My Clients Say...

  • Lifelong Lessons

    What I have learned with Sherri is not a short-term fix for a current set of issues. My learning has been deep and will last a lifetime. I really looked forward to meeting with Sherri – it was fun, interesting, and expansive.
    - Andrew Hamel, Vice President, Amazon

  • Transformational

    Sherri gave me feedback that was right on target as I was transitioning from individual contributor to leading a team.  Sherri is genuinely interested in doing what is best for her clients.  Her coaching was extremely valuable and in some cases transformational!
    - Peter Rizk, Senior Director, Technical Marketing & Solutions Architecture, Infoblox

  • Consistently Rated 'Outstanding'

    As good as she is at design, she is even better at presenting. Employees consistently rate her courses as outstanding.  I would not put together a training portfolio without one or two offerings from Sherri.
    - Terry Dyckman, Former Vice President Human Resources, Blue Coat Systems

  • Expert in Her Field

    Sherri is an expert in the field. Her deep content knowledge, direct communication, and strong ability to synthesize contribute to her success as a trainer and a coach.
    - Chantal Laurie-Below, Executive Coach, Teach For America

  • Unique Talent

    Sherri’s team building sessions and decision-making workshops at my previous company helped me form a strong team under the most challenging conditions. Sherri has a unique talent for capturing the essence of a group's dynamics and coming up with solutions to resolve issues.
    - Erik Möllerstedt, Technical Program Manager, Waymo

  • Relevant, Credible and Highly Engaging

    Sherri is an exceptional curriculum designer because she takes the time to understand the specific requirements of the project and then applies her real world experiences to ensure that the course is relevant, credible and highly engaging.
    - Terry Dyckman, Former Vice President Human Resources, Blue Coat Systems

  • Extremely Valuable Coach

    In addition to being a bright spot in my day, Sherri has been extremely valuable to me as a management coach.  She is exceptionally good at finding simple, straightforward actions I can take to make quick improvements in several areas.
    - Russ Reynolds, Senior Director, Firmware, Micron Technology

  • A Trusted Partner

    I am fortunate to have had the benefit of Sherri as a coach. She is a trusted partner who will not shy away from delivering a difficult message that will result in positive change. And she frames issues in a manner that is both personal and useful. Work with her, if you can.
    - Bennett Yang, Senior Staffing Manager,

Sherri's Blog

The Thrill is Gone

Written by Sherri Rose
09 Oct 2012

For many years I was on the board of a non-profit organization in whose mission I strongly believe.  I raised money, facilitated retreats, coached employees, and helped in any way I could.  It was at the last retreat that I realized it was time to go.  The concerns being raised were all too familiar to me.  My passion for finding the right answers had waned.  I looked around at the fire in the eyes of the other board members, and I realized I just didn’t have it any more.  While it wasn’t an easy decision, in the end I resigned.  

I know plenty of managers in this position. Nothing catastrophic has happened.  It’s just that the thrill is gone.  If this describes you, what are your options?

You can leave and find a job in a new company.  While this entails the biggest risk, it also provides the biggest change. You can find a new job in your current company – most often this is a lateral move, but maybe it's time to push for that promotion. You can take on new challenges in your current role.  Or you can take an education break – full time or part time to learn totally new skills or ramp up existing ones.

Use your personal and professional network to explore your next steps.  If you don’t have a strong network, this is the time to build one.  Talk with people you trust at work about what you’re experiencing and what options might exist.

The most important thing is to do something!   Your lack of enthusiasm “leaks” – others around you feel it, and your performance may suffer.  Don’t ignore the signals that it’s time for a change.  The thrill may be gone, but you’ve got it in your power to get it back – one way or another.


Goodbye to Overwhelm

Written by Sherri Rose
10 Sep 2012

If my clients share one thing, it’s a feeling of overwhelm.  The demand on their time and their talent is relentless.  There’s the pressure to spend time with people who need them – boss, peers, direct reports, customers.   There’s the question of where to put their energy and focus.  The here-and-now?  The future?  How do they decide which meetings to attend and which ones to skip?  It can all seem endless.

While I can’t give a complete solution in a short blog, I want to offer something many of my most successful clients do.

First, they identify a very short list of key people and actions they want to focus on.  Here’s one client’s list:

-  Discuss career development with each of her direct reports
-  Stay in touch with key stakeholders in the company’s headquarters
-  Review the team’s top priorities and how they’re progressing
-  Brainstorm/read/even daydream about the team’s future direction
-  Meet with her boss to listen to his concerns and issues – not to share her own
-  Praise someone on the team for good work

Your list may be different, and, yes, there are many other things she has to do. However, the things on this list ground her, and they have become sacrosanct.  How does she make them so?  She uses her calendar.

For example, she schedules a quarterly meeting with each of her direct reports to discuss their development, she goes to lunch with her boss every month just to listen, she schedules 2 hours a month for herself to review team priorities and progress, and every Monday her calendar says “look for something good this week and share it.”

Of course, this only works because she allows absolutely nothing to shift these commitments.  I challenge you to try this.  Come up with your own short list and for the next 3 months honor it.  If it works, keep going.  All you’ve got to lose is your overwhelm!


What a Difference a Day Makes

Written by Sherri Rose
10 Jul 2012

The other day a manager opened up her laptop and asked me to read an email that upset her.  It was from someone with whom she’d had a recent conflict.  I read it and was puzzled.  I didn’t see what was upsetting in either the language or the request. After we talked it through, she agreed.  This was, unfortunately, after she had already sent an aggressive response.

She, of course, is not alone in her reaction or her response.  In a popular communication study Albert Mehrabian noted that words alone have significantly less impact (7%) than tonality and nonverbal behavior (38% and 55% respectively) in delivering our feelings and attitudes.

So since it's almost impossible to read emotions in emails (emoticons really aren't enough), we project our own feelings onto them and sometimes get it wrong.

How can you avoid this in the future?  One way is to follow “The 24-Hour Rule.”

Unless the building is burning or someone is hurt, wait 24 hours to respond to requests that feel charged and/or especially significant.  This works for almost everyone.  If you’ve got an over-sized sense of urgency or responsibility, it slows you down. It gives you a chance to consider what the sender might really be saying – not what it feels like at first glance – and what would be the most effective response. On the other hand, if you tend be cautious and analytical, it speeds you up (which can be good), but it still provides you with a “thinking buffer.”

In either case, it’s surprising what a difference a day makes – in your perspective, in your emotions, in your response – and usually for the better!


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