Fear Factory

The topic of what makes a great leader has been debated since humans could say the word. When you think of the values a mentor has brought to you, it's often those intangible aspects which are more difficult to define.

In business, it's tough to be thrown into a new role when you may be good at the work but not as well versed at the people part. It’s easy to point to those who have handled leadership with grace but it's not a skill you learn in short order. And it can certainly be a balancing act when the company continually reminds you profit is the goal.

Fear can be why strong leadership is often as rare as great customer service.

I could be wrong. 

The Human App

At an early age, we’re told to be brave. Don’t whine or I’ll give you something to cry about. We are not born with fear, but it rears its ugly head early on, sometimes through innocuous events. A bit here, a smidgen there, and suddenly we are thrust into the world where others are told to be brave and not cry and not show their insecurities.

We climb the ladder, finish the project, attend the meeting, rush to the event, answer that email, respond to that request, get on that conference call, make that flight, make eye contact, smile brightly, and we keep running.

Splash in the face

We get caught in our own race and suddenly run into an old friend and find out what’s going with them. An event, a loss, a choice, and suddenly our challenges don’t seem so unique. Multiple that by the employees of an entire company and suddenly you can see how creating a collaborative culture can be elusive.

Some say we live this life alone – I disagree. We live this life together. It doesn’t mean we can carry each other’s burden but we can certainly lighten each other’s load when we can. A mentor once said we must remember our team members are not cogs in some wheel, they are people with feelings and challenges and dreams and goals.

The human element

Perhaps it's easier to stare at our screens and play with our gadgets, but we are missing an essential piece of life when we do that. I can send you a text and hope the message is clear or we can use the free phone app on our phones to discuss it properly.

We must remember that in order to create a collaborative culture, we can’t forget the element which is far more important than any product or service.

Each other.
__________________________________________________________________

I'll Go First

I do wake up at 4am wondering if my life is fulfilled. It may not be the same time on the clock for you, but I'm going to guess I'm not alone. I worked with a guy early in my career who was instrumental in my professional development. He was awesome, in fact. And he passed away earlier this month. He was about 15 years older than me and now I'm thinking about what will I do in the next decade and a half that will matter. 

I get lost. I get scared. Sometimes I don't know what to do next. Occasionally I forget that I do have gifts to give the world and just to keep going. I can say the same for you. There are times when I wonder if it will all work out. Of course, worrying with no action won't get me anywhere, so I give myself a mental kick in the backside and keep going. 

What Have We Learned? 

We are still in a global pandemic and if the conversations I've had over the least 18 months are anything like the ones you've had, people are stressed but wondering what they want to truly do with their lives to be happy. I spoke with a colleague this week I hadn't spoken with in probably a decade. She and her partner are thinking seriously about dumping their careers, selling their house, getting rid of most of their stuff, and moving to Costa Rica to help others. That's so cool and brave. 

I don't suggest we have to go to those lengths to find happiness, but doing the same crap we've been doing for the last couple of decades may not be working either. So yeah, there are early mornings when I wonder what I could be doing to better my life and the lives of others. And that's okay because I will be more worried when I stop thinking about those things. 

Now it's your turn.

 _____________________________________________________________

Human Networking

At an early age, we’re told to be brave. Don’t whine or I’ll give you something to cry about. We are not born with fear, but it rears its ugly head early on, sometimes through innocuous events. A bit here, a smidgen there, and suddenly we are thrust into the world where others are told to be brave and not cry and not show their insecurities.

We climb the ladder, finish the project, attend the meeting, rush to the event, answer that email, respond to that request, get on that conference call, make that flight, make eye contact, smile brightly, and we keep running.

Splash in the face

We get caught in our own race and suddenly run into an old friend and find out what’s going with them. An event, a loss, a choice, and suddenly our challenges don’t seem so unique. Multiple that by the employees of an entire company and suddenly you can see how creating a collaborative culture can be elusive.

Some say we live this life alone – I disagree. We live this life together. It doesn’t mean we can carry each other’s burden but we can certainly lighten each other’s load when we can. A mentor once said we must remember our team members are not cogs in some wheel, they are people with feelings and challenges and dreams and goals.

The human element

Perhaps it's easier to stare at our screens and play with our gadgets, but we are missing an essential piece of life when we do that. I can send you a text and hope the message is clear or we can use the free phone app on our phones to discuss it properly.

