Jacqui d'Eon - Blog #motivationJacqui d'Eon - Blog #motivationhttps://www.jacquideon.com/blog/tag/motivationSat, 06 Jun 2026 23:10:09 -0700http://zoho.com/sites/<![CDATA[Your Culture Lives in the Middle]]>https://www.jacquideon.com/blog/post/your-culture-lives-in-the-middleYou have the posters. Your mission statement is a masterpiece. Your organization has a culture manifesto. Yet, day after day, the way work actually happens tells a different story.]]>
Employees walking past motivational posters.
AI-generated image

You have the posters. Your mission statement is a masterpiece. Your organization has a culture manifesto. Yet, day after day, the way work actually happens tells a different story. 

Culture isn’t what you write on the walls—it’s what people live every day. And the people who shape that lived experience are often your middle managers. 

They lead teams, run projects, train new employees, and translate the tone set by the C-suite into daily reality. They are the real guardians of your culture. 

Consider this example: a middle manager in a growing firm noticed that her team was routinely skipping debrief sessions because deadlines were tight. The culture document emphasized collaboration and learning, but pressure from above made it feel impossible to honour that value. She decided to push back. She convinced her director to allow her team to take time for retrospectives. 

The result? Problems were caught earlier, meaningful conversations happened, work processes streamlined, and productivity actually improved.

That’s culture in action: small, deliberate choices that reflect the values you’ve set when middle managers have both permission and support to uphold them. 

If middle managers don’t experience the culture you intend or don’t have the power to influence it, your organizational values exist only on paper. Instead of a cohesive culture, you get a fractured mosaic: work gets done, yes, but engagement, morale, and long-term performance suffer.

This isn’t about middle managers being unwilling or ill-intentioned. It’s about pressure. They are tasked with delivering results while absorbing expectations from above. Structural barriers often prevent them from nurturing culture, and when no one rewards that effort, they make the pragmatic choice: prioritize tasks over people. 

The solution is simple in principle but requires commitment: if you want a high-performing organization where culture thrives, you must support the middle managers who make it real. 

Here’s how: 
  • Define expectations clearly: Spell out the behaviours you want managers to model and the acceptable compromises.
  • Coach to succeed: Equip managers with the skills to handle tough conversations, performance issues, and team challenges.
  • Measure and reward behaviours that matter: Evaluate managers not just on results, but on how they lead, develop people, and uphold culture.

Supporting middle managers doesn’t just protect culture; it amplifies it. 

When they have the tools, permission, and recognition to uphold values, every decision they make reinforces the culture you’ve declared, turning your vision into everyday reality.

Culture isn’t a poster on the wall. It lives in the daily choices of your middle managers, and in the support you give them to make the right ones.

]]>Wed, 18 Mar 2026 15:22:02 -0400<![CDATA[The Recognition Formula That Actually Works]]>https://www.jacquideon.com/blog/post/the-recognition-formula-that-actually-worksIn our fast-paced world, it's easy to get caught up chasing the next goal and forget to celebrate the wins along the way. However, recognizing achievements isn't just nice to have.]]>
AI-generated image
In our fast-paced world, it's easy to get caught up chasing the next goal and forget to celebrate the wins along the way.

However, recognizing achievements isn't just nice to have. It's a powerful motivator that fuels continued progress and creates the kind of workplace where people actually want to show up.

Identify the Moments Up Front


When you kick off a project, map out the milestones that matter. Then assign someone on the team to handle the celebration. Without this, trust me, the moment will pass you by. 

It's that simple: no owner equals no recognition.

Know What Will Be Appreciated


Recognition done wrong feels like punishment. Take time to learn how your team members prefer to be acknowledged. 

For some, a heartfelt thank you from the right person is gold. It signals that their effort matters and their work is significant. Others appreciate tangible tokens or gifts.

There's no one-size-fits-all here.

Deliver at the Right Time


Timing is everything. The closer your recognition is to the achievement, the more powerful it feels.

Instantaneous is ideal (though not always realistic). Wait too long and the moment passes. Late recognition can feel like an afterthought rather than genuine appreciation.

