How Leaders Can Cultivate a Healthy Workplace Through Conflict Resolution

6 min read

Warm sun. Calm waters. Good friends. The wind in your sails. A competent crew.

calm seas

The ideal circumstances for sailing – rarely happen. Something is typically off. Often multiple issues invade your serenity. Mistakes get made. The weather doesn’t cooperate. The captain shows up in a bad mood.

And the conflict begins. It’s unavoidable. This is just as true in life as it is in business. You will have great days and good seasons. But the potential for conflict always lurks just below the surface.

Few people enjoy conflict. And even fewer people enjoy the people who enjoy conflict!

But conflict cannot be avoided. As a leader, you are strategically positioned to harness the positive energy that healthy conflict can create.

Healthy conflict can achieve greater efficiency and trust in your team. Which can boost the bottom line. Most importantly, as you leverage positive conflict, you can make the world a better place by making your workplace better.

How can you do this? Let’s dive in!

Avoiding Workplace Conflict is Costly

There is a massive cost in dodging conflict.  According to research by Joseph Grenny, “employees waste an average of $1,500 and an 8-hour workday for every accountability conversation they avoid.”

That’s just the financial cost.  Avoiding conflict has a ripple effect that reaches far beyond finances and production.  It erodes trust in an organization – structurally and personally.

Perhaps most concerning is the impact conflict avoidance will have on the families, neighborhoods, and social groups to which your team members will return.

Powerful companies like Southwest Airlines intentionally promote managers who can discern and disrupt “artificial harmony.”

Elizabeth Bryant, the vice president of training, says that the company now promotes middle managers to executive positions partly based on their ability to spark conflict among the staff.

Navigating a Sea of Conflict Management

When you peer into the waters of conflict management, you may feel like you’re trying to find the bottom of the ocean.

deep waters

There is seemingly no end to the theories, strategies, and tools to engage in conflict management.

Much of the content is helpful.  Here are three wonderful guides that will prove to be an immense benefit to you.

One of the challenges to learning how to engage conflict in a healthy way is the sheer depth of content available.  After just a little research, you may not feel equipped.  You may feel overwhelmed.

I understand.  As a licensed coastguard captain, I have seen conflict threaten to derail many crews.  That’s why I’m pointing you to helpful resources for more in-depth consideration.

But I don’t want to see you get lost at sea.  The world needs healthy, courageous leaders now more than ever.  Peace is possible.

A Conflict Resolution Forumla  That Adds Up to Health

At Full Sail Leadership Academy, we have found that MV2 + I2   always equals health.  Let me explain.

When conflict stays within the framework of Mission, Vision, Values + Ideas, and Issues – then healthy progress can be made.

Within this framework, leaders can address the problem and not make it personal.  MV2 + I2 reinforce the aspirational culture of the company and not any one person’s preferences.

A leader can also utilize this formula to keep the conversation focused on solutions.  That’s why ideas and issues are combined.

Further, when Mission and Vision are prioritized, it allows everyone involved to recognize that they are a part of something bigger than themselves.

When conflict steps outside of this formula, you run a great risk of lowering morale, fostering negativity, and hindering productivity.

3 Core Concepts for Healthy Conflict in the Workplace

While the right formula can offer helpful guardrails, there is something that matters more in conflict than skill or technique: the heart of the leader.

I’ve boiled down the core components of a healthy leader’s heart in conflict resolution.

If you implement these three steps, conflict can be transformed from a storm that threatens to sink your ship into the wind that fills your sails and propels you and your team to greater health.

  1. Believe the best
  2. Desire the best
  3. Pursue the best

1. Believe the Best About Your Team in Your Workplace

How do you view your employees?  Does your team know that you believe in them?  That you appreciate how they are more than a cog in a machine?

Can your team feel your understanding of how they are people in progress – not all good, not all bad, and not finished yet?

What we believe about the people on our team is the rudder that directs our conflict resolution.  The rudder is under the water, so it’s not seen.  But its impact on the direction of the sailboat cannot be overstated.

If we believe the best about a particular employee with whom we have to resolve conflict, we will approach the conversation in a far more disarming, winsome, and productive way.

2. Desire the Best for Your Team in Your Workplace

One of the most incisive questions we can be asked is simply – what do you want?

How we answer that question reveals as much information about our hearts as is held in the Library of Congress.

library of congress
Image cred

What do you desire – for your team?  What do you want for their families?  Neighbors?  Book club members?

