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The Value of Showing Up

The Value of Showing Up

The Value of Showing Up

One of the first rules of life – show up.   What does this mean exactly?  I believe it can mean lots of things but perhaps first it means, give it your all.  Always be participating in your life rather than being a passive observer.   This is great advice, however, this article is more about the value of showing up in a literal sense.

Being actually present with someone rather than emailing, calling, Facebook messaging, Tweeting, texting or otherwise communicating.  I recently had the opportunity to be mentioned in an article in Entreprenuer.com.  This article goes in to great detail about the value of in person communication.  In today’s Vlog I want to emphasize three components that I find particularly important –

  1. Intention

  2. Subtleties

  3. Immediacy

For more information and detail about the value of in person communication, please see this article.   If you have questions or comments, please don’t hesitate to reach out.  If you have interest in continuing the conversation, consider answering the following the questions and then commenting below –

What have you found to be valuable when communicating in person? 

How has in person communication impacted your personal or work relationships?



P.S. If you are curious to learn more about personal development, workplace challenges, interpersonal dynamics, goal achievement and a wide variety of other topics, sign up today! www.www.arcintegrated.com/newsletter.  It’s totally free.

You’ll also receive a FREE tip sheet with Five Strategies to Build Motivation!

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Inspiration and Engagement in the Workplace

Inspiration and Engagement in the Workplace

Inspiration and Engagement in the Workplace

I recently wrote an article for a website called inspiremetoday.com.  This article answered the question –

“If you only had 500 words to share, what wisdom would you want to pass on to humanity”

Of course this is a complicated question, but fun to answerMy answer consisted of ways to build inspiration, courage, congruence etc.  I wondered though, how does one hold on to inspiration?  I want to take this opportunity to discuss not only how to hold inspiration but particularly how to hold inspiration and engagement in the workplace, where most of us spend the majority of our time.

Inspiration is hard to hold on to sometimes.  However, this should be of primary concern to companies.  Here are three tips identifying why it may be beneficial to inspire employees and encourage employee engagement –

  • Employee turnover is expensive, unproductive and challenging.  Keeping employees engaged and enthusiastic about their work will reduce employee turnover and ultimately reduce costs and lost productivity for the company.
  • Most employees report that one of the most desired components of a positive work experience is being appreciated. One way to show appreciation for employees is making sure they are engaged in what they are doing, thus improving employee experience and reducing likelihood of turnover
  • Understanding the match between the company’s values and employee’s values is important.  If this is unclear, consider bringing in consultants or coaches that can evaluate and mediate this discussion.

So this may pose the question – how does a company get leadership to buy into this importance of employee engagement?

Companies can encourage leadership to understand the importance of employee engagement through modeling it. This means that HR and executive leaders should feel engaged in their work so that they can experience the value of what they will be teaching to other leaders in the company.

If leaders are experiencing a congruence between the values of the company and their own values, this will certainly inspire employees in the workplace.   This does seem relatively intuitive in nature, that if values match then positive outcomes will result. However, now there is a building mountain of evidence to support the importance of engagement, value alignment and inspired employees, as it relates to the successful business.

For example, according to Towers Watson, companies with a  highly engaged workforce improved operating income by 19.2% over a 12 month period while companies with lower engagement saw a 32.7% decrease in operating income.

However, according to a study by Accenture, less than 50% of chief financial officers appear to understand the return on investment in human capital.   Even though this may be changing, continued awareness is important.  For additional evidence regarding the value of addressing engagement and other human dynamic issues, here is an extensive list of studies pointing to the value of improving employee engagement, culture and satisfaction.

How is your current level of engagement in your work?

What would it take to inspire you?



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5 Strategies for Effective Boundaries in the Workplace

5 Strategies for Effective Boundaries in the Workplace

5 Strategies for Effective Boundaries in the Workplace

I was recently featured on Livestrong in an article about setting effective boundaries so that you do not become emotionally or even physically drained.  Sometimes not having clear boundaries can do this. Without good boundaries we can feel exhausted.  Since for most of us the majority of our time is spent at work, I wanted to elaborate on how to set effective boundaries in the workplace.

Having clear workplace boundaries not only impacts you, but all those you work with as well.  Having clear boundaries in the workplace helps to improve productivity, decrease stress, helps foster good relationships and improves motivation.   Although setting boundaries is complicated based on the nature of the work and relationship, a study that examined boundary setting in the workplace found that evaluating and setting boundaries did in fact impact relationships.  According to The University of California San Francisco, when boundaries are clear organizations work more efficiently and groups within work more productively.


