Bring Your A Game Business/Life Coach

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I help ambitious women professionals and entrepreneurs gain clarity, elevate their executive presence, grow profitable businesses, and transition from employee to full-time entrepreneur with confidence, strategy and purpose.

08/31/2026

Your Monday doesn’t have to start with stress. It can start with intention.

Before the emails, meetings, deadlines and demands begin, give yourself a few minutes to prepare your mind and body for the day ahead.

Try this Monday morning reset:

☀️ Wake up with gratitude.
Before you think about what you have to do, think about what you are grateful to have.

☀️ Open the blinds and let the natural light in.
Even better, step outside for a few minutes if you can. Morning light helps signal to your body that the day has begun and supports a healthy sleep-wake rhythm.

☀️ Get your body moving.
Do a few gentle rebounds or simply bounce in place for a minute or two. Get your circulation moving before you start rushing through your routine.

☀️ Challenge your balance.
Stand on one foot for a few moments. If it feels safe, briefly close your eyes. It’s a simple way to engage your balance, focus and body awareness.

💧 Drink water before the coffee.
Aim for about 16 ounces to begin rehydrating after a night of sleep. Your coffee will still be there. I promise.

🧘🏽‍♀️ Release the tension.
Gently roll your neck and shoulders. Stretch your arms, back and legs. Your body should not have to carry yesterday’s tension into today’s meetings.

Then get dressed.

Walk into your Monday already centered instead of trying to find your balance after the chaos begins.

A great day doesn’t always happen by accident. Sometimes you create it before 8 a.m.

Your morning routine is more than a routine.
It is the first leadership decision you make for yourself each day.

Start Monday like you expect something good to happen.

New leaders: running a meeting is not the same as reading an agenda.One of the fastest ways to lose a team is to become ...
08/27/2026

New leaders: running a meeting is not the same as reading an agenda.

One of the fastest ways to lose a team is to become so committed to the script that you miss what is happening in the room.

A strong meeting leader knows the agenda is a framework, not a leash.

If you want people engaged, meetings should have three things:

1. A clear purpose.
Your team should know why they are there, what decision needs to be made, and what needs to happen when the meeting ends.

2. Participation, not presentation.
If you are talking for 90% of the meeting, you are probably hosting a briefing, not leading a discussion. Ask targeted questions. Call on expertise. Create space for people closest to the work to speak.

3. The courage to pivot.
Sometimes the most important conversation is not on the agenda.

If several teams are consistently missing their targets, that may be more important than finishing slide 17.

That is when leadership sounds like:

“We need to spend some time here. What is keeping us from the target?”

Then go deeper.

Is it a pipeline issue?
A capacity issue?
A skill gap?
An unclear strategy?
Poor ex*****on?
Or are we continuing to use an approach that simply is not working?

This is where great leaders shift the meeting from reporting performance to improving performance.

Instead of asking:

“Why didn’t we hit the number?”

Try:

“What are our highest-performing teams doing differently, and what can we operationalize across the rest of the team?”

Now you are strategizing.

And before you leave the conversation, establish:

• What needs to change
• Who owns the next action
• What support is needed
• What success will look like
• When progress will be reviewed

New leaders sometimes believe staying on agenda proves they are organized.

Experienced leaders understand something different:

The goal is not to finish the agenda. The goal is to move the business forward.

Know your agenda.
Know your audience.
Know your numbers.

And know when leadership requires you to put the script down and address the thing everyone in the room already knows needs to be discussed.

Great meetings don’t just communicate information. They create clarity, accountability, and movement.

Recruiters: Stop Hiring Salespeople Based Only on Who Has “Sales” on Their RésuméWhen hiring for sales, whether someone ...
08/25/2026

Recruiters: Stop Hiring Salespeople Based Only on Who Has “Sales” on Their Résumé

When hiring for sales, whether someone is selling products, services, partnerships, or solutions, direct sales experience should not be the only qualification.

