Learning the Difference between Personal & Organizational Shortcomings

Sometimes it’s you. But sometimes it’s the culture. And most of the time, things can change on both sides. But how do you know what?

First, I need you to hear this with love: you're not failing. You're navigating spaces that weren't built for you to win.

One of the biggest takeaways from my first Director role was that there’s a huge difference between individual dysfunction and organizational dysfunction. Now I am a big believer in ongoing personal and professional development, and that means there is always an opportunity to learn and grow.

But where do we draw the line between personal evolution and expectations of perfection?

And how do we identify what is reasonable given the context we’re expected to operate within?

I’m talking about budget, size of team, organizational infrastructure, leadership buy-in, broader political, social and economic landscapes, and positioning of the work, just to name a few key factors.

I typically use this framing when discussing how to ensure that DEI efforts are progressive, not performative. But, in truth, any initiative should be bolstered by these 6 Cs for sustainable change:

• Clarity - a shared understanding of what the work is, what/who it’s for, and the why behind it. People need to understand the importance of prioritizing this work, and be incentivized to do so. At minimum this should exist between initiative leaders and those expected to execute.

• Capacity - ability to make room to prioritize and sustain the work. Are you expected to deliver the results of 5 as a team of 1?

• Capital - the strategic positioning and organizational authority to create change. This includes having the right relationships, physical resources, navigational insights, and backing from senior leaders with trust and authority.

• Content knowledge - the expertise to deliver. The person leading doesn’t need to be the sole content expert, but there should be a deep enough understanding to adequately steward the work and get key players on board.

• Compensation - the alignment between the value delivered and the value of the pay check. The phrase “above my pay grade” exists for a reason. And the above factors can give you insight about whether what you’re being asked to deliver is aligned with your organizational positioning.

• Culturally Connected - to be sustainable and create enterprise-wide change, your work typically needs to be connected to broader strategy and organizational levers for accountability.

The above can be a starting point to start to discern the feasibility of what you are being asked to deliver. You can also use this to identify areas where you might want to receive coaching to deepen your toolkit. There is a lot of potential room here for your sphere of impact. But, this typically depends on how your voice, vision, and ability is perceived within the organization.

Helping my clients learn that discernment has lifted an enormous weight and allowed them to be grounded in their gifts and stop over-delivering.

So as part of my commitment to Elevating Access, I created a free Workplace Dysfunction Discovery Guide because I kept seeing the same pattern with clients seeking my support:

- Receiving vague feedback (or silence) and spiraling into self-doubt

- Stretching yourself so thin you’re about to break to pieces

- Doing acrobatics to make up for gaps in organizational effectiveness

- Questioning your ability instead of your access

The guide isn't a diagnostic exam.

But it IS a reflection tool to help you name what's happening so you can stop internalizing what was never yours to carry, and focus on the growth edges within your sphere of influence. Download your freebie here.

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Ready to Stop Surviving and Start Choosing?

Here’s how I can support you:

• The Changemaker’s Career Clarity Intensive (1 month)

  Four sessions of deep weekly support to get specific about your desires and next steps. Deciding if you should leave your job? Unsure what’s next? Trying to figure out how to get your spark back? I can help.

• Catalyst On-Demand Coaching (6 sessions)

  I meet you where you are every time. Thought partnership as you navigate something new. An “oh hell no” hot line when your coworker crosses a line and you need space to process. Support transitioning into a new leadership role. Scheduled on demand when you need. Just want an accountability buddy or someone to check in with? You found her.

• The Soulfilling Life Design Container (4-6 months)

  My 5 Ds of Life Design framework (diagnose, dream, dismantle, design, and do) is where deep, sustainable shifts begin. Through this fully customized coaching program, we focus on healing through career grief and stretching your imagination toward your free-est, fullest future. Then you’ll have my support to bring your vision to life through habits you’ll actually commit to. Comes with custom Soulfilling Work Book ™️ to support progress between sessions.