5 strategies for effective boundaries in the workplace


  • Responsibility – Having a clear idea of roles and responsibility is crucial in a work environment. If this is unclear, then meeting with co-workers and supervisors may be important for clarification in order to understand who is responsible for what.


  • Self-Care Self-care may not seem as obvious when looking at boundary setting. However, this is more of a preventative measure.  It is easy to become unclear about where appropriate boundaries should be when we are run down, stressed out, irritable or overwhelmed.  Having good self-care practices will allow us to not only function at peak level but also remain clearer about where appropriate boundaries should be.


  • It’s not Personal – Remaining aware that work relationships may differ from personal relationships is an important perspective to hold. This doesn’t mean that there is not a certain level of familiarity or closeness with those you work with.   Some decisions in a work environment may be out your control.  In addition, there may be decisions that are made that don’t make sense due to components that you be unaware of or are not privileged to know.  Just like in all relationships – learning to not take things personally can be a game changing perspective to hold and a way to reduce stress and anxiety.


  • Clear and Friendly Communication – Setting clear boundaries does not mean needing to be dry, cold disconnected from your fellow co-worker. In fact, having a positive friendly attitude can generally impact the environment in a great way.   Remember that there can be a balance between clear boundary and a friendly, positive attitude.


  • Be the Leader – In an environment of unclear boundaries there is an opportunity. This opportunity is for someone to establish a leadership role and be a model for how to set clear boundaries of relationship and responsibility.  We always have the option of being in a position of either following the trend or stepping up as a leader, regardless of our position in any environment.


How else have you been able to set clear boundaries in the workplace?



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15 Tips for a Path to Greatness


15 Tips for a Path to Greatness

15 Tips for a Path to Greatness

In my experience in relationships, with others and myself, I have found many qualities that stand out.  In those times when I’ve felt successful or times when I’ve looked up to others, I have seen particular qualities stand out.  These qualities seem to shine with importance.  I  have found that these qualities are ones that are present in those that I look up to or consider to be true leaders.  There may be some cross over here and a bit of redundancy, but that’s probably because those points are especially important.  Follow these tips to build a path to greatness in your life.

  1. Don’t Quit–When you think you are ready to give up, keep pushing yourself. You are capable of more. Need some more motivation? See these five key strategies on authentic motivation!

  2. Be Kind – Remember when you were told this in Kindergarten? It still applies.  This is such a basic principle that we often lose sight of. Remember that there is opportunity for this everyday – hold a door, leave a tip, express to someone their importance to you or offer a compliment.

  3. Don’t Assume – You know what they say….I hope. Our assumptions often prevent us from truly connecting with one another. Check them when they come up to see if they are really based on a current perception or something from some other time and place.

  4. Push Yourself Further Than You Think You’re Capable of Going – This is how you can build your own self efficacy. Try this in multiple areas of your life to boost confidence in relationships, fitness, finance and career.

  5. Be Uncomfortable – I had a professor in graduate school, one of my best mentors to date. He ran a class on group therapy that focused on being mindful of your present experience and expressing it authentically.  He said something once that has always stuck with me – “If you are not on the edge of your seat sweating, you are not working hard enough.”  His point was that these times of discomfort, uncertainty or insecurity are the times for action and areas we should move towards, not away from.  It’s OK to be uncomfortable, this is where we grow.

  6. Take Risks – Similar to being uncomfortable, taking risks is important. We cannot predict the future or know how are decisions will impact us, until we act! Taking risks towards growth in business, career or relationships is important.  Of course understanding the risk is important too.  Prevent “paralysis by analysis” through taking action.

  7. Take on Your FearsHow are your fears getting in your way? Challenging your fear and moving past it means facing it.  Moving towards your fear through embracing it in whatever way you see fit, is a road to development.  For example – if your fear is of never getting a raise, then maybe the opportunity is to make a case for why you should have one, and bring it your boss.

  8. Embrace Your Passions – Do you know what you are passionate about? This is part of what defines who you are.  Don’t let your passions come second, build a life around them and watch yourself flourish!

