Tag: leadership

What Causes Quiet Quitting?

Posted on by Red Slice

Your employees don’t have a commitment problem. You have a leadership and culture problem. 

Quiet quitting, in case you haven’t heard, means doing exactly what you’re required to do at your job and not a bit more. It’s really just a trending term for disengagement. Folks don’t outright quit but they fail to do more than the bare minimum, and they may or may not be quietly looking for a new gig on the side. And we even see a trend in schools with students who are burned out or overwhelmed.

Some senior leaders (read: Baby Boomers, or even Gen Xers that are my age, I admit) want to blame this on the same old thing they blame everything on: Today’s generation of workers are entitled, lazy, and want the world before they are willing to get any work done.

Nothing could be further from the truth.

When I worked in the corporate world before striking out on my own, I always used to tell my managers that the minute they needed to start worrying about me, was the minute I stopped being squeaky wheel, asking how we could do things differently, or playing devil’s advocate. And it was true. Ask anyone: I worked my a** off and delivered results, but I could be….well,” tenacious” might be a kinder word for it!

I remember the jobs and bosses that completely disempowered me. That never appreciated my contribution, or that robbed me of control over my career destiny. In those jobs, I started shutting up and looking elsewhere.

When employees are engaged and feel they are seen, heard, and valued – when they know their extra efforts have an impact – there is nothing they won’t do for you. 

Here’s the great news: Quiet quitting is not new – it’s just a trending hashtag now. (TWEET THIS!)

And it has never, ever been about the employee’s work ethic or talent. It’s always been about the environment they found themselves in and the people they work for and with. A smart person knows they should not give us their time, energy, or effort in a paid job unless they are receiving something in return. To call quiet quitting “laziness” or entitlement is just laziness and entitlement on the part of a MANAGER who wants to shift the blame.

Lead with empathy, actively listen, reward equitably, honor your people as human beings and proactively create an environment where employees can make a real impact and you will not have to worry about anyone quiet quitting on you. Full stop.

Photo credit: Charles Deluvio

More resources you may love:

Let’s Redefine Kind in Business

3 Leadership and Innovation Lessons from 100 Podcasts

Rebecca Friese on The Empathy Edge Podcast: How to Build a “Good” Culture

 Let’s Talk About A Better Workplace Culture

Posted on by Red Slice

Seth Godin’s daily posts range from the inspirational to the tactical. The mundane to the philosophical. So when a post punches me in the gut, in the best possible way, it gets me thinking. Which is his goal: Stop existing. Start thinking. Disrupt the status quo.

Recently, he wrote a post called But First, We Need to Talk About. The gist is that what we are willing to talk about gets attention, resources, and energy.  So when we’re unwilling to talk about end-of-life health care costs or oppressive capitalist systems, we can’t change things. Instead, we pour countless hours of conversation into things like political infighting, Tik Tok crazes, or why Kim Kardashian ever dated Pete Davidson (those last 2 are way far out of my wheelhouse)

The realization hit me: This is why I’m talking about empathy at work and creating better leaders, cultures, and brands. I want us to pay attention, yes, but to actually make a change. Transform.

It started out with helping my clients craft an empathetic and engaging brand story, rooted in purpose. And yes, advising them on where they need to walk that talk in their culture, leadership, processes, or habits.  But it’s become a bigger movement to me. One in which we rethink our existing models and narratives of leadership and organizational success.

For too long, we’ve adopted false and binary narratives that you have to choose between humanity and profits. That compassionate leaders cannot also be competitive. That ambition can’t co-exist with empathy and collaboration. That we need to be one person at work and another when we’re off the clock.

Who the hell made these rules? Oh, right, we did. Humans. Our capitalist and industrialized society.

And we blindly bought into this status quo.

Here’s the great news: We as humans have the power to CHANGE those rules. They are not laws of physics that cannot be broken. We made them. We can make new ones.. (TWEET THIS!)

But first, we gotta talk about it. 

We have to talk about what is not working, where we are not being inclusive, and how our business practices might be harming our people or the environment.  We need to admit that profit had been held up above all other concerns for too long.  And that we can have both/and rather than either/or. 

Then we need to talk about how we get there. How we re-establish new rules together. How we create a better workplace culture. How we make the entire for-business system better.

Are you ready to talk to your leaders, teams, and customers about the future of work and the empathy revolution? I’d love to help. Let’s chat about a transformative and provocative talk to kick this into action for your organization tomorrow! 