Use the Thank You Formula


When celebrating an achievement, help people understand exactly why they're being recognized. Here's a simple formula:
  1. Say thank you and name the specific action: "Sally, thanks for speaking up at today's meeting."
  2. Explain why it matters to you: "The points you raised are critical to the project, and I'm glad we had an opportunity to discuss them."
  3. Highlight their specific contribution: "You showed real courage in raising some potentially controversial topics, and your diplomacy in doing so was remarkable."
  4. Thank them again: "Thanks for making the meeting constructive and productive."

Of course, it's never too late to say thank you. But well-timed recognition builds stronger relationships and keeps momentum alive.
]]>Wed, 18 Feb 2026 14:15:00 -0500<![CDATA[Does Everyone on Your Team Have a User Manual?]]>https://www.jacquideon.com/blog/post/does-everyone-on-your-team-have-a-user-manualIf you're like me, you like things done in a certain way. Sometimes you get irritated when others, who don't know that, do something you don't like.]]>
AI-generated image of notebook with pen and a coffee cup

AI-generated image

If you're like me, you like things done in a certain way. Sometimes you get irritated when others, who don't know that, do something you don't like.

Over the years, I've found that a frank conversation at the beginning of a working relationship can help prevent these issues.

The outcome of that conversation is a "user manual."

It acts as a reference and can be updated as needed. Within a team, these user manuals help build trust and understanding. They prevent petty tensions from becoming full-blown disputes.

Getting Started

To help you get your first draft going, think deeply and answer these 12 questions:
    1. What are your key strengths and skills?
    2. What are you working to improve?
    3. How do you prefer to communicate (email, Slack, in person, phone)?
    4. What's your typical work schedule or availability?
    5. How do you like to receive feedback?
    6. What energizes you at work?
    7. What drains you at work?
    8. How do you prefer to make decisions?
    9. What are your pet peeves or triggers?
    10. What might people misunderstand about you?
    11. What's your approach to collaboration?
    12. What's one thing people should know to work effectively with you?

Keep It Fresh

Treat your manual as a living document. Get your teammates to do the same. Keep the conversation going by checking in on the manuals periodically, at least annually, or after significant milestones.

When everyone knows how everyone else ticks, you spend less time navigating personalities and more time doing great work together.
]]>Wed, 11 Feb 2026 11:21:00 -0500<![CDATA[6 Checks Before Saying Yes to a New Role]]>https://www.jacquideon.com/blog/post/think-before-you-leap-to-new-roleMoving into a new role can feel exciting and slightly terrifying, like switching from driving a familiar route to merging onto a highway you’ve never been on before.]]>
Ai-generated image of a woman thinking
AI-generated Image

Moving into a new role can feel exciting and slightly terrifying, like switching from driving a familiar route to merging onto a highway you’ve never been on before.


If you’re considering a leap into a new environment, here are six factors to think through before you say "yes" (or before you update your LinkedIn headline).


1. Independence: How much room will you have?


Every workplace has its own version of "autonomy". In some roles, you’ll be trusted to set direction and run with it. In others, you’ll be expected to execute decisions made elsewhere.


Ask directly: What decisions will be mine? What decisions will I influence? What decisions are already decided before they reach me?


2. Influence: Don’t confuse title with power


Titles mean wildly different things depending on the organization. A "Head of" in one place might drive strategy. In another, it might mean "chief plate-spinner".


Look for the people with deep history and credibility. Build relationships early, listen hard, and learn how decisions really get made. Influence is earned faster when people feel respected, not "managed".


3. Success measures: What does “good” look like here?


You’ll be accountable for results, but the scoreboard may be different than what you’re used to. Some cultures reward speed. Others reward consensus. Some track everything. Others… track vibes.


Before you start, clarify what success looks like in the first 30, 60, and 90 days. And ask how accountability works on this team, in this organization, with these leaders.


4. Cultural fit: Can you be yourself and succeed?


Culture isn’t about whether they have free snacks or a “fun” Slack channel. It’s about what gets rewarded, what gets ignored, and what gets punished.


Check for alignment with your core values. If you feel like you’ll have to shrink, perform, or constantly translate yourself to fit in, that friction adds up fast.