  9. Focus on Building Your Strengths – We often think we need to improve our weaknesses.  While there may be some good insight in understanding our challenges, improving our strengths is a greater predictor of success.  According to research by Gallup, identifying your top strengths and building them offers the greatest return on investment.  This is found to be true in many areas in life including work, hobby and interpersonal relationships.

  10. Lead by Example and Be Congruent – Take time to understand what your truly value. Let Your Values Show in how you live your life.  If you are unsure, consider working with a therapist or coachHave you ever dealt with a boss, teacher or mentor that seemed to act in a different way than they promoted?  How did this sit with you?  I imagine that it was harder to take them seriously.  Should you want to be a better partner, leader, boss, parent or mentor – it is necessary to be an example of what you state is important.

  11. Take Action – Our intentions, thoughts and plans are a great step but only part of a change we seek. Knowing is NOT half the battle. Remember this quote –“You are what you do, not what you say you’ll do.” – C.G. Jung

  12. Challenge Authority and Ask Questions – I think I have my mother to thank for this one. This lesson was ingrained in me at an early age, which I am grateful for. Remember that just because someone is in a position of authority that this doesn’t mean that they are in a position of truth. If something doesn’t resonate with you then ask questions, do your research and discover for yourself.   Remember that it is OK to ask!  If you don’t understand something or want to challenge it, then do so.  Staying in a frame of mind of uncertainty or ignorance puts you at a disadvantage.

  13. Stand Up for Others – There are injustices all around us. We see this on a large scale when we watch then news, witnessing hunger, war, manipulation and other forms of chaos. However, we see this in our daily lives too.  At work when someone is isolated or picked on, in our social events when someone is not included or in our family’s when someone is scape-goated.  These are all opportunities to stand up for others.

  14. Ask How You Can Support Others – Want to become more successful? Start asking others how you can help them instead of how they can help you. Just like building any relationship, supporting others builds rapport and a sense of trust. Not only will this come back to you but you get the chance to see others do well (see numbers two and 13).

  15. Embrace Abundance – I could easily do an entire post on this….maybe I will. Our focus on what lacks, what isn’t working, what we are scared of, what isn’t available to us; is all a mindset. This can be countered with a simple shift in perspective.  What if we believed in collaboration instead of competition?  What if we were convinced that there is plenty of opportunity, clients, resources, love, support, money etc. out there?  Try it out, give yourself a challenge, and see what happens.



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The Pace of Change


The Pace of Change

Maintaining change takes time, and you will probably experience some hiccups along the way.  As you may have heard, change is not a sprint, it’s a marathon.  But what does this mean?  To me it means that to be successful with change there needs to be regular diligent practice over longer periods of time.  This isn’t the only key to maintaining change, but a key component.  Remember that to reach a change of pace you need to understand the pace of change.

I recently entered into a 100 day challenge, which I wrote about a few weeks ago.   This challenge is around being very intentional with my mornings.  This has proved to be an effective strategy in implementing a new change.  I have learned a lot about my strengths and challenges and what things push me back towards old habits.  I have taken an approach of diligence and curiosity though, not embracing failure when things didn’t go the way I expected.  This took some getting used to though.  Today is day 85 and by now my routine feels pretty normal, I’m enjoying it.

Any change in behavior or pattern takes time.  To help drive home the point of maintaining a successful change over time, I’ve created a reminder.  The reminder is to pace yourself.  To help you remember, consider this device –


P – Patience

A – Acceptance

C – Control

E – Empathy

Interestingly, the terms patience, acceptance, control and empathy are all very important should you want to be successful with a change. Let me explain –

Patience – Since we know that change takes time, patience is of the utmost importance.  Often time’s changes are not successful because we don’t practice long enough, or wait out the new pattern long enough for it to truly set in.  Being patient in your process as you create a new way of being will lead you to continue on and not give up prior to completion.

Acceptance – In the midst of a new lifestyle, some days will be great, others not so much.  Accept this.  The fact that you’re having a bad day or that your practice in implementing a change was not as great as yesterdays, does not mean failure.  Some challenges may get in our way when we are in the midst of a change.  It is important to accept what may be out of our control.

Control – Very connected to acceptance, knowing what is in our control and what isn’t, is an important part of the path towards change.  However, the reason I separate acceptance from control is that ultimately we are in control of perception, just not the event that precedes it.  What this means is that when we are faced with challenges, we always get to control our own perception and interpretation towards the situation.  We have the choice to be victims or masters of our challenges.

