anita's blog

Creating an All-Inclusive Workplace

June 19, 2020

Last week I participated in virtual team meeting where a supervisor job opportunity was discussed. An African American woman spoke up and said, “why bother to apply?  None of the managers at this company look like me.”  The comment, while jarring, was hard to dispute.  The diversity at the managerial level was obviously lacking.  And while this company has tried to improve in the areas of diversity, equity, and inclusion, results have been slow and slim.

We are living in tumultuous times and the message we are hearing is loud and clear; we must do better.

Take a look Fortune 500 Leadership Statistics.They clearly represent a disparity in diversity of people at the some of the highest levels leadership.

  • There are only 33 Female Fortune 500 CEO’s (6.6%) … and only one is a woman of color

  • Just 11 Latino Fortune 500 CEO’s

  • And only 4 of the Fortune 500 CEO’s are Black

Diversity and Inclusion has been a goal for many companies over the years when it comes to leadership.  So why is it that some employees still feel “left out” when it comes to career development and opportunities for advancement?  The idea of providing equal opportunity is often, no more than an overarching philosophy that lacks teeth. Posting jobs for all to see is not the same as preparing people to feel confident to step up to the plate and say, “I’d like to be considered for that job”.  Providing career development for “all employees” versus just the “high performers”, might be one answer.

Imagine creating a level playing field, where all employees are given the essential tools needed to advance their career beginning with foundational skills such as effective communication, problem solving and demonstrating accountability.  Once these essential skills are mastered, individuals can focus on career-building skills such as confidence, influence, and developing their professional brand.  Strategically integrate some stretch-projects, assign mentors, then watch the transformation begin.  This “all inclusive” approach creates a WIN-WIN for all!   

  • Employees become more engaged, better performers and learn the skills they need to promote. 

  • Employers begin building a more diverse and inclusive workforce, while developing their leaders of the future. 

As we move into the new decade, all organizations need to set bold and measurable goals to create diverse, equitable and inclusive work environments.  Hearing comments like: “Why bother applying, or managers don’t look like me” needs to become a distant memory.  We all have the power to make an impact and drive positive change.

To learn more, email  We can create a customized virtual career development program designed to elevate your employees to higher levels of responsibility and create a more diverse, equitable and inclusive environment.

Awesome Activities to Enrich your Virtual Gatherings!

April 9, 2020

We are all adapting to our new normal.  Virtual Business Meetings, YouTube Workouts, Virtual Happy Hours, Zoom Dinner Parties … and my personal favorite "Improv Games Gatherings" on Zoom.  Creativity is at it’s peak as we seek to maintain connection with others.  Over the past week I have become somewhat of a Zoom aficionado, setting up virtual gatherings aimed to infuse optimism, fun, emotional support and human connection.  As we shift to participating in, and in some cases, leading online gatherings, I thought some of you might find my list of virtual activities helpful.  I have used these with friends, networking groups and business teams. Enjoy!

To get particpants warmed up on the video call - throw out a question to spark conversation.   Have participants take turns sharing their responses.  Here are a few of my favorites.​

~ If you could have lunch with a famous person – living or dead (from history), who would it be & why?  

~ If you could have lunch with a family member from the past (no longer alive), who would it be & why?

~ What has been a peak moment in your life?  What happened and why was it so important to you?

~ Share one accomplishment you are proud of?  What made it special?

~ Share a funny or embarrassing moment that happened to you?

~ What is the strangest, coolest, or most fun job you ever had?

~ If you could change professions … and there were no obstacles (time, money, ability, age, etc.) – what would you choose to do?

~ Share one new activity you are doing or an opportunity you are taking advantage of during the “stay at home” time.


Show & Tell:  Ask particpants  to find an object in their office/home that has special meaning and an interesting story behind it.  Have each person show object and share story.

Categories:   Have participants go around in a virtual circle and come up with words in alphabetical order relating to a catagory.  For example: The catagory is movies.  The first person thinks of a movie beginning with the letter A - Animal House,  the next person comes up with a  B movie  - Black Panther, the next person a C movie - Carrie ... and so on. Each person gets 8 seconds to respond.  If they can't come up with an answer, they are out of the game or if it's happy hour - they sip their drink.  You make the rules!  You can change the categories to other topics : Sports Teams, Animals, Cars  etc.  This is a good activity for thinking on your feet which is important in building confidence, making presentations and networking.

