Isabelle LaCroix Vienneau’s Post

Does having sass make you a b**ch? Let’s set the record straight. Right now. No confusion. Anyone can act like a b**ch. A woman with class chooses sass. Sass is an energy booster on steroids. It's that electrifying spark reminding you just how alive you are, no matter what life throws your way. Your curiosity for better opens limitless doors of possibilities, and that sassified energy is what gets you to the peak of that mountain. SASS WINS. SASS is my superpower and I OWN that badge of honor: ✔ Sass made me believe in myself. ✔ Sass gives me the energy boost I need when times get tough. ✔ Sass gives me the courage to own my voice. ✔ Sass makes me an awesome mom. ✔ Sass catapulted me from employee roles to senior leadership positions, and then to entrepreneur. ✔ Sass got me out of toxic relationships—and kept me out. ✔ Sass gives me the resilience to crush any obstacles in my path. SASS changes lives. So when you're checking out my profile and thinking, "Hmm, I'm not sure I want to hire this coach for my company," think again. Because in a world where people are often looking down, not looking at all, and intentionally sabotaging themselves and others? SASS is exactly what your company needs—not the conventional "let's pretend everything is okay" approach. Curious to know more? Slide into my DMs—don’t let the unknown prevent you from achieving what you’ve been dreaming about for years. P.S. SPOILER ALERT: Stay tuned, my very first "15 Ways to GET SASSIFIED" program is coming in September! Early registration and program details coming soon! 😍

Ever feel like you spend all day in meetings with nothing productive to show for it? Unproductive meetings cost U.S. businesses approximately $399 billion each year. 61% of C-suite executives believe meetings lack clear goals, leading to inefficiency. 77% of knowledge workers frequently attend meetings that end in scheduling another meeting, with no clear outcomes. 1 thing you can START TODAY that will increase the level of life in your meetings: Separate your meetings into three types: -Brainstorm. -Solve Problems. -Updates. You might be thinking, "Really? You want me to have three meetings instead of one?" YES, and here's why: Mixing all these conversations into one meeting is like trying to cook dinner, go out for a jog, and clean the house all at the same time—it just doesn't work. What's one simple change you can make to your meetings today to make them better for everyone?

Reflecting on a pivotal moment in my life: Five years ago, my husband dropped a bomb: "Babe, you achieve every goal you set because you don't pay attention to other people." My inner voice was screaming, "Am I a complete idiot? What’s wrong with me? I'm not a good person. A good person pays attention to others." I shot back, "That's not true. I always pay attention to other people. I'm a recovering people pleaser. If anything, I should focus more on myself." He tried to clarify, "That's not what I meant..." but I cut him off. "It's fine, I don't want to talk about it." The next morning, he left for work, and all I could think was how selfish I must be. Weeks went by, and I wasn’t myself at work or at home. I put on a big smile and told everyone, "I'm great!" but deep down, I felt like 💩 One night, he asked, "Babe, what's going on? Did I do something wrong?" I 🤯, "I can't believe you think I'm selfish. After everything I do for you and our family, you think I don’t do enough? You might as well find another wife. I've reached my max." He stayed silent and then said, "I meant what I said, and you're taking it wrong. I admire it. Despite the BS, you show up every day, believing in yourself. You don’t let people crush your goals. You don’t tolerate BS. I love you for it because it's made me a better man." In that moment, weight lifted. I hadn't cried in a long time. I apologized for my reaction, recognizing that my behavior, not my worth, needed adjusting. Shame says, "I am bad." Guilt says, "I did something bad." As Brené Brown highlights, shame is dangerous, while guilt can be healthy, adaptive, and productive. Guilt gives us the opportunity to acknowledge a mistake and seek to fix it. Every painful misstep has been a stepping-stone to a better me. 🥰 Think about your past "not so great" moments—projects that went nowhere, relationships that took unexpected turns leaving you feeling like 💩. Your flops are events, not permanent character traits. Mistakes is not who you are. You are not a mistake and can never be one. 💗 If you’re dead serious about changing your life, start with honoring and respecting yourself. Align your actions with what is most important. 💖 Because if it’s important enough, you’ll make time for it. If not, you’ll avoid it. You don’t have to do ALL the things, just what matters. I’ll be with you, working on my most important goals too. 😎 ✌