Some of the strongest sales talent is hiding behind a different job title.

Here’s what recruiters should be looking for:

Curiosity
Great salespeople ask strong questions. They want to understand the customer, the challenge, and what is driving the decision before they ever start pitching.

Emotional Intelligence
Can they read the room, adapt their communication style, recognize hesitation, build trust, and connect with different personalities?

Resilience
Sales comes with rejection. Strong candidates can hear “no,” learn from it, adjust, and keep moving without becoming discouraged or overly aggressive.

Strategic Thinking
Sales is more than calls and activity metrics. High performers know how to prioritize opportunities, manage relationships, follow up intentionally, and connect their activity to results.

Coachability
Can they receive feedback, change their approach, learn a new market, and apply what they learn?

Communication & Storytelling
Customers rarely buy because someone memorized every feature. They buy because someone clearly connected the solution to a need that matters.

Recruiters should also pay closer attention to transferable skills.

Customer service professionals understand customers and problem-solving.

Teachers know how to educate, influence, communicate, and manage objections.

Hospitality professionals know relationship-building, service recovery, and how to create positive experiences.

Fundraisers understand prospecting, storytelling, relationship development, making the ask, and follow-up.

Recruiters and account managers understand discovery, pipelines, negotiation, relationship management, and closing.

Project and program managers bring stakeholder management, strategic thinking, executive communication, presentations, and influence without authority.

Those are sales skills.

The better hiring question isn’t always:

“How many years of sales experience do they have?”

Ask:

“Have they demonstrated the behaviors and transferable skills required to succeed in sales?”

You can teach your CRM, product, pricing, and sales process.

It is much harder to teach curiosity, emotional intelligence, resilience, business acumen, and the ability to build trust.

The best salesperson in your applicant pool may not have “sales” anywhere in their current title.

Hire for capability, not just the title.

One of the fastest ways to miss a sales target is to put someone who has never sold in charge of people who do.That does...
08/24/2026

One of the fastest ways to miss a sales target is to put someone who has never sold in charge of people who do.

That does not mean non-sales leaders are ineffective leaders. It means sales leadership requires a very specific operating mindset.

When organizations consistently miss KPIs, struggle with pipeline growth, or wonder why strong salespeople are becoming frustrated, I look at more than the sales team.

I look at who is leading them.

Here are three reasons this becomes a problem:

1. Non-sales leaders often manage activity instead of sales strategy.

More calls. More meetings. More emails. More reports.

But salespeople know activity does not automatically equal revenue.

A sales leader should be asking:

Are we targeting the right prospects?
Where are opportunities getting stuck?
What objections are we hearing?
What is our conversion rate?
What needs to change in the strategy?

If the conversation stops at “make more calls,” you are managing a task list, not a sales process.

2. Salespeople think differently.

We are constantly calculating opportunity, timing, relationships, objections, decision makers, competitive positioning and the path to the close.

Someone who has never carried a quota may see a customer conversation.

A salesperson sees five potential opportunities inside that conversation.

When leadership does not understand that mindset, coaching becomes difficult and sometimes counterproductive.

3. Poor sales leadership eventually shows up in the KPIs.

Missed targets are rarely just a salesperson problem.

Look upstream.

Weak pipeline development.
Poor territory strategy.
Little coaching around closing.
Misaligned priorities.
Too much administrative work.
Not enough time actually selling.

Then leadership wonders why the numbers are down.

Sales teams need leaders who understand how revenue is created, how relationships are developed, how objections are navigated and how opportunities move from prospect to conversation to commitment to close.

You cannot effectively coach what you do not understand.

If your sales targets consistently are not being met, before replacing the salespeople, take a closer look at the sales leadership structure, strategy and expectations.

Sometimes the KPI problem is not sitting in the sales seat.

It is sitting above it.

Back-to-School Season Is Here… and Your Calendar Knows It.For busy professionals and entrepreneurs, this season can feel...
08/24/2026

Back-to-School Season Is Here… and Your Calendar Knows It.

For busy professionals and entrepreneurs, this season can feel like managing two full-time operations at once.

Work deadlines.
Business responsibilities.
Homework.
Practices.
School events.
Dinner.
Lunches.
And somewhere in there… you.

The goal is not to do everything perfectly. The goal is to create systems that make life easier.

A few things that can help:

Simplify dinner.
Choose 2–3 proteins for the week and prep them on Sunday. Rotisserie chicken, baked salmon, taco meat or grilled chicken can become multiple meals without cooking from scratch every night.

Make lunches easy.
Think wraps, fruit, cheese, yogurt, boiled eggs, turkey roll-ups, pasta salad or leftovers. Every lunch does not need to look Pinterest-ready. It needs to be nutritious, convenient and eaten.

Create a family command center.
Keep practices, appointments, school deadlines and activities in one shared calendar. Your brain should not be the family filing cabinet.

Protect small pockets of self-care.
You may not have an hour. Take 10 minutes. Walk outside. Sit quietly in your car before going inside. Stretch. Journal. Drink your coffee without multitasking.

And when everything starts feeling like too much, try this:

Close your eyes.
Inhale slowly for 4 seconds.
Hold for 4.
Exhale for 6.
Repeat for 2–3 minutes.

That small reset can help signal to your body that everything is not an emergency.

This season requires structure, not superhuman strength.

You can be an excellent parent, professional, leader and entrepreneur without running yourself into the ground.

Sometimes the most productive thing you can do is simplify the system.

Back-to-school reminder: Your family needs the regulated version of you more than the exhausted version trying to do everything.

There’s a lesson our children may be learning from us that we never intended to teach:“Strong people don’t ask for help....
08/20/2026

There’s a lesson our children may be learning from us that we never intended to teach:

“Strong people don’t ask for help.”

Especially as women, we can become so accustomed to saying:

“I’ll figure it out.”
“I can handle it.”
“I don’t want to bother anyone.”
“I’ll just do it myself.”

And somewhere nearby, our children are watching.

They see us exhausted but still refusing support.
They see us overwhelmed but insisting we are fine.
They see us carrying responsibilities that could have been shared.

Then one day, they may begin doing the same thing.

They struggle silently.
They avoid asking questions.
They wait too long to reach out.
They associate needing help with weakness.

But that was never the lesson we wanted to teach them.

Independence is valuable. Hyper-independence can become a burden.

There is strength in knowing what you can handle, but there is also maturity in recognizing when you need support.

Asking for help requires vulnerability.
It requires self-awareness.
It requires enough confidence to admit, “I don’t have to do everything alone.”

Sometimes the strongest thing your children can see you do is say:

“I need some help with this.”

Because when you allow yourself to receive support, you give them permission to do the same.

We are not only teaching our children by what we tell them.

We are teaching them by what we model.

So the next time you are tempted to struggle through something simply because you can, ask yourself:

Who is watching me learn how to carry the world alone?

Strength is not doing everything yourself.

Sometimes strength is knowing when to reach for another hand.

One of the most important skills a woman can develop in business is the ability to separate emotion from decision-making...
08/19/2026

One of the most important skills a woman can develop in business is the ability to separate emotion from decision-making without losing empathy.

Whether you are a founder, business owner or executive, there will be moments when you are frustrated, disappointed, offended or simply tired of repeating yourself.

The emotion is real.

But it does not always deserve a seat at the decision-making table.

Here is a simple example most of us can relate to:

You receive an email that immediately irritates you.

Maybe the tone feels disrespectful.
Maybe someone questioned your work.
Maybe they copied leadership unnecessarily.
Maybe they completely misrepresented what happened.

Your first instinct might be to respond immediately and address every single point.

Don’t.

Write the response if you need to, but do not send it yet.

