’re passionate about and who would pay you for doing day-to-day work around your areas of passion. From there skills can fit easily into the formula.
Here are some guidelines for finding your career fit, based on the Market-Passion-Skill filter.
  1. Understanding what customers are looking for and how companies are serving their needs is fundamental to selecting a company and a role where you can be successful.
  2. Technology will be core to providing scalable value for all successful businesses, no matter what industry you’re in. So companies who get this precept will be more likely to embrace and integrate technology in serving their customers.
  3. Understanding the market trends will help you predict which company and which leaders to join, and why they have an edge over others.
  4. After selecting the right leaders and company, you can focus on what you’re passionate about and how you can make a difference.
  5. Deciding what you really enjoy doing is a superset of what you’ve enjoyed doing in the past, plus what you would like to do, if you were given a chance to do it. Often this involves including a creative element, which had not been previously encouraged.
  6. Don’t ignore your needs or your passion – it will help you find both happiness in the short term and for the long term.
  7. Skills are important, but consider the market opportunities and your passions before looking at your skills set. Too many people focus on just building the skills, and not knowing which skills the market would demand and/or which skills are of interest to them.
  8. Focus on building generalizable skills in leadership and communication as they will be core, no matter what position you will assume.
  9. Understand enough about technology to know how that supports the needs of the customer and helps the company better serve the customer now and in the future.
  10. Considering the market first, then the passion and the skill will help you find a position and role which would satisfy all three needs. But the career path is a journey, not a destination.
Hope that these thoughts will help you better consider what you’re doing now and how you’re positioning yourself for what’s ahead.

Millennials In Our Midst

June 12, 2015 by


FountainBlue’s June 12 When She Speaks, Women in Leadership Series event was on the topic of Millennials in Our Midst. Below are notes from the conversation.

We were fortunate to have wise and inspiring panelists representing a range of roles and functions, education and perspective, and companies and generations. Please join us in thanking our panelists for so candidly sharing their thoughts and perspectives on how to work with millennials in producing win-win, measurable results, engaging the full workforce.

Millennials will represent a progressively larger percentage of the workforce, a workforce which still includes four different generations with different backgrounds and perspectives. Considering the needs of each worker and focusing on strategically recruiting, retaining and developing them, while building bridges between them will be an ongoing challenge of forward-thinking leaders like those on our panel.

Born between 1980 and 2000, Millennials grew up surrounded by technology, the internet, social media. They are generally competitive, yet collaborative, passionate, yet easily distracted and disengaged, career-minded yet focused on making a difference, driven yet fun-loving, always-reaching for instant gratification, while also insisting on work-life balance.

Millennials are great at creative problem solving, and have the confidence to see things through, despite obstacles. Their can-do attitude, collaborative style, irreverence for titles of authority and fearless approach to problem-solving make them dynamic, energetic staff members who can add energy and diversity to a team, when managed well, and discord and hard feelings and fractionism if managed badly.

It is a challenge for corporate leaders recruit, retain and develop them. Some successful strategies include: 1) creating a culture that’s energetic and exciting, and work that is meaningful, 2) creating challenging opportunities for advancement and growth, while making a difference, 3) offering the ability to work flexible hours and work from home, to accommodate the interests and travel schedules of millennials, 4) providing opportunities for connections to leaders at all levels, and mentorship and growth opportunities that would stretch them, and 5) promoting and supporting the short-term advancement and growth of millennials. With these generalities in mind, remember that every company and every individual is different and as managers and leaders who factor in the needs and opportunities of individual team members will most likely succeed.

Below is advice offered by our panel on how to best manage and work with millennials:

  • Although stereotypes and understanding classes of people help in some measures, stop over-generalizing who millennials or any other class of people are. Treat everyone as individuals who have the same focus – being successful and happy, and help each one get from here to there. Help each person focus on delivering on their short-term goals while keeping an eye on their long-term goals.
  • Explain how each role and function contributes to the bigger picture, the larger goal for the team and company and industry.
  • Teach them the value of staying humble, and model the way.
  • Encourage them to accept leadership opportunities for community groups and causes for which they feel passionate.

Below is advice for leaders from all generations:

  • Make the time to build relationships at all levels, across both genders, across all generations, inside and outside of work.
  • People who give 110% effort in all assignments and produce measurable results stand out in a good way over those who give half-hearted efforts. They will be the ones who will be given progressively more responsible and interesting roles and tasks.
  • Be proactive and take initiative, but also be sensitive of how others might interpret it if you are overly eager and enthusiastic.
  • Be eager to contribute, yet patient about getting the opportunity to do so in a way that would stretch you and best contribute.
  • In communicating your brand and considering social media, use your best judgment and put your best foot forward. In addition, focus on what you want, not comparing yourself necessarily with others.
  • Take the time to know yourself and your strengths and aspirations. Use the magic of who you are to communicate your value-add and reach for those stretch opportunities that would help you grow.
  • Build on your transferable skills which can be taken into many different roles, functions, companies and industries, including: Communicating, Problem-Solving, Customer Service, Presentation, Skills, Management, etc.,
  • Know your long-term goal, but also accept that there will be a circuitous path to get there.

In the end, the millennials will affect the way we work and live, just now reaching 50% of he workforce. The workforce will be forever changed – it will be more informal, more collaborative, more innovative and creative, with fewer organizational layers. How will these changes impact YOU?


Please join us in thanking our speakers for FountainBlue’s June 12 When She Speaks, Women in Leadership Series event, on the topic of Millennials in Our Midst and our gracious hosts at Juniper.

Facilitator Pat Cross, Cross Apps
Panelist Gina Diaz, Director, License Management Services – Enterprise Accounts, Oracle Corporation
Panelist Camila Franco, Manager Product Management, StubHub
Panelist Marjorie Glover, Regional Director, Inside Sales Americas, Dell
Panelist Van B. Nguyen, Program ​Manager – University Talent Program, Juniper Networks
Panelist Christine Nguyen Vaeth, Global Services Marketing, Workday

Listen Up!

May 25, 2015 by
Listen, Hear and Understand words on a three arrow cycle or system for comprehension or learning new skills, information and knowledge

Listen, Hear and Understand

What sets leaders apart is not so much their role or authority, their gender, size or affiliation, but rather it’s how they make others feel and what kind of measurable results are produced. And listening is key to ensuring that the other party feels good and that the intended results are delivered. It therefore follows that being a better listener will make you a more effective leader, no matter what your role is and where you intend to go. Below are some strategies to help you listen better, deeper and more effectively.

  1. Be more interested in what they are saying than what you’d like to communicate.
  2. Consider how the background and motivations of others impact what is said.
  3. Ponder not just what is said, but what is meant.
  4. When in doubt, ask if you are reading the communication and the intention accurately.
  5. Factor in how tone of voice and body language impact the message conveyed.
  6. Encourage others to continue the conversation, going deeper and broader into a wider range of topics. The deeper you listen, the deeper the relationship can become.
  7. Listening is even more critical when emotions run high. Listen closely for the direct and implied communication if emotions do run high.
  8. Making the other person feel heard helps keep heated conversations manageable.
  9. Assume positive intent in any communication, unless you know otherwise.
  10. Commit to being present in every interaction, being engaged in every relationship.

You will find that you already do some of the above, and also that you have other suggestions for becoming a better listener. But I think that you commit to listening better, you will also be better heard. Enjoy the journey.


Linda Holroyd is an executive coach, a tech adviser, CEO of FountainBlue and organizer of its monthly When She Speaks, women in leadership series.,


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