We must remember that in order to create a collaborative culture, we can’t forget the element which is far more important than any product or service.

One another.
__________________________________________________________________

The Importance of People

I once worked for a "boss" who felt compelled to remind people his title and raised his voice every time he didn't get his way like a five year old who can't have ice cream. Perhaps you've met this guy.

A lot is said about the power of human connection but we need to mean it and dig deep on it and live it and embrace it for real. No stakeholder will believe a well-crafted mission statement that says people are important if it’s not proven through action. You can’t pretend to care simply to get someone to do their job. Yelling guy did't care about us.

The human network

If you have kids, you have experienced a time when they defied you, acted up against your direction or disobeyed you. Discipline can be a justified response but what is the real issue going on? In the enterprise, if an employee has a temper tantrum, they are often reprimanded and sometimes dismissed. It’s not tolerated. But why is it endured when "the boss" flips out?

Your team does not want a boss. They don’t want to fear you. They don’t want to walk on egg shells around you. They need you to lead and help them grow. People will mess up, because they are people just like you. Your team will make mistakes, just like you. Your company will have challenges, just like you.Your job title might be on the org chart and your email signature.

If you feel compelled to remind your team, you've lost the room.
__________________________________________________________________

Mentors Wanted

I've been fortunate to have had a couple of excellent mentors in my career and been even more fortunate to be a mentor. It's a special relationship that can't be mandated by any company initiative. It just happens over time and in many important patient steps and it's vastly different than training or taking a course.

Teacher

There must be trust. Your mentor has to care about you and your success not simply put their theories and goals on you. My most influential mentor was my boss Stewart. In just five years, I learned more about leadership and myself than I could have in twenty. He was a student of human behavior and not only understood we were different but accepted and embraced it.

He said leadership was 10% about the work and 90% about life, relationships, and people. It's important to do good work but without human connection, company culture won't be strong and your business will struggle. Stewart knew this and created it in our organization. And he's still doing it today.

Student

Stew understood human systems, team dynamics, and the importance of pushing people to be their best. His biggest gift as my mentor was to find those moments to explain how he did what he did and allow me space to find my own style and process. Oh, and if you know him, don't tell him I wrote this, he isn't the look-at-me type.

I connected with his ability to set the course but also explain how he arrived at the plan and how I could find my own way to lead my team, and years later, even bigger teams. He gave me another view of how to find my own way. I didn't realize at the time, but he gave me the foundation for my work today.

Graduate

Mentors are priceless yet the relationship is often not evident at first. You don't see "mentor" on an org chart or job board. It happens when it happens and can't be forced. But as the mentor relationship develops, it will garner immeasurable results.

If you've been fortunate to be a mentor, are one now, or become one in the future, cherish the opportunity to help someone find their way.

Enjoy the relationship.
__________________________________________________________________

Screens and Faces

At an early age, we’re told to be brave. Don’t whine or I’ll give you something to cry about. We are not born with fear, but it rears its ugly head early on, sometimes through innocuous events. A bit here, a smidge there, and suddenly we are thrust into the world where others are told to be brave and not cry and not show their insecurities.

We climb the ladder, finish the project, attend the meeting, rush to the event, answer that email, respond to that request, get on that conference call, make that flight, make eye contact, smile brightly, and we keep running.

Splash in the face

We get caught in our own race and suddenly run into an old friend and find out what’s going with them. An event, a loss, a choice, and suddenly our challenges don’t seem so unique. Multiple that by the employees of an entire company and suddenly you can see how creating a collaborative culture can be elusive.

Some say we live this life alone – I disagree. We live this life together. It doesn’t mean we can carry each other’s burden but we can certainly lighten each other’s load when we can. A mentor once said we must remember our team members are not cogs in some wheel, they are people with feelings and challenges and dreams and goals.

The human element

Perhaps it's easier to stare at our screens and play with our gadgets, but we are missing an essential piece of life when we do that. I can send you a text and hope the message is clear or we can use the free phone app on our phones to discuss it properly.

We must remember that in order to create a collaborative culture, we can’t forget the element which is far more important than any product or service.

Each other.
__________________________________________________________________

Do You Have a Mentor?

I've been fortunate to have had a couple of excellent mentors in my career and been even more fortunate to be a mentor. It's a special relationship that can't be mandated by any company initiative. It just happens over time and in many important patient steps and it's vastly different than training or taking a course.

