FGB Consulting for a better you

FGB Consulting for a better you I partner with women leaders navigating change with clarity and pace. Master coach | Speaker | 25 years experience | cross cultural expertise.

03/26/2026

At what point did taking the higher ground turn into staying silent?

Often, it starts with a fair question.
“Maybe we should double-check that.” or "Are you sure about that?"

On its own, it makes sense.
Especially in data-heavy responses.

And so you agree.

But over time, you notice something.

Your judgment is the one that keeps getting re-checked.
Your decisions are the ones asked to be validated.

A client noticed this pattern in her interactions with a peer who would make offhand comments in meetings.

She chose not to respond.
She wanted to stay professional.
She didn’t want to make it awkward.

And because she stayed silent, the behavior continued.

He did not mean harm but due to not being corrected, the dynamic never shifted.

We discussed it in detail an this.

This is the response she came up with to stay professional without dismissing the question.

“Yes. I already did. We’re good to move forward.”

“I checked that earlier. Happy to walk through it.”

“Good call. I validated it before the meeting.”

You’re meeting it and closing the loop and not shutting the question down.

Taking the higher ground doesn’t mean saying nothing.

Sometimes it means staying present just once so the pattern doesn’t set.

What is your way of handling such questions?

03/26/2026

Have you realized that the moment you most need to adapt is the moment your mind works hardest against it.

McKinsey researchers named this the Adaptability Paradox.

When conditions get complex, the stakes feel high, and the path forward is genuinely unclear, something shifts internally.

Strategic pressure narrows thinking.
Ambiguity triggers self-protection.

The mind moves toward what is familiar, what is proven, what feels safe.

And the very behaviors that helped you succeed before become the walls you cannot see past.

This is not a failure of intelligence. It is a very human response to threat.
And it is a pattern worth interrupting.

Here are three things I work on with the professionals I coach:

1. Self management under pressure
When the stakes are high, emotions become data. They are not problems to suppress. The ability to notice what you are feeling, name it, and still choose your response is one of the most underestimated skills in a professional's toolkit. It does not eliminate discomfort. It keeps you functional within it.

2. Grounded perspective
The ability to hold two things at once: an honest read on your own internal state, and a clear-eyed view of what is actually happening around you. Not what you fear is happening. Not the story you built in the gap. What is real. This is what separates reactive response from deliberate action.

3. Cognitive flexibility
The ability to shift your thinking, reframe a problem, and hold more than one possibility at the same time. How to keep the mind open. It is what allows you to see a different path when the familiar one is no longer working.

Adaptability is not a personality trait.
It is a muscle that can be learnt and practiced.

What has helped you stay grounded when the situation around you was shifting fast?

03/26/2026

Is being a “low-maintenance” employee actually serving you?

I’ve been called this more than once in my career.
And honestly, I took it as a compliment.

I didn’t need managing.
I didn’t create noise.
I handled things.

I thought that was leadership.and would take me places.

And for a while, it worked.

Until I noticed something quietly uncomfortable.

The people who got the next opportunity weren’t always the most capable.

They were the more visible ones.

My reliability became assumed.
My flexibility became expected.
My silence got read as “she’s fine where she is.”

A boss actually said it to me once - you seem very content with where you are !

He was responding to what he could see.

This isn’t about becoming demanding.
Or performative.
Or suddenly “high maintenance.”

It’s about letting yourself be known.

Saying out loud what you’re ready for.
Sharing your thinking, not just your output.
Allowing others to see the stretch you’re already carrying.

Low maintenance makes you dependable.
But presence makes you promotable.

So here’s the question to sit with.

Is being low maintenance helping you grow
or quietly keeping you out of the conversation when the next door opens?

03/26/2026

Whether you rise or shrink in a room - you have a small window that determines this.

Three seconds.

After the moment you feel challenged.

Most reactions are automatic.

The stronger leaders extend that window.
They slow their breath.
They lower their tone.
They hold eye contact.

