#Curiosity Archives - McGinty Coaching

From General Mills to Regenerative Thrills: Alex Popp’s Journey

Posted on December 10, 2025 by Tina-Schuricht

In this episode of Success Your Own Way, “From General Mills to Regenerative Thrills”, Alex Popp shares his inspiring shift from a successful R&D & Sourcing career at General Mills to purpose-driven entrepreneurship rooted in permaculture. After a spiritual awakening in 2022 shifted his trajectory, he left corporate life and founded PermaCulture Party in February 2024. Shortly after, he met his fiancé, Chanel, and together—they transform landscapes into foodscapes, host plant & dance parties, gift trees, plants and food forests to children through Neighborhood Forest, and cultivate eco-conscious-tourism through Airbnb experiences.

Alex discusses how his definition of success evolved—from career milestones to heart-led impact, gratitude, and alignment with the natural world. Mentorship played a key role, from family and colleagues to permaculture guides and business coaches.

He explains permaculture as a framework for living in harmony with Earth, guided by three ethics: People Care, Earth Care, and Fair Share. His proudest moments include proposing to Chanel and hosting a PermaCulture Party at Earth Vibe Festival, where his vision of planting a food forest while dancing and playing at a conscious festival came to life.

Alex’s Tips

🔥 Discover their soul’s purpose

🧘‍♂️ Use meditation to tune into intuition

💡 Plan wisely before making career shifts

🌱 Explore permaculture through books, videos, or design courses

Links to this episode

Alex’s story is a powerful reminder to live intentionally, embrace abundance, and trust the journey. Want to learn more about Alex and his regenerative endeavors?

About Alex

Alex Popp, an entrepreneur and permaculturist, designs regenerative systems for food, water, community, waste, and energy. He transforms landscapes and waste into sustainable, abundant solutions for communities through his roles as Founder of PermaCulture Party, Director of Permaculture at EDEN Energy, and Food Forest & Edible Garden Expert at Neighborhood Forest. Alex is passionate about advancing nature-based-and-inspired solutions to empower humanity, regenerate ecosystems, and cultivate a lasting human culture.

Navigating the Fog

Posted on November 7, 2025 by Tina-Schuricht

How are you navigating the fog? As the calendar inches toward its final pages, many leaders find themselves in a peculiar emotional fog. The year’s momentum slows, yet expectations remain high. Revisiting goals, evaluating performance, and the pressure to “finish strong” collides with fatigue, ambiguity, and the quiet whisper of “what’s next?” This season also offers a powerful opportunity to embrace—not resist—uncertainty.

A Space to Inhabit

Uncertainty is often framed as a problem to solve. But what if it’s a space to inhabit? November invites us into liminal territory: not quite the end, not yet the beginning. It’s a threshold month, rich with reflection and ripe for recalibration. The leaves fall, the light shifts, and nature models what it means to release control and trust the unseen.

In coaching conversations, this time of year is ideal for exploring questions that don’t demand immediate answers. Instead of pushing for clarity, we can guide toward curiosity. What patterns are emerging? Where are you feeling misaligned? Who or is calling for attention? These questions don’t resolve uncertainty—they deepen it. And that’s the point.

Reframing Uncertainty

Leaders, especially, benefit from reframing uncertainty as a leadership skill. The ability to hold space for ambiguity, to make decisions without full information, and to communicate with grounded optimism is what sets resilient leaders apart. Coaches can help clients build this muscle by encouraging reflection over reaction. When the instinct is to sprint toward resolution, we can invite pause.

Fog Doesn’t Mean We Are Lost

One powerful metaphor for this season is the fog itself. Fog doesn’t mean we’re lost—it means we’re being asked to slow down. Visibility is limited, but movement is still possible. In fact, fog demands presence. It quiets the noise and sharpens our attention. Coaching in the fog means helping clients tune into their inner compass rather than external metrics. It’s a time to ask: What do I know to be true, even if the path ahead isn’t clear?

Practically, this might look like revisiting values, redefining success, or even renegotiating goals. It might mean celebrating progress that wasn’t on the original roadmap. It could mean naming grief, disappointment, or fatigue—and honoring those emotions as valid companions in the journey.

A Time for Reflection

As we approach the year’s end, uncertainty isn’t a detour—it’s the terrain. And like any terrain, it can be navigated with intention, grace, and a willingness to be surprised. Coaches are uniquely positioned to walk alongside others in this season, not with flashlights that promise clarity, but with lanterns that offer warmth, presence, and just enough light for the next step.