Teacher

There must be trust. Your mentor has to care about you and your success not simply put their theories and goals on you. My most influential mentor was my boss Stewart. In just five years, I learned more about leadership and myself than I could have in twenty. He was a student of human behavior and not only understood we were different but accepted and embraced it.

He said leadership was 10% about the work and 90% about life, relationships, and people. It's important to do good work but without human connection, company culture won't be strong and your business will struggle. Stewart knew this and created it in our organization. And he's still doing it today.

Student

Stew understood human systems, team dynamics, and the importance of pushing people to be their best. His biggest gift as my mentor was to find those moments to explain how he did what he did and allow me space to find my own style and process. Oh, and if you know him, don't tell him I wrote this, he isn't the look-at-me type.

I connected with his ability to set the course but also explain how he arrived at the plan and how I could find my own way to lead my team, and years later, even bigger teams. He gave me another view of how to find my own way. I didn't realize at the time, but he gave me the foundation for my work today.

Graduate

Mentors are priceless yet the relationship is often not evident at first. You don't see "mentor" on an org chart or job board. It happens when it happens and can't be forced. But as the mentor relationship develops, it will garner immeasurable results.

If you've been fortunate to be a mentor, are one now, or become one in the future, cherish the opportunity to help someone find their way.

Enjoy the journey!
__________________________________________________________________

The Key Ingredient

Our world is overflowing with websites, books, videos, and lessons on business management. This is a science that is almost as impossible to master as parenting.

I'm an executive recruiter and on more than many occasions, people have said; "Oh, so you're in sales?" Ah, no, not even remotely close. I spend all day getting to know people. I need to find out what they enjoy most about their current role, what roles they may look at to advance their careers, their family dynamic, the list is quite long and very important.

You are not in sales.

In my career, I have had a couple of outstanding mentors who taught me the essence of management from a technical and strategic standpoint while continually reminded me the only element that will mark success or failure - people.

It is not enough to devise an over arching business plan, you need to cover each component in such a process. Those include an organizational map, financial preparation, marketing and media strategy and most importantly a people plan. People study human resources for years and still don’t master it. Top sales people crash and burn as sales managers. And right brain thinkers shrivel up and rot under the crushing avalanche of meetings and protocol.

So as you're looking at new markets, products, or strategic plans, please remember the one element that can crush your business faster than any competitive threat or make your company wildly successfully.

Your people.
__________________________________________________________________

Learning for Life

Summer vacation is over. It's time for a new semester, new topics, and new learning. I had some great teachers when I was a kid and helped shape my curiosity to this day.

I had Mr. Balcaras four times for science in high school. He taught us how to dissect a frog and explained how much energy was inside a peanut by setting it on fire. I can still see the periodic table on the wall by his desk. Ms. Young was my grade one teacher. A woman in her 60’s who was like a second grandmother. It was grade one, we weren't doing much, but she was cool.

Lasting impressions

I had Mr. Peters for grade six. I ran in to him years after high school and he still remembered me. I never did ask him if that was a good or a bad thing. The delightful (and hot) Ms. Rolo was my grade ten English teacher who had patience with a fidgety geek who was bored with English. I'm glad she persevered.

Replace the word teacher with coach or mentor and have a look at your career. Give some thought to those who have helped you. Now give some thought to those you’ve helped along the way.

While we lament the near end of summer, increased traffic, and a full fall work schedule, let’s salute teachers, leaders, and mentors today.

Are you ready to teach?
__________________________________________________________________

Bossy Bosserton

As our days are filled by commiserating about that stuff that may be missing from our work, we must look at the top. If you work long enough, you will eventually be given more responsibility and perhaps other people who will look to you for direction.

I once worked for a "boss" who felt compelled to raise his voice in every meeting like the alpha male pounding his chest to remind the minions who’s in charge. He also had skin thinner than phyllo pastry, so you didn't dare challenge him or he would get offended or upset or throw a tantrum. Perhaps you've met that guy.

Organizational attrition is rarely documented if one or two people leave every couple of months but over the course of a decade, how much of your team has been replaced? Do you think it could be linked to weak leadership?

The human network is more vital than ever before. Your team does not want to fear you. They don’t want to walk on egg shells around you. They don’t want to hate their jobs. They want to respect you.