They do not eliminate reaction.
They master it.

Authority is not about dominance.
It is about controlled response.

The ability to remain composed under perceived threat.
This is trainable.
And it is measurable.

This is part of my series : Women Who Lead From Within

Leading with Clarity, Conviction and Confidence

𝗪𝗵𝗮𝘁'𝘀 𝗼𝗻𝗲 𝘄𝗮𝘆 𝘁𝗼 𝗰𝗼𝗻𝘁𝗿𝗼𝗹 𝘆𝗼𝘂𝗿 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗲𝘀 𝘁𝗵𝗮𝘁 𝗿𝗲𝘀𝗼𝗻𝗮𝘁𝗲𝘀 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂 ? 𝗪𝗼𝘂𝗹𝗱 𝗹𝗼𝘃𝗲 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻 𝗺𝗼𝗿𝗲 𝘄𝗮𝘆𝘀.

03/26/2026

Is psychological safety an overrated concept?

Leadership conversations today would make us think every team needs it in the same way.

But here is something I often wonder.

Do people all over the world actually experience psychological safety the same way?

Not really.

Having lived and worked across cultures and continents, I know this is not the same everywhere.

In some cultures, speaking up quickly is seen as confidence.
In others, pausing, listening, and choosing the right moment to contribute is a sign of wisdom.

In some teams, healthy debate happens right in the room.
In others, disagreement happens later in a quieter conversation.

So when we talk about psychological safety, the real question becomes this.
Safe to do what?

Safe to challenge an idea.
Safe to ask a question.
Safe to admit a mistake.
Safe to say “I see this differently.”

For those of us who lead teams, it is worth pausing for a moment.

Where, in the small everyday moments, are you helping people feel safe to contribute?
How do you respond when someone disagrees with you?
What happens when someone brings a mistake or a concern into the room?

And there is another side to this that we do not talk about enough.

As leaders, we often focus on creating safety for others.
But leadership is also shaped by the safety we receive.

From our own managers.
From the culture around us.

Do you feel safe raising a concern upward?
Can you admit uncertainty without it being seen as weakness?
Can you challenge an idea above you without risking your credibility?

Psychological safety is not only something leaders simply give.
It is something we experience up, down, and across the system.

And often the way we lead is deeply influenced by the kind of safety we ourselves have been given.

How do you receive and provide psychological safety in your role as a leader ?

03/26/2026

Late post

March 20.
Spring Equinox.

A moment the world quietly resets.

Equal day. Equal night.
Light and dark, held in balance.

And it makes me pause.

In the lives of the professionals I work with, balance is rarely about time or perfectly split calendars or neat boundaries.

It goes so much deeper.

The balance between
doing and becoming
achievement and meaning
visibility and inner clarity
holding on and letting go

I see many high-performing women navigating this tension every day.

Outwardly strong.
Internally questioning.

They are delivering.
Yet asking, “Is this still aligned?”

They are visible.
Yet wondering, “Am I seen for who I truly am?”

They are moving forward.
Yet sensing something needs to shift.

This is the real work.

Rebalancing what already exists and not adding more.

In my conversations, this is often where things begin to change.

Not with a big decision.
But with a quieter awareness.

What feels heavy now?
What feels true now?
What is asking to be released?
What is ready to emerge?

If you want to work with this today, start small.

Take five minutes.
Write down one thing that is draining you right now.
And one thing that is quietly asking for more space.

Then choose one shift.
Not a big move.
Just one small action you will take this week.

The equinox does not force change.
It simply creates the conditions for it.

And maybe that is enough.

What is coming into balance for you right now?

If this is something you are sitting with,
I’m opening a few quiet conversations this month.

03/26/2026

Controllables vs the uncontrollables.

If you have coached with me, you know this is my go to.

Because even the most capable women I work with exhaust themselves trying to manage things that were never theirs to carry.

What someone thinks about you.
How they choose to speak.
Whether they acknowledge your contribution.

