KMM Consulting

08/18/2026

Tip Tuesday💥

I recently read an article by Adam Grant about people-pleasing, and as a recovering people-pleaser myself, this one caught my attention.

People-pleasing at work is not always obvious. Sometimes it looks like:

Saying “yes” when you actually want or need to say no.

* Avoiding a difficult conversation because you don't want someone to be upset with you.
* Taking on additional work to avoid disappointing others.
* Softening feedback to the point where the main message is lost.
* Agreeing in a meeting…and then complaining about the decision afterward.
* Delaying setting boundaries until frustration or resentment builds. 🙋‍♀️

Sound familiar? Here's the problem: keeping the peace can feel easier, but it doesn't always create a healthy workplace.

For leaders, wanting to be liked can make it hard to hold others accountable, set clear expectations, provide honest feedback, or make decisions that may not please everyone.

For employees, people-pleasing can lead to unclear boundaries, overcommitment, resentment, and avoiding conversations that could strengthen relationships.

I often address this issue with leaders and employees. The goal isn't to promote confrontation; it's to help individuals feel more comfortable navigating difficult situations and saying what needs to be said.

* How do I say what needs to be said without damaging the relationship?
* How do I set a boundary without feeling like I'm being difficult?
* How do I disagree without creating unnecessary conflict?
* And maybe the biggest one:

"Is it okay if someone is disappointed with my answer?" (spoiler alert: Yes)

Kindness and directness are not mutually exclusive. You can demonstrate both. Often, the most considerate approach for yourself, others, and the relationship is to communicate honestly and say what needs to be said.

Link to article https://tinyurl.com/h92ufjaw
~ Kathy

Call now to connect with business.

05/18/2026

A little

04/28/2026

Tip Tuesday💥

You think you’re being nice and doing the right thing. So why do you feel worse?

Often, we either go silent or go along with the majority to avoid a sticky situation. Over time, others may interpret your silence as disinterest or lower value. When you're constantly “giving in”, it’s just a matter of time until the resentment sets in. (Trust me, I've been there.)

🔶Ask yourself, why am I reacting this way? Fear?
🔶What opportunities are YOU missing?

Here’s what I’m seeing more and more with my clients:

Leaders are stretched thin. Teams are still hybrid (and disconnected). Expectations are unclear, but the pressure is higher than ever. Instead of addressing it head-on, people stay quiet to “keep the peace.”
But that doesn't work - avoiding conflict isn’t keeping the peace, it’s delaying the PROBLEM:

🔶High performers are burning out because they’re carrying the load of the team.
🔶Managers are avoiding having the "accountability" conversations because they don’t want pushback. (or they want to be liked..you know the ones.)
🔶Teams are misaligned because no one is actually saying what needs to be said. (afraid?)

And it all comes back to one thing… communication. Not saying something doesn’t make you NICE - it makes you unclear, which is when the frustration starts.

What should you look for:

✔️If something feels off, it probably is
✔️If YOU'RE thinking it, others probably are too
✔️And if you don’t say it, nothing changes

04/13/2026

I see this every day - leaders are struggling because they lack skill, they're struggling because they're not getting the feedback they need.

Coaching isn’t a fix; it’s a strategy to stay sharp, self-aware, and actually lead your team the way they need. If you’re not getting real feedback, it’s time to change that. https://calendly.com/kathy-51/consultation

https://tinyurl.com/2zd8wdnh

Suggesting to your boss, or any highly seasoned executive, that they might benefit from having a coach may feel like a career-limiting move. Even when the need for executive coaching seems obvious, the decision must ultimately belong to the leader. The real objective is to create the conditions wher...

04/09/2026

The 2026 State of the Global Workplace Report is out, and, surprise (?), the employment engagement slump continues.

If your team feels off, it’s not just you. Only 21% of employees are engaged, and managers are burning out. How leaders show up, communicate, and manage people has a DIRECT impact on those they lead. When they’re disengaged, their teams follow.

Get the workplace trends, global engagement metrics and advice on how organizations can improve the workplace in the State of the Global Workplace Report.