Empathy – Times of change can be hard.  Having empathy for yourself through the process of change is crucial.  So what does self-empathy mean? It means staying connected to yourself in the process and allowing yourself to make mistakes along the way and knowing that it is ok.   Allowing yourself to make mistakes along the way and not giving up is a recipe for long lasting change.  For example, there will be times when you plan to implement a change or practice a new behavior and you get set back by old patterns and ways of being. Its ok to have setbacks, just don’t let those setbacks be translated into a quitting mindset.  Having empathy towards yourself will help to increase the likelihood of not giving up at setback and ultimately reaching your goals.

So next time you are facing a change or working through a goal, consider pacing yourself.

Questions to consider

What changes are you working towards?

How can you implement the PACE acronym in making your desired change successful?

What holds you back from taking action?

Please feel free to comment below with any answers to these questions, new ideas or other questions.



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Planning a Workshop – An Introduction


how to plan a workshopPath to Synergy will be presenting a workshop this spring. The workshop is titled – “Are Our Brains Holding Us Back? Understanding and Managing Unconscious Bias.” This workshop will be held in Asheville, NC on March 13th, 2015. For more information, or to register, CLICK HERE.
When forming our initial idea around how to create this particular workshop, we went through a couple of drafts and approaches. We learned a number of things from this process which I would like to share. Here are five basic considerations for building and planning a workshop.

1.) Getting specific about a training topic

In my experience with both attending trainings as well as providing them, there always seems to be less time than content. This is relevant when determining a topic because being very specific will not only help to flesh out the idea but this may also help in pairing down the time.

2.) Do some research

Seeing what other kinds of similar workshops are out there can be great way to decide how to make a training stand out. In addition, if it seems the training topic is overly saturated and there are limited areas to expand, then perhaps another topic or variation would be better.

3.) Outline the time, day or number of days

Filling out the main objectives down to the hour can be a great way to start seeing the training take shape. Consider some blocks being 30 minutes while others may go to an hour or 1.5 hours. In addition, if the training is more than one day, fill in the larger time frames for all days. Be sure to include breaks and lunch time.

4.) Fill in the times specifically, down to 15 minute intervals

Being specific about how things may flow with every 15 minutes will help to reduce the chance for either over planning or not having enough material to fill the expected time frame. When building in breaks, be sure to space them out appropriately so that attendees have time to get engaged with the activity or session but also don’t get too restless.

5.) Be prepared for things to not go as planned, i.e.; be prepared to improvise

Rehearsing the training is a must! Depending on how much opportunity you offer for questions, this could drastically change the flow of your design. In addition, questions may inadvertently come up, so be prepared to be flexible. For longer activities or presentations it may be helpful to have a second plan for how to cover the material. Also, consider prioritizing what material is most important, in case time runs out.

As a consultant, counselor, educator or therapist, hosting a workshop can be a great way to connect with the community and share expertise on a number of topics. Remember, finding an idea that is within the field is of course relevant, but finding an idea that you are really passionate about may make the difference in the overall success of the workshop. If you can find something that you can speak about intelligently and also feel energized by, this will not only make the experience more fun to create and facilitate, but also more impactful on your audience.



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Counseling Skills in Business

When considering how a field like counseling or psychology may be relevant in business, one thing that comes to mind is the idea of change.  In the fast pace environment that most companies exist in, change is one constant that we can count on.  Whether this means a merger, a management shift, an organizational restructuring or simply a new hire, the business’s challenge is how to adjust to these shifts regularly.  Those in a supervisory role are tasked with how they can improve management skills to impact employee performance.  The following is an example of a management skill that supervisors can utilize to impact change.

An orientation in counseling that also works as a people management skill, is an approach called Motivational Interviewing (MI). MI is defined as “A collaborative conversation to strengthen a person’s own motivation for and commitment to change”.  This approach focuses on ambivalence towards change and works with an individual to increase motivation for change.  When discussing the ambivalence towards a change, one strategy to consider within MI, is called “OARS” (Open Ended Questions, Affirmation, Reflections and Summary).  The communication style of “OARS” is only a small part of MI.  However, when working with employees, managers and executives, “OARS” can be utilized to help understand why/how a change is taking place and what obstacles stand in the way.  The idea behind “OARS” is that the person using this strategy is asking open ending questions, affirming what the other has to say, reflecting on their statements and summarizing what they are saying in order to build clarity.