How Many Customers Suffered from Crappy Experiences? Let me share a juicy tidbit from a recent coaching session. A company had a golden rule: if a customer call gets disconnected, reps must call them back. Simple, right? Yet, several employees weren’t doing it. Managers kept saying, “Do you know about this compliance process?” The employees groaned, “Yes, but we don't like calling customers back.” Managers threatened, “Do it, or you could get fired. It's mandatory” Months went by, and guess what? Nada changed. Same conversation. More drama. Same crappy experience on rinse and repeat. Now, here’s where it gets interesting. One power-packed coaching conversation with me flipped the script in 5 minutes. "I asked, 'Is what you are doing increasing the level of life in our system⁉' Suddenly, 💡 went off. Employees admitted, 'Not calling customers back doesn’t help.' Managers reflected, 'We weren’t focused on having the right dialogue for a timely, effective outcome.' Fast forward, and now they’re 100% on it. Boom! Compliance up, customer satisfaction up, team drama down. This isn’t just about following and reinforcing rules. It's about building the right team muscle so they don’t fight to be right; they focus on winning together. P.S. How much of this is happening in your company? Are you fully tuned in to what’s really going on and how much revenue is leaking unnecessarily? If you're a high-growth disruptor #executive ready to elevate the level of life in your company, slide into my DMs. Let's see if a clarity call is the next move for us both. 😎 ✌ #Leadership #TeamDynamics #HighGrowth

Here's why you might think people don't want to change – deep down, they do. Our modern workplaces often feel like battlefields, with employees just trying to get through the day. Many come in for a paycheck and leave. It's easy to think they don't care about change. We've overloaded ourselves with tasks, and dealing with the human element becomes overwhelming. It's simpler to focus on ticking boxes because boxes don't push back and make us feel inadequate. The problem with this mindset is: - When we ignore the human aspect and stick to just the checkmarks, we lose out on the incredible potential in ourselves and our teams. Disengagement and resistance to change aren't just passive challenges – they're active drains on our resources. Consider this: - Employees’ willingness to support change collapsed from 74% in 2016 to 43% in 2022 (Gartner). - In a company with 1,000 employees, 770 are likely disengaged. - Assuming "conservatively" disengagement costs about $10,000 per employee annually, totaling $7.7 million. - Additionally, assuming "conservatively" that 570 employees not supporting change initiatives cost another $2.85 million. Total annual loss? $10.55 million. You want your organization to survive and thrive? Then you need to stand up and prioritize having a "reinvention culture" in your company. Not as a buzzword, as THE approach to increasing the vitality of your system. If the changes you push don't enhance life within your organization, why are you wasting effort on them? Reinvention is a method, movement, and mindset designed to breathe life into your workplaces, your life. Tell me, what's the biggest "people dynamic" challenge in your company?

There’s a Major Gap in How We Handle Change—and It's Killing Productivity! "You promised if we gave it our all for this one project, things would get better... It's actually worse!" "You promised things would stabilize, but we're in complete chaos." "You promised us downtime after this, yet we have 200+ things added to our plates." Sound familiar? This happens because of the psychological contract—an unspoken set of expectations between employees and employers. 👉 A MUST READ: Dr. Nadya Zhexembayeva’s recent article: https://lnkd.in/eJheZ4Wg) When we enter the world of change, many still think change is rare. The reality: We can't uphold the old contract. Change is continuous. Accenture’s "2024 Pulse of Change Index" shows that the rate of change affecting businesses has risen by 183% since 2019 and by 33% in the past year alone. We’ve entered an era where managing continuous turbulence requires continuous reinvention. Without priming beliefs, values, and mindset for change, you're guaranteeing: ✅ Resistance ✅ Change fatigue ✅ Burnout ✅ Sense of defeat And the result? A 100% promise of lost productivity. Don’t want to lose productivity? You can’t start change without priming. It’s all about mindset and reinvention culture work. Key Stats to Know: - 75% of digital transformations fail to deliver long-term change (McKinsey & Company) - 83% of employees feel their organization lacks the necessary change management skills (Deloitte) - Employees’ willingness to support change collapsed from 74% in 2016 to 43% in 2022 (Gartner) P.S. Whether you're a startup ready to set the right foundation, an established company needing a reset, priming for change is non-negotiable. ---------------- I'm Isabelle, Founder and Chief Reinvention Officer at ILV Consulting. I coach high-growth disruptors like you to raise capital and boost revenue—without people dynamics holding you back. My purpose as a certified reinvention practitioner is to increase the level of life in your system. ➰ Repost or tag someone who needs to read this. 🔔 Follow me for more insights and practical advice. Ready to turn the tide? 👉 Get Started Here: https://lnkd.in/ehHxa527