Do you want to cultivate health in people that infuse reasonableness into the world?  People who are willing to communicate?  Who have seen that correction does not equal rejection?

Do you want to see your team grow in competence – and character?

Developing a culture that sees conflict as an opportunity for mutual growth and understanding will have cascading benefits.

We can’t avoid conflict if we desire the best for our team.  We can’t settle.  We must press in and help them grow.

And that brings us to our final step.

3. Pursue the Best for Your Team in Your Workplace

Conflict cannot be avoided.  Not in business. Not in life.  If we nurture a conflict-averse workplace culture, we will do much damage.

Money will be lost.  People will miss out on opportunities to grow professionally.  Communities will be impacted.

(pic of a leaking boat)

When left unaddressed, conflict can be like water leaking into a boat.  If you ignore it, your ship will sink.

If you only deal with the symptoms, you can exhaust yourself “bailing out the water,” derail your focus, and abdicate more pressing responsibilities.

But if you care enough to pursue your team’s best, you can address the core issue.  You can plug the hole.  And the ship can sail as it was intended.

If you are an organization’s point leader, you cannot let this moment pass.  Too much is at stake for too many.

People need leaders who believe the best about them, desire the best for them, and will pursue their best with them.

Workshops that Expose and Address the Core Issues of Conflict in the Workplace  

Our workshops are designed to help teams in all stages of health engage with each other in deeper ways.

workplace conflict resolution

From instruction in the classroom to experience on the water, you will learn with your team.  The importance of clear communication will come alive as you depend on each other for a successful sailing experience.

After we return to land, your team will have an opportunity to process the experience.  Here, we will help you navigate some conversations that are sure to have involved at least a level of conflict.

Full Sail Leadership Academy believes that you have what it takes to make the world a better place by making your workplace better.

We want to come alongside you with tools, experience, and coaching that can take your leadership to the next level.

I am just a phone call away, eager to help you set sail for a brighter future.

Don’t delay.  Take the first step.  This is your moment.

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Feedback That Allows Your Team to Flourish

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5 min read

Kelly Clarkson took the world by storm in the early 2000s.  She cruised through a competition that captivated America’s attention.

American Idol mixed the elements of a story that grabbed America by the lapels and demanded we do not look away.

Drama.  Talent.  Risk.  Humor.

Much of the humor came at the expense of people who did not know they had no place sharing a stage with Kelly Clarkson.

Someone somewhere should have told some of the contestants that their future was not as a vocalist.

But no one gave them that feedback.  And they suffered because of it.

Providing meaningful feedback is an essential responsibility entrusted to leaders.  Leaders are uniquely positioned to guide people toward paths they can flourish on.

Leaders can help people build on areas of strength, growing from good to great.

Most importantly, leaders can help people embrace the reality that their value runs deeper than what they achieve or how they perform.

How can you provide the kind of feedback that causes your team to flourish?

Evaluating Beneath the Waterline

Before you can provide healthy feedback to others, you first need to be able to assess your motivation. John Maxwell convincingly demonstrates how emotional intelligence is an indispensable skill for leaders.

To see beneath the waterline, ask yourself these four questions:

  • How do you feel about providing feedback to your team members?
  • Why do you feel that way?
  • How do you feel about the people on your team?
  • Do you know why you feel that way?

employee feedback leadership

Some leaders avoid providing constructive criticism because they like being liked.

Others may feel overwhelmed by their responsibilities; they don’t have the margin to provide meaningful feedback.

Of course, some leaders may look forward to having objective documentation to justify discipline or even termination.

In reality, most leaders experience all of this at some point.

The key is – are you self-aware enough to know how you feel and why?

If you aren’t, it will overflow onto your team.

Golden Rule for Providing Golden Feedback

While there is a multitude of forms, processes, and procedures for providing feedback, there is one perspective most people can agree on: we ought to treat others as we want to be treated.

Your feedback will be markedly improved if you apply this principle.

The impact will be felt not only in what you say, but in how you say it, and why.

As a sailboat captain, I help my crew members fulfill their roles to the best of their ability.   For the good – and enjoyment – of the entire team.

I also want my crew to be safe.  The open water requires constant attention.  Currents can impact our course.  The wind and waves can try to throw us off course.

What’s beneath the waterline – the things we cannot see – may pose the greatest threat.

The crew cannot see all of this.  They must rely on their captain’s feedback to sail successfully.