For example, a manager is trying to decide the most effective way to approach an employee and address performance issues.  The communication style of “OARS” utilized in MI may be particularly helpful when looking at what kinds of changes this employee needs to make in order to get the expected results.  A challenge many managers face is how to elicit a change without making the employee resentful or offended.  If a manager is particularly savvy, they will understand the value of inspiring an employee to make a change, rather than coercing. MI can help make the process of inspiring change more effective, through reducing an employee’s ambivalence and address the advantages of making this change.  MI has been effective in helping people address a change they are uncertain of, as well as address how to go about making it.  For more information on MI, please see- www.motivationalinterviewing.org

Thank you!


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How to Choose a Therapist


how to choose a therapist

As I have been working through setting up this practice I have been reminded of an article I wrote a couple of years ago.  The article was designed as an overview of the different mental health professions that exist, educational requirements, as well as how the profession would fit into a hospital setting. To read the article, see this link – http://www.hughsdigest.com/mental-health-workers-an-overview-of-education-qualification-and-licensure/  This article seems relevant to me because one of the most common questions I hear regarding my profession is the question of how to choose a therapist.

While I think the article has some valuable information in it, I want to take a different approach here when discussing how to choose a therapist.   I have had many people ask me what is the difference between various kinds of helping professionals, and how to choose the best one.  For an overview of the fields within mental health that provide different kinds of therapy, see the article.  Typically though, when someone is looking for a mental health professional, the therapist or professional is either a Psychiatrist, Psychologist, Social Worker, Counselor, Marriage & Family Therapist or in some cases a Life/Leadership/Executive Coach.  Even though to be a coach, no licensure is required, I add it into the mix because I think it’s relevant for this discussion.

I mention the idea of “goodness of fit” on my Psychology Today profile as well on my website.  The term “goodness of fit” when referring to choosing a helping professional, is just as it reads; how good is the fit between the two people?  I think this idea is one that may be overlooked sometimes, but is a very important component.  When searching for a helping professional, one of the strongest variables that may determine success is the fit.  The question then becomes – “How do I decide if this professional is a fit for me?”

Most of the time there are websites, some online presence, or at least a phone call that can be accessed for free, in order to get a better idea of who the person is that you may be working with.  In my professional experience, as well as my own personal experience with coaches, mentors and therapists, I see a number of factors that may be important in identifying fit.  Here are 4 questions that may help to identify some of the nature of the fit, when speaking with or meeting with a prospective helping professional:

How does this person communicate?

When speaking to this person or having the opportunity to meet with them, what kind of communicator do I think they are?  There is probably not a wrong answer here, necessarily.  However, how the answer is interpreted will determine what kind of communication is important for you.   Some people like more direct interaction, some people prefer more inquisitiveness or curious nature, while others prefer someone who will just listen and reflect.

What is their philosophy about where growth and change comes from, and does this philosophy align with mine?

While there are many theories about what elicits change and what leads to progress, working with someone that has a similar philosophy may be beneficial.  If a helping professional holds the belief that change comes from working through someone’s past issues to uncover the meaning behind behaviors so that they aren’t repeated, and you identify with this, then perhaps this is a great fit.  Alternatively, some people approach change from a forward facing lens, where strengths are identified and built upon and past stories and behaviors are looked at limitedly.  Neither approach is wrong, there may be some people that will have greater success with one or the other.

Are the service details in line?

The details of the prospective helping professional’s services can be an important factor.   Some of these details may be price, location, availability, practice modality and experience.  Practice modality and experience may be important if you are specifically looking for someone that has experience in working with trauma for instance.  Making sure that someone does have the experience in dealing with the issue that you would like to address can be an important piece to consider.  Reading about the person’s background or asking lots of questions to clarify the person’s background can be an effective approach when evaluating this part of the “goodness of fit.”

How do I feel when I am speaking with this person or in their presence?

Trusting our gut can be a challenge.  However, asking ourselves the question of – how am I feeling in this moment? – can be valuable.  If we feel at ease, comfortable, curious or eager to share with this person, then these may be good cues that this may be a good fit.  Of course, our first impression can sometimes be off, but adding up our general gut feeling combined with some of the other questions, can add a sense of security in our decision making.