5. Perceptions: What do people assume your role means?


Job descriptions are tidy. Real expectations are not.


People will have opinions about why you were hired, what you’ll "fix", and how you’ll operate. Get curious early: What do others need from this role to succeed? What are they hoping I’ll do (and not do)?


6. Passion: Will you actually want to do this job?


Engaged teams don’t happen by accident, and your energy matters more than you think. If you’re not genuinely interested in the work, the leadership load gets heavier.


Ask yourself: Does this role align with my strengths and challenge me in the right ways? Can I see myself growing here, not just surviving?


If you’re making a career transition and want a sounding board, let’s talk.

]]>Wed, 14 Jan 2026 13:14:00 -0500<![CDATA[Four Questions to Calm]]>https://www.jacquideon.com/blog/post/four-questions-to-calm2While there are many causes of workplace stress, digital overload can scramble our ability to focus, make decisions, and feel in control.]]>
Ai-generated image of woman exec in a seated yoga pose
AI-generated image

Feeling buried in notifications, emails, and endless to-do lists? If constant digital distractions leave you anxious and frazzled by 3 p.m., you’re not alone – 60% of Canadian employees suffer from workplace-related stress. 


While there are many causes of workplace stress, digital overload can scramble our ability to focus, make decisions, and feel in control.


Why does this happen? Our brains are wired to handle occasional stress, but ongoing interruptions trigger a survival response – fight, flight, or freeze – that shuts down the part of the brain responsible for clear thinking and problem solving.


The result: frustration, black-and-white thinking, and poor decisions.


The key isn’t working harder; it’s slowing down and using these four questions whenever overwhelm strikes:


1. What am I thinking about right now?

 Pause and check in with your thoughts. Naming them helps regain focus.


2. How do I feel?

Notice and accept your feelings without judgment. Acknowledgment diffuses anxiety’s power.


3. What else could be true?

Challenge your assumptions. Is your workload impossible, or just a lot today? Could talking to your boss help?


4. What action will I take?

Decide on one next step, even if it’s simply resting for the day and tackling the issue anew tomorrow.


Want to know if it’s working? Check if you’re clear on your next step, confident in your plan, and feeling calm. Write these four questions somewhere visible in your workspace.


Use them often. They’ll help you break the cycle of stress, regain clarity, and work with more calm and control, even as technology’s demands keep growing.

]]>Thu, 31 Jul 2025 12:13:07 -0400<![CDATA[Reimagining the Weekly Team Meeting]]>https://www.jacquideon.com/blog/post/reimagining-the-weekly-team-meetingWeekly team meetings don’t have to be the routine check-ins that everyone dreads. In fact, when done right, they can become a powerful engine for team efficiency and morale.]]>
Female manager smiling and leading a team meeting.
AI-generated image

Weekly team meetings don’t have to be the routine check-ins that everyone dreads. In fact, when done right, they can become a powerful engine for team efficiency and morale. Yet, according to a Harvard Business Review study, 71% of senior managers view meetings as unproductive and inefficient. So how can you break this cycle and make your meetings something your team actually looks forward to?


The key is to reimagine your meetings as dynamic, interactive sessions that foster engagement and collaboration. Here are five practical ways to elevate your weekly team meetings and drive real results:


1. Start with Informal Conversations

Kick things off by breaking the ice. Spend the first few minutes chatting about something unrelated to work, like a favourite TV show, a recent vacation, or weekend plans. This simple ritual helps build camaraderie, puts everyone at ease, and sets a positive tone for the rest of the meeting.


2. Share Progress and Celebrate Milestones

Give each team member a chance to share recent achievements or progress. Recognizing accomplishments – big or small – not only keeps everyone informed but also cultivates a culture of appreciation and accountability. It’s a great way to motivate your team and highlight the impact of their work.


3. Address Questions and Challenges Together

Create a safe space for team members to voice any challenges or questions they’re facing. Use this time for collaborative problem-solving and brainstorming. When people feel supported and heard, they’re more likely to contribute ideas and solutions, strengthening team cohesion.


