Suggestions
Carolyn Troyan
Leadership & Career Coaching | Strategic HR Consulting | Board Advisor
Carolyn Troyan is the President and CEO of Leadership 360 LLC, a consulting firm specializing in leadership coaching and human resources. With over 25 years of experience in leadership coaching and strategic HR, she has a proven track record of helping leaders and organizations navigate change and enhance their performance. Her coaching approach is characterized by empathy, creating a supportive environment for clients to explore their leadership potential and achieve their goals.12
Before founding Leadership 360, Carolyn held significant HR executive roles in major companies such as Electronic Arts, TIBCO Software, and Siebel Systems, as well as serving as a strategic rewards consultant at Mercer Consulting. She holds a Bachelor’s degree in Psychology and Political Science from Miami University and an MBA in Corporate Strategy from the University of Michigan. Carolyn is also a certified practitioner of the Everything DiSC and 5 Behaviors of a Cohesive Team methodologies.23
In addition to her professional work, Carolyn is an advocate for diversity in leadership, actively mentoring emerging leaders from underrepresented backgrounds and contributing to thought leadership in her field.2
Highlights
For my August monthly post from the field I wanted to share a great feedback model that a dear colleague uses in his coaching to leaders. When you deliver or receive feedback give space for reflection as most humans go through a wave of emotions.
The easy way to remember is SARA…
Shock Our initial response to feedback may be shock, or denial of the feedback, especially if what we hear is unexpected or contradicts our own views.
Anger As we realize what the feedback means, shock can turn into anger or anxiety, particularly as we see its implications. During the anger stage, people may say things like, “Who said this anyway?!” or “This report just doesn’t fit my current situation.”
Resistance If feedback indicates the need for change, we may experience a period of resistance. Change can be difficult, or at least uncomfortable.
Acceptance The final step of the SARA model is acceptance. As we process the feedback, we come to a point of acceptance, which leaves us at a higher place than where we started. When an individual is finally accepting their feedback, you may hear them say, “What can I do to improve?” or “How can I best use this feedback?”
I am excited to announce that I’m joining Goomi Group as their newest Board Advisor.
I was immediately drawn to the Goomi Group’s vision to build a wellness ecosystem to improve hybrid workforce engagement with innovative experiences. They truly embrace that health and wellness should be accessible for everyone.
I can’t be more excited to partner with their founder and CEO, Mika Leah, who is a force of nature herself, a working mom, a young heart disease survivor and a warrior for wellness. She is a former national ambassador for the American Heart Association and a member of AHA’s Board of Directors.
They have seen amazing growth and partner with some of the most well known companies out there including Sony Playstation, CalOptima Health and Experian, as well as some of the biggest health plans Cigna & Aetna.
I look forward to helping them continue their growth and look to integrate both wellness and personal growth @ work!
Let’s do this!
#wellness
