An experience at a recent women’s networking event, has made we think long and hard about where we are in our responsibility as senior professional women. In this week’s The Conscious Lawyer blog, I share my views on why we need to focus less on “me” and more on #ustoo.

In this final instalment of ‘Dealing with the Difficult’, I discuss the fifth step in how we can better equip ourselves to deal with challenging workplace behaviour. When we seek the support of others, we start to see what is possible for us to move forward.

In this instalment of ‘Dealing with the Difficult’, I discuss the fourth step in how we can better equip ourselves to deal with challenging workplace behaviour. When we take responsibility for our own part, we cast light on the responsibility of others.

In this instalment of ‘Dealing with the Difficult’, I discuss the third step in how we can better equip ourselves to deal with challenging workplace behaviour. When we remove the mask and open up to how we feel, conflict falls away.

In this instalment of ‘Dealing with the Difficult’, I discuss the second step in how we can better equip ourselves to deal with challenging workplace behaviour. When we get comfortable with difficult conversations, our relationships unlock in surprising ways.

In this instalment of ‘Dealing with the Difficult’, I discuss the first step in how we can better equip ourselves to deal with challenging workplace behaviour. When we displace negative emotion with position reflection, we negate traces of harm.

In the opening instalment of this ‘Dealing with the Difficult’ series, I share my experience of how we can better equip ourselves to deal with difficult workplace behaviour. When we stand up and choose to tackle damaging behaviour, one step at a time, we re-humanise ourselves and our organisations.

According to Daniel Goleman, your IQ is only 20% of your success. The rest is emotional. When you choose to handle your feelings in the workplace, you are open to welcoming greater opportunities for joy.

In this final Part 5 of my focus series on ‘Shifting from results to people’ I share what it looks like to Consciously Lead a Deal. When we create the optimum environment for collaboration, we enable our teams to lead themselves to unprecedented levels of performance.

In this Part 4 of 5 series on ‘Shifting from results to people’ I discuss the importance of giving recognition. When we praise and recognise effort during performance, we actively enable people to convert their human potential into tangible achievement.

In this Part 3 of 5 series on ‘Shifting from results to people’ I discuss what it looks like to tackle the difficult discussion. When we treat awkward conversations as an opportunity to listen and learn, discomfort and conflict dissolve, allowing humanity to rise.

4 years ago I decided to close the door on one successful career in search of greater fulfilment in life and work. Today, as I turn 50, I realise that the journey into finding greater meaning and purpose is not a destination. Rather, it is a state of being that nourishes, challenges and stretches you with every step forward into the unknown. Happy 50th Birthday, Kiran Scarr. Welcome to living your best next half century!

In this Part 2 of 5 series on ‘Shifting from results to people’ I discuss what it looks like to set goals that matter. When we communicate goals in a meaningful way that connects to purpose, performance comes alive.

In this Part 1 of 5 series on ‘Shifting from results to people’ I discuss what it looks like to Communicate Vision and Strategy with Impact. When we connect hearts and minds to the bigger picture, people become self-motivated in creating greater success.

We use control as a replacement for belief in ourselves and others. We fear letting go of control because we have forgotten how it feels just to be. Let go of control and step into the space ahead. In that space lies discovery, improvement and achievement beyond belief.

Rehumanising our organisations means rehumanising ourselves. We need to show greater compassion for ourselves in order to show greater compassion for others. When we open our hearts to show the gaps in ourselves, we make room for others to get comfortable with those gaps and close them from within.

If ego is the enemy, empathy is our friend. If we want to build greater connection and trust in the people around us, we need to humanize ourselves, not dehumanize them. This means stepping into their shoes to see a situation from another perspective, then choosing to lead differently.

Concerned about what you can deliver in the first few months of a new role? It’s not what you do, it’s how you behave. Get the first 30 days rights, and impact will flow.

Many of us pass through life focusing on what we want and need in the future without fully appreciating what we already have. We focus on what others are attracting and tell ourselves we will be happy if we have that too. When, in reality, the route to fulfilment and happiness is not seeking more but rather showing gratitude for the abundant gifts and opportunities that are already present in the moment.

Letting go of the idea of perfection is critical to our success as leaders. What shifts us from traditional to growth leadership is learning to appreciate the value in experimentation, course-correction, and fast failures as an essential path to mastery. Growth comes with appreciating the value in being imperfect.