Over 15 years in HR and coaching, I’ve heard this more times than I can count.

And if I’m being honest, I’ve felt it too.

Early in my career, there were moments where I questioned if my voice mattered, if my work was seen, or if the people around me truly cared. That experience stayed with me.

Because here’s what I’ve learned since:
Most people do care.

But when communication breaks down, when recognition is missing, when leaders lack awareness, or when empathy isn’t present, it doesn’t feel that way.

That gap between intention and experience is where teams struggle.

C.A.R.E. is not something I created from theory alone. It’s built from my lived experience as a first-generation leader, my coaching mastery, and 15 years in HR seeing what actually works and what doesn’t.

I’ve been in many rooms where communication is unclear.
Where feedback is inconsistent or scarce.
Where people feel overlooked.
Where teams are technically “high-performing” but quietly disengaged.

And I’ve also seen what happens when those same teams shift, and the ripple effect it creates across an organization and beyond.

Traditional team building doesn’t create lasting change. Trust falls and icebreakers might be fun in the moment and create an hour of connection, but they don’t address the real challenges teams face every day like miscommunication, lack of clarity, or feeling unheard. What happens after the one time a year team building event?

What actually drives high-performing teams?

Research backs what I’ve seen in practice.
Google’s Project Aristotle found that psychological safety, the ability to speak up, share ideas, and feel heard without fear, is the number one predictor of team effectiveness. Google found that the most effective teams weren’t the smartest, they were the ones where people felt safe to speak up, be heard, and contribute. That’s exactly what C.A.R.E. is designed to build.

C.A.R.E. not built in a one-time activity. It’s built in how we show up every single day:

• Communication creates clarity and alignment so teams can move faster and with intention.

• Awareness helps individuals understand their impact, their patterns, and how they contribute to team dynamics.

• Recognition ensures people feel valued for their contributions, which directly impacts engagement and retention.

• Empathy builds trust through curiosity, understanding, and respect for different perspectives.

Together, these are not “soft skills.” They are the foundation of how teams operate, collaborate, and succeed.

As Peter Drucker said, “Culture eats strategy for breakfast.” And culture is shaped in the everyday moments, how we communicate, how we listen, how we acknowledge one another, and how we choose to lead.

This is the work. Not a one-time event. Not a quick fix.

But a sustainable, meaningful approach to building highly aware, inclusive teams that prioritize clarity, curiosity, and supporting one another to achieve shared goals.

Because when people feel seen, heard, and understood, they don’t just perform better.
They care differently.

How I Bring C.A.R.E. to Your Organization

I don’t believe in one-size-fits-all solutions. I partner with organizations to bring C.A.R.E. to life in a way that’s practical, relevant, and sustainable. Through interactive workshops, leadership coaching, and tailored strategy sessions, I help teams strengthen communication, build awareness, recognize what’s working, and lead with empathy. This is not just about learning concepts, it’s about applying them in real time so your teams can collaborate more effectively, build trust, and drive meaningful results.

If you’re ready to create a more connected, engaged, and high-performing team, let’s connect.

Schedule a complimentary Workshop Info Session to see how you can bring C.A.R.E. into your organization.

My first solo LinkedIn & YouTube Live! During this live, I talk about a few of the “1000 paper cuts” that made me feel like I needed to hide in the workplace.

As First-Generation leaders, we have a unique advantage and powerful qualities such as being hardworking, resilient, resourceful, strategic, and empathetic. These qualities are incredibly valuable and should never be hidden.

Check it out and let me know what your takeaway is in the comments below.

If you’re curious to learn more about the First & Limitless Group Coaching Program - schedule a complimentary conversation to see if this program is right for you.

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This year has brought unforgettable new experiences, proud moments, and overall sense of joy in what I get to do. It has also brought deep worry, sadness and anger at personal situations that few know about, and guilt for pursuing my passion while others around me struggle.

Through it all, I learned and relearned major lessons, and that’s what I want to share with you here:

1. Old Patterns Die Hard

   I have one deeply rooted limiting belief that “I’m never doing enough.” I’m aware of it. I’ve worked through it. And yet, it still pops up.