Still Faking It? That’s Why You’re Stuck Many talk a big game. Few actually put in the work consistently. People assume those getting results are just lucky. So they fake it ‘til they DON'T make it... then, it's everyone else's fault that it didn't work out for them. High-Growth Disruptors... You can focus on people dynamics and get it right, attracting top talent. You can have a thriving company that appeals to investors and rock your customers' world. You can set and achieve ambitious targets and goals, boosting your revenue. When you train and practice confidence daily, you say things like: "I will crush this." and you focus on doing exactly what will make you crush it. When you don’t, you end up saying: "This is way more complicated than people think..." "This is not as easy as it seems..." "There's a lot of work that goes into this..." "We've always done it this way..." "For now, we'll focus on this and tackle that later..." and you focus on doing exactly what won't work out. These inner thoughts are contributing to: 70% of managers disengaged in your workplace. 77% of employees disengaged in your workplace. 26% of workers planning to quit in the next 12 months. 33% of employees who feel safe to dissent or debate ideas. 35% who believe their managers tolerate small-scale failures. This disengagement costs the global economy a staggering $8.9 trillion. While CEOs and executives might be pushing for change, support among employees has plummeted from 74% to 43%. In my corporate days, we restructured a national program and achieved a 1900% revenue increase, from $500K to $10M in under a year. Recently, a client realized a 25% revenue boost. Both achieved by tackling people dynamics, strategically. The key is to take action and work out your mind muscles every single day, with a couple of rest days in between to recharge. In fast-growing companies, people dynamics are either your secret weapon or your downfall. Which one will you choose? P.S. Check out Heather Monahan’s podcast, "Creating Confidence." It’s packed with FREE insights on building the confidence you need to lead yourself effectively. (Data sources: Gallup PwC)

As an effective leader, you MUST ask the questions that will reveal the real truth. Not just for the sake of it, but because you want to uncover the real dynamics at play in your team so you can celebrate what's working well and change what's not! Truth and transparency are your most valuable assets—use them to elevate your team and your business. Most leaders hit a wall because they don't dig deep enough to understand what's truly going on. I understand. I've been there. Building a successful enterprise means facing tough truths and addressing them head-on. Are your team members aligned with your values? Do they act with integrity even when you're not looking? These are critical questions that need honest answers if you want your business to thrive. Remember, the messaging on your walls, backdrops, and socials won't matter if what happens behind the scenes is the complete opposite. Be the leader who seeks the truth. We need you! 🏆 P.S. I'm considering creating a comprehensive guide called: Culture Unmasked: The 7 Questions You Need to Ask to help you uncover the true dynamics of your team. Key Highlights: ✅ The 7 Candid Questions that will expose the real deal within your team. ✅ How to interpret the answers and what they reveal about your culture. ✅ Steps to take for addressing the opportunities you uncover. ✅ Real-life examples and case studies from my 20+ years of experience. If I created this guide, who would value from it? Drop a 🔥 in the chat if you think this guide would be valuable! If I see 50 fires, I’ll make it happen! 🔥🔥🔥

Sick of the blame game? Are you even seeing it happen as it happens? What are you doing about it? Catch Dan Stowell and I sharing our two cents on this morning's #BSBeGone episode where we talk about how blaming less helps us achieve more! 😎✌