Come back and ask yourself:

• What are the actual facts?
• What outcome do I want from this communication?
• What information needs to be clarified?
• Is every sentence necessary?
• Am I responding to solve the problem or prove a point?
• Would I be comfortable with this email being forwarded to senior leadership?

Then edit accordingly.

Instead of:

“I don’t appreciate the way this was handled, especially considering I already explained this several times.”

Try:

“For clarity, the process and expectations were communicated on July 15th and again during our August 2nd meeting. I’ve included the relevant information below so we can align on next steps.”

Same message.

Completely different executive presence.

Executive presence is not pretending you do not have emotions.

It is having enough emotional intelligence to recognize them without allowing them to run the room.

Strong leaders can be disappointed without becoming reactive.

They can disagree without becoming defensive.

They can hold people accountable without becoming disrespectful.

And they can make difficult decisions based on facts, business impact, risk, data and organizational priorities rather than who irritated them most that day.

For women especially, this matters because leadership often requires navigating a complicated line between being perceived as “too emotional” on one end and “too cold” on the other.

The goal is neither.

The goal is disciplined leadership.

Feel what you feel.

Process it.

Then make the decision your future self, your business and your leadership reputation can stand behind.

That is executive presence.

Before you hit send, ask yourself: Am I responding from emotion, or am I responding from leadership?

Consistency is continuing to return to what matters.I recently had surgery, and for a little while, creating content, st...
08/12/2026

Consistency is continuing to return to what matters.

I recently had surgery, and for a little while, creating content, staying visible and maintaining my usual rhythm simply wasn’t the priority.

And that made me think about how often we hear:

You have to be consistent.
You have to keep showing up.
You can’t disappear.
The algorithm rewards consistency.

All true to some degree.

But life doesn’t operate according to an algorithm.

Sometimes life requires you to redirect your energy.

Recovery.
Family.
Grief.
Health.
A career transition.
A financial setback.
A season where you simply need to regroup.

That doesn’t mean you’ve lost your discipline.

It doesn’t mean you’ve abandoned your goals.

And it definitely doesn’t mean you have to start all over again.

Consistency isn’t doing the exact same thing every single day. Consistency is continuing to return to what matters.

And maybe the problem isn’t that you’re inconsistent.

Maybe you built a life or business that requires you to be “on” all the time.

That’s a very different problem.

Because sustainable success requires more than ambition. It requires systems, boundaries, flexibility and enough room in your life for you to actually be human.

Sometimes discipline means pushing through.

Sometimes discipline means recognizing when it’s time to rest.

And sometimes growth looks like returning after the pause without apologizing for needing one.

So, I’m returning.

Still ambitious.
Still building.
Still creating.
Still focused on what’s next.

Just with another reminder that a pause can change the timeline without changing the destination.

💬 A mistake is something you made. It is not who you are.Too many people allow one poor decision, one missed opportunity...
08/03/2026

💬 A mistake is something you made. It is not who you are.

Too many people allow one poor decision, one missed opportunity, one failed relationship, or one season of bad judgment to become their entire identity.

They stop saying, “I made a mistake,” and start believing, “I am a mistake.”

That is where growth gets stuck.

Accountability matters. We should own what we did, acknowledge the impact, make amends where possible, and learn the lesson. But accountability is not the same as lifelong punishment.

You are allowed to evolve beyond the version of yourself that made that decision.

Growth means being able to look back and say:

I would handle that differently today.

I know more now.

I have stronger boundaries now.

I make better decisions now.

I am no longer that version of myself.

The goal is not to pretend the mistake never happened. The goal is to make sure it does not happen without producing wisdom.

Learn the lesson. Change the behavior. Release the shame. Keep moving.

Your past may explain parts of your journey, but it does not get to define your destination.

Becoming a better version of yourself requires honesty, discipline, grace, and the courage to move forward.

You do not owe your worst moment the rest of your life.

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