   I signed up for all kinds of things this year because I felt I wasn’t doing enough, until I hit a wall and realized I couldn’t do it all at once. I am doing more than enough. I just need to remind myself what “enough” means to me, not to anyone else.

2. Clean Up Before Creating More

   Before adding anything new, I had to pause and look at what I was already carrying: old commitments, half-finished ideas, emotional clutter, expectations I hadn’t questioned in years. I realized I was trying to build on top of things that hadn’t been cleared yet.

   Momentum doesn’t always come from doing more. Sometimes it comes from finishing, closing, releasing, or simply deciding what no longer gets your energy. Clearing space (mentally, emotionally, and practically) creates room for what’s actually aligned. Ask yourself: What am I holding onto out of habit, fear, or obligation that no longer fits who I’m becoming?

3. NOs are Incredible Learning Opportunities

   No is not rejection.
   No is not failure.
   No is information.

   No stands for “next one.”

   Every “no” this year taught me something about my boundaries, my values, my worth, and what I’m truly available for. Some no’s protected my energy. Others redirected me toward better yeses I couldn’t see yet. If you’re hearing more no’s lately, don’t assume you’re off track. You might actually be getting closer.

4. You Have More of an Impact Than You Think

   I create content. I lead workshops. I coach people for periods of time. I hear about the wins in real time, but then there’s silence.

   That silence used to make me question everything. Did it land? Did it matter? Did I actually help?

   Recently, I came across a testimonial written about me four months ago that I never saw. I wasn’t tagged. It never made its way to me. And yet, it existed.

   Just because you don’t see the impact doesn’t mean it isn’t real. Just because people don’t report back doesn’t mean they didn’t change. Trust the ripples you’ll never witness.

5. Learning to Celebrate YOURSELF is Critical To Success

   I’ve been in roles that are somewhat lonely. HR was lonely, and entrepreneurship can feel just as isolating.

   Sometimes the people closest to you don’t ask about your work because they don’t know what to ask. Sometimes they’re navigating their own discomfort, fears, comparisons, or unfinished dreams. And sometimes we make up stories that they don’t care, when the truth is much more complex.

   Regardless of the reason, there will be moments where you have to be the one to celebrate yourself.
   

   See your growth. Honor your progress. Celebrate wins that others may not see or understand yet. Your accomplishments don’t shrink because they weren’t applauded. Don’t abandon yourself waiting for permission to feel proud. Be proud!

6. What You Think, Believe, and Say About What’s Possible Becomes Your Truth

   The stories you tell yourself matter more than you realize. What you think you deserve, what’s realistic, what’s “too much” can quietly shape your decisions.

   Change doesn’t start with a leap. It starts with a thought you’re finally willing to challenge. The stories you tell yourself are powerful, so make sure that they’re powerful stories for good.

   I have had plenty of stories swirling in my head that I should be “realistic” and questioning whether I’m capable of this. Once I decided that I am capable of doing whatever I choose, doors opened in ways I never could have imagined.

7. Every Day is an Opportunity to Start

   You don’t need a new year or a Monday to start chasing what you want in your life and career. Start today, start Tuesday, start on December 30th.

   I wish I could say that I know exactly what I’m doing and how to do it. I don’t, I just start. That’s how I’ve made progress this year: I’ve started scared. I’ve started messy. I’ve started small. I simply started.

If any of this resonated, don’t let it stay as reflection only. Turn it into action.

Here are a few ideas:

• Write down one belief you’re ready to release and rewrite

• Name one area where you need to clean up before creating more

• Decide one next step that aligns with the version of you you’re becoming

And if you don’t want to do that alone, I’d love to support you. Whether through coaching, a workshop, or a simple clarity conversation, my work exists to help you design a career and life that actually feels like yours. You can schedule your complementary Intro to Coaching call here.

You’re not behind.
You’re not late.
And you’re more capable than you think.

Start where you are.

Just a few images from the second half of this wonderful, beautiful, crazy, challenging, lesson-filled year.