So let the fog settle. Let the questions linger. Let November be a month of listening—deeply, patiently, and without urgency. Because sometimes, the most powerful transformation begins not with knowing, but with not knowing. And in that space, possibility quietly blooms. Reach out if you want support in reflecting on the past to move more successfully into the future.

Letting Go To Lead

Posted on October 17, 2025 by Tina-Schuricht

Letting go to lead. What does that mean for you? Autumn is nature’s quiet invitation to release. As the trees shed their leaves, they remind us that letting go isn’t a loss—it’s a necessary step in renewal. In leadership and life, we often cling to outdated beliefs, roles, or expectations simply because they’ve been with us for so long. But just like the trees, we thrive when we allow what no longer serves us to fall away.

The Power of Letting Go

The metaphor of falling leaves is rich with wisdom. Trees don’t resist the change; they prepare for it. They stop sending energy to what’s no longer needed and redirect it inward, conserving strength for the season ahead. What if we did the same in our professional lives? Could we pause to ask: What am I still holding onto that’s draining my energy? Have our roles, responsibilities, or “shoulds” outlived their purpose?

Many of us carry invisible scripts—expectations handed down by culture, family, or past versions of ourselves. “I should… be further along….want that promotion….be able to do it all.” These scripts often go unquestioned, yet they shape how we lead, how we show up, and how we define success. Autumn invites us to challenge those scripts. To ask: Is this belief still true for me? Is this role still aligned with who I am becoming?

Create Space

Letting go can feel uncomfortable. It may stir up fear, uncertainty, or grief. But it also creates space—for clarity, creativity, and courage. When we release what’s no longer aligned, we make room for what is. We become more intentional, more present, and more powerful in our leadership.

Here are a few ways to embrace the season of shedding:

Reflect with Curiosity

Set aside time to journal or walk in nature. Ask yourself: What am I ready to release? What beliefs or habits feel heavy or outdated?

Name Your “Shoulds”

Write down the expectations you feel pressured to meet. Then sort them into three categories: want, need, and neither. Let go of the ones that no longer reflect your values.

Practice Gentle Detachment

You don’t have to make dramatic changes overnight. Start by loosening your grip—declining one meeting, delegating one task, or saying no to one obligation that doesn’t serve you.

Reclaim Your Energy

Notice where your energy flows. Are you investing in growth, or just maintaining appearances? Redirect your focus toward what fuels you.

Trust the Cycle

Just as trees trust that spring will come, trust that letting go will lead to new beginnings. Leadership isn’t about holding everything—it’s about knowing what to release.

Embrace Change

Autumn teaches us that change doesn’t have to be loud or chaotic. It can be graceful, intentional, and deeply empowering. As you move through this season, consider what you’re ready to let fall. Because in the space that remains, something new can take root—and that’s where true leadership begins. Reach out if you want to talk more about how to achieve the change you seek.

A Mindset Shift That Unlocks Growth

Posted on October 3, 2025 by Tina-Schuricht

Are you in need of a mindset shift that unlocks growth? In the pursuit of personal and professional growth, one of the most subtle yet powerful shifts we can make is moving from rationalizing to scrutinizing. Rationalizing is the art of self-justification—explaining away decisions, behaviors, or outcomes to preserve comfort or avoid discomfort. Scrutinizing, on the other hand, is the practice of honest examination—inviting curiosity, accountability, and truth into the conversation. This shift isn’t about self-criticism; it’s about self-leadership.

Rationalizing vs Scrutinizing

Rationalizing often shows up in moments of tension or ambiguity. We might say, “I didn’t have time,” when the truth is we didn’t prioritize. Or, “They wouldn’t have listened anyway,” when we’re avoiding a difficult conversation. These stories protect us from vulnerability, but they also keep us stuck. They reinforce patterns that feel safe but limit our capacity to evolve.

Scrutinizing interrupts that cycle. It asks: What’s really going on here? It’s the mindset of a coach, a strategist, a learner. Instead of defending our choices, we examine them. We look at the data of our own behavior—not to judge, but to understand. Scrutinizing invites us to ask better questions: What assumptions am I making? What fear is driving this decision? What outcome am I avoiding?

This shift is especially powerful for leaders and entrepreneurs—those who operate in high-stakes, high-autonomy environments. When we rationalize, we outsource responsibility to circumstance. When we scrutinize, we reclaim agency. We become architects of our own growth.