By doing so we are not only kept safe, but energized.  We return to the shore – and our lives – motivated to engage more fully with our loved ones.

A healthy leader can create this kind of culture in their workplace.  A culture where everyone is valued, understands their role, is allowed to improve, and is viewed as more than an employee.

When employees know you desire their absolute best, they may even be eager to receive constructive criticism.

Most people want to grow.  To improve.  They want a trusted coach on their side.  Your influence can have a ripple effect in people’s lives that spreads much further than the company’s bottom line.

When you treat your team this way, they will know that you do not equate professional performance with personal value.

Paradoxically, this will most likely improve performance.

leadership development workshop

Three Components of Healthy Feedback that Cultivate a Healthy Workplace

Healthy evaluation should affirm employees in at least these three ways:

  • They are talented
  • They are valued on the team
  • They are valued beyond the team

They are talented

Every team member brings something to the table.  Research has found that building off strengths is more beneficial than correcting weaknesses.

Further, employees need the opportunity to improve and the tools to get there.  You may not be able to personally provide direct coaching to each employee.  [JS8]

But you should be able to point them to other tools and resources to help them in their journey.  Full Sail Leadership Academy is here to help you get there.

They are valued on the team

In his book, Building a StoryBrand, Donald Miller points out that humans are wired to belong to a tribe.  A community.  An employee evaluation provides a unique opportunity to affirm value.

Most people feel vulnerable when being evaluated.  Letting your employees know they are accepted for who they are and not just what they do will fill their sails with wind.

When employees know you care about them, positive feedback will feel sincere and constructive criticism will feel helpful.

They are valued beyond the team

You cannot be a best friend to all of your employees.  But that doesn’t mean you can’t take an interest in them beyond the office.

When my crew steps onto the sailboat, I must recognize that they bring bags.  Fears.  Worries.  Hopes.  Dreams.

Grandparents don’t stop worrying about their kids just because they’re at work.

An evaluation allows you to acknowledge the whole person in front of you.  Recognizing an employee’s life outside work demonstrates that you understand they are more than a cog in a machine.

You can extend gratitude to a spouse or wish them well in a hobby.  But don’t confuse this with a “technique.”  It’s caring about your employees enough to take an interest in them and affirm their value beyond your company.

team building workshop

Build up your team by providing an unforgettable experience

Cultivating a healthy culture in the workplace doesn’t happen overnight.  But there are ways to jumpstart it.

Our upcoming leadership summit is one of those ways.  For over 15 years  we have intentionally designed this experience to maximize the values that contribute to creating healthy workplaces.

Teamwork.  Evaluation.  Trust.  Fun.

Reach out today to learn how Full Sail Leadership Academy can help you make the world a better place by making your workplace better.

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Acknowledging Weakness Charts the Course for A Strong Workplace

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4 min read

Human history has sailed through the industrial age.  And the information age.  What age do we find ourselves living in today?

Professors Cailin O’Connor and James Owen Weatherall believe that we are currently living in “The Misinformation Age.”

Trust is eroding from our culture in painful ways.  Life-shattering scandals are exposed so regularly that you start to expect them.

The advent of social media, big tech, and the competition for clicks has pushed fake news and false narratives to the front of our feeds.

Researchers recently discovered that fake news traveled “farther, faster, deeper, and more broadly than the truth in all categories of information.”

It gets worse 😐

  • false news stories were 70% more likely to be re-tweeted than true stories
  • It took true stories around six times longer to reach 1,500 people
  • True stories were rarely shared beyond 1,000 people, but the most popular false news could reach up to 100,000

Many people feel as though they are in the middle of a sea of misinformation without a sail or rudder.

This is where you, as a leader, can – and should – step in.

We live in a society that is understandably skeptical.  Of everything.  Especially of those in authority.  This stacks the deck against a leader before you even start.

And yet, deep in the heart of every human being yearns a desire to trust.

Kids fearlessly jump into the arms of adults.  Couples still say “I do.”  And Charlie Brown still wants to believe that Lucy won’t pull the football away.

charlie brown lucy

We can’t help ourselves.  We want to trust.  Your employees, team, and clients – want to trust you.  But in this day and age, you will have to earn it.

How?

If you want to build trust among your team, you’ll have to chart a counter-intuitive course.  You must be strong enough to acknowledge your weakness and demonstrate vulnerability.

Let’s dive in as we continue our blog series in Current Leadership.