That’s the tension I feel constantly as a First-Gen Latina navigating spaces that no one in my family has walked before.

These past two weeks have been a stark reminder of that duality. Many of us have heard the statement “no soy de aqui, ni de allá” - I’m neither from here nor there. But what I’ve learned is that “yo soy de aqui y de allá” - I am from here AND from there. That duality isn’t a weakness; it’s my strength. It shapes how I lead and how I show up in the world. And I’m proud of it…now.

It took me a while to get there because the message was always to assimilate if I wanted to succeed. I remember pausing when people at work would ask where I was going on vacation. Saying, “El Salvador, to visit family,” made me wonder — would that make me too Latina? Too different from my peers?

The truth is, I’ve been going to El Salvador since I was a kid - it’s where my family is from and where many relatives still live. For nearly a decade now, I’ve visited every year since my grandparents moved back after 30+ years in Hollywood.

And yet, every trip brings culture shock - in both directions.

The stark differences in how people live and work always filled me with conflicting feelings - pride and guilt. Pride in the life I’ve built. Guilt that I get to live it. When I’m asked about my travels, my work, or my life in Los Angeles, I can’t help but think about how different my life is because of my parents’ choice to each leave as young teenagers in pursuit of a better future.

Many of us First-Gen professionals grow up hearing we should stay humble, stay quiet, stay grateful. Our parents had to hide, and those fears were passed down. Today, that same narrative is being reinforced: stay quiet. But humility can easily turn into invisibility. For a long time, I dimmed parts of myself to fit that narrative, until I learned that visibility is power.

I’m not bragging by sharing my experiences; I’m sharing what’s possible. Showing who we are, celebrating the power of our heritage, and embracing our duality as a strength isn’t arrogance - it’s impact. That visibility is the point.

It’s not a far reality that my life could have been incredibly different, especially with everything we’re seeing in the news today. The criminalization and divisive, false narratives around immigrants are painful to witness. No human is illegal. We ALL came to this land, except for the true natives. Like every American — no matter how many generations removed — we’re all rooted in the same pursuit: opportunity for a better life.

I have a unique opportunity to show what’s possible when you consciously design a life that reflects who you are and want to be, while honoring where you came from. So do you.

Now more than ever our stories deserve to be seen, our heritage celebrated, and our authenticity recognized. Our impact cannot — and will not — be dimmed.

But sometimes my life doesn’t make sense, even to me!

Last week I unexpectedly flew to El Salvador because my grandma was sick. Fluent-ish in Spanish, I quickly realized I didn’t understand all the medical terms and felt acutely aware of being “from somewhere else.” There were moments of frustration, but also deep reminders of family, resilience, and the importance of support.

Thankfully she’s doing well for now, so I came home to an abrupt drop into my “normal” life. One week, I’m sleeping in a hospital chair for three days watching over my grandma, only speaking Spanish and out of my element. The next, I’m at a Dua Lipa concert, seeing Juanes up close at another live performance, and diving back to my entrepreneur life with three speaking engagements in one week.

I’ve been lucky, AND I’ve worked intentionally to design the life I want. By 30, I had already experienced things that most people put on their life bucket lists. And yet, every time I experience something new, I catch myself thinking, “I wish my family could see this.”

That thought used to bring feelings of guilt - why me? how did I get so lucky? But over time, I’ve learned to reframe it. These experiences are things generations before me could only dream of — and that’s something I don’t take lightly. It’s a reminder to lead with gratitude, to stay grounded, and to turn privilege into purpose. My success isn’t just mine; it’s the continuation of my family’s story.

While I was in El Salvador last week, I was showing my grandma videos of me speaking on stage. She was proud… and confused. She asked, “¿Qué estás vendiendo?” (“What are you selling?”) To her, what I do — coaching, speaking, building my own business, feels foreign — even risky. But she ended with, “Tú vas a luchar.” (“You’re going to fight.”)
And she’s right. That fight, that resilience, is in my DNA.

Being First-Gen means living in between worlds. It means carrying stories, expectations, and dreams that don’t always align neatