Ahl Forward Coaching & Consulting LLC

05/11/2025

Congratulations to this amazing lady!! We are so proud of you Emma! Finishing college in three years with your first job waiting for you is a huge testament to your hard work and dedication. Bravo!!👏

11/07/2024

07/05/2023

How do you know when it's time to jump?

In this video, we explore the most insidious indicator that often keeps us in a role, organization, or career long after we should jump to something new.

06/30/2023

How do you know when it's time to jump?
In the day two video, we explore what the signs are that it may be time for you to jump roles, organizations, or careers.

01/09/2023

How are you supposed to be the team lead when you aren’t even leading yourself?

Leadership isn’t just a role you take on when you are at work. It’s who you are BEING in every aspect of your life.

How are you leading yourself in your physical/mental health and wellness?

How are you leading yourself in your personal and professional relationships?

How are you leading yourself in your financial health?

Be the leader in your own life this year!

I can help! DM me and let’s have a conversation.

09/13/2022

High performers don't struggle with motivation. They struggle with burnout and feeling like they have to carry others on their backs.

High performers don't struggle with discipline. They struggle with perfectionism.

High performers don't struggle with knowledge. They struggle with always feeling incomplete with how much they know and therefore don't always show what they know.

High performers don't struggle with achievement. They struggle with their ease in achieving and then the boredom that inevitably follows soon after.

Tired of being on the hamster wheel of burnout, perfectionism, and boredom?

I can help. Let's have a conversation. DM me.

08/25/2021

The Re-adjustment period may lead some to find that their current workplaces or particular jobs are no longer the right fit for them in the post-pandemic world.

Covid-19 forced everyone to create a ‘new normal’ that has left an indelible imprint on how we think, act, feel and prioritize decisions in our daily lives. Unfortunately, like much in life, there is no returning to the “old normal' despite encouragements that we can, so we must decide what decisions, beliefs and feelings stay with us and which to release.

Covid-19 has produced a collective trauma that forces every working individual to carve a new best path forward, but this trauma has also produced a brilliant movement of innovation to make the working world a more human-centric place.

As an organization, how are you utilizing innovation to help your employees carve their best career path in a post-COVID workplace?

As an employee facing pre-pandemic normalization, how are you innovating to employ best practices, not just past practices?

Blog article coming soon at ahlforwardcoaching.com

08/09/2021

Re-adjustment is the third and partly fourth stage of Reverse Culture Shock or Re-entry. In this stage, we are choosing which of our old beliefs (about our workplaces, positions or personal life) to hold onto, and which to release.

As organizations seek to return employees to the office in the post-COVID world, renewing promises of cultural changes and flexible schedules in the "old, normal" workplace, leaders should reflect that there is no “old normal” only the “new normal” and prioritize collaboration and co-creation in this new workplace.

For some employees, returning to work could symbolize a completely new adjustment, and maybe the need for a new career to embody their new beliefs they’ve cultivated during the pandemic. Like preparing a belt to buckle around the waistline, some employees may find they are using a different notch that creates an entirely new fit, while others may feel or recognize that this belt is no longer right for them.

A belt can accomplish many things for the wearer if it’s the right fit - it streamlines, accentuates, and grants the wearer a certain sense of security, stability and proportion. If the wearer finds that an entirely new belt is needed, the belt should accomplish all of the above and more.

Organizations should be introspective in their return-to-work policies, asking themselves first from a human-centric perspective if they are asking employees to wear their belts of employment on a new notch, or if they are handing out a newly designed belt?

Employees facing the return to work should also reflect on whether or not their belts need an adjustment to a new notch, or if they need to buy a whole new belt instead.

Blog article coming soon at ahlforwardcoaching.com

07/31/2021

What a thrill it was to be a guest on Heather Eggington’s The Vulnerability Arena! Watch the podcast episode on YouTube at

Providing the space for leaders to feel empowered to share what they would normally hide.Through the power of vulnerability (unscripted or rehearsed), we wil...

07/26/2021

While not every employee will experience reverse culture shock or re-entry, the effects on those who do can cause many challenges for organizations. Craig Storti’s book, “The Art of Coming Home” discusses these variables, and states that the length of time of the overseas stay (in this case the length of the pandemic) has a direct impact on the ease of re-entry.

The longer the time away, the harder it becomes for employees to return to the workplace.

The sheer exhaustion of readjusting to workplace routines and managing logistical tasks could accelerate burnout. This in turn could lead to increased resignations and absenteeism affecting talent retention, productivity and skyrocketing healthcare costs due to stress and mental health.

Organizations will need to be flexible, offering a variety of options such as a phased return rollout or hybrid format. Organizations also need clear support systems so employees experiencing transition difficulties can get what they need to readapt without unnecessary delay or suffering.

What are you doing to ensure a smooth re-entry process for your employees? What support will you have in place for those experiencing difficulties in their transition?

As a Certified Professional Leadership Development Coach and an affiliate of The Table Group through CAPA PRO, I partner with organizations to create innovative solutions in the workplace and help employees feel fulfilled and be successful in their work. Find out more at my website: ahlforwardcoaching.com

07/22/2021

I don’t know if you have been feeling this way too, but lately I have been a bit anxious to “go back to normal” (a.k.a. pre-pandemic life). Sometimes I can’t tell whether it is just nervous excitement, general uneasiness, or a combination of both. It’s a feeling I’ve experienced many times after living abroad in Europe for extended periods. While I know its familiarity and stages, I also know that reverse culture shock is real.

Reverse culture shock, or re-entry, is defined as the emotional and psychological distress of returning to the “home” culture. It can cause a range of emotional and social challenges from isolation and withdrawal to feeling a lack of belonging in either culture, or even depression if left unaddressed.

Once thought to only apply to living abroad, I would argue that it also applies to the world’s workers who will be asked in the coming months to return to the pre-covid norms and working environments effectively jamming their new routines back into the traditional 9-5 workday. As we begin to emerge from the global pandemic and return to the workplace, reverse culture shock could become a prevalent issue for employees.

Described in four stages, reverse culture shock can help us identify and acknowledge where we are in this transition. Read more in my article at: http://ahlforwardcoaching.com/blog/2021/07/21/the-impact-of-reverse-culture-shock-or-re-entry-on-our-return-to-work/