Kelby L. Kupersmid, MS, MCC

Thrilled to have joined Marcia Ramirez and Stacey Wynn, MDIV, PCC, on the Fresh Start Podcast for a great conversation! 🎙️ I truly admire how they create a space for honest talk about fresh starts and career transitions. In this episode, we dove into key strategies to help women unlock their leadership potential and advance their careers. I shared my mission to help eradicate the gender gap and the importance of hiring an expert for tasks like resume writing. We also explored: • The Promotion Readiness Roadmap, a proven pathway to career transformation. • The power of a Story Vault, a bank of accomplishments that helps build confidence. • My Unlock the Leader Within Membership, an affordable entry point for building a supportive community of women. 💪 Negotiation tips, including how to do your research and ask for your dream salary without fear. It was a pleasure to connect with Marcia and Stacey, who both shared their own experiences with career transitions and the power of coaching. Listen to the full episode for more insights and inspiration! 💡 The link is in the comment section. #FreshStartPodcast #CareerCoaching #WomenInLeadership #NoWomanLeftBehind #CareerGrowth #ProfessionalDevelopment #Negotiation #PodcastGuest

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Fixing dysfunction by tweaking communication norms or running a team-building offsite is like treating sepsis with breath mints. It smells better. But the infection remains. The real issue isn’t interpersonal friction. It’s organizational design. Dysfunction emerges when systems are misaligned: When performance is demanded, but not rewarded. When collaboration is encouraged, but siloed leadership hoards power. When innovation is preached, but failure is penalized. (https://lnkd.in/gm9bqNJJ) No amount of DISC profiles or EQ coaching will fix that. You Don’t Have a People Problem. You Have a Leadership Problem. This is the hard truth most organizations won’t admit: Your team reflects what you tolerate. Not what you value. If conflict is avoided, you’ve made honesty expensive. If mediocrity persists, you’ve made accountability optional. If turnover is high, you’ve made trust transactional.

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Throwback to when we interviewed Ron Carucci, author of "To Be Honest: Lead with the Power of Truth, Justice & Purpose". Ron's 15 years of research revealed four critical factors that cultivate honesty within organizations: aligning words and actions, ensuring just accountability, practicing transparent governance, and fostering cross-functional collaboration. He also introduced tools to assess team honesty and highlighted how corporate integrity impacts business performance. Check out the interview: https://lnkd.in/eZYTfyD8 #Accountabilityinc #EntrepreneurLife #ThoughtLeader #executivecoaching #accountability #theaccountabilitycoach Best Seller Live Accountability Inc. Global Gurus Thinkers50 Thinkers360 100 Coaches Agency Napoleon Hill Institute

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I really enjoyed this podcast interview with Porschia Parker-Griffin, MS, PCC on the Career 101 podcast. We discussed how to build informal power, create visibility, and influence outcomes—even when you don’t have authority.   Key takeaways we discuss: 🔺3 types of power you can leverage 🔺How to increase your influence through relationships 🔺Why personal brand and strategic self-advocacy matter 🔺How to manage up and align with your leader’s goals Listen to the episode here: https://lnkd.in/eTtdpj3U #FlyHighFriday #Career101Podcast

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This is an amazing article about the types of leaders -- "superfacilitators" -- who are most able to unlock the collective potential of a team. A few ideas really resonated with my experience: 1. A 'team of stars' is not the same as a 'star team': "You might assume that brilliant teams are made up of brilliant individuals. The data says otherwise. In Woolley’s research, supergroups did not consist of especially talented individuals but rather of those with a “meta-talent” for organizing themselves based on each person’s skills and trust in one another. Super-facilitators optimize these synthetic strengths." 2. Everyone contributes: "Multiple studies have shown that collective intelligence is best predicted not by who the team members are but by how they interact. When turn taking is relatively comparable, each member can contribute their best insights, which translates into more-agile, synthetic problem-solving. When one or two individuals dominate, other people’s unique skills go unused." 3. Learn each other's strengths: "The first principle of super-facilitation is that difference is a strength, not a weakness. Teams thrive when individuals play unique roles each suited to their strengths. To make that happen, leaders must first understand those strengths."

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