Let’s Redefine “Kind” in Business

Posted on by Maria Ross

Conscious capitalism. Compassionate workplace. Empathetic leadership. Kindness at work.

What do all of these terms even mean?

Many times throughout my career, I’ve dealt with dysfunctional workplace cultures, leaders who were at best disinterested and at worst emotionally abusive. Co-workers that yelled at me. Like, screaming so nonsensically, I had to hang up on them.

We talk about this behavior os “unprofessional” or “counterproductive.” But I have a better term. It is mean. It is unkind.

But what does it mean to be kind in business?

Is it simply bringing cookies to work, or covering for a coworker, or saying please and thank you? Is it letting people walk all over you, or shrinking back, or saying yes to everything? Nope.

Let’s redefine kindness in business to mean….

…clarity. Being crystal clear about instructions, expectations and next steps. So no one is left unprepared or guessing.

...listening. Holding space for other ideas and viewpoints with judgment or defensiveness.

…managing expectations. So one is ever disappointed. Contracts, agreements, clearly worded objectives and goals.

…random praise. It’s not always about telling people what they can do better. It’s about sharing what someone did well, and doing it everyday. Not just during a performance review or project debrief.

…good timing. Showing up on time to respect someone’s time. Managing meetings so goals are met in a timely manner. Knowing when to share something with the group and when a private conversation is required.  Giving feedback in a timely manner.

…having tough conversations. Not avoiding conflict but openly and directly discussing when tensions are running high. It’s kind to address issues rather than sit on them and fume.

…loving honesty and directness. Honestly saying what you think and how you feel because you genuinely care. “I share this because I want was is best for the team and for you” versus “I share this to cut your down, shame you and make you feel bad.” See also Good Timing as a complement to this.

...admitting when you’re wrong. You respect others when you admit you were wrong about something and find a way forward together. You set a model that failure is okay and risk-taking is encouraged.

Clarity, listening, managing expectations and all the rest may seem like simply good communication tactics. And they are. But when done with love and respect for others as individuals and thinking, feeling, human beings, they become kindness. (TWEET THIS!)

More on how kindness and empathy show up at work:

Why does purpose matter?

5 ways your business can make the world a better place

3 ways to practice empathy at work

How to redefine success with empathy

Use your platform to do good

Photo Credit: Andrew Thornebrooke on Unsplash

3 Ways to Practice Empathy at Work

Posted on by Maria Ross
3 Ways to Practice Empathy at Work

At a book signing, the panel moderator told me that she recommended my book, The Empathy Edge, to her friend – let’s call her Jennifer. Jennifer was in a really bad work situation with what she deemed an out of touch manager. Her boss treated her badly, didn’t listen to her ideas and generally acted like he was too busy to be there for his team. Jennifer was pretty fed up by this point, and knowing her worth and value in the market, was about to walk away. But she did like her job so she was eager to read my book.

Jennifer read my book and loved every word (the moderator’s words, not mine!). She promptly marched into her boss’ office the next day and before he could say a word, shoved the book in his hands and said, “I’m not happy with how you manage me or the team. It’s so hard to come to work everyday, but I love this job. I’m asking you to read this book and in a week, we can sit down and discuss it. If you don’t, I’m leaving.”

Her boss was stunned. To his credit, he did as he was asked.

They ended up having a great conversation. He had no idea how his actions were being perceived or the emotional toll it was taking on Jennifer. They made a plan to change how he treated the team, how he communicated, and also how the team responded and worked together to address his concerns as well.

Jennifer stayed in her job,

I have no idea if Jennifer is still there, but I love this story so much. It shows how much we can gain by communicating and being vulnerable when we have nothing left to lose. Her boss recognized many actions and intentions in himself from the book and, wanting to be a better leader and build a high-performing team, was willing to have the conversation.

Showing empathy at work is not as complicated as you think. (Tweet This!)