4. Realign with Team Goals and Vision

Take a moment to revisit your team’s objectives and long-term vision. This regular reminder reinforces a shared sense of purpose and ensures everyone stays aligned with the bigger picture. It’s an effective way to keep motivation high and priorities clear.


5. Clarify Action Items and Next Steps

Wrap up your meeting by summarizing key decisions, assigning responsibilities, and setting deadlines. Clear action items and follow-ups help ensure accountability and keep everyone moving in the same direction between meetings.


By weaving these elements into your weekly routine, your team meetings can become a cornerstone of engagement, growth, and collective success. Instead of a box to check off, they’ll become a valuable opportunity for connection, collaboration, and progress.


Lead from Within

Elevate your team meetings beyond a simple agenda. Transform them into meaningful moments that drive your team forward, together.

]]>Wed, 16 Jul 2025 12:10:35 -0400<![CDATA[Turning Criticism into Growth]]>https://www.jacquideon.com/blog/post/turning-criticism-into-growthIn a time when criticism can feel louder and more personal than ever, learning to accept and grow from feedback is a vital leadership skill.]]>
AI-generated image

In a time when criticism can feel louder and more personal than ever, learning to accept and grow from feedback is a vital leadership skill.

No matter how open-minded we are, negative feedback can sting. It’s natural to feel defensive or even angry when criticized, especially in a world where public scrutiny and polarized opinions are everywhere. But how we handle criticism can define our personal and professional growth.


Pause Before You React

When negative feedback lands, your first instinct might be to react -- either by berating yourself or blaming the messenger. Instead, take a moment to breathe. Thank the person for their honesty, and give yourself space to reflect. 

Sometimes, talking it over with a trusted friend or colleague can help you see the feedback in a new light.


Get Curious, Not Defensive

It’s human to feel threatened by criticism, but curiosity can turn a painful moment into a learning opportunity. Ask yourself: What can I learn here? Are there blind spots I haven’t noticed?

Seeking out the nugget of truth -- even in harsh feedback -- can help you grow and strengthen your relationships.


Take Action and Model Openness

Not all criticism will be fair or actionable, but much of it offers a chance for improvement. Use feedback as a springboard for discussion and development. When you respond with appreciation rather than anger, you’re not just helping yourself, you’re setting an example for your team.

 In today’s climate, where trust and communication are often in short supply, modelling healthy feedback habits can make a real difference.


Be Kind to Yourself

Accepting feedback graciously isn’t easy. Celebrate your successes, and when you fall short, remember that growth is a journey. Give yourself the same empathy you offer others.


If you’re looking to strengthen your relationship with criticism -- and your team --let’s talk.

]]>Wed, 18 Jun 2025 14:39:47 -0400<![CDATA[It's a Balancing Act]]>https://www.jacquideon.com/blog/post/it-s-a-balancing-actGreat leadership is about mastering the art of balance - navigating between seemingly opposing approaches to achieve the best results.]]>
Digitally generated image of scales to illustrate balance
AI-generated image

Great leadership is about mastering the art of balance - navigating between seemingly opposing approaches to achieve the best results. Here are a few key areas where striking the right balance can make all the difference:

Ask Questions vs. Give Directions
No leader has all the answers. By asking thoughtful questions, you empower your team to think critically and uncover solutions together.

Build Connections vs. Focus on Efficiency
Taking time to understand your team members and build genuine relationships may seem like a trade-off against efficiency, but it’s an investment that fosters engagement, trust, and smoother collaboration in the long run.

Experiment vs. Maintain the Status Quo
Encouraging experimentation and embracing failures as learning opportunities creates a safe space for innovation - a hallmark of successful teams.

Celebrate Progress vs. Focus on End Goals
While keeping your eye on the ultimate goal, don’t forget to acknowledge daily wins and incremental progress. These moments of recognition fuel motivation and momentum.

Skill Development vs. Promotion
In today’s flatter organizations, promotions are less frequent. Leaders who prioritize skill-building and talent development help their team members future-proof their careers while driving long-term success for the organization.

