Womens History Month 2022

Power To The Queen! A Women’s Month-Long Program to ACTIVATE your Goals: Remember, Reflect, Celebrate, and Make your Resolution for 2022

Join our Facebook Group for this program and our Weekly Video Blog posts. 

SUMMARY:  Join our FUN, INSPIRING celebration as the Daring Women Leaders we are and aspire to be.

WHAT DO YOU WANT WOMEN’S HISTORY MONTH TO DO FOR YOU THIS YEAR? Learning is good, but TAKING ACTION is BETTER because it gets you RESULTS. SET and RECOMMIT to a GOAL for work or your life that will bring you HAPPINESS or SATISFACTION; one that you’ve been PUTTING OFF. Your commitment energy will MOVE YOU and ALL women FORWARD.

Action Theme 1: REMEMBRANCE – How to ACTIVATE the GREATNESS of the WOMEN WHO CAME BEFORE YOU, in your family lineage, your cultural heritage, and from global women’s history, to INSPIRE and MOTIVATE you when you’re QUESTIONING YOURSELF or are CHALLENGED by others at work

Action Theme 2: REFLECTION – How to TURN AROUND INEVITABLE DISAPPOINTMENTS and INJUSTICES at work to BUILD your WISDOM, and channel negative energy into POSITIVE MOVEMENT toward your goals

Action Theme 3: CELEBRATE! – Our STRUGGLES, ACHIEVEMENTS, and PROGRESS. What do we appreciate, and perhaps not enough, in our own careers, and the collective achievements of women professionals? How should we, as women, balance our PRIDE with HUMBLENESS in a male-focused workplace?

Action Theme 4: Above all, March is a TIME for RESOLUTIONS – to RECOMMIT to a personal GOAL for work or life that you’ve been putting off that will bring you HAPPINESS or SATISFACTION. Let’s HELP YOU GET UNSTUCK and DISSOLVE the BARRIERS to your SUCCESS. When you win, women win, and everybody wins.

Tomorrow, we’ll do a deeper dive into why as women, it’s important to REMEMBER where we came from. Don’t miss it!

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The Black (Female) Tax

The first time I heard of “the Black tax” was watching the film, “Introducing Dorothy Dandridge” starring Halle Berry. At one time, “the Black tax” referred to the money that successful Blacks were expected to send to their families back home. But now, as in the movie, it has also come to mean the accumulation of macro- and microaggressions that Black Americans may be subjected to everyday — that extra ‘pound of flesh’ exacted to remind them to conform to their lower status in our American society.

It has been said that women leaders have to perform 200 percent to break even in white, male-focused workplace cultures. If so, then Black women may have to perform 300 percent, as they are double-taxed for being both Black and female. This is the price you may have to pay to keep your job and maintain your position and status in the workplace. You can imagine how tiring, frustrating, and exasperating it must be.

Working with our Black female clients, we can cite a few patterns that may be active in her situation that inevitably cause some stress; take a toll psychologically or physically; compromise her ability to remain objective about how she appears to others and sustain her self-confidence in challenging situations; make the best decisions; and choose right action.

You might ask yourself if you have anything going on that sounds like: overcompensating for other people’s negative stereotypes; playing smaller because you are made to feel smaller; or bearing the burden of privilege and feeling pressure to leave a legacy for the Blacks behind you? There is no judgement regarding which choices are right or wrong given the reality of your situation. The question is whether your choices are working for you, or ultimately against you, by compromising your well-being. Do they truly reflect your core values, meet your inner needs, express the you that you want to express, and enliven your being? If not, could you, and do you want to, do better? What if we could find a way, and you didn’t have to do it alone?

What if you could walk into a room filled with powerful, white, male authority figures without feeling nervous? What if you could avoid getting interrupted during meetings or having credit stolen for your ideas? What if you not only had allies to support you behind the scenes, but colleagues willing to step up in the heat and heart of the moment, real time, to support your shared cause?