Here are 3 ways you can practice empathy at work:

  • Ask questions and actively listen: Whether you are the manager or just on a team of colleagues, start defaulting to “I’m right and you’re wrong” and instead ask questions first. “Tell me more about your idea. What makes you believe it’s the way to go? How do you see this meeting our goals?” 
  • Find common ground: In high-stakes situations, establish the common goal you both have, however basic, so you get on the same side of the table, rather than acting like two opposing forces. “We can both agree we want this campaign to succeed and drive more leads, right?” Even if it seems obvious, it’s a great way to diffuse tension and remind yourselves you are both on the same team. 
  • Check in with people: Before diving into the business end of the meeting, take a moment for everyone to ground themselves and share what’s going on for them. One CEO does this with his exec team every Monday, and they share how their weekends went, if they had fun, if they’re having a difficult time with their kids, etc. This gives others context to know where people are coming from and what they might need. It avoids assuming someone is being rude or testy because they don’t like your idea when the truth is that they stayed up all night potty training the new puppy.

Discover more actionable ways to be a more empathetic leader and create a more empathetic culture in my book The Empathy Edge: Harnessing the Value of Compassion as an Engine for Success. And learn from other innovative leaders on The Empathy Edge podcast!

Photo Credit: Aleksandra Sapozhnikova on Unsplash

Empathy for Others Starts with Empathy for Yourself

Posted on by Maria Ross

Empathy seems like such an outward, selfless act. And in many ways, it is. You must focus on another person, make space for them, and get out of how you see the situation through your own eyes and hold space as well for they see it.

This all sounds very noble. Until a very broken person attempts to be empathetic. That’s like trying to help others put on their oxygen masks when you are about to pass out from lack of oxygen yourself.

As the Dalai Lama says:

If you don’t love yourself, you cannot love others. You will not be able to love others. If you have no compassion for yourself then you are not able to develop compassion for others. An open heart is an open mind.

Empathy requires presence. It requires self-confidence to be able to make space and see someone’s point of view – without defensiveness or judgement.  If you are so caught up in your own insecurities, fears, doubts, and negative emotions, you will never be able to make space for another person’s point of view. You will never have the stable foundation needed to truly connect with another person and just be with them.

Empathy for others starts with empathy for yourself. (Tweet This!)

As I like to say, you have to have your own house in order before you can truly be empathetic to another person. Think about the most unempathetic bosses you ever had. Were they bullies? Insecure? Ego-driven? Just angry at life? Yep. You can bet their own “houses” were a hot mess. 

It’s truly hard to see that in the moment when those people are abusing you, but it requires us to have empathy for them as well.

You may very well have great intentions. You want to build a winning culture. You want to be an inspiring boss. You want to reap all the benefits of an empathetic brand and organization so you can succeed.

And I love that you’re here for it.

When people ask me where they can start building a culture of empathy, I always tell them the first step is to look inward. Practice presence and get really honest with yourself:

  • Why do you resist self-compassion?
  • Do you have empathy for your own imperfections?
  • Do you support yourself with self-care? True self-care, not just massages every now and then but care that nourishes your body, mind, heart, and soul?
  • Do you forgive yourself for your faults?
  • Do you need to bolster your self-confidence so you can be less defensive in the face of disagreement or conflict?

To show empathy to others, first start by showing empathy to yourself.

If you love this topic, please tune in and subscribe to The Empathy Edge podcast. In August, I’ll be chatting with Jamie Greenwood, life and leadership coach, about this very topic!

Photo credit: Cathal Mac an Bheatha on Unsplash

How to Redefine Success with Empathy

Posted on by Maria Ross

Modern market trends, as well as the pandemic, show us that leaders and brands acting with genuine empathy are winning right now. When companies have been there for the community, valued employees, even made tough decisions like layoffs or closures with respect – the market has paid attention.

Just look at the media attention lavished on Zoom for offering free K-12 access to schools, Salesforce offering extended paid family care leave, or Starbucks increasing employee mental health benefits.

Beyond that, Research shows that Millenials and Gen Z demand a new kind of work culture. 71% of them want their workplace to feel like a second family. Top talent will no longer accept workplaces that don’t see, hear, and value diverse viewpoints. They’re demaniding respect. Work life balance. Empathy.

Companies and leaders ignore this shift at their own financial peril.

But why? Is it simply because you are too caught up in the day to day fires and stress to strengthen that muscle? 

Sometimes we avoid developing good habits because it’s easier to stick with the bad habits we know. Don’t let this happen with your leadership style. (TWEET THIS!)

There are so many organizational benefits to adopting an empathetic lens. Even if you need that kind of external motivation to ignite internal change, that’s fine. Just get there….before it’s too late.

