I first started working with the Top Team at Maersk Line East China Cluster (PRE) in Shanghai when I visited them in April 2011 to kick off the Coaching Master Class program. Caroline Wu was a member of the senior management team and starting out on her coaching journey.
I was very fortunate to be working with Caroline at that time. She translated my facilitator guide into Mandarin for the train-the-train roll out of the program. She also co-facilitated the program with me the following year for the North China Cluster (PRN) in Qingdao.
Here she reflects on that journey four years on. Caroline has been promoted twice in that period. I was lucky enough to capture her thoughts on her coaching journey at each stage. What has she learned along the way? What can we learn from her experiences?
Continue reading “Leadership Interview: Caroline Wu ‘My Coaching Journey’”
The future of children is every parent’s lifetime project. In this article I share a short story about my Mom, the dreams I have for my daughter and how this is linked to my leadership style and women in the workforce.
Continue reading “Dreams I Dream for my Daughter. A Successful Business Woman.”
I first started working with the Top Team at Maersk Northern Europe Liner Operations Cluster (NEULOC) in Rotterdam when I visited them to kick off the Coaching Master Class program in December 2012. At that time Hans Augusteijn was a Senior General Manager, a member of the senior management team and starting out on his coaching journey. Here he reflects on that journey three years on. What has he learned along the way? What can we learn from his experiences?
Continue reading “Leadership Interview: Hans Augusteijn ‘My Coaching Journey’”
I was sleeping last night when I suddenly woke up at 2 am and started thinking about the first team meeting that I planned to do next morning with my newly appointed unit of operational execution. I was debating with myself of the best way of making them embrace change and achieve emotional balance. How could they achieve improvement and take ownership as leaders of the change we, as a team, wanted for our professional career and life enjoyment. How could I explain to them that is good to have problems because this would become our driver that will make us feel so uncomfortable that we would be 100% convinced of the need of change for us?
Continue reading “Change Leadership: The Eternal Search for Emotional Balance”