Help your team; they don't want a boss.
__________________________________________________________________

Do As You're Told!

I once worked for a "boss" who felt compelled to remind people his title and raised his voice every time he didn't get his way like a five year old who can't have ice cream. Perhaps you've met this guy.

A lot is written and said about the power of human connection but we need to mean it and dig deep on it and live it and embrace it for real. No stakeholder will believe a well-crafted mission statement that says people are important if it’s not proven through action. You can’t pretend to care simply to get someone to do their job. Yelling guy did't care about us.

The human network is more vital than ever before. 

If you have kids, you have experienced a time when they defied you, acted up against your direction or disobeyed you. Discipline can be a justified response but what is the real issue going on? In the enterprise, if an employee has a temper tantrum, they are often reprimanded and sometimes dismissed. It’s not tolerated. But why is it endured when "the boss" flips out?

Your team does not want a boss. They don’t want to fear you. They don’t want to walk on egg shells around you. They need you to lead and help them grow. People will mess up, because they are people just like you. Your team will make mistakes, just like you. Your company will have challenges, just like you.

Your job title might be on the org chart and your email signature but if you feel compelled to remind your team what it is,,,

You've lost the room.
__________________________________________________________________

Open Mind Policy

Think about your mentors, those people who have helped you and your career along the way. They found somewhere deep inside to motivate your strengths and help you realize your goals. They didn't make it about them, they didn't impart their goals on you. They pushed you to be a better you.

Malcolm Gladwell opines in his book Outliers there is no such thing as a self-made person. Those who have come before us have afforded us opportunities to succeed. None of us does this alone no matter how it may appear. Marcus Buckingham reminds us that we need to stop working on our weaknesses and focus solely on our strengths.

Imagine an organization where your good work is encouraged and your shortcomings are turned into prospects for others on the team who thrive where you may not.

Asking the Right Questions

How are you preparing your team for success and leadership? Is it a collaborative atmosphere or one of fear? Are strengths celebrated more than weaknesses highlighted? Does everyone have a clear vision on culture and objectives? Is your mind open to their opinions and ideas?

Balance and fairness look good on a well crafted business plan but in the heat of the battle, they can be tough to maintain. But they must remain top priorities because without them, you will be left with managers and bosses while leadership will be accidental at best. Success will left up to guesswork.

If you are in a lead position, make time for your people or watch the very thing you are working to build begin to crumble. Leadership is not on an organizational chart or an email signature.

It resides within every member of your team
__________________________________________________________________

Schools and Wishes

As I prepared for my TEDx talk, which happened last week and I'll post the video when it's online, I watched a lot of TEDTalks and presentations. The difference between TED and others is the personal side. It wasn't easy to share my story and experience but it's what I love about TED.

If you ever get the chance, do it; it was a remarkable experience.

One of the talks I went to first was this one from the brilliant Dave Eggers from TED 2008 who shared his wish - along with the hundreds who have joined him since - of education and the creation of The 826 Valencia Writing Center in San Francisco.

If you haven't seen this, you need to, click play.


__________________________________________________________________

Perspective

At an early age, we’re told to be brave. Don’t whine or I’ll give you something to cry about. We are not born with fear, but it rears its ugly head early on, sometimes through innocuous events. A bit here, a smidge there, and suddenly we are thrust into the world where others are told to be brave and not cry and not show their insecurities.

We climb the ladder, finish the project, attend the meeting, rush to the event, answer that email, respond to that request, get on that conference call, make that flight, make eye contact, smile brightly, and we keep running.

Splash in the face

We get caught in our own race and suddenly run into an old friend and find out what’s going with them. An event, a loss, a choice, and suddenly our challenges don’t seem so unique. Multiple that by the employees of an entire company and suddenly you can see how creating a collaborative culture can be elusive.

Some say we live this life alone – I disagree. We live this life together. It doesn’t mean we can carry each other’s burden but we can certainly lighten each other’s load when we can. A mentor once said we must remember our team members are not cogs in some wheel, they are people with feelings and challenges and dreams and goals.

The human element

We must remember that in order to create a collaborative culture, we can’t forget the element which is far more important than any product or service, and that is each other.

I recently reached out to some colleagues for perspective on a project and the response was absolutely astounding. I had no idea how many people wanted to help.