Don’t wait for your CEO or “others” in your company to issue some decree. Start where you are. Be a new model of success in your own sphere of influence, wherever your sit. If you act with empathy through genuine curiosity, active listening, practicing presence – you’ll be able to get more done and be successful. You’ll reap all the rewards that research and experience shows empathetic leaders enjoy.

And when others see your path to success, you’ll start that ripple effect “Wow, look at how she operates. I can find success that way, too”  

You redefine success for others when you show them a model. They now see it’s possible to be compassionate and competitive. Ambitious and empathetic, Representation matters.  

We can bring influential leaders on board by showing them how empathy positively impacts the bottom line. And their behavior can have an exponential impact in redefining success.

Check out The Empathy Edge podcast to discover more real-world stories of leaders and brands that are redefining success through empathy.  

More reading for you about empathy as a new model for success:

 3 Leadership and Innovation Lessons form 50 Interviews

3 Ways to Show More Empathy to Your Customers

Does Empathy Make You A Better Leader…and Thought Leader?

Photo Credit: @smartworkscoworking via Unsplash

Are you an Empathy Hijacker?

Posted on by Maria Ross

“We can relate to people without hijacking the conversation” Communication expert Sharon Steed.

Sharon and I connected recently as we were both on an empathy panel together. I’m in love with her work transforming company culture with empathy. She has a great LinkedIn course about communicating with more empathy as well, and that’s where I got this insightful quote.

People often assume that sharing similar experiences with someone is empathy. Not quite. Empathy is more about listening and sitting with someone to see things from their point of view. Unless asked, it’s not about you hijacking the conversation and making it about you. 

You know you’re doing this if you ever tell someone: “I know how you feel, when this happened to me, I…..”

I say this with love, because I think we all (myself included) do this in an effort to show people we understand them. It’s our way of active listening and our intention is to make others not feel so alone. So I get it.

During my long recovery from a ruptured brain aneurysm, and even today, as I struggle with life-long cognitive impairments as a result, well-intentioned people do this all the time:

“You have to write everything down? Oh my gosh, I forget things all the time, too. You’re just getting older like the rest of us!”

“Wow, now you know how I feel, not remembering dates and faces.”

“I have bad short-term memory too – it must just be mommy brain!”

All of these are well-intentioned attempts to connect. But all this does is diminish another person’s pain and experience. For me, when someone says this, it negates everything I went through, all the therapy, education, and struggle, as if it’s no big deal. 

Somewhere along the line, we mistakenly learned that sharing your own similar experience was empathy. It’s not. (Tweet This!)

Empathy is about perspective taking, information gathering, and actively listening. It’s about acknowledging another person’s experience. Yes, where appropriate one can share lessons learned or how they got through something, but the initial sharing is not the time. Just be patient. Give the person room to process and share first before you dive in with wisdom or advice.

Your response is about you, not the other person. You want to feel more comfortable, or “fix” things for the other person. That is not what they need. They need to feel heard.

You can understand someone without hijacking the conversation.

Sharon also shared this gem in her LinkedIn course: “Patience means slowing down your response to judgement. Without patience, there is no empathy” (Tweet This!)

When someone is sharing their experiences, here are 4 things you can say instead:

  1. Tell me more…
  2. Wow, that must have been a lot to go through. How does it make you feel?
  3. What I hear you saying is…..is that right or do you want to share more? I’d love to understand more.
  4. How can I help?/What support do you think you might need?

Got more? Tweet me @redslice or DM me on Instagram @redslicemaria

Photo Credit: Jude Beck via Unsplash

How to Listen to Your Inner Wisdom

Posted on by Maria Ross
How to Listen to Your Inner Wisdom

Has a leadership coach or self-help guru ever said to you, “You have all the answers inside of you; you just need to listen?” 

Upon hearing this, I usually roll my eyes. 

Please, I’m a smart cookie. If my intuition or whatever tried to speak to me during this crossroads, I would tell myself, I’d have heard it by now. But I’m still lost as to what to do. I’m still floundering. So she must not be speaking my language. 

But at a retreat a few years ago seriously changed my tune. Here’s what went down: 

I attended a women’s weekend retreat in Calistoga, California. Hosted by my lovely friend, speaker and author Shasta Nelson, this was about getting away, diving deep and learning how to listen to that quiet little voice that (seemingly) speaks a foreign language to me. 