Impact on Leadership

Consider a leader who rationalizes a team’s underperformance by blaming market conditions. That story may be partially true, but it also obscures opportunities for improvement. A scrutinizing mindset would explore internal dynamics, communication gaps, or strategic misalignment. It would turn the mirror inward—not to assign blame, but to uncover leverage.

Scrutinizing also deepens authenticity. When we stop rationalizing, we stop performing. We start showing up with more transparency, more humility, and more clarity. This builds trust—with ourselves and with others. It creates space for reinvention, because we’re no longer clinging to old narratives.

How to Adjust

The transition isn’t always comfortable. Scrutinizing requires courage. It means sitting with discomfort, naming what’s hard, and choosing growth over ego. But it’s also liberating. It frees us from the exhausting task of defending our limitations and opens the door to new possibilities.

To begin this shift, start small. Notice your internal dialogue. When you catch yourself rationalizing, pause. Ask: What am I avoiding? What’s the truth beneath this story? Then, get curious. Replace judgment with inquiry. Over time, this practice rewires your mindset—from one that protects to one that evolves.

How Coaching Helps

In coaching, this shift is often the turning point. It’s where transformation begins—not with a new strategy, but with a new lens. When we move from rationalizing to scrutinizing, we stop managing appearances and start leading from truth. And that’s where real growth lives. Reach out if you want to chat more about how this mindset shift can unlock your growth.

Unlocking Everyday Inspiration

Posted on August 8, 2025 by Tina-Schuricht

Unlocking everyday inspiration can be challenging. Getting up in the morning, tackling each day with enthusiasm, that is tough to sustain. Inspiration is often romanticized as a lightning bolt moment—sudden, electrifying, and game-changing. But in reality, it’s a quieter force that thrives on intentionality, perspective, and presence. Whether you’re a leader seeking fresh vision, a creator facing a blank canvas, or someone simply wanting to feel more alive in your daily routine, inspiration is within reach. You just have to know where to look.

Shift Your Environment

Sometimes your surroundings need a refresh before your mindset can follow. Case in point, I wrote this blog article while traveling with my husband to a conference. I am not sure I would have had the inspiration to do so if I hadn’t been away from my normal environment. A change of scenery—be it a walk in nature, working from a café, or traveling to a new city—can stimulate your senses and offer novel inputs for your brain to connect. If travel isn’t feasible, reorganizing your workspace or adding elements like music, art, or light can make a surprising difference.

Learn from Others

Podcasts, books, documentaries, and even casual conversations are wells of insight waiting to be tapped. Seek out thought leaders with different perspectives, or dive into biographies of those you admire. Innovation often begins with reimagining someone else’s idea through your own lens. I encourage you to check out our Success Your Own Way podcast for some inspiration. We bring on guests who share their stories, all of which have been inspiring for one reason or another.

Follow Curiosity

Inspiration isn’t always found—it’s followed. Pay attention to what piques your interest, even subtly. Whether it’s a TED Talk on urban farming or a newsletter on design trends, these breadcrumbs can lead to expansive new territories. Don’t dismiss things just because they seem unrelated to your current path; inspiration often thrives in unexpected intersections.

Create Before You’re Ready

Waiting to feel inspired before you begin can be a trap and also an excuse. Because the truth is, you may never feel ready. Stop procrastinating, put your perfectionism aside, and start creating—write, sketch, brainstorm—without pressure. This process often stirs up thoughts and patterns that fuel deeper inspiration. Treat it as a warm-up, not a performance.

Surround Yourself with Energizers

Energy is contagious. Connect with people who light up when they talk about their work, who challenge you in constructive ways, and who think expansively. Whether through coaching, mentorship, mastermind groups, or collaborative projects, these relationships feed your intellectual and emotional fire.

Embrace Stillness

While action can spark creativity, reflection often deepens it. Quiet moments—meditation, journaling, unplugged afternoons—help you tune into your inner voice and recalibrate your focus. The world is loud; inspiration sometimes hides in silence.

Revisit Your “Why”

When you reconnect with purpose, inspiration flows more easily. Reflect on the impact you want to create or the legacy you hope to leave. Purpose gives meaning to even mundane tasks and transforms routine into ritual.

Inspiration isn’t Passive—it’s a Practice

Unlocking everyday inspiration is challenging, but with the right mix of curiosity, connection, and self-awareness, you can cultivate it daily, not just stumble upon it. And the best part? When you’re inspired, you inspire others. Reach out if you would like to talk about unlocking everyday inspiration!

Delivering a Performance Review with Curiosity

Posted on July 11, 2025 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.

Tag: #Curiosity