Phone Photos:   Ask participants to choose a photo from their cell phone to share with the group and tell the story behind the photo.  Have them share  the who, what, where and why photo is meaningful.

Translator Improv Game:  Ask for 2 volunteers to act out a conversation using gibberish ( fake language) and 2 other volunteers to make up the translation of what is being said.  Ask the participants on the call to come up with the scene specifics. A location, an activity and a profession - For example Costco, Pizza Making, Janitors. Once players know their roles and location, let the improv scene begin.  This is a great activity for bringing laughter and levity to the group .

Contact if you'd like to add some levity to your next Team Meeting! 
Learn about our new THINK TEAMS programs and ask about our
Free Virtual Team Building offer!

Stay Inside and Stay Safe   ~   Anita

Your Best Team

April 6. 2018

Over the years, I have been in many plays and musicals … I was the White Rabbit in Alice in Wonderland,  a Hot Box Girl in Guys and Dolls, and Mrs.White in Clue (side photo:cast of CLUE ... I'm the one in black with the rope!) … just to name a few.  And while being on stage is exhilarating, being part of a cast is an equally amazing experience. The level of trust that develops between team members is like no other.  Each cast member must support  the other, and at the most critical times.  I remember being on stage and in the middle of my scene going blank; totally forgetting my lines.  It was terrifying for a split second.  Seamlessly, another cast member jumped in and covered for me with a little improvisation.  The next thing I knew we were right back on track and the audience was none the wiser.  It’s moments like these that make you really appreciate your team.

Have you ever stopped to think about your best team experience?  Perhaps it was a work team you were on … or a sports team… or maybe you were part of a community group that organized an event.  Now that you have your best team pictured in your mind, think about what made it a great team?  Was it the people, the camaraderie, the common focus or maybe it was the amazing results you achieved?  Imagine if you could duplicate that successful team experience on to every team you are part of.

NEWSFLASH!!!  You can!  Team Coaching International has developed a model that focuses on 14 specific team performance indicators that drive high performance teams.  These factors are split into 2 different categories:  Productivity and Positivity 

Productivity strengths support the team to achieve results, accomplish tasks, and stay on course to reach goals and objectives. The Team Diagnostic™ model identifies seven qualities necessary for teams to achieve high performance.  

  • Goals and Strategies  
  • Team leadership
  • Accountability 
  • Alignment
  • Decision Making
  • Proactive
  • Resources
The seven Positivity Team Performance Indicators™ (TPIs) of the Team Diagnostic™ model translate into strengths of a high-performing team. The strengths focus on the interrelationships between team members and the spirit or tone of the team as a system. The strengths are drawn from a number of research sources including Appreciative Inquiry, Emotional Intelligence, Positive Psychology, and academic research into relationships that work.
  • Trust
  • Respect
  • Optimism
  • Constructive Interaction 
  • Communication
  • Camaraderie
  • Values Diversity

Using the Team Diagnostic™, team members assess their team as a whole, and identify the team’s strengths and areas of opportunity.  The data captured from the tool, serves as a guide, as we work with teams to uncover the hidden issues, challenging dynamics and specific barriers impacting the team’s success.  Through the coaching process, we work together to improve the team’s overall effectiveness and performance.  After several months of team coaching, we redeploy the Team Diagnostic™ to measure the team’s improvement.  Most teams show a 20% or more increase in  their productivity and positivity score. 

If you are a leader of a team and would like to learn more about Team Coaching, Goldin Leadership Group is offering a FREE “Team Leader Assessment” and 45 minute coaching session during the month of April and May.  Together we will explore you team‘s performance and options for raising the bar. To set up you complimentary assessment, email  or call 949-387-3436 .

Removing the Elephant in the Room

November 14, 2017

~A HIGH PERFORMING MANUFACTURING TEAM releases a new product with a major defect resulting in lost revenue.

~A HOTEL LEADERSHIP COMMITTEE decides to allow job sharing resulting in happier employees, but creating holes in staffing.  Guest Service is suffering

~A GROCERY STORE MANAGEMENT TEAM  decides to eliminate self- serve checkout resulting in irritated customers and long lines.

Teams make decisions everyday … some with positive result and others with negative.  While many decisions affect a company’s productivity and profitability, an even more dramatic effect is on the health of the team.  Good decisions with good outcomes serve to drive morale, trust and camaraderie, while poor decisions have the complete opposite effect. 