It is so human to want to manage all of it. All of us do it.

Replayed conversations on the drive home.
Refined arguments in the shower.
Wished I could edit someone else’s tone.

But in coaching, I gently bring us back to....

What is actually yours here?

Not their behavior.
Not their personality.
Not their blind spots.

Yours.
Your preparation.
Your clarity.
Your boundary.
Your response.
Your recovery.

I had a coaching client who was having a tough time with a colleague.
She was consumed by his tone.
His interruptions.
His subtle dismissiveness.

Every session, the focus was on him.

When we separated what she could not control from what she could, something shifted.

She could not control his insecurity.
She could not control whether he gave her credit.

She could control how clearly she articulated her point.
She could control whether she stopped over explaining.
She could control whether she addressed the interruption in the moment.
She could control how long she carried it after the meeting.

That was the linkage.

The moment she moved from managing him to managing herself, her authority increased.

She changed. And in time, so did he.

If something is draining you right now, ask yourself
Is this truly mine to manage?

03/26/2026

A coaching client of mine is starting a new role next week.

She asked a thoughtful question during our session.
“How do I build trust quickly with a team that does not know me yet?”

She acknowledged trust is tougher to build these days and definitely doesn't come from a title.

We discussed a few habits she uses regularly and a few others. Here is a short list.

1. Reliability and ownership
Keep your word - if you commit to 3pm, deliver by 2:30pm.
Pair challenges with solutions -bring options and state your recommended path.
Go beyond expectations - send the summary, check the details, close the loop.

2. Communication and curiosity
Communicate with clarity - replace “maybe we could…” with “I recommend…”
Seek direct feedback - ask “What is one thing I could do better in meetings?”
Stay curious - shift from “That won’t work” to “Help me understand.”

3. Presence and respect
Shine a light on others - acknowledge contributions publicly and specifically.
Maintain composure under pressure - pause before responding.

People remember how you showed up and how you kept the promises you made..

Which habit do you believe builds trust fastest with a new team?

03/16/2026

Women are often told to develop thicker skin.

Be less sensitive.
Be less affected.
Be less reactive.

I believe numbness is not strength and emotional awareness is not weakness.

The skill is regulation and not suppression or denial of the feeling.

Noticing activation early and responding deliberately is the differentiator.

Senior leadership, more than ever today, requires sensitivity to lead.

3 tips to help you in the moment.

1. Slow your physical response
Your body reacts before your mind sometimes.
When your body steadies, your voice and thinking follow.

2. Anchor to your intent
Before responding, silently ask:
What outcome do I want from this moment - clarity, respect, alignment, or simply to move the conversation forward?
Respond from that goal.

3. Use neutral language instead of defending.
Instead of explaining or justifying yourself immediately, acknowledge and redirect.
This shows confidence without escalation.

This is part of my series :Women Who Lead From Within

Leading with Clarity, Conviction and Confidence

03/16/2026

Women need to speak up more.

The advice is everywhere.

Speak more.
Be louder.
Take more space.

I am personally not sure of the continuous ‘more’.

The time to speak up is is important.

In my opinion and persona preference, in leadership rooms, the person who speaks less but speaks precisely often carries more weight.

Influence is not about airtime but about when you enter the conversation and how you frame the point.

And to help do this, I can’t emphasize the need for preparation.

How often do we run from meeting to meeting without giving ourselves time to pause, breathe, plan and prepare to make the next meeting worth our time?

Sometimes speaking less builds authority.
Sometimes listening builds leverage.

The goal is not more words.
The goal is stronger positioning.

Do not confuse visibility with noise.
Choose impact.

This is part of my series : Women Who Lead From Within

Leading with Clarity, Conviction and Confidence

Address

AH
Brentwood, CA
94513

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

Telephone

+15108906312

Website

Alerts

Be the first to know and let us send you an email when FGB Consulting for a better you posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Shortcuts

Share

Category