Month: July 2025

Mindy Deardurff’s Master Class in Career Courage

Posted on by Tina-Schuricht

In this episode of @SuccessYourOwnWay, Mindy Deardurff shares how her roots in a small town laid the foundation for a remarkable career spanning higher education and corporate settings. She is driven by a deep desire to empower students and those early in their careers without established support systems. Her personal experience fuels her commitment to mentorship, guidance, and purposeful leadership.

Mindy’s definition of success once meant hustle and proving herself and now centers on leading with respect and empathy, maintaining balance and wellness, and modeling healthy boundaries for her family. Her story is a masterclass in career courage – authenticity, reinvention, and leadership. It’s a call to reject limiting environments, trust your instincts, and honor your evolving definition of success.


About the Guest

Mindy Deardurff has spent nearly 25 years in the Early Careers talent development space.  She spent time in higher education preparing students for the future of work. And worked corporations leading Early Careers talent development and internal mobility functions. She currently leads Early Careers and Internal Mobility at Best Buy.  Before that, she led Early Careers at a Fortune 5 healthcare company.

She spent two decades in higher education, serving as the Dean of Career Exploration at Macalester College. She also led career development and admissions functions at the Carlson School of Management at the University of Minnesota. As a Pell-eligible college student who worked full-time plus to afford college, she has a passion for providing Early Careers pathways for those who may not have access.

She is a die-hard St. Paul, MN, fan and lives there with her 16-year-old son and husband David. On the weekends you will find her fawning over her garden, cheering on the sidelines of soccer games and ideating home remodeling projects.

Effective Management of a Global Team

Posted on by Tina-Schuricht

Effective management of a global team is a critical skill these days, and it’s not easy. Have you been a part of one?  Led one before?  If so you know that managing a global team (or even a remote one) presents unique challenges, but it also offers numerous advantages for businesses.

Benefits of a Global Team
Access to a Diverse Talent Pool 🌍

Hiring globally allows companies to tap into a broader range of skills and expertise. Instead of being limited to local talent, businesses can recruit the best professionals from different regions. The benefits are access to specialized skills that may not be available locally, increased innovation through diverse perspectives, and the ability to scale operations with a larger workforce.

Enhanced Creativity and Innovation 💡

A global team brings together individuals from different cultural backgrounds, experiences, and viewpoints. This diversity fosters creativity and leads to innovative solutions.  Some of those benefits are fresh ideas and unique problem-solving approaches, increased adaptability to changing market trends, and more effective brainstorming and collaboration.

Expanded Market Reach 🌎

Having employees in different regions helps businesses understand local markets, consumer behaviors, and cultural preferences. This insight allows companies to tailor their products and services more effectively.  Benefits are better customer engagement in different regions, increased brand presence and credibility worldwide, and faster expansion into new markets.

Around-the-Clock Productivity ⏰

With employees working in different time zones, businesses can operate continuously. This ensures faster project completion and improved customer service.  Those benefits are 24/7 business operations without downtime, faster response times for global customers, and increased efficiency in project management.

Cost Savings and Operational Efficiency 💰

Hiring globally can reduce costs by leveraging talent in regions with lower labor expenses. Additionally, remote work eliminates expenses related to office space and infrastructure.  The benefits here are lower operational costs compared to maintaining physical offices, the ability to hire top talent at competitive salaries, and reduced overhead expenses for office maintenance.

Greater Cultural Awareness and Inclusion 🤝

A global team fosters cultural awareness, helping businesses build stronger relationships with international clients and partners.  The benefits are improved cross-cultural communication skills, stronger relationships with global stakeholders, and enhanced company reputation for diversity and inclusion.

Increased Employee Satisfaction and Retention 😊

Offering remote work opportunities and flexible schedules can improve employee satisfaction, leading to higher retention rates. That creates work-life balance for employees in different locations, increases job satisfaction and engagement, and lowers turnover rates due to flexible work arrangements.

Overcoming Leadership Challenges
Establish Clear Communication Channels

Effective communication is the foundation of managing a global team. Without face-to-face interactions, misunderstandings can arise, leading to inefficiencies. Use collaboration tools like Slack, Microsoft Teams, or Zoom for real-time discussions, set expectations for response times, especially across different time zones, encourage video calls to build stronger connections and reduce misinterpretations, and provide written summaries of meetings to ensure clarity.