Kimberly Harden, a Black consultant in Diversity, Equity and Inclusion (DEI), asserts that, “Most people have good intentions; they are allies and support the plight of people of color and those from marginalized groups in a way that is comfortable to them. Allyship is not enough. In order to disrupt racism and work on achieving equity, one must be willing to move from ally to accomplice. As an accomplice, you will walk the talk and take the steps necessary to dismantle the power structure of White privilege and supremacy and create substantial and sustainable societal and institutional change that treats all persons with dignity and respect.” (1)

Dr. Larry Walker, a Black professor in educational leadership adds, “Much like White privilege defines the experiences of White Americans, the Black tax is inextricably linked to the experiences of African Americans. You see, the Black tax is not paid annually but due every day of your life. Society does not offer an ‘out clause.’ This is why the voices of the Black community must be amplified.” (2)

In March 2021, Roz Brewer will become (alas the one and only) Black female CEO of a Fortune 500 firm. One of her mentees said, “The most important thing I’ve learned from Roz is to be comfortable in your skin and to always know that you deserve to be where you are.”

Roz herself has stated, “I am a big believer in recognizing that African-Americans have seen and experienced something very different in our lives. You can’t put African-Americans in leadership positions and expect them to lead like White people. Our experiences have value too. Sometimes African-Americans are too quiet at the table because we think that our opinion doesn’t matter. But it does. Some get silent because they get beat down or they get silent because they have all the know-how in the world, they have the degrees, the Harvard MBA, but they don’t feel wanted. We have to increase the numbers so they feel comfortable and confident in these environments, and create a workplace where they are being heard.”

For Brewer, the solution is simple. “Speak out and speak up. I feel a personal obligation to make sure that every place I work is the best place it can be for women and minorities to work.”

Isn’t it time for each of us, regardless of color or background, to do the same… to make a personal and collective commitment to back each other up when we see the Black, Brown, Red, Yellow, Female, LGBTQ, Disability, Introvert, etc…  Tax being exacted from someone in the room? Only when enough of us stand together through our actions, consistently, will DEI stop crawling and stalling, and become a fuller reality for the good of all stakeholders.

What do you think?

  • https://diverseeducation.com/article/138623/     Harden, “Moving from Ally to Accomplice: How Far Are You Willing to Go to Disrupt Racism in the Workplace?” 3/4/19
  • https://diverseeducation.com/article/182837/   Walker, “Proposing a Concept of the Black Tax to Understand the Experiences of Blacks in America” 7/6/

The ‘CATCH-22’ that Entraps Asian Women Leaders

Why Asian women face a No-Win situation in the American workplace, and What We Can Do About It

This Catch 22 features a three-pronged bind. First of all, Asian and American cultures prescribe virtually opposite behavioral standards for professional success — Asians expect submission to authority and the team, whereas Americans expect competitive, individualistic assertiveness.

Secondly, the two cultures impose a double dose of socialization that basically affirms women as second-class citizens relative to men.

And the final ironic twist: while considered “just girls”, we are nevertheless members of the finite offspring of an Asian family in the promised land of America, where every child, male or female, is often pushed (or frankly shamed) into achieving success and honor. As such, we bear the double load of our family’s hopes — those usually applied to the son as well as those to the daughter. This means we should not only be obedient and excellent daughters, wives, and mothers, but also, overachieving and wildly successful professionals in the competitive American workplace.

 

In summary, Asian America asks us to be fully functioning, minority superwomen who suffer silently from cultural schizophrenia! Surely we can see how these convoluted expectations might present a conundrum for Asian women that is a virtual ‘NO WIN’ situation. A high cost is undoubtedly paid on many levels in keeping Asian women in this bind. Certainly the individual woman suffers the frustration of not expressing her authentic professional self or realizing her fullest potential; but the organization, its stakeholders, and larger community also forfeit the benefits of her best contributions if she were free to be — all she is and could be, as a leader.

Every one of the many female Asian professionals I’ve worked with, as talented and heroic as they are, ALL attest to the personal cost they have paid by tolerating their personal Catch-22: a pervading sense that all may not be well; uncertainty, ambivalence, confusion; a lack of clarity or confidence; overwhelm, burnout, work/life imbalance; feeling unsure about how to navigate work relationships or their organization’s culture and politics; career frustrations; disappointment, depression, hopelessness, fear, and anger. Living this unsolvable puzzle day to day could baffle anyone.

How does this Catch-22 show up at work? We share some stories here:
-”I think my natural introversion and deference to authority may be holding me back; it’s frustrating to see less qualified, yet self-promoting, coworkers outpace me.”
-”It’s hard for me to say no, so I probably take on more than I should, because I feel driven to prove myself. Then my work/life balance suffers and I burn out.”
– “Sometimes I feel uncomfortable asserting my ideas and opinions in front of a group or upper management. What if they are not well received?”
– “I find myself triggered when coworkers, and especially supervisors, challenge me. I feel mortified if I made a mistake — OR — I feel stubborn like when I push back at my parents to get what I want.”
– So what is your story?

How did this happen to me?

We may experience the first whammy at work as we encounter our organization’s preferred leadership style. In the mainstream tradition, the Western masculine norm of an assertive, individualist, competitive style would be disappointed by the traditional Asian norm of a more submissive, accommodating, team-oriented style. Fortunately, today there is greater understanding  and tolerance for diverse styles that may even prove more effective, including “feminine” and introverted leadership.

We will experience the second whammy of being socialized as second class citizens in both of the cultures we live in: the sexist traditional American workplace and the sexist traditional Asian upbringing. Not only do we suffer the usual inferiority complex that any woman might when navigating a man’s world; but also from the archaic, yet traumatic, legacy of being permanently devalued because we were born into an Asian family as a girl and not a boy.

The third whammy is common to both Asian women and men: an internalized cultural pressure to perform or to be perfect. Traditional Asian roots in Confucianism anchors your identity in your societal roles vs. in your individual personality, as we do in modern Western societies. You are only as valuable as your contribution to society (in the approved professions) and you bring honor to your family.

And we are not alone. This is often the case with other countries and cultures that are less progressive in their gender and social politics. Importantly, research shows that self-limiting, judgmental Asian values like these are rigorously (even if unconsciously) passed down in subtle and unsubtle ways, and persist in even third-generation Asian Americans(1).

Think of a time you were made to feel like you were “not enough” or “too much”, either because you were female, did not measure up or fit in, or were lower in the hierarchy of power. What personal story sticks out in your mind?

Here are some stories we want to share with you. You are not alone:

-“When the hospital called my dad with the news that I was a baby girl and not a boy, he hung up on them.”
-“At dinner, our guest commented on how pretty I was. My mother, in an effort to show humility at my expense, interjected, ‘Are you kidding — she’s not pretty at all!’ I felt like I was invisible.”
-“When I was six, I accidentally lost a pair of Mary Jane shoes my big sister had just bought me to wear to school. She scolded me: ‘Do you have any idea how many hours we have to work to pay for these $10 shoes?’ That’s when I thought I must be worth less than a $10 pair of shoes.”
-“I came home with a grade of 96 on a test. My mom wanted to know, ‘Why didn’t you get 100?’”
-“Unless I become a doctor, engineer, or lawyer and marry an Asian and have Asian kids, I am a failure in their eyes; and it will be hard to live it down.”
-“With the pressure I feel to please my parents, who I love and who love me, it’s been hard to find out what I might really want, independent of them.
-What is your story?

How can we free ourselves from this Catch-22?
It does not serve us to underestimate how a well-intentioned, yet deeply undermining, bicultural belief system has affected us and our choices at work and in our life. Let’s recognize it; hold ourselves accountable for coming to terms with it; and take savvy and appropriate action to reach our goals in its presence.

How do we free ourselves from this bind? The first step is to recognize that this paradox is, in fact, a baked-in part of our current reality as Asian women working in America. Only then may we begin the work of relaxing the sabotaging hold it has on our consciousness and everyday decision making. We gain clarity and come to terms with what we really want, in addition to what our parents and bosses want from us. And we can learn how to navigate through our bicultural world of conflicting expectations as successfully as possible, without losing who we are.

STRATEGY – Here are some potential milestones that you and your leadership coach may cross along your journey:

Step 1: Assess Your Situation: Awareness of Self, Others, and your Organization
-Understand how your personal bicultural situation impacts your work
-Clarify your own values, needs, vision, goals, and leadership style
-Understand how the culture and politics of your organization will likely impact your success

-Catch and remedy your bindspots

-Process and integrate valuable new learning and emotions as they surface
-How to Manage Different Personalities, Relationships, Culture and Politics
-How you might Lead your Team more effectively

-How you might improve your and your team’s Relationships with key Stakeholders

Step 2: Co-Design a Strategy with your Coach
-Personal SWOT Analysis – Strengths, Weaknesses, Opportunities, Threats
-How to Leverage your Strengths and Add Key Skills
-How to Lead when you are a Minority Woman or Introvert
-How to Navigate Unconscious Gender and Racial Bias
-Co-Design your Career Path, Goals, and Action Plans

Step 3: Implement
-Commit to Outcomes for You, Your Team, your Organization
-Build in Accountability: -Track Progress on your Action Plan