Leaders who create a culture of learning, collaboration, and growth inspire loyalty and deliver superior results.
]]>Wed, 26 Mar 2025 11:00:12 -0400<![CDATA[There Are No Shortcuts]]>https://www.jacquideon.com/blog/post/there-are-no-shortcutsLeadership is not about quick fixes or temporary solutions - it’s about building trust, inspiring others, and driving meaningful results.]]>
AI-generated image of woman walking along a path
AI-generated image
There are no shortcuts to effective leadership.

Leadership is not about quick fixes or temporary solutions - it’s about building trust, inspiring others, and driving meaningful results. If you’re feeling stuck or uncertain about your leadership, it can be tempting to look for shortcuts to regain your confidence or control.

Don’t give in to that temptation!

True leadership requires dedication, self-awareness, and hard work. Here are three common shortcuts leaders often fall back on...and why you should avoid them.

1. Relying on Policies Instead of Vision

When things aren’t going smoothly, it might seem easier to create new policies and rules rather than addressing the root causes of team misalignment. However, policies alone won’t inspire or unite your team.

Effective leadership is about creating a compelling vision, sharing core values, and fostering a sense of purpose. If your team isn’t on board, more rules won’t solve the problem...connection and clarity will.

2. Losing Your Cool

Losing your temper may feel like a release in the moment, but it’s a destructive shortcut that undermines your credibility as a leader. Yelling or lashing out might get immediate compliance, but it’s no different from bullying—it erodes trust and respect over time.

Strong leaders maintain composure under pressure and model the emotional intelligence they expect from their teams.

3. Reorganizing for the Sake of Change

Reorganizing teams or tweaking processes can sometimes feel like progress, but if the underlying leadership issues aren’t addressed, these changes are just cosmetic. Constant reshuffling can create confusion and frustration among your team members.

Instead of masking indecision with unnecessary changes, focus on clear communication, decisive action, and addressing challenges head-on.

The Hard Truth About Leadership

There are no easy paths to becoming an effective leader. Building a high-performing team takes skill, effort, patience, and perseverance. It’s about showing up every day with integrity, staying committed to growth - both yours and your team’s - and putting in the work to foster collaboration and trust.

Resist the urge to take the easy way out. Leadership isn’t about shortcuts; it’s about doing the hard work that leads to lasting results.

The rewards? A cohesive team that believes in your vision and delivers exceptional outcomes.
]]>Tue, 11 Feb 2025 10:47:00 -0500<![CDATA[Do Exactly What I Say (...or How Not to Lead)]]>https://www.jacquideon.com/blog/post/do-exactly-what-i-sayHave you ever wondered why some teams seem to click while others struggle? The secret sauce? Leadership.]]>
AI-generated image of a businessman pointing finger
AI-generated image
Have you ever wondered why some teams seem to click while others struggle? The secret sauce? Leadership.

Let's be real - leading a team isn't about barking orders or thinking you've got all the answers. It's about creating an environment where everyone wants to contribute their best.

We've all seen those managers who believe leadership means "do exactly what I say". Spoiler alert: that approach rarely works.

Imagine being on a team where your ideas are constantly shut down, where you're just expected to nod and execute. Sounds soul-crushing, right?

That's exactly why those rigid leaders often do most of the work themselves. Their team checks out mentally, leaving the leader spinning their wheels.

Great leadership is more like being a conductor than a dictator. You're not playing every instrument - you're helping each team member shine in their own way.

Key skills? Think of them as your leadership toolkit:
  • Listening (and actually hearing what people say)
  • Solving conflicts without creating more drama
  • Building relationships that go beyond surface-level
  • Setting goals that get everyone excited

Want to level up your leadership game? Here's your roadmap:
  1. Read voraciously (leadership books are your new best friend).
  2. Find a mentor who gives you honest, sometimes uncomfortable feedback.
  3. Practice communication like it's a sport.
  4. Embrace failure as your greatest teacher.

Becoming a great leader isn't about perfection. It's about progress. Some days you'll nail it, other days you'll wonder what went wrong. And that's totally okay.

The most powerful leaders are those who stay curious, keep learning, and genuinely care about their team's success.

Your leadership journey starts now. Are you ready?
]]>Tue, 28 Jan 2025 14:15:00 -0500