Navigate Time Zone Differences

One of the biggest challenges in global teams is coordinating across multiple time zones. Scheduling meetings that accommodate everyone can be difficult. Rotate meeting times to ensure fairness for all team members, use scheduling tools like World Time Buddy or Google Calendar to find overlapping working hours, record important meetings for those who cannot attend live, and encourage asynchronous communication to reduce dependency on real-time interactions.

Foster Cultural Awareness and Inclusion

Cultural diversity is a strength, but it requires sensitivity and understanding. Different work styles, communication norms, and holidays can impact collaboration. Educate team members on cultural differences through training or discussions, celebrate global holidays and recognize cultural traditions, encourage open dialogue about work preferences and expectations, avoid assumptions—ask questions to understand different perspectives.

Set Clear Goals and Expectations

Without shared office space, global teams need well-defined goals to stay aligned. Ambiguity can lead to confusion and inefficiency. Use SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals, clearly define roles and responsibilities for each team member, regularly review progress through virtual check-ins, and provide detailed documentation for projects to ensure clarity.

Build Trust and Team Cohesion

Remote teams can sometimes feel disconnected. Building trust and fostering relationships is essential for a strong global team. Schedule virtual team-building activities, such as online games or informal chats, encourage cross-team collaboration on projects, recognize achievements and celebrate milestones, and create an open-door policy where employees feel comfortable sharing concerns.

Adapt Leadership Style for Remote Work

Leading a global team requires flexibility and adaptability. Traditional management styles may not work in a remote setting. Focus on outcomes rather than micromanaging daily tasks, encourage autonomy and empower employees to make decisions, provide regular feedback and support to keep employees engaged, and be empathetic and understanding of personal and cultural differences.

Getting the Most From Your Global Team

Effective management of a global team requires strong communication, cultural awareness, and the right tools and technology. By fostering inclusivity, setting clear expectations, and adapting leadership styles, leaders can create a productive and engaged workforce across borders. With the right approach, global teams can thrive and drive success in today’s interconnected world. And coaches can help!  Reach out if you want to learn more about how coaches can support you in delivering effective management of a global team.

Redefining Success with Yifat Rogers

Posted on by Tina-Schuricht

In this episode of  SuccessYourOwnWay, co-host Yifat Rogers steps into the spotlight. She shares her journey from food scientist to fractional consultant and framework creator. Yifat discusses leaving corporate life, building the Eureka Framework, and redefining what success means. From managing perfectionism to prioritizing what really matters, this episode is filled with insights for anyone navigating change, especially those forging their own path after corporate.

 

About the Guest

Yifat Rogers is a seasoned consultant with 20+ years in Food Science, Engineering, and Project Management. Her shift from corporate life to solopreneurship redefined success, prioritizing fulfillment alongside achievement. She founded Yaniv Consulting, leveraging her “Eureka Framework”—a fusion of mindset, expertise, and process—to drive transformative breakthroughs. Known for her curiosity, authenticity, and deep commitment to clients’ success, she fosters trust, motivation, and growth. Her expertise in strategic coaching and human development makes her a trusted partner in navigating career and personal growth. Through Yaniv Consulting (www.yanivconsulting.com), she empowers individuals to define success on their own terms, creating impact with purpose and balance.

Reach out if you have suggestions for future podcast content or want to talk about how to navigate your journey to success!

Transitioning from Peer to Manager

Posted on by Tina-Schuricht

Transitioning from peer to a manager is one of the most difficult career transitions I have experienced. It requires a whole new mindset, refined communication skills, and a strategic approach to leadership. And in the words of Marshall Goldsmith, “What Got You Here Won’t Get You There”. There are also significant benefits to making the transition from peer to manager.