-Getting the Support you need through Implementation

There is no need to continue frustrated, trying to solve this seemingly unsolvable puzzle. Get the understanding, support, and solutions you need to free yourself from the Asian Woman Leader trap, and be the real, successful YOU that you are meant to be: PowertotheQueen.com

(1) Hyun, “Breaking the Bamboo Ceiling”, P. 8-9

Copyright Nancy Chen 2020

 

International Coaching Week 2019

April 29-May 5

This annual celebration of coaching was initiated by the International Coach Federation, a global leader in coaching certification. To learn more about the what, why and how of International Coaching Week Click Here

During this week, hundreds of thousands of coaches and coaching organisations around the world volunteer their time to people who want to be coached, but may not have the opportunity or means to hire a coach.

The Coaching Fellowship is a good example of an organisation that provides such services to women leaders in the social impact space in countries all over the world.  For two years, I have volunteered my services as a women’s leadership coach to TCF clients in the USA and Europe, serving as their executive partner to help them build confidence, make tough decisions, develop the soft and hard skills needed to be a more effective manager, identify blind spots, or strategize for the next step in their careers.

It is wonderfully rewarding to support these women who are dedicated to creating positive change in our world. Social entrepreneurs, public agency directors, social MBA and JD candidates, and others who choose to invest themselves and their careers to steer and shape community and world circumstances to improve life on our planet, and that of Mother Earth herself. 

If you are, or know of, a woman who leads in the sector of social impact and needs leadership, career, or business coaching, TCF may be able to help. To find out more about The Coaching Fellowship program Click Here

And if you are, or know of, a coach who might be willing to volunteer, let them know about TCF. They are almost doubling their reach in 2019 and are in need of certified coaches. Let’s all pull together to create great, positive impact for women leading change!

 

Connect-Agility

Here is a 7-minute talk I recently shared with 400 of my local Bozeman, Montana community members.  It’s about how to understand and connect more easily with people different from ourselves. As our workplaces, communities, and world grow in diversity and complexity, we may find ourselves challenged to adapt to new situations and people.  How do we navigate through these changes to ensure we maximize the opportunity and benefits they bring, rather than bemoan our disappointment? And how do we make room in our hearts and minds for people who don’t fit our mainstream cultural ideals — (like introverts or WOMEN!)? 

When I moved to the Mountain States from New York City a few years ago, I didn’t know anyone here. My daughters were settling on the West Coast, and I wanted to be near the mountains and my girls. Up and down the Front Range, in smaller cities like Fort Collins, Colorado and Bozeman, Montana, I saw the excitement of folks moving in, and also, the undercurrent of disappointment of the local folks witnessing their hometown undergo drastic and permanent change.  Seemingly inevitable expansion, population growth, space shortage, housing price hikes, traffic, and more. How do we make sense of this and adapt to make the best of it?  

Let us know what you think:

Your Personal Women’s Herstory Month!

Each year, we reserve this month to honor and celebrate women who made HERStory (it takes practice getting used to ‘herstory’ vs. ‘history’!) by making life better for women throughout HIStory. BRAVA! Everywhere you look this month, you will find websites, publications, speakers, and programs to remind us to appreciate these women. They are taken care of.

BUT WHAT ABOUT YOU? As a woman, you too are a part of our collective female herstory; you contribute to it and live it each day. This month, we invite you to consider and appreciate how your personal herstory made it possible for you to be where you are today. WHY? This is not an exercise in chest-thumping; it is deservedly taking stock of yourself. How did you start out? What kind of road did you travel to arrive where you are today, good and easy, or not-so-good or easy? What opportunities, luck, barriers, or challenges did you face? What mistakes and smart moves did you make along the way? What Superwoman feats did you have to perform? What lessons did you learn? Who or what lent you support? What would you have done differently if you could? Take stock, pat yourself on the back, and let yourself off the hook. You are just fine as you are. Like the rest of us, you are an imperfectly perfect human being.

And if your history has included stress and hardship, but you want to make sure there’s less of it moving forward, please know that it is never too late to make the change that really counts — IN YOUR MIND — where ALL our “truths” originate, to BEGIN CREATING YOUR FUTURE HERSTORY. What do we mean by that? Your ‘future herstory’ — is the story you will be able to tell if you make the change, choose the better decision, avoid the bad habit, do what you really want to do, get what you really need. It’s the story that will put all the other stories to bed; the one you REALLY WANT to tell your grandkids. It’s the story that will make all regrets and “Gee, I wish I had……” unnecessary. It’s the story that will put to rest the critical inner voice in your head and finally console your inner child. It’s YOUR HEROINE STORY.