A team’s history plays important role in team effectiveness.  When bad decisions are not revisited, they can fester within the team… creating that elephant in the room that everyone pretends to not see. 

Recently, I had the opportunity to work with a team that had a few past “undiscussed bad decisions” that were adversely affecting the team’s ability to move forward; some team members were silently blaming others for the problems, some people felt angry  about what happened  and  some had “shut down” , feeling their ideas were not valued.  Overall, the impact of the poor decisions had paralyzed the team from being positive and productive. 

Luckily, situations like these are not incurable.   There are some simple steps you can take to remove the “Elephants” and build a path back toward trust, respect and more positive team energy.  Below are 5 steps to help you and your team move forward.


  1. Recognize the Elephant in the Room.  What is the issue no one is talking about? State it out loud.  Acknowledge its presence and get team to acknowledge its presence.
  2. Talk about what happened and allow everyone to share their perspective on what happened and what they saw as the impact.  You will be amazed to hear how differently people see and felt  the same thing
  3. Look for lessons learned.  What could have prevented some of the issues that arose?  What did you learn?
  4. Identify critical actions for the future.  What will we do differently?  (These can be communication driven, operational, interpersonal, process driven). 
  5. Get team agreement on next steps and committ to actions.  Follow up on actions in a set number of days to ensure follow through and continued agreement.  Modify plan if necessary. 

As simple and straight forward as these actions are, it is not an easy process.  Facilitating difficult conversations takes courage and finesse.   If you are the leader of the team, your facilitation of this conversation must come across as open and non-judgmental.   If this is challenging for you, you might consider having your company’s HR manager assist you or you can call a Team Performance Coach.  Goldin Leadership Group has skilled facilitators and certified Team Performance Coaches available to assist you.  For more information contact Anita Goldin at 949-387-3436

Leadership Lessons at the Oscars

March 27,2017

Last night when Warren Beatty and Faye Dunaway presented the Best Picture Oscar accidentally to La LA Land instead of Moonlight, heads spun, tongues wagged, speculation soared and the blame game began.  Who was responsible?  Was it Faye Dunaway’s fault?   Should Warren Beatty have spoken up since he seemed to see something was amiss?  Was it the PriceWaterhouseCoopers accountant’s lack of attention to detail or maybe the award selection and distribution process in general?  So many questions … but the real question is … does assigning blame change anything?  Can you get a do-over? Absolutely not.  Just like in business, when big errors occur, pointing the finger does not make things right.  Identifying the core factors that lead up to the error and coming up with a plan for the future is the best approach.

As leader’s we all have observed errors, big and small, occur in the workplace.  Some mistakes can be tragic, but some can lead to better and stronger solutions.  The way we handle these incidents can have a huge impact on our staff, productivity, morale and public opinion.  Below you will find 5 Leadership Tips for handling Big Mistakes in the workplace.

Leadership Tips When Big Mistakes Happen.

1. Get the facts.  Don’t jump to conclusions.  When mistakes happen at work there are often several contributing factors.  Ask questions and listen without judgement.  Remember your goal is to understand what happened and how it happened.

2. Focus on the issue(s) that needs addressing from a clear, logical perspective.  Don’t get emotional.  Avoid personal blame.  Keep it professional.

3. Analyze the situation. Engage key players in the discussion and look for areas of opportunity.

4. Take a future focus approach.  While analysis of what happened is important, try to move conversation toward future steps.  Remember, the goal is to prevent a re-occurrence of a similar problem or situation. 

5. Communicate. If appropriate, let key people know how a problem is being remedied, what role if any they will play moving forward and any future actions to expect.

So the next time your company has a minor-mega-mishap, take the time to examine and explore what happened.  Embrace the opportunity to learn from your team’s mistake and develop a plan for moving forward.  Your calm, steady handed leadership will set the tone for future improvement and success.

Goldin Leadership helps leaders, like you, grow and evolve to be your best.  We offer 1:1 leadership coaching. In addition, we now offer Team Performance Coaching for corporate teams looking to improve their productivity and positivity by 20% or more.  Call 949-387-3436 for more information.