Benefits of Transitioning from Peer to Manager
  • Continuity and Familiarity – Since you were previously a peer, your team benefits from having a leader who understands their challenges, strengths, and dynamics.
  • Stronger Communication and Trust –Your existing relationships with team members can foster open communication and trust, making collaboration smoother.
  • Improved Team Morale – A manager who has firsthand experience with the team’s work can advocate for their needs, leading to better support and motivation.
  • Clearer Career Growth Paths – Your promotion sets an example for others, showing that career advancement is possible within the organization.
  • More Effective Leadership – Since you already know the team’s workflow and challenges, you can implement improvements that directly benefit productivity and efficiency.
Overcoming Challenges

For those of you going through the transition from peer to manager, you know that what makes this transition so challenging is that you go from working alongside colleagues as equals to leading them, making decisions, and holding them accountable. This can test both your leadership skills and your emotional intelligence. Here are some of the most common obstacles and how to navigate them effectively:

Embrace Your New Role with Confidence

One of the biggest hurdles in transitioning to management is overcoming self-doubt or imposter syndrome. You may feel awkward leading former peers but remember—you were chosen for this role because of your skills, experience, and leadership potential. Own your new position with confidence while remaining approachable and supportive. Acknowledge the transition openly with your team. Let them know you’re excited about the role and committed to their success.

Set Clear Expectations

As a peer, you may have shared casual conversations and informal work habits with colleagues. As a manager, you need to establish clear expectations regarding performance, accountability, and professionalism.  You must define roles and responsibilities clearly, communicate goals and objectives early on, and ensure fairness and consistency in decision-making.

Shift Your Mindset from “Friend” to “Leader”

While maintaining positive relationships is important, your primary responsibility is now to lead. This means making tough decisions, addressing conflicts, and sometimes delivering difficult feedback. Be friendly but professional—avoid favoritism, set boundaries to maintain respect and authority, and focus on mentorship rather than personal friendships.

Develop Strong Communication Skills

Effective communication is key to earning trust and respect. You must be able to articulate expectations, provide constructive feedback, and listen to concerns. Hold regular one-on-one meetings with team members, be transparent about changes and decisions, and encourage open dialogue and feedback.

Learn to Delegate

Many new managers struggle with delegation, often feeling they need to do everything themselves. However, effective leaders empower their teams by assigning tasks based on strengths and skills. Trust your team’s abilities—avoid micromanaging, assign tasks strategically to develop employees’ skills, provide guidance but allow autonomy.

Handle Conflicts Professionally

As a peer, you may have avoided workplace conflicts. As a manager, addressing issues is part of your responsibility. Whether it’s performance concerns or interpersonal disputes, approach conflicts with fairness and professionalism. Listen to all perspectives before making decisions, address issues promptly to prevent escalation, focus on solutions rather than blame.

Seek Mentorship and Continuous Learning

No one becomes a great manager overnight. Seek guidance from experienced leaders, attend management training, and continuously refine your leadership skills. Find a mentor within your organization, read leadership books, and attend workshops, ask for feedback from your team, and adjust accordingly.

Embrace the Journey

Transitioning from peer to manager is a significant career shift that can feel challenging, but with the right mindset and strategies, you can earn respect, build strong relationships, and lead effectively.  To do so requires confidence, communication, and adaptability. By setting clear expectations, maintaining professionalism, and continuously learning, you can successfully lead your team while earning their trust and respect. Accept the learning curve, seek mentorship, and continuously refine your leadership skills to succeed in your new role.  Embrace the journey and remember—great leaders are made through experience and growth.

And if you need help, ask!  Coaches can help you navigate the challenges that you face as you make this transition.  Reach out if you want to learn more about how coaches can help with transitioning from peer to manager.

Delivering a Performance Review with Curiosity

Posted on by Tina-Schuricht

Delivering a performance review with curiosity can be a game changer for both you and your team members.  Have you ever sat in a performance review where it felt like your boss was giving you feedback that didn’t resonate?  Or shared general feedback (to protect the anonymity of the provider) that was not helpful?  Has it felt like you were being reprimanded and didn’t agree with the input but felt you had no leverage to push back? Now the million-dollar question…. Have YOU ever delivered a performance review this way?  If so, read on.

Unfortunately, many managers approach performance reviews as a one-sided evaluation, a checklist of strengths and weaknesses delivered with certainty – not as a conversation to help you grow. What if, instead, you adopted curiosity as the driving force behind these conversations? A performance review conducted with curiosity fosters openness, mutual learning, and a stronger sense of collaboration. This approach transforms evaluations from routine assessments into meaningful exchanges that inspire development and motivation.

Curiosity Creates a Safe Space for Dialogue

Delivering a performance review with curiosity signals to the employee that this is not merely a judgment session, it’s a conversation. Instead of approaching feedback with definitive statements, ask a question instead.  Here are a few examples:

Addressing a Strength

  • Traditional Approach: “You’ve done well in handling customer complaints. Keep up the good work.”
  • Curious Approach: “I’ve noticed that you excel in resolving customer complaints. What strategies do you find most effective? Are there any challenges you face that we could work on together?”

Discussing Areas for Growth

  • Traditional Approach: “Your project deadlines have been inconsistent. You need to improve your time management.”
  • Curious Approach: “I’ve noticed some challenges with meeting deadlines. What obstacles have been getting in the way? Are there any resources or strategies that could help you stay on track?”

Encouraging Career Development

  • Traditional Approach: “You’re doing fine in your current role. Let’s keep things steady.”
  • Curious Approach: “I’m really impressed with your work. Where do you see yourself growing in the next year? Are there any skills or experiences you’d like to develop further?”

By asking questions, managers invite employees into the discussion, creating an environment where feedback is received with openness rather than defensiveness. Curiosity also alleviates the pressure employees might feel during reviews. When employees sense that their manager is genuinely interested in their experiences, challenges, and aspirations, they are more likely to engage in honest conversations. This leads to productive discussions where employees feel heard rather than criticized.

Encouraging Growth and Self-Reflection

A curious approach to performance reviews encourages employees to actively reflect on their own progress. Instead of simply being told what they did right or wrong, they are given the space to analyze their own performance. This self-reflection fosters independence, accountability, and personal development. A manager can say, “What strategies have helped you be successful this year?” or “If you could improve one aspect of your performance, what would it be?” These questions encourage employees to explore their potential rather than passively absorb information.

Furthermore, curiosity allows managers to identify the root causes of challenges rather than making assumptions. It encourages leaders to inquire about underlying factors like unclear expectations or external obstacles that they need to address to support the employee.

Strengthening Relationships and Engagement

Employees thrive in environments where they feel valued and respected. A curious leader demonstrates genuine investment in their employees, strengthening relationships and boosting morale. When employees perceive their manager as someone who wants to understand them rather than just evaluate them, their engagement with work increases. They feel empowered to contribute ideas, voice concerns, and collaborate effectively. In contrast, a rigid and authoritative approach to performance reviews can erode trust, discouraging honest dialogue and growth.

Moreover, curiosity enhances the ability to provide tailored support. When managers take the time to understand their employees’ goals, working styles, and challenges, they can offer personalized guidance that resonates. This results in employees feeling motivated to improve rather than overwhelmed by criticism.

Additional Tips on Delivering Performance Reviews

Here are a few additional strategies that I have found helpful in delivering a strong and impactful performance review:

  • Gather 360-degree feedback – Ensure you are encompassing the employees’ input, as well as peers, leaders, customers, and your own.
  • Be prepared to give examples – Highlight behaviors and outcomes you really appreciated and areas of improvement, and align expectations with the employee on these examples.
  • Send the written review in advance – Most individuals need time to process and prepare, especially introverts.
  • Let the employee guide the discussion – Ask them how they want to approach the conversation – where would they like to spend the time? What would be most important for them and their growth and development?
  • Keep the feedback balanced – This goes for both the under and over performers and everyone in between. Find the positives and the areas of growth and align the commentary to any scores or rewards you are giving so there is alignment and clarity.
Performance Reviews are a Tool for Growth

Delivering a performance review with curiosity transforms it from a transactional evaluation into an impactful conversation that drives development and strengthens workplace relationships. A curious mindset promotes open dialogue, encourages self-reflection, and fosters an atmosphere of mutual respect. By embracing curiosity in performance reviews, leaders create a culture where feedback becomes a tool for growth rather than mere assessment, empowering employees to continuously improve and thrive.  Reach out if you want to talk more about how coaches can help you improve your skills in delivering impactful performance reviews.