Your PERSONAL FUTURE HERSTORY will flow into the collective stream of all the FUTURE HERSTORIES from women all over the world who, like you, are consciously tuning into their head, heart, and will to put into action their dreams and visions. And all our realities will culminate into our near-term future, as a building block for our long-term future — because it looks like so much of what is good, is truly up to women and in women’s hands, to bring forward into the world. So BE BOLD, WOMAN! Step up and into your future by taking that BOLD STEP TODAY!

Happy International Women’s Day!

Here’s a great way to empower yourself in 2019 in celebration of your dreams and well-being. What if …. you accept an invitation to explore the possibility of getting what you really want and need at work and at home? There’s nothing to lose, and a crazy awesome, fulfilling life and a better world to gain!  

Contact us to qualify for a FREE 90-Minute, 1-on-1 Coaching Discovery Session with Nancy Chen, our Founder and Strategic Facilitator for women leaders. Click Here!

How to Handle Tough Conversations

BLOG 8 FEB 2019 (Outie)

What were the tough conversations you’ve had in the last 12 months?

Delegating your work to someone?
Motivating an unmotivated coworker?
Asking for a raise or promotion?
Calling someone out?
Sharing or receiving bad news?
Expressing disappointment over expectations not met?
Accepting praise?
Accepting feedback or criticism?
Pushing back?
Saying “No”?
Something else?

Step #1. COMMON THEME:

See if you can find a common theme to the conversations you found to be “tough”, by completing this sentence: “ This was tough for me because…”
I felt guilty, or like a slacker
I don’t like conflict or confrontation
I felt uncomfortable, less than confident about what to say
I was unsure if I deserved what I was asking for
I was unsure if I deserved their praise
I didn’t want to look like a show-off or big shot
I didn’t want to hurt their feelings
I didn’t want to be rejected or fail
I didn’t want to look bad
I didn’t want to make a fuss or look like a troublemaker
It’s just easier if I don’t go there
Something else?

Is there a common reason your conversations were challenging for you? Make a note of it; is there an “AHA!” learning moment for you here?

Step #2. POST MORTEM: It’s OK. Whatever made it tough for you, that’s what was going on for you; you’re only human. If you want to handle tough situations more effectively, try writing a paragraph describing your thoughts and feelings before, during, and after the conversation, to deepen your self awareness. What were your perspective, concerns, and intended outcome going into it? How did it work out? What might you have done differently? What lessons can you take away from your valuable experience with tough conversations in challenging situations?

Step #3. PREPARATION: If you know you’re heading for a tough conversation, it really helps to be prepared. Rather than just diving in and improvising, we suggest you:

A. Assess the Situation on Three Levels:
Your role, interests, values, motivation, power position, what’s at stake for you?
Their role, interests, values, motivation, power position, what’s at stake for them?
The organization’s interests, values, motivation, what’s at stake?
Personality styles – yours and theirs: free quiz:

https://www.123test.com/disc-personality-test/

Consider:
What personal biases may be clouding your assessment? Relax them and reassess.
How might you adapt your communication with other people involved, in order to better meet your goals?

B. What are your goals or desired outcomes? On three levels:
For the situation, department, or organization
For your relationship with other parties involved
For yourself and your career

C. What can you anticipate?
Areas of common ground; agreement, interest, goals
Areas of potential difference or conflict
Possible questions, concerns, push back, objections

Step #4. DESIGN OPTIONS for RESPONSE:

Map out the situation before you. Given the information you’ve collected above, how might you proceed? Lay out different options for response, their pros, cons, and any inherent risks.

What factors are in or out of your control? How will you use them or let them go?

Envision how you would like to conduct yourself.  For example: Are you fully present; taking up your space; interested in the facts and truth; practicing empathy and fair handedness; standing in your truth; asserting yourself appropriate to the situation; holding yourself accountable to your intentions; holding others accountable to their commitments; applying your power; Being the Queen you can be?

What kind of relationship do you want to create?

Envision the type of relationship you could have.  For example: What would you need to do to lessen any friction or conflict; invite collaboration; evoke trust, respect or compliance, etc.?

Envision the type of outcome you intend.   For example: What would be the best outcome vs. the ‘good enough’ outcome? What’s in the way?  What would have to happen/what could you do to create this outcome with the other people involved?