I’d like to add that there are many wonderful helping professionals out there with a wide variety of experiences and approaches.  Remember, that if you have an experience that is not what you are looking for; this may be a reflection of the “goodness of fit” and not the profession itself.   Seeking out a professional that is a great fit may bring up just as many questions about ourselves as it does for the person we are looking for.

Enjoy the journey!


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Starting a Counseling and Consulting Practice

Greetings!  This is the first of many blog posts, so if you are reading this….thank you!  I wanted to start out reflecting about my experiencing of starting a consulting and counseling practice.  So far this has been an exciting, fear provoking, confusing and fun experience.   At the most this may give you something to work with, if you are a practitioner considering going out on your own, and at the very least – some entertainment.  So, here are 5 of the pieces that have stood out to me thus far, as I wind through learning how to establish a business.


Writing a website, or at least the content for it, was quite the task.  It is not as easy as I thought it may have been to develop explanation for all the little pieces that begin to seem so necessary.  It has been interesting to balance between functionality, promotion, flare and professionalism….seems like a bit of an art.

The website is now active and although I feel pretty good about it, I think that it will be in a constant state of development (www.www.arcintegrated.com).   I would like to offer a huge thank you to RTS Consulting (www.rtsadvantage.com) and Sean King, who helped me to design and develop the website.  Sean was a patient and extremely helpful guide in this process.

I recognized recently that just the exercise of writing content for the website was valuable in and of itself.  This exercise forced me to look at what my values are, which parts of my work experience I want to draw from or emphasize, as well as how I am choosing to describe and present myself in a way that is more expansive than a resume or LinkedIn profile.

Expenses, Income and Budgeting

One of the great things about starting this business is that it has pushed me towards being more aware of where all the money is being spent and earned.  What I mean to say, is that if I am to be successful, I am now forced to really track my expenses and income.    This has actually been more fun than expected.   Before going out totally independent as a consultant/subcontracted therapist and therapist in private practice, I did some research on how to track things.   For this first year I have decided to track things on my own, rather than buying a program like Quick Books.  So far, this method seems to work well.  I’ve set up an excel spreadsheet where I can track all incoming money as well as all expenses and other details.   My hope is that come tax time, my accountant will approve of this process, I think he will.  I imagine as things continue to grow, I will make a move to a more sophisticated method of tracking, but for now, what I have works well.  I keep many more receipts and spend more time in a database tracking money than before.  Overall, I think tracking things helps me manage money more effectively and gives me a better perspective of my spending habits in general.

Client database management

When I decided I wanted to start seeing clients through my own practice I knew I wanted to have digital record keeping instead of tracking notes on paper.  Since I also knew I wanted to do distance counseling, I was able to find a way to integrate them both.  I found a service that allows me to see clients in a HIPAA protected platform, but also allows me to keep track of client information, take notes, create invoices, etc.  I’m still exploring this service but so far it seems great! The name of the service is Counsol (www.counsol.com).  I understand that there are many options out there for client management, notes and record keeping.  Although I only have experience with this one, I would definitely recommend it as an option.

Networking and Marketing

So far the networking piece has been the easiest for me.  I am naturally inclined to network anyway, and have experienced much success with this in the past.  My belief is that our ability to connect with others is a highly under-rated tool that we all have.  With social media at the tips of our fingers at every waking moment, it has become much easier to connect with people and let them know what the latest professional or personal news is, whether they like it or not.    However, I think that there is much added value from talking with people over coffee/lunch about what we are doing and how we may be able to help each other.  I continue to be surprised how simply setting up informational meetings and talking about what I am doing, continues to lead to more and more opportunity.

Social Media

I’m probably on the lower end of the spectrum when it comes to social media user knowledge, but I’m learning!  I have not personally used anything else other than Facebook, so there was a definite learning curve here.  I realize the importance of utilizing social media, so I am all for it.  I highly recommend utilizing tools that can populate multiple social media accounts.  I have used a service called Hoot Suite (www.hootsuite.com) which I would recommend.   Deciding on what to tweet, post, blog about feels a little intimidating so far, although I’m sure this will pass.  It seems that the more I write the easier it may be to decide on material and continue to offer ideas.


This list of five is definitely not a conclusive list, but these parts of setting up this business continue to stand out for me.  It seems that with some research, enthusiasm, determination and intention, that starting a practice has been a great process!  I look forward to what’s ahead.


Thanks for reading!


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