5 Benefits of Open Minded Leadership

December 19, 2016

I have one of the most interesting jobs in the world. Every day I have the opportunity to meet with leaders and staff from a broad range of industries; ranging from healthcare to hospitality to transportation to technology.  In each company I get to observe the inner workings of the business and marvel at the creativity and intricacies of each.  As diverse as each company and industry is, there seems to be common denominator at the most positive and progressive businesses.  What is it you ask?   Open minded leadership.  Let me explain.

Many leaders have what is called an “open door policy”; "my door is open, come talk to me, I can help."   Having a policy like that is great if you approach each employee with an open mind and supportive approach.  Unfortunately this is not always the case.  Recently an employee told me about her company’s “Open Door Policy.  She said, "yeah, we have an Open Door Policy and a Closed Minded Leader.  It's a joke!"  She said that no one ever went through the “open door” as the leader did not listen and had a rigid mindset.  Well as you would guess, the “Open Door Policy at that company was merely in name, and had no impact on the company’s creativity, productivity or morale. So why become an open minded leader?  Consider these benefits.


  1. RECEIVE VALUABE INFORMATION: Being open minded is a conscious decision and is a mindset.    By having an open mind to new ideas, new possibilities and innovation, it is not just possible but probable that you may receive valuable information.
  2. IMPACT MORALE & PRODUCTIVITY: Open minded leadership sends a message to all employees.  It encourages involvement and enthusiasm, which directly can impact morale and productivity.
  3. DRIVE PROFESSIONAL GROWTH:  Open minded leadership drives professional growth.  As a leader, not only will you have new ideas and suggestions raised, but the input of others may encourage your mind to stretch and develop, resulting in better ideas and opportunities.
  4. GAIN NEW PERSPECTIVES:  Open minded leaders are curious.  Leaders with a curious mindset tend to approach work and life with a thirst for knowledge and openness to being less judgmental. Curiosity can lead to seeing new perspectives and approaches.
  5. REDUCE STRESS:  An open minded approach can reduce stress and anxiety. Operating a business from a solo perspective is not only limiting, but can be stressful. There is power in receiving input from others.

So being an open minded leader makes great sense.  Understand that having an open mind does not mean you have to implement every idea or suggestion that comes you way.  Just providing staff the opportunity to be heard without judgement can go a long way to drive employee engagement and morale. 

Goldin Leadership helps leaders, like you, grow and evolve to be your best.  We offer 1:1 leadership coaching. In addition, we now offer Team Performance Coaching for corporate teams looking to improve their productivity and positivity by 20% or more.  Call 949-387-3436 for more information.

Becoming A Better Boss

April 11, 2016

The room is quiet.  A dozen eager supervisors are listening intently to me at the front of the room.  I say, “Close your eyes and I want you to picture the face of the best boss you ever had.  Think about why they were so great.  What did they do or say?  How did they treat you?  What made them different than other bosses you’ve had?  Okay, once you have a clear picture... open your eyes.”

Eyes flutter open and the class is smiling as we begin to share our stories.  I’ve been doing this exercise for more than 10 years, and here are the responses I hear most often:

My boss...

  • Took a genuine interest in what mattered to me.
  • Cared about my success.  
  • Believed in my skills and talent.
  • Paid attention to my growth & development.
  • Helped me to identify and reach my goals.

Then I ask a few more questions:  

“Within reason, would you do just about anything for that boss?”  

                                           - I always get a resounding “Yes!”  

“Would you say your boss was a good motivator?”

                                           - “Absolutely!” 

It’s not hard to understand: Employees who feel valued are more highly motivated. Follow this thinking, and you’ll find that improving your leadership skills isn’t as tough as it seems. Once you recall your own positive experiences, you can then set your intention to treat people the way you want to be treated.  

Here are some simple tips for building a trusting, caring and authentic relationship with each person on your team.

1.     Create a personal connection. Get to know each individual you supervise. Ask questions, then listen wholeheartedly and carefully to the answers. Find out about their professional goals and desires as well as their personal interests. This does not mean you need to become their best friend. Rather, it is about building an empathic human connection.

2.     Show an interest in their development.  Most employees want to grow and learn.  As a leader, you have a tremendous opportunity to develop talent.  Help each person to identify steps to achieve their goals.  Send them to a class, loan them a favorite book or work with them to create their learning plan.  Use your position power to positively impact their future.

3.     Listen to ideas, concerns and suggestions.  When people feel heard, they feel respected.  This simple act of listening builds trust, reduces anxiety and creates a more positive work environment. 

