HR Consulting Firm: The Sky's The Limit Consulting

Put a Different Spin on Networking

Tue, 21 Jul 2026 09:00:03 -0700

Often, my coaching clients are encouraged to expand their professional network due to the nature of their job which they realize themselves or a suggestion by their manager. Those who are highest in the “I” dimension of behavior in DiSC® easily make new connections and sustain existing relationships. It’s their polar opposites, those highest in the “C” dimension who are most uncomfortable. Some think it’s unnatural because it seems transactional rather than possibly mutually beneficial, so they avoid networking. When, in reality, they may not realize the benefit to another or think that the benefit needs to be 50-50 when it might be 65-35 or even 80-20 in their favor.

When one sees it as a real opportunity to make a meaningful connection, rather than a phony, opportunistic interaction, it can be less intimidating. If someone isn’t interested in speaking with you, they will end that conversation quickly, but you never know. Consider what you have to offer in a situation, not just what you want to take.

Before meeting someone new, read a little about them or their organization; prepare talking points and/or questions you may ask; not because you want to make a good impression, but because you genuinely want to learn. It’s a subtle difference but can have an outcome you could never have imagined. Finally, don’t try to hide who you are. Be honest — even if that means openly expressing discomfort with the whole networking thing. You may just find that the other person is, too.

See Something, Say Something

Tue, 30 Jun 2026 08:30:43 -0700

Why Empathy Matters

Tue, 09 Jun 2026 08:11:24 -0700

With awareness of the DiSC® behavioral theory, there are certain styles that are more people and relationship oriented (“I” and “S” styles) where others are less so and focused more on facts and details (“D” and “C”). But does that mean that people can’t adapt? Can they stretch to what is not natural to them? The answer is YES.

How one learns to be more empathetic varies. And when you can learn to balance compassion and empathy with reason and logic, you will become a better leader, a better colleague. So, what is it really?

It’s about seeing situations from another’s perspective, better understanding their thoughts, their feelings, their needs. Three quick steps that one can take begin with becoming a more active focused listener, truly hearing the other person. Another is to be proactive, being clear from the onset, offering options and being transparent, and supporting the other person. And the final suggestion is to slow down enough to smell the flowers. With another person, it’s crucial to show gratitude for what they offer and make them comfortable interacting with you.

In a 2017 study by faculty at both Leiden University and The Leiden Institute for Brain and Cognition (in the Netherlands), the data showed that higher affective empathy predicts constructive conflict resolution. It also focused on cognitive empathy which sets the stage for sustainable, higher quality relationships.

A Coaching Story XVII: Trusting Your Coach

Tue, 12 May 2026 07:46:59 -0700

Recently, I was asked by a new coaching client what my success rate was over the years. While I have never reviewed the data to obtain a percentage, I know that most of my clients either meet or exceed their expectations for what they want to accomplish. My philosophy is that I’m only a catalyst for any change where the coaching client must do the work to make the progress they desire.

A client that I feel had great success despite some very personal issues was “Arlene”. From the very first meeting, the Coaching Welcome Session, she opened up about some very personal issues going on in her marriage, mostly about finances. She came to me to explore her passion to change careers and possibly go back to school. The fact that she allowed herself to be so vulnerable, trusting me from the beginning, truly allowed her to accomplish what she wanted. In fact, she changed careers, divorced and remarried and started a family with her new husband. My client’s successes will be based on what they are willing to do, no one else can do it for them, including me.

Good Conflict, Bad Conflict

Tue, 21 Apr 2026 09:28:10 -0700

We can probably all agree that conflict surfaces when there are different perspectives, different needs, different wants. Through healthy interaction, conflict can be a good thing. Where it goes sour is when people are steadfast in where they are; unwilling to see another’s point of view and respect another’s interests.

In the workplace, this unresolved conflict can lead to stress and possible burnout. The breakdown can lead to a lack of trust. It can affect one’s sleep, their engagement at work, and ultimately their productivity.

By talking through these situations with a trusted advisor, conflict resolution is possible. Speaking with someone who is adept at employee relations in HR, or a known supportive leader, or sometimes a coach external to your organization, you can gain insight into how to have a difficult conversation.

Is it the Right Time for a Coach?

Tue, 07 Apr 2026 09:23:41 -0700

When we think of the word coach, it may have different connotations for different people. There are athletic coaches, vocal coaches, acting coaches, business coaches, birthing coaches, and so many more.

My coaching focuses on something different. Perhaps you are feeling uneasy about your career. Maybe you are considering a new job, maybe a career switch, or you just want to be more valuable in your current role. In my work as a Human Resource Development consultant, my niche has been leadership coaching (often called executive coaching). My clients are trying to become more effective in their current roles, and some are what I refer to as emerging or potential leaders. Their employers see them as future leaders who benefit from development now so when an opportunity becomes available, they will be ready on Day One. For more than a quarter of a century, I have worked with individuals from all these categories.

It’s important to meet with a potential coach to learn if you two will be a good fit. Will they be able to move you from where you are now to where you are wanting to go? Ask them about the structure and the methods of their program. You would be entering into a very intimate relationship of trust and vulnerability where you can explore who you are, what your strengths are, and what you may need to do differently at times to modify your behavior in order to provide the greatest impact.

Learn more about our coaching program for yourself or for someone you know professionally or personally: https://www.theskysthelimitconsulting.com/coaching

Request a complimentary coaching session:

5 Benefits to Employee Engagement

Tue, 24 Mar 2026 05:34:31 -0700

Give Yourself Permission to Dial It Back

Tue, 10 Mar 2026 08:35:20 -0700

What is the impact of overwork? According to the International Labor Organization (ILO), long working hours are one of the biggest occupational health hazards. And if you do get sick, what might your employer do? Hopefully, they will cover your health insurance costs, but many employees do not have that benefit. Will they send flowers if you are hospitalized or even visit?

Of course, we get ill and may need to go to a hospital for other than work-related reasons but stress from work does have an impact both physically and emotionally. It drains us, it weakens our immune systems. Germs and diseases are around us but if our ability to combat them is lessened, we will get sick.

In working with my coaching clients, I often raise their thoughts about what they can control. What is the voice in your head telling you? Are you working more hours than usual all the time? We all know that once a while, it may be necessary, but should it be the norm? Long hours, after hours, weekends? What’s your motivation? Is it fear of falling behind? Are you afraid of losing your job or appearing uncommitted?

Some of my work is with global companies comprised of varying cultures even within the same employer. These differences are impacted by local cultures and their attitudes towards work. Are your fears rooted in reality or do you need to change the soundtrack playing in your head? Consider speaking to a relative, a friend, a mentor, a coach to get some outside perspective. Look for strategies to help you balance your work and your personal life, avoiding ultimate burnout. Take a careful look at your workload and recalibrate your schedule to spend less time on the tasks that drain you and more time on the responsibilities that are valuable and bring you the most joy.

Some of my clients have stepped away from their...Read More

What Makes a Great Leader - Part Two

Tue, 24 Feb 2026 07:09:14 -0800

What Makes a Great Leader - Part One

Tue, 10 Feb 2026 07:00:55 -0800