You cannot give newly promoted leaders the keys & let them run off into the sunset... ✅ Help them transition to their new direct reports — friends and frienemies alike. Work with them to create a direct report performance management ... 12 Likes
👏My friend Amy Landry SHRM-CP is passionate about women leaders & it shines in her work to facilitate and support the Professional and Continuing Studies - Loyola University New Orleans Women’s Leadership Academy. It’s an honor to be a Mentor ... 14 Likes
No, they are not picking up what you’re putting down. You cannot give the entire group a message, hoping that the one person who needs to hear it changes their behavior. If you are not being specific with performance feedback, ... 11 Likes
Nothing good comes from assigning feedback a designation of good or bad. If it matters TO WHAT EXTENT this reflects poorly on themself, have that conversation. However, THAT is an entirely different conversation. That conversation is about managing our professional ... 5 Likes
People thrive when they grow. Develop your team with conversations that challenge them, but is delivered in a way that shows you care. It is not enough to model the behavior. Your employees are not you, they have their own ... 1 Comments 4 Likes
If you have a leader who is capable but unwilling - you don’t have a leader. You have a technically competent person who is unwilling to also meet the additional needs of the position. If you have a leader who ... 5 Likes
Is this about you? Or is this about what’s right for your team? Why are you holding on too long, fighting too hard, or draining yourself? The bravest step is doing what’s best for the mission (yet another reason to ... 9 Likes
We don’t delegate because we are unable to do the work. You are not being lazy or looking for a way out of something when you delegate. We task share because that is how we can make our biggest impact ... 9 Likes
Imagine if you kept having to put air in one tire on your car. It’s a great tire. Good tread. But there’s obviously a leak somewhere because you keep having to put air in it every time you get gas. ... 6 Likes
It is a supreme honor to serve again as a Mentor for Professional and Continuing Studies - Loyola University New Orleans 2021 Women's Leadership Program. Under the historical leadership of President Ms. Tania Tetlow, J.D, this program provides robust professional ... 5 Comments 30 Likes
Even the best boss is not a mind reader. You must communicate upwards. If you think you are not getting what you need, talk to your leader. They won’t be upset! They are great leaders because they want to know. ... 5 Likes
Don’t wait for people to come to you. Consistently seek out feedback from your team. Check-in with them off-line, not only when you need an update on the project. Create a culture where are you always hearing their feedback and ... 4 Likes
You should always be coaching your employees! You are always either coaching them UP or OUT. When they respond to the feedback in a way where they grow and meet their best potential, they are being coached up. Conversely, when ... 8 Likes
Is it a “nice to have” skill or be honest, do you really need this person to be able to do it. We get so attached to institutional knowledge and longevity that we are willing to let go of the ... 7 Likes
A savvy leader makes it a priority to communicateA savvy leader makes it a priority to communicate in a way that will be most well-received and accepted with buy-in from their team. This leader is less concerned with their own communication preferences and is focused on ensuring the ... 5 Likes
A MUST WATCH FOR LEADERS!A MUST WATCH FOR LEADERS! Measure employees to their job descriptions, not how you would have acted when you were in their positions. -Stop expecting employees to act like you. -Stop expecting employees to act like anything other than, an ... 5 Likes
Everyone should get a chance to voice their concerns and you as the employer, should not resist listening. Connect with me for a continuous improvement planning session! https://juliecouret.com/contact/ 5 Likes
Julie is the coach you can count on! Julie responds and acts swiftly when needed, helping her clients through all stages of performance management. She is accessible and does not limit support to her clients with micro-managed hours or pre-scheduled meetings only. Julie is relatable and is able to quickly understand how she can help get the job done.
Athena Stanford, Human Resources Director, Odyssey House Louisiana
Julie Couret is a dynamo! I had the pleasure of meeting Julie when I first arrived in New Orleans at a Chamber of Commerce event. Since our initial meeting Julie has been an indispensable asset to the New Orleans Baby Cakes Baseball Club as a member of our Advisory Council. She has assisted the organization through a significant rebranding project by offering her insight into the local culture, both business and social of the Greater New Orleans Region. She is an exceptional business person, a leader, a mentor with years of experience that can help take your cause or business to greater heights. I strongly recommend working with Julie Couret, in either the local or global marketplace.
Augusto 'Cookie' Rojas, Jr. JD, Senior Vice President & General Manager, New Orleans Baby Cakes
You know when Julie is in the room. Every meeting is energized with her enthusiasm. She is the catalyst to defining goals and assigning accountability. As an executive coach she cuts through the noise and gets to the decision. Her talents are what the doctor ordered.
Jim Perrier, President, Universal Data Incorporated
In a time where everyone is a “consultant” Julie is the real deal, who has this knack to quickly and accurately understand her client’s unique culture and circumstances.
Julie rolls up her sleeves and gets dirty with us. And she delivers.