4.     Speak the Truth. Be honest. Be willing to share challenges or teachable moments you have faced. By keeping your connections authentic, your employees will get to know you better too. Instead of guessing what you want, they’ll learn and know what works to align best with overall team goals.

5.     Offer stretch opportunities.  When you allow employees to take on new tasks and projects, it sends the clear message.  “I trust you.  I know you can do it.  I believe in you.” Help set your employees up for success by providing simple guidelines, ongoing support and explicit goals.

6.     Embrace coaching moments.  As employees take on new tasks, be prepared that things won’t always go according to plan.  Remind people that mistakes offer great chances to learn, as they provide us with a whole new perspective.  Help staff to debrief and discover what worked, what didn’t and how to create an improved approach for next time.

7.     Acknowledge Success.  When an employee or team achieves an accomplishment, take time to acknowledge the moment.  Whether private or public, be specific in your praise and make sure to thank them for their effort.

So, how do you think your team would rate your leadership?  Are you working to be the best boss you can be?  Goldin Leadership Group has both individual and group programs to help you improve your skills, set and reach your own goals and achieve your potential.  Check out our website and call to schedule your 30 minute complimentary coaching session. 

Decisive Leadership

March 28, 2016

Recently I worked with a talented new CEO from a large investment firm.  He was focused on business and driven to make an impact in his new role.  However, one area he struggled with was in making decisions.  Whether unilaterally or with his team, he seemed to linger ad nauseam over the decision, endlessly weighing pros and cons.  Each week at the executive team meeting, the same topics would be raised and then postponed, for reasons that were unclear.  Action items were discussed only in broad, general terms, with no specifics or assignment of accountability.  You can imagine the frustration his team felt every week as they prepared to convene for yet another fruitless session.  The other executives began to lose motivation, focus and hope for the future.

As the leader and I probed deeper into his indecision dilemma, it became clear that what stood between inaction and success was fear.  He was afraid of making a bad decision, which led to fear of negative repercussions, and fear of failure.  Rather than take the wrong action, he would become stuck and take no action. Even bigger than the waste-of-time weekly meetings, he worried his new colleagues were thinking they’d hired an ineffective leader.

Through coaching, first we helped him evaluate his own process, and then reviewed effective decision-making models. Anticipating an upcoming large purchase decision, he prepared to try out his new skills at the next team meeting - which turned out to be a big success. His team was enthusiastic, engaged and energized throughout the meeting. See below my client’s 5 take-away tips for making effective decisions.

1.  Don’t make decisions alone or in an information vacuum. Involve and engage other people, especially those that have specific process knowledge. Getting others’ perspective helps everyone see things more clearly.

2.  Anticipate that some decisions won’t work out.  Some of our best lessons are learned from our mistakes.  Even suboptimal decisions can reveal opportunities for improvement.

3.  Rather than forcing arbitrary deadlines, use data to set a realistic timeframe by which to make the decision.  Try using a calendar to map out the dates when each supporting element will be available; you may even find the deadline will emerge organically.

4.  Own it.  Whatever decision the team – or leader – makes, ask everyone to support the decision going forward.  While disagreement can be healthy and even constructive, it’s good to present a unified front. Learn and coach your team to use the principals of consensus, or agreeing to ‘live with’ and publicly support the decision, even if privately, it was not everyone’s #1 choice.

5.  Finally, add a feedback loop to the process. After implementation, revisit and discuss the outcome with your team. Ask, What turned out well? What did we miss? Which of our predictions could have been improved? And, what have we learned for next time?

So, how decisive a leader are you? To learn more about decision making, leadership and coaching check out our website.  Goldin Leadership Group offers leadership coaching and development opportunities to help you maximize your leadership potential.

Making a Great First Impression

February 10, 2016

Last week I attended an off-Broadway performance of "The Illusionists".  The show featured 6 amazing illusionists that wowed the audience with jaw dropping magic and illusions; everything from making people vanish into thin air to a Houdini-Style lock and chain escape from an ice cold water tank.   The illusion that blew me away most, was when one of the performers inserted a quarter into his eye socket (ouch) and then made it reappear under the skin of his forearm – which he had to cut out to remove.  Was this real …hard to say … but it looked real. So as an audience member, the illusions were interpreted by my perception which drive my reality.  By the end of the show…I was impressed!