You may want to try it yourself and gain new perspective.
__________________________________________________________________
Kneale Mann | People + Priority = Profit

techvalidate

The Leadership Project

May 30-31: Camp Harbor View – Boston

We are living in a time where 3-4 generations can be collaborating in a single group or company. Cultures are mixing, opinions are melding, and the results are quite remarkable. The span of ages and perspectives has never been so wide yet there is a way to converge and collaborate if we adopt an open-mind policy.

Let's Inspire Together

Westwood International is launching a pilot program on May 30-31 at Camp Harbor View in Boston called The Leadership Project.  The purpose is to help young leaders work on their leadership journey through a discussion and a 90-day challenge. This will be their challenge focused on their plan which will include how to build something new, build stronger relationships, and become a better leader now.

Leadership is not a topic to be reserved for those in their 40's and 50's. It's imperative to give new graduates and young professionals in their 20's access to the skills and knowledge now. It's critical that business and young leaders learn from each other.

This will be will be a unique customized session where young leaders will work with experienced mentors while established business executives will learn from millennials.

The Leadership Project – May 30-31 in Boston
Join us as a participant. Join us as a sponsor. Join the conversation.

Keynote Speakers and Presenters

Betsy Myers – Founding Director of Women and Business at Bentley University
Jamil Mahuad – Harvard Law Professor and Former President of Ecuador
Lisa Fenn – Six-time Emmy winning feature producer for ESPN
Curt Cronin – Expert on Peak Performance and Former Navy SEAL
Greg Zlevor – CEO and President of Westwood International

Mentors, Facilitators, and Coaches

Christine Burych – President of StarlingBrook Leadership Corporation
Marlene Lepkoski – Regulatory Innovation Design Leader at Johnson and Johnson
Tim Kavanagh – Business Development Manager at Champlain College
Cara Gould – Executive Director of Camp Harbor View
Torli Krua – Founder of YOUNG-Africa
Shannon Griesser – Program Manager at Westwood International
Tyler Kellogg – Creative Mind at Tyler DoGood
Jay Ferraro – Co-Founder and Senior Partner at Mastery Technologies
Dina David – Senior Project Manager of StarlingBrook Leadership Corporation
Kneale Mann – Leadership Strategist at Westwood International

If you have questions, I'm here to help. 
__________________________________________________________________
Kneale Mann | Leadership Strategist, consultant, writer, speaker, executive coach facilitating performance growth with leaders, management, and teams.

Westwood International

We are Outliers and Mentors

Think about your mentors, those people who have helped you and your career along the way. They found somewhere deep inside to motivate your strengths and help you realize your goals. They didn't make it about them, they didn't impart their goals on you. They pushed you to be a better you.

Malcolm Gladwell opines in his book Outliers there is no such thing as a self-made person. Those who have come before us have afforded us opportunities to succeed. None of us does this alone no matter how it may appear. Marcus Buckingham reminds us that we need to stop working on our weaknesses and focus solely on our strengths.

Imagine an organization where your good work is encouraged and your shortcomings are turned into prospects for others on the team who thrive where you may not.

Asking the Right Questions

How are you preparing your team for success and leadership? Is it a collaborative atmosphere or one of fear? Are strengths celebrated more than weaknesses highlighted? Does everyone have a clear vision on culture and objectives? Is your mind open to their opinions and ideas?

Balance and fairness look good on a well crafted business plan but in the heat of the battle, they can be tough to maintain. But they must remain top priorities because without them, you will be left with managers and bosses while leadership will be accidental at best. Success will left up to guesswork. If you are in a lead position, make time for your people or watch the very thing you are working to build begin to crumble.

Leadership is not on an organizational chart or an email signature. It resides within every member of your team, so maintain an open-mind policy.

The results will astound you.
__________________________________________________________________
Kneale Mann | Leadership Strategist, consultant, writer, speaker, executive coach facilitating performance growth with leaders, management, and teams.

webster

Sound Advice from Leaders

A while back I asked some well respected people in my life to give their best leadership advice. I was looking at the list again this week and thought I'd share it again and add in insights from some more household names.