Fueled by prompts, deep questions and fun exercises, we did a lot of journaling. Some of it was led by out guts, some of it was more thoughtful. We used words and images to wake up our inner wisdom and get it talking. Some of the work didn’t make sense at first….until it did and the insights cracked open right in front of me. 

While I’m not a “woo woo” kind of gal, I have to admit: it worked. 

The topics I journaled about, the images I was unknowingly drawn to, the words that popped into my head–they all pointed me to the same conclusions for how to spend my year.  True, some of these themes had been marinating for months, but I still craved clarity and direction. It dawned on me that I already had direction, but lacked  the confidence and permission to do what my soul was crying out to be done. I was too wrapped up in other people’s expectations and self-invented pressures. Doing the work shed those layers and forced me to face the core truth, with flashing neon lights pointing me in the right direction. 

I think I actually heard my soul huff in exhaustion, “Finally! She gets it!” 

What I uncovered is less important than how it was revealed. Like a lightning bolt, I finally got it. When people say, “You have all the wisdom you need inside of you,” all they mean is that… 

When you take the time to journal, or ponder, or use your gut to find images or words that speak to you (for whatever reason), themes will emerge.  (TWEET THIS!)

And you have to parse out and pay attention to those themes. While I was guided by activities and prompts all weekend, in the end, no one led me to these conclusions but my own subconscious. There was no therapist, guru or teacher spoon-feeding me these ideas. No one else but me came to those conclusions in my own heart and mind. 

This, my friends, THIS is what they mean by tapping into your inner wisdom.  

So how can you as a leader or entrepreneur, do it, too? I’m clearly not an expert, but here’s what worked for me: 

  1. Write down your thoughts. Yes, not everyone likes to journal, but you can’t believe the power of getting the slush and mud out of your head and onto paper. Feeling angry for no reason? Write it down. Have a daydream or desire? Write it down? Want to feel a certain way, even though you’re not sure what action it takes to get you there? Write it down. A sentence, a paragraph, a word, Whatever. If writing is not your thing, perhaps use simple one-word descriptors or images. The important thing is to get the chaos out of your head so you can examine it and find the patterns. It’s amazing what your subconscious is trying to tell you, but like a toddler, it can’t always find the right words, so it needs your help. 
  2. Find some quiet: Your wisdom is struggling for to speak to you: you just can’t hear it above the constant noise in your life. Turn off the phone, shut down email and go for a walk, sit by the beach or just lie on your couch with a warm latte in your hand. We try so hard to numb our confusion with external distraction that we can never discover what our body and intuition yearns to reveal. Maybe we’re scared. Maybe we’re lonely. But finding the quiet is essential to hearing the small voice inside of you. I have a rule of never listening to music while I walk my dog by the cliffs of the Pacific Ocean. I spend that time listening, dreaming and pondering in silence. It is truly a delicious luxury. 
  3. Share your journey: This one can be especially scary. But sometimes the best insights can come from hashing it out verbally with someone. Open up about your fears, dreams, and dilemmas with a trusted friend and as you do, you’ll find your own truths will reveal themselves as you talk it out. Introverts may not love this idea, but as an extrovert, I can tell you that some of my best ideas have come from talking things out. Forcing yourself to verbalize your desires and challenges (especially if you hate writing, see #1 above) helps you to clearly focus on the real issues. This is why talk therapy works so well. Try connecting in person with a confidante and instead of dishing about our latest Netflix obsession, spend time sharing what’s coming up for you in terms of direction and desire. You may surprise yourself. 

Want some help crafting a juicy and delicious brand story for your business, or finding just the right words to intrigue your audience? Take a look at what we can do together and let’s chat! 

5 Ways Empathy Benefits Your Business

Posted on by Maria Ross

Empathy is not just good for society, it is good for your organization’s performance. 

(Yes, if I have to speak to selfish motives to make the world more empathetic, I will!) 

Empathy has been shown to have a direct impact on everything from customer loyalty to innovation to profits. When embraced with genuine intent and not simply as a glossy PR veneer, empathy can offer your organization countless benefits beyond just, well, being a good corporate citizen and doing the right thing for people!  

Caveat: While empathy offers all these wonderful benefits, it must be genuine. Your organization can’t just paint a glossy empathy veneer on for good press. 

It must truly embed empathy at the leadership, culture, and external brand levels.  (Tweet This!)