Fostering Trust Among Team Members

Posted on by Tina-Schuricht

Fostering trust among team members is one of your most important roles as a leader.  Have you ever led a team where there was little to no trust?  Did you feel helpless, yet accountable for turning things around?  I’ve been there.  As a leader, you understand the importance of trust and how easily it can be broken, yet how difficult it is to rebuild.  It is the glue that holds great teams together. It’s what allows people to speak up with ideas, admit mistakes, and rely on one another under pressure. Without trust, collaboration turns into competition and innovation stalls. So, how can leaders help build it? One drop at a time.

Start with Transparency

Trust begins with transparency. Leaders can set the tone by openly sharing decisions, goals, and challenges—even when the news isn’t great. When team members see authenticity and vulnerability from the top, they’re more likely to reciprocate. Team members, too, can build credibility by being honest about deadlines, asking for help early, and admitting when they’re uncertain. This kind of candor clears space for real connection and problem-solving.

Create Safe Spaces for Communication

It’s hard to trust people you don’t feel safe with. That’s why psychological safety—the belief that you won’t be punished for speaking up—is foundational. Encourage team norms where every voice counts, and feedback is given constructively, not critically. Consider adding regular “retrospectives” or reflection meetings where people can discuss what’s going well and what could improve, without fear of blame. This helps clear the air and strengthens mutual respect.

Follow Through and Stay Accountable

Reliability is the engine of trust. When teammates consistently do what they say they’ll do, others learn to count on them. That doesn’t mean being perfect—it means communicating proactively and holding yourself accountable. If things slip, own up and reset expectations. When everyone on a team knows they’re rowing in the same direction, trust deepens.

Celebrate Strengths, Understand Weaknesses

Trust is about more than performance—it’s about humanity. Taking time to understand each other’s work styles, strengths, and quirks helps build empathy. Tools like personality profiles or “get-to-know-you” exercises can spark this insight. Equally important: recognize that every team member contributes differently. Celebrating these differences builds appreciation and confidence in each other.

Build Social Bonds

People trust people they know—not just professionally, but personally. Investing time in casual, non-work interactions can pay big dividends. Whether it’s team lunches, virtual coffee chats, or a group playlist everyone adds to, shared experiences create familiarity and rapport. Even small acts of kindness—checking in after a tough meeting, or remembering a teammate’s birthday—go a long way toward building genuine connections.

How do you Repair Trust Once It Has Been Broken?

Repairing trust in a team isn’t just about fixing what’s broken—it’s about rebuilding stronger foundations. Here are some ways you can encourage your team members to do that:

  1. Acknowledge the breach
    The first step is recognizing that trust has been damaged. Whether it was a missed deadline, a broken promise, or a communication breakdown, naming the issue shows accountability and opens the door to healing.
  2. Apologize sincerely
    A genuine apology—without excuses—goes a long way. It signals humility and a willingness to take responsibility. This is especially powerful when it comes from leadership, but it matters at every level.
  3. Understand the impact
    Take time to listen to how the breach affected others. This builds empathy and shows that you’re not just focused on moving on, but on making things right.
  4. Outline corrective actions
    Trust isn’t rebuilt with words alone. Share what steps you’ll take to prevent the issue from recurring. This might include new communication norms, clearer expectations, or more consistent follow-through.
  5. Invite collaboration
    Rebuilding trust is a team effort. Ask others for input on how to move forward. This not only empowers the team but also reinforces that everyone has a role in creating a healthier dynamic.
  6. Be consistent over time
    Trust is earned in drops and lost in buckets. Rebuilding it takes time and consistency. Keep showing up, following through, and being transparent—even when it’s uncomfortable.
Trust as a Catalyst

Fostering trust among team members is one of your most important roles as a leader. Trust doesn’t appear overnight. It grows slowly, interaction by interaction, built on empathy, reliability, and a shared sense of purpose. But when it does take root, it becomes a powerful catalyst for creativity, resilience, and true teamwork. Reach out if you want to talk more about strategies to help your team members build, keep, or restore trust.

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