What might be your best approach or strategy? One that has the best chance of accomplishing your goals for the organization, for your relationships with interested parties, and for yourself and your career? What kind of response could you anticipate from them – Yes, No, or Compromise/Renegotiate? What would be our response back?

Step #5. TAKE ACTION and FOLLOW UP

– Try practicing or role playing the conversation on your own or with a helpful partner.
– What would be the best time to hold the conversation? Plan and schedule it on your calendars as needed.
– Anything else that will help you follow through?
– Follow through!
– What are the lessons you’ve learned from this conversation? How will you apply them to other areas in your life?

– CELEBRATE! You’ve just grown through another tough conversation!

When navigating through challenging or complex situations, many people find it helps to have a thought and decision partner. This is where we come in. As strategic facilitators, we can help you explore and challenge how you currently see your situation; what you think you can or cannot do about it; and empower yourself to make your best decisions, design your best strategy, and follow through with the best implementation.

Contact us to learn more about how we can support you. We’d love to hear from you! Click Here

Copyright Nancy Chen and PowertotheQueen.com, 2019

Is this “Power to The Queen!” program for ME?”

Each month, we feature one blog on Inner change (an Innie) and one on Outer change (how to influence your situation – an Outie). Blogs 1-6 on our Welcome Page present Core Inner Issues for women as a foundation for sustainable change. ENJOY!

BLOG 7 – FEB 2019 (Innie)

Who are the kinds of professional women that would benefit most from our offerings? If the prospect of fully realizing your potential at work makes you feel excited, hopeful, positive, maybe a bit scared; and you are willing to stay open minded, open hearted, and work for it, then you are in the right place!

Time will tell what our Power to The Queen! community will look like. We look forward to its organic change and growth. Our core values are: courage, diversity, collaboration, empathy, and professional growth and success. If the prospect of helping shape a community such as this excites you, then you are in the right place!

Just imagine if the hundreds of thousands of professional women on your continent, or the millions all over the planet, worked with some degree of unity to learn and grow together; and within our positions of power, to advance the opportunity for capable women to lead fully and responsibly. What difference would that make in your world? A good one, to be sure.

At Power to The Queen, we function as a Strategic Facilitator for women professionals and executives, a thought and decision partner guiding women to secure their seat at the table. “Strategic” because we are instrumental in helping you achieve your most important objectives; and “Facilitators” because, rather than simply telling you what to do, we help you generate your own ability to produce great decisions and outcomes consistently and independently. “Give a person a fish and they eat for a day; teach a person to fish and they eat forever.”

IS THIS JOURNEY FOR YOU? If you can relate to what follows, the answer is YES!

It sometimes seems HARD to get what you want and need in your work environment.  Maybe part of it has to do with being a woman in a culture designed and run, basically, by and for men. You may feel frustrated or simply tired, not sure where your work efforts are leading.

For you, it is not just about money and power. Sure, you want to do well and get ahead, but those books that tell you how to ”Be a Superwoman!”, or emails that guarantee you’ll be “Making Multiple 6 Figures in 6 Months!” are a bit of a turn-off. You want to succeed, but on your own terms, with balance and meaning.

Your needs go BEYOND the nuts and bolts business skills you get at the office or free at the SBDC. You may be stuck on WHAT your ideal work should look like; or wonder WHY your current work situation feels so challenging at times. You may need better skills, greater clarity, direction, motivation, or perhaps a better plan. You may be stuck on exactly HOW to pull off a viable strategy. Or simply UNSURE how to navigate successfully in what can sometimes seem like a minefield.

You suspect there’s more to true success than hard work and luck. You are OPEN to connecting with your own heart, and perhaps with other women in community, to strengthen each other. Perhaps you BELIEVE in your own will power or a higher power that helps you guide your life. The words “compassion” and “intuition” do not scare you away. You are curious about how the world really works. You would feel RELIEF to know it can be EASIER than you thought!

When navigating through challenging or complex situations, many people find it helps to have a thought and decision partner. This is where we come in. As strategic facilitators, we can help you explore and challenge how you currently see your situation; what you think you can or cannot do about it; and empower yourself to make your best decisions, design your best strategy, and follow through with the best implementation.

Contact us to learn more about how we can support you. We’d love to hear from you! Click Here

Copyright Nancy Chen and PowertotheQueen.com, 2019