ProAdvisorCoach

Ever feel like you're running in circles, unsure why you react the way you do, or struggling to make clear decisions? You're not alone. Many of us navigate life with a persistent sense of confusion about our own motivations or how to truly move forward. What if there was a way to gain a profound understanding of how you think, paving the way for a personal breakthrough? That's exactly what the MindScan™ Assessment offers. Discovering Your Unique "Thinking Fingerprint"? The MindScan™ Assessment isn't just another personality quiz. Instead of telling you what you prefer, it reveals how your mind is fundamentally structured to process information, assign value, and make judgments. Think of it as your unique "thinking fingerprint." It provides a precise and individualized look into your core valuing system—the unconscious framework that drives your perceptions and actions. The MindScan™ Report: Your Personal Breakthrough Map for Unlocking Opportunities P...

As women continue to rise in leadership across industries, we bring powerful perspectives, emotional intelligence, and resilience to the table. But with that rise often comes additional pressure—to lead effectively, advocate for ourselves, navigate bias, and balance it all with authenticity. That’s why now, more than ever, it’s essential for women leaders to pause, take inventory of their strengths and challenges, and ask: Am I showing up as the leader I want to be? Why Self-Reflection Matters Women leaders are often so busy leading teams, managing deliverables, and driving results that we forget to focus on our own development. But leadership isn’t just about output—it’s about alignment, impact, and sustainability. Reflect on these questions: Am I using my voice effectively in key conversations? Do I downplay my achievements or avoid advocating for myself? Am I clear on my purpose, or am I operating on autopilot? Do I feel confident—and if not, what’s getting in the way? These aren’t ...

Despite the vast capacity of the human mind and spirit, most people go through life without ever fully realizing their potential. This is not due to a lack of ability or opportunity alone, but often a combination of psychological, environmental, and societal factors that quietly shape choices, behaviors, and beliefs over time. Understanding these barriers can shed light on how individuals can break free and live more purposeful, impactful lives. 1. Fear of Failure and Rejection One of the most powerful forces that holds people back is fear—particularly the fear of failure and rejection. From a young age, many are conditioned to avoid mistakes rather than embrace them as part of growth. Society often equates failure with inadequacy, leading individuals to settle for safety over aspiration. As a result, people avoid risks, suppress their ambitions, and steer away from opportunities that might lead to setbacks, even when those same opportunities could lead to breakthroughs. 2. Lack of Cla...

We often promote individuals based on their "hard skills"—their knowledge and ability to meet performance metrics. They've mastered the latest management philosophies, from MBO to OKRs, and consistently hit their targets. But does excelling as a "worker bee" truly prepare someone to lead the hive? The alarming rate of leadership failure suggests a deeper issue: a pervasive oversight of the crucial "soft skills" that genuinely differentiate a manager from a truly impactful leader. I have rarely met a leader who does not have the “hard” skills (knowledge, and ability to meet performance measurements) to do the job. Most people are promoted because they have shown they have the “hard” skills to do the job. They have shown they can be successful, responding to the latest management philosophy and performance measures. That could be Management by Objectives (MBO), Balanced Scorecard (BSC) and Objectives and Key Results (OKR), KPIs (Key Performance Indicator...

There are many titles for people who are trained, learn through experience or through classes/seminars on how to counsel businesses in some form. I am going to discuss the three most common ones: Consultant, Advisor, and Coach. The purpose of my article is to help leaders decide what kind of approach they need, are most receptive to, most likely to implement and is best for the situation/problem they are trying to solve. Consultant A few of the largest consultant organizations are McKinsey, Deloitte and Accenture.  They are very good at what they do.  Their primary focus is to consult with large organizations about the future directions of management practices.  They are hired by large companies on the latest trend in how the company should present itself to investors and customers.  They develop the latest management techniques and organizational structures. Companies pay a large amount of money for these insights and want to be seen as operating in trendiest fashio...

We're thrilled to introduce the newest additions to the ProAdvisorCoach family! In May 2025, we welcomed a remarkable cohort of coaches dedicated to empowering individuals and teams to achieve their fullest potential.  Join us in welcoming the inspiring individuals who are now part of our team, ready to share their expertise . Jessica Corrigan Jessica Corrigan is a seasoned operations executive, management consultant, and leadership coach with 28 years of experience transforming professional services firms nationwide.  As the Principal of her own consultancy beginning in 2007, Jessica has spent the balance of her career helping organizations get ahead of operational breakdowns before they become systemic obstacles to profitability and growth. Jessica doesn’t deliver quick fixes—she empowers business leaders to deliver enduring results and build resilient, future-ready operations.  She has guided over 50 professional services firms through complex organizational transforma...