Leading with a Limp

It’s been said that the only character flaws that are fatal are the ones that you are unaware of.  No one makes it into adulthood without earning some scars along the way.

Further, one of the distinctions that make us human is our limitations.  You can only be in one place at one time.  You run out of energy.  You have interests and demands beyond your business.

Just like your employees.

Many leaders feel that exposing their weaknesses will undermine their credibility.

The opposite is true.

Most of your employees are probably aware of your scars.  They know you limp.  They feel the effects.  What they may not know is why you limp.

They also limp.  In different ways for different reasons.  You feel the effects.

What do you think would happen if your entire team learned why people limp the way they do?

Trust would be built.

Now, this is not to be confused with a Strengths First Leadership model.  Leaders serve their teams best when they utilize their strengths.  Paradoxically, embracing your weakness allows you to lean on your strengths even more.

Vulnerability in the Workplace

In his book, The Advantage, Patrick Lencioni lays out how vulnerability is foundational to building trust in the workplace.  And it starts with the leader.

He suggests that leaders take their teams on overnight retreats to have focused, undistracted time together.

During the first night of the retreat, Lencioni challenges the point leader to plunge into the seas of vulnerability by sharing the most challenging thing they’ve been through in their life.

Gulp.

Many expect that when they pull their head up out of the waters, they’ll be met with shame.  Instead, most find warm acceptance.  Gratitude.  Compassion.

And most feel relief.

Taking steps of vulnerability helps explain where some of our limps came from.  Money cannot buy the power those “aha” moments provide.

When a leader is transparent about their weaknesses and struggles, it permits the team to be human.

Once the leader charts this course, the team can follow.  And they will.  Your team wants to trust you and each other.  Vulnerability is essential in giving people the confidence they need to take the risk of trusting.

This allows a team to function out of their strengths because they don’t feel like they need to hide their weakness.

Putting Vulnerability to Work

Perhaps an out-of-town retreat isn’t an option for you right now.  But you are still eager to build trust in your team through demonstrating vulnerability.  What can you do now?

The primary step that healthy leaders must take is caring about their employees beyond what they can produce for the company.

Beyond this, you can make yourself accessible to fully listen to your employees.  It’s imperative to cultivate a culture of dignity and respect if you want to build trust.

Brené Brown, a renowned research professor, lecturer, author, and podcast host suggests implementing these 10 practices to create what she describes as a “safe zone” for your team.

  1. Reduce the amount of gossip and talking about one another behind their backs.
  2. Admit when you are wrong, make mistakes, and readily apologize.
  3. Let go of holding grudges from the past.
  4. Understand and appreciate one another’s work styles and strengths.
  5. Be open and practice information sharing.
  6. Take time to learn about each other on a more personal level.
  7. Looks for ways to give credit to others.
  8. Acknowledge and celebrate the successes of others.
  9. Share openly both your failures and successes.
  10. Give your team members the benefit of the doubt before jumping to a negative conclusion.

Here’s what might be the best part about creating a healthy culture in the workplace.  Anyone can do it.  You don’t need to have the reach or resources of a Fortune 500 company to cultivate trust in your workplace.

Tools You Can Trust

This is what we do.  We are passionate about helping leaders steward the remarkable privilege of their position.

If you cultivate a healthy workplace, you will achieve so much more than a healthier bottom line.

Consider how families, friendships, and neighborhoods would benefit from your employees enjoying their workplace.

We believe that we can make the world a better place by making workplaces better.

Our workshops are designed to reach this destination.  We offer more than a sailing experience.  It’s an exercise in building trust, working together as a team, growing in respect, and even enjoying some quality time together.

Let this be the day that you set sail toward a healthier horizon. Reach out now for a free consultation and learn how we can help you chart these waters.

Building Team Connections & Engagement with Steward Leadership, Strengths & Sailing

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Can You Hear Me Now?

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4 min read

Great leaders are often heralded for their public skills.  Speaking.  Writing.  Vision casting.  Innovation.  All of these are good and necessary.

Yet we all know that they aren’t enough. Just like Katherine famously told Jack in the Broadway play, The Newsies.

“Being a boss doesn’t mean you have all the answers, just the brain to recognize the right one when you hear it.”

being a boss newsies

In the third installment of our Current Leadership series, we’re going to let the boat rest on the waters and consider how we can listen to our crew and hear the right answers.