So what does this have to do with guest service; actually quite a bit.  When a guest enters a your hotel what do they see, hear, touch and taste?  How do we make them feel?  The guest’s perception of his or her experience is “their reality” regardless of the staff intentions.  

Like the Illusionist, hotel staff can influence the guest’s perception.  While there are many actions that contribute to a fabulous service experience, it is the first impression that sets the stage for a positive and personalized interaction. In general, most people form a first impression in a matter of seconds.  You only get one chance to impress, so make it count!  Below are five strategies for making a great first impression.

5 Tips for Making a Great First Impression

1.Your Personal Appearance Counts:  As shallow as it may seems, people make snap judgements based on how you present yourself.  Are you dressed appropriately? Is your hair combed and nails clean?  Proper grooming and a neat professional appearance are essential to making a positive 1st impression.

2. Simply Smile:  Smiling is a universal gesture of warmth and friendliness understood around the world.  When someone smiles at you, it’s hard not to smile back.  A genuine smile is the first step in connecting with your guest and serves to make them feel valued an appreciated. 

3. Exude Confidence and Approachability:  Did you know that your body language can be a stronger communication vehicle than the words you speak.  You can use your body language to project confidence, warmth and approachability.  Stand up straight with an open stance, relax your arms at your side, hands visible, smile and make eye contact.  These simple actions project a positive, open and welcoming attitude and will make the guest feel welcome.

4. Speak First:  Initiate contact and welcome the guest. This sends the message that you are friendly and here to help.   Use the 10-5 rule; if a guest is 10 feet away, acknowledge with eye contact & body language - If 5 feet away, greet and initiate the conversation.  This removes the burden from the guest to find help.

5, Build Rapport: An important factor in solidifying the first impression relates to how we make people feel.  By showing an interest in them as a person, asking questions and recognizing their interests, you can build rapport.  Your personalized approach will make the guest feel both welcome and valued. At the same time, some guests may be more private or reserved, so be respectful and refrain from pushing to engage in conversation.

If you are looking to up your service game, consider training, coaching and teambuilding programs with Goldin Leadership Group!

The "Can Do" Mindset

January 6, 2016

Have you ever been faced with a seemingly impossible task?  Something so big, so hard and so daunting you thought; "No way... I could never do that!  I think we have all experienced those kinds of moments when we doubt ourselves and our abilities.

Just a few months ago, I had surgery rendering me unable to walk or drive for a month. An electric bed, a wheel chair, crutches and a walker became part of my daily life. Doing the smallest things became hard.  Meanwhile business was booming and deadlines were looming. We had a client launching a huge training initiative and my role was critical. How would I complete the extensive curricula on time? Would I be able to facilitate “train the trainer” from a wheel chair (most of the activities were highly interactive and physical)? Unable to drive, how would I get to the training location?  While this was an extremely challenging time, I had one secret weapon to get me through: a “Can Do" mindset.  I became extremely creative using all the tools and resources available to me.  The Goldin Leadership Team stepped up to the plate and helped me deliver the quality service our clients expected. Together, as a team, we achieved, what felt at time, the impossible.

As a leader we all face challenging situations.  Whether it’s being short staffed, dealing with difficult employees, navigating tight deadlines or coming up with an innovative approach to building a better widget; it is our role as leaders to find a solution.  It all starts with having the right attitude.  Below are seven behaviors to support adopting a “Can Do” mindset.

  1. Have a clear vision of what you want to achieve.
    In order to be successful in any endeavor, you should have a clear picture of what you are trying to accomplish.This will help you to be focused as your sort through the possible routes to success.
  2. Believe in yourself and your abilities.
    Attitude drives behavior.  When you firmly believe in yourself, anything is possible.
  3. Be courageous and reject fear.
    Fear is the number one obstacle to a person’s success.  Courage allows you to move forward and deal with the challenge.
  4. Be open new ideas and suggestions.
    Great leaders listen to suggestions and integrate new ideas into action when possible.
  5. Surround yourself with positive people.
    Your mindset can be easily influenced by others.  Avoid naysayers. Positivity breeds positivity.
  6. Be willing to make mistakes and grow from the process.
    Making mistakes is a natural part of the journey to success. Accept mistakes, learn from them and move on.
  7. Never give up.  Find a way.
    Challenge yourself to keep looking for an option or a solution to your challenge.If you become frustrated, take a break and revisit when your mind is clear.


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