Maureen Turner Rasmussen Listen.
Richard Branson Do something bold.
Elizabeth Warren Try the Unexpected
Vivian Vasquez Definitely listen.
Maria Shriver Have the courage go beyond shoulda could woulda.
Maryse Senecal Lead by example, always.
Kevin Hamil No one has all the answers so don't think you need to
or worse think you already do.
Joel Peterson Don’t do anything that matters without first setting a goal.
Charrise McCrorey Be you.
Chris Young If you want to be a leader, make sure you're worth following.
Arianna Huffington Find your place of wisdom and peace and strength.
Andrew Hedges Be transparent.
Lydia Robertson Actually care.
Steve Gamlin Live as an GOOD example.
Catherine Jones First learn how to follow.
Joel Scott Good leaders are good listeners and don't ask someone to do something
you never would or won't. Lead by example.
Sheryl Sandberg Follow your dream. Lean In.
Glen Bryant Be fair. Be consistent. Be credible.
Barbara Nixon Listen.
Jeff Immelt The world awaits your leadership.
Kathy Hahn Become the example.
Helen Smith Be present. Learn where to help and when to get out of the way.
Jeff Schueler Engage everyone in the outcome.
Carol Roy Respect everyone for where they're at in life/career and always support
where they want to go. Be honest, at all costs.
Wendy White-Katsipodas Be honest.
Brendan Jones Be dishonest and you are a fool if you don't know they know.
Randi Zuckerberg Be careful what you get good at.
Scott Armstrong Listen.
Sarah Montague Listen and let other people lead.
__________________________________________________________________
Kneale Mann | Leadership and Culture strategist, writer, speaker, executive coach engaging leaders, collaborative teams, and strong business results.

istock

Who's the Boss?

As our days are filled by commiserating about that stuff that may be missing from our work, we must look at the top. If you work long enough, you will eventually be given more responsibility and perhaps other people who will look to you for direction.

A friend told me about her boss who feels compelled to raise his voice in every meeting like the alpha male pounding his chest to remind the minions who’s in charge. Perhaps you've met this guy.

Collaboration Personified

Simply because people stay is not evidence of strong leadership. Most people need money twice a month to pay for those pesky things called bills. Organizational attrition is rarely documented if one or two people leave every couple of months but over the course of a decade, how much of your team has been replaced? Do you think it could be linked to weak leadership?

An org chart and a business card does not constitute leadership. The human network is more vital than ever before. Your team does not want a boss. They don’t want to fear you. They don’t want to walk on egg shells around you. They don’t want to hate their jobs. They need you to lead and help them grow. People will mess up, because they are people just like you. Your team will make mistakes, just like you. Your company will have challenges, just like you.

Remind them your job title and you may lose the room.
__________________________________________________________________
Kneale Mann | Leadership and Culture strategist, writer, speaker, executive coach engaging leaders, collaborative teams, and strong business results.

officespace | original: jan 2012

The Importance of Mentors

I was chatting with a friend recently and we got on the topic of mentors. I have been extremely fortunate to have had several outstanding ones in my career. She lamented she couldn't name one in her life. Then she asked why these people had so profoundly helped me which got me thinking about the attributes of a great mentor.

Teacher

There must be trust. Your mentor has to care about you and your success not simply put their theories and goals on you. My most influential mentor was my boss Stewart. In just five years, I learned more about leadership and myself than I could have in twenty. He was a student of human behavior and not only understood we were different but accepted and embraced it.

He said leadership was 10% about the work and 90% about life, relationships, and people. It's important to do good work but without human connection, company culture won't be strong and your business will struggle. Stewart knew this and created it in our organization. And he's still doing it today.

Student

Stew understood human systems, team dynamics, and the importance of pushing people to be their best. His biggest gift as my mentor was to find those moments to explain how he did what he did and allow me space to find my own style and process. Oh, and if  you know him, don't tell him I wrote this, he isn't the look-at-me type.

I connected with his ability to set the course but also explain how he arrived at the plan and how I could find my own way to lead my team, and years later, even bigger teams. He gave me another view of how to find my own way. I didn't realize at the time, but he gave me the foundation for my work today.

Graduate

Mentors are priceless yet the relationship is often not evident at first. You don't see "mentor" on an org chart or job board. It happens when it happens and can't be forced. But as the mentor relationship develops, it will garner immeasurable results.

If you've been fortunate to be a mentor, are one now, or become one in the future, cherish the opportunity to help someone find their way.

That’s leadership!  
__________________________________________________________________
Kneale Mann | Leadership and Culture Strategist, Writer, Speaker, Executive Coach engaging leaders to build successful talent and profitable business.

kidsknowcanada