Healthy Leaders Care About Their Employees

Nothing can replace caring about your crew.  According to a recent study done by MIT, the number one reason for the Great Resignation isn’t about a paycheck.

It’s because of toxic cultures in the workplace.

The best leadership and listening techniques in the world, if not paired with authentic care for others, are manipulation at best.  Employees feel that.  And they are jumping ship.

When leaders don’t listen, everyone loses.  This is why the reality TV series Undercover Boss resonated so deeply with so many.

Each episode had a different, successful boss go “undercover” and work with the regular employees.  This experience transformed the boss’ perspective.

Employees were not only humanized, they often demonstrated wisdom and perspective beyond what the boss could see.

As a leader, you need to keep your eyes on the horizon.  You have to hold in tension the goals of the company with the needs of the crew.  While navigating unforeseen storms and obstacles.

This is why one of the greatest advantages you can give yourself as a leader is listening to your crew.  You’re limited.  You cannot see or know it all.

But when you care about your employees, believing that they have something to offer beyond what you can see, then you will want to listen to what others have to offer.

Creating Margin for Health in the Workplace

Listening well involves far more than conversation.  Leadership expert, Patrick Lencioni, asserts that healthy teams need to have trust.  And trust requires vulnerability.

Your ability and availability to listen will not do any good if your employees don’t feel valued.

Our workshops are an excellent tool to cultivate these qualities in your team.

You may be able to lead with confidence in your field.  But are you comfortable following?  In front of those you lead?  How would you feel if you needed to rely on your team to sail on Lake Michigan?

Can you see how an out-of-the-office, team-building experience like sailing would increase trust, vulnerability, and appreciation on your team?

Our workshop can open a door to meaningful and ongoing communication within your team.  This may require you to adjust how you budget your time.

workplace listening

Listening well may be more art than science.  At least for a leader.  You can have regularly scheduled meetings.  Or perhaps “open door” hours.

But we all know that our best ideas don’t come on a predictable schedule.  The burst of courage required to share an insight or expose an offense may not happen within the 15 minutes between the meeting reminder and the meeting.

Further, different people process things in different ways.  Some of your employees are external processors who will only be able to understand what they think and how they feel while talking.

Others are internal processors.  They will need the space to leave a conversation, think about how they feel, and circle back.

As a leader, you need to chart these choppy waters. You need to inspire confidence in your team while the wind is beating against them and waves are breaking over the bow of the organization.

You’ll need to manage your margin.  Not just time, but energy.  And not just for you, but for your organization.

Successful companies traverse many different seasons.  Sometimes the wind fills your sails.  At other times, there is no wind at all to drive your team forward.

One of the best ways you can discern the season you’re in is by listening to your crew.

Leading within your limitations

People in general, but leaders in particular, don’t love their limitations.  You dream big dreams.  Like Jim Collins recommended, you have big, hairy, audacious goals.

Taking the time to listen well can feel like an obstacle to your productivity.  Like sailing upwind.

Many leaders are under an enormous amount of pressure.  How can you keep profits up, achieve goals, cultivate a healthy workplace, listen to your employees, and maintain a healthy work-life harmony for yourself?

For a ship to sail, many people need to fill different roles.  The helmsman can’t also be the bowman. But in order to direct the rest of the crew, the helmsman needs to hear the bowman.

This is no easy task.  That’s why we all need a Katherine in our lives from time to time.  Not to add more to our plate, but to take something off.

Consider this post and offer the reorienting wake-up call that Katherine gave Jack.  Maybe the one you need.

Creating the space to care for your team by listening to them well eventually eases much of the self-imposed pressure you feel.

These intuitive, yet verifiable benefits are accessible to every leader.  It doesn’t require innate brilliance or inherited billions.  It just requires ears that will listen and a heart that cares.

If you cultivate a culture of care among your crew, good ideas will fill your sails and propel you to the horizon you dream of.

After all, being the boss doesn’t mean you’ve got all the good ideas.  It’s just being able to know the right ones when you hear them.

Lets Set Sail Together

The team at Full Sail Leadership Academy is eager to listen to you.  We are ready to help you take your team to the next level.

Reach out to us today for a free 30-minute consultation and learn how we can help you sail to a brighter future.

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Opportunity on the Horizon

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4 min read

Have you ever seen a person tattooed with the word “quitter?”  Never giving up is about as American as apple pie.

So why are so many people quitting?  We are currently in the middle of what social scientists are calling “The Great Resignation.”

The U.S. Bureau of Labor Statistics reported that over four million Americans quit their jobs in August 2021.  That’s essentially 3% of the entire workforce.

Four more million quit in April.  Now we’re up to 6% of the workforce.  Unless some of the people who resigned in April quit in August as well.

Imagine the impact.  Derek Thompson from The Atlantic paints this picture: “..one in 14 hotel clerks, restaurant servers, and barbacks said sayonara in a single month.”

You’ve probably felt this.  Longer wait times at restaurants.  Low levels of inventory.  “Now Hiring” signs are everywhere.  With sign-on bonuses.

Tipping Point

This may be what Malcom Gladwell calls a cultural tipping point.  2020 crashed through our neatly ordered living rooms.  Pandemics and civil rights movements knocked over the living Monopoly Boards many relied on.

According to several studies, culture “tips” in a new direction when 25 % – 35% of people walk down a different path than the current status quo.

While we may not be at the tipping point, overall, many industries may be on the brink.

A Break In The Clouds

If you’re a leader in an organization or an entrepreneur – how does this make you feel?  Anxious?  Concerned?  Hopeful? Optimistic?

Can you see the opportunity on the horizon?  Consider how The Great Resignation may just be the wind your sails need.

sail towards horizon

Why are so many people resigning?  Have we tipped into a culture of laziness?  Entitlement?  Many have found that they can make more money on unemployment than from their employer.

Would that feel fulfilling, though?  Could you look in the mirror with pride if you had no meaningful work?  Purpose?  Vocation?

While you may want to rest on the sea for a minute to catch your breath, absorb some beauty, get lost in awe and wonder – you do not want to live there.

What are you looking for in your career?  What would make you jump ship?  What could keep you holding on?

Richer than Money

How about dignity?  Respect?  Purpose?  While some former workers are certainly taking the money and running, many aren’t resigning for more or easier money.

Consider volunteerism.  People freely give their energy to what makes them feel dignity and purpose.   25% of Americans volunteer their time to an organization.  That, to the tune of over $184 billion annually!

Money isn’t all that matters.

We all desire to be treated with respect.  When people don’t feel respected in their workplace, they will likely cut ties in search of greener pastures.

The authors of the best-selling book Crucial Conversations say it well.  “Respect is like air. As long as it’s present, nobody thinks about it. But if you take it away, it’s all that people can think about.”

This begs the million-dollar question – what makes people feel respected in general and in the workplace in particular?

The answer is simple.  But don’t confuse simple with easy.

R-E-S-P-E-C-T – Find Out What It Means to Them

If you swim through the sea of content on “respect in the workplace,” you will find one common theme beneath the surface.

Communication.

good communcation workplace

People want to know they are seen.  They want to feel like they matter.  Employees want their employer to embrace the challenge of work-life harmony.  With them.

How does this happen?  It boils down to communication.

Communication is more than the act of speaking.  Or listening.  Or body language.  Though all are required.  And essential.

Healthy communication requires a heart that desires to see other people.  To respect them.  To empathize.  To try to understand the perspective of another.

Further, good communicators appreciate different forms of communication.  Written.  Interpersonal.  Public.  Nonverbal.

But not as a salesperson.  More so as an ally who recognizes what different people need to feel heard and respected.

Comprehensive communication runs deeper than form or skill.  Timing and purpose are essential.  Healthy leaders intuitively sense the difference between the time to cast vision, address conflict, offer encouragement, and more.

Opportunity on the Horizon

Can you see the opportunity on the horizon?  Workers across the country are demanding respect.  Respect demands communication.

Communication is a resource you can provide.

You may not be able to offer fame or fortune.  But you can have an abundance of the resource everyone is actually asking for – respect.

empthetic listening workplace

Full Sail Leadership Academy has been charting these waters for years. Licensed U.S. Coast Guard Captain, Certified John Maxwell Facilitator, and Certified ASA Sailing Instructor, Captain Tim Dittloff offers workshops, coaching, and certification that will empower you to seize this opportunity.

Don’t miss this moment.  The wind is right.  Let us come alongside you, raise your sails, and point you to the golden opportunity on the horizon.

Over the next several months, we’ll dive into the importance of communication in leadership.  We’ll address conflict, meaningful feedback, casting vision, listening, and more.

Stay connected by subscribing.  Contact us directly.  Or cruise through our course offerings.

A sea of opportunity awaits.  Let’s set sail together.

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