_{A Monthly Newsletter: July 2025}

Welcome to the July edition of my monthly newsletter! I’m excited to introduce a brand-new feature this month—our Leadership Spotlight. Each issue, we’ll highlight the unique perspectives and career journeys of leaders navigating the same daily challenges we all face.

To kick off this series, I’ve invited James, Director at EMM Consulting Pty in Ontario, Canada, to share his insights and experiences. Over the past few years, I’ve had the pleasure of getting to know James and have been continually impressed by his impactful work and leadership approach.

I hope you find inspiration in James’s story and would love to hear your feedback on this new feature. Let me know what you think!

To wrap around this new feature I also share some thoughts on identity, particularly when we have been with an organization for a long time and make a change. This is often a significant challenge that is faced by many individuals, and often creates hesitation in making the leap to something new. Would love to hear your experiences on this!

A few years ago, I made the decision to leave an organization I had been with for nearly 15 years.

The decision was multifaceted and contributing factors included things such as needing a new challenge, not seeing a clear path to my next role (or even being excited about what that could be), leadership changes (that did not align with my approach), and wanting to stretch myself to see what my potential could really be (I felt like I was not fully using my skills at times.)

None of these are surprising and I often hear these items come up in my discussions with clients.

What is often unsaid though, until we start digging in, and I discovered as part of my own experience, is the anxiety and hesitation around the decision to leave a company, that is built around our own identity that we have curated within a particular organization.

For me, I was known as someone who was (as a manager described me) a heavy hitter in the environmental sector and latterly as a strong leader and grower of teams. I had attained a certain level of respect with senior leadership, peers and my team (although we can never truly know how others perceive us) and my internal network was extensive, I knew the right people to speak to, to get things done!

So then, to leave the organization where I knew where I fit, was comfortable how others generally saw me and understood how work was a big challenge.

It took me a while to leave behind the ‘mindset’ of being within that organization and to shift to something new. I struggled not to reference my previous ways of operating when I was employed in a new role. And I’m sure I annoyed people in the process of trying to understand what my new identity really was!

Several strategies helped me move forward:

• Resisting the urge to reference the past. Each time I did, it reinforced my old identity rather than helping me build a new one.

• Adopting a learning mindset. Staying open and flexible allowed me to grow from new experiences.

• Reassessing my skills. Taking stock of my strengths and gaps helped me shape a new professional version of myself.

• Getting excited about my next chapter. I asked myself what I wanted my “2.0” identity to look like.

Ultimately, this transition was a personal change management process. It required honest self-reflection about my purpose, past contributions, and what I wanted to build next. The journey wasn’t easy, but it was essential for growth—and it’s a conversation worth having with ourselves whenever we face big career decisions

ps. When you’re ready…..I help leaders and teams through in-person team training, coaching, 1:1 virtual coaching and career coaching. Reach out for a complimentary intro call

Leadership Spotlight!

Q: Can you walk us through your career journey—from where it all began to where you are today? A: My career started as a field hydrogeologist, working in the UK, Europe, Middle East and Africa. What drew me in—and still excites me—was the opportunity to apply earth science in real-world settings, often in some of the most remote and fascinating parts of the world. I still get a real sense of excitement seeing new team members head out into the field for the first time. Those early days, collaborating with everyone from drilling teams to government officials, were incredibly formative. They taught me how to communicate across a wide spectrum of stakeholders—skills that have been invaluable in my leadership roles up to today.

As my career progressed, I found myself working on increasingly complex projects, which eventually led me to Australia. There, I joined a major integrated energy company, contributing to a team focused on securing environmental approvals for natural gas exploration and development. It was a pivotal chapter that deepened my understanding of large-scale project dynamics, regulatory frameworks and the critical role of clear, effective communication.

Thanks to the strong professional relationships I built during my eight years in Australia, I was offered the opportunity to help establish EMM Consulting’s presence in Canada. Today, I’m proud to be part of EMM’s leadership team here, working alongside our talented teams in both Canada and Australia. Together, we’re focused on creating meaningful opportunities for our people, our communities, and our clients—particularly in the mining and clean energy sectors.

Q: What’s your educational background, and how has it influenced your career path? A: I earned a four-year undergraduate degree in Geology, which laid the foundation. Then I took a year off to work as a field technician on a large infrastructure project in the UK, and to pursue an opportunity overseas engaged in conservation work through the University of Guadalajara in Mexico.

Those experiences pushed me out of my comfort zone—working in challenging environments, a different language, and with new cultural dynamics. I then completed a Master’s in Hydrogeology, with my thesis based in rural Brazil, partnering with local farmers on a sustainable irrigation project. These international experiences shaped not just my technical skills, but also my adaptability and cultural awareness—qualities that have been crucial in my consultancy work across the UK, Australia, and now Canada.

Q: How would you describe your leadership style and the values that guide you? A: At the core of my leadership philosophy are authenticity and trust. I believe in showing up as my true self—sharing the commitments I have outside of work, like family and wellbeing, hopefully helps my colleagues understand what drives me. In turn, I feel it builds mutual respect and trust as they navigate their own busy lives. I see every employment relationship as a two-way trust agreement. Rather than closely overseeing every detail, I focus on encouraging people to take ownership of their work and supporting them to succeed.

It’s important to me to recognize and celebrate the successes of others, while fostering a flexible, supportive environment where everyone has the opportunity to thrive. In today’s hybrid work landscape, compassion, self-awareness, and meaningful connection are more essential than ever. I’m committed to building authentic relationships and cultivating a culture of shared success—where people feel valued, empowered, and inspired to bring their best self to their best work.

Q: How do you keep your team motivated while maintaining high standards? A: I think it starts with purpose. People need to feel that their work matters—for us that means making a difference to clients, communities, and the environment. I try to connect the team to that bigger picture. I also try to lead by example—bringing energy, commitment, and passion to the table. Key to leadership, for me, is about being visible, optimistic, and enthusiastic. When challenges arise, I aim to be the voice that sees opportunity and keeps the momentum going.

Q: What does being a “connector” mean to you as a leader? A: Being a connector is one of the most important parts of my role. I definitely don’t have all the answers, and I’m not the best person for every task—but I do know how to bring the right people together. Understanding the strengths of your team and aligning them with the right challenges is how you unlock potential and create meaningful opportunities. It’s a skill I’ve honed over time, and it’s central to how I lead.

Q: What advice would you give to someone just starting out or aspiring to lead? A: Three things. First, take every opportunity to learn from others: peers, leaders, inside and outside of work. I’m incredibly grateful to have had the privilege of learning from humble high performers and incredible leaders in my family, friendship group and colleagues over the years who have influenced, supported and continue to challenge me.

Second, don’t be afraid to step (or leap!) outside of your comfort zone - seek out diverse experiences—they’ll shape you in ways you can’t predict. Having the courage and curiosity to work in different cultures and environments early on gave me a broader perspective that’s been invaluable.

Third, gratitude. If someone has done a good job (on something big or small), make sure they know it. A quick shout out, or sending a quick email or text goes a long way.

Thank you James, for taking the time to share your journey and experience, it is truly inspirational to hear about your career and leadership perspectives!

If you would like to connect with James, his LinkedIn profile is here.

Team training in action!

Did you know I provide webinars, lunch and learns and team training sessions?

How it works

1. We curate the topic and need together, meeting as many times as you require to discuss the outcome you are looking for.

2. We agree a date/time and schedule that in!

3. I create the content for your review with changes being made until you are completely satisfied with the content.

4. Delivery is then either online or in-person!

5. We conduct a debrief after the session to discuss future needs and outcomes!

The picture above is taken from a recent ‘breakfast and learn’ 1hr session, I delivered in person around the topic of communication and feedback!

Want to learn more? Drop me a message entitled ‘Team Session Inquiry’ to [email protected].

Referring Someone in Your Network

It makes sense that you trust your colleagues and friends to provide great professional contacts. So, if someone in your network could use coaching and/or team training support, please introduce us!

My LinkedIn profile for sharing is here.

I’m very grateful for everyone who connects me with their colleagues and friends. Thank you!

Emma