Here are 5 proven ways that empathy benefits your business:   

  1. Empathy spurs innovation: When you understand your customers, you can keep pace with changing needs and desires. Internal studies at Google found that their most innovative and profitable ideas came from teams leading with soft skills, such as empathy. 
  2. Empathy aligns you with customer wants and needs: The more in tune you are with your customers, the faster you can deliver best-fit products or services before your competitors catch on. In order to know what customers desire, you must see things from their perspective. Building an ideal customer profile will help you know what their life is like. Steve Jobs, for instance, focused on understanding a customer so well that Apple’s product designers knew what the customer wanted before they did. 
  3. Empathy improves employee performance: Employees with more empathy and collaboration skills can often outperform and advance faster than those with purely the technical skills to succeed. Organizations find that having these skills aids in team members’ individual successes. 
  4. Empathetic brands — and workplaces — appeal to millennials and Gen Z: As professionals, they are among the most diverse generations in the workforce and seek to leverage diverse perspectives to solve tough business challenges. They stick with employers who embrace new perspectives and value their points of view. As consumers, they’re loyal to companies and brands that care and make a difference. 
  5. Empathy drives sales, growth, and market performance: The best and most progressive corporations have begun to adopt and employ compassionate business tactics, which have improved their standing in the market. Many companies report improved metrics such as a healthier stock price, higher valuation and increased revenue. 

Want to read more about how empathetic mindsets and practices specifically benefit your leaders, culture, and brand performance? Please download this free guide: Five Ways Empathy Benefits Your Brand, Performance, and Culture 

And don’t forget to check out my new book, The Empathy Edge: Harnessing the Value of Compassion as an Engine for Success (A Playbook for Brands, Leaders, and Teams. You’ll get an even deeper dive into research and case studies that process these benefits and get actionable steps you can take right now to make yourself and your organization more empathetic. 

How to be a better negotiator 

Posted on by Maria Ross

Nice guys and gals finish last. 

That has been the conventional wisdom, hasn’t it? That only sharks using cutthroat tactics can make favorable deals and negotiate effectively. 

I’m calling BS.  

Turns out, empathy is a secret weapon when it comes to negotiation and effective collaboration. And author, activist and strategic consultant Elisa Camahort Page shared with me how she learned this powerful lesson from an unlikely source: Buffy the Vampire Slayer. 

 Elisa knows how to successfully get what she wants, so of course, I had to sit down and talk with her about how empathy helps you negotiate deals that are mutually beneficial for both parties. 

Elisa is known as co-founder and COO of women’s media company, BlogHer. After the successful sale of that powerhouse brand, she’s now focused on speaking, writing and consulting with entrepreneurs and organizations. She co-wrote Roadmap for Revolutionaries: Resistance, Activism and Advocacy For All, a resource guide to activating around causes you care most about, which features contributions and/or endorsements by diverse activists and advocates such as Gloria Steinem,  Guy Kawasaki, Soledad O’Brien and Senator Kirsten Gellibrand (get it – it’s empowering!) 

Elisa’s thinking on this topic was triggered by an episode of her favorite cult classic TV show, Buffy the Vampire Slayer. If you’re not familiar with it, she gives us a quick overview. 

So many things I think you’ll love about this energetic interview, especially: 

YouTube video

Highlights include: 

*Why Buffy the Vampire Slayer is rich with lessons in leadership and collaboration (2:23) 
*How innovators can learn to see unintended consequences and “take responsibility for the magic you create” (12:15) 
*What BlogHer taught her about mutually beneficial relationships (13:30) 
*Three things to look for in healthy relationships…and three things that can destroy partnerships (14:21) 
*Why we need to compromise and prioritize (18:30)  
*How to think about inclusivity when marketing and storytelling (20:30)  
* The easiest way to get to what someone really wants (28:21) 

Too many great Tweetables from Elisa, so I’m giving you my faves! 

“Innovation + Empathy > Innovation + Efficiency” (TWEET THIS!)

“Instead of thinking about negotiation as a war, think about it as party planning. What pieces do you need in place to get this party started?” (TWEET THIS!)

“You can’t develop a bigger audience and community until you develop empathy for the people you want there” (TWEET THIS!)

Learn more about Elisa Camahort Page’s speaking and writing on her website  
Follow #RoadMap4Revs for info about the book, Roadmap for Revolutionaries 
Check out her new consulting firm, Ternstyle Group 
Discover her work with Mentor Bureau 
Connect with her on Medium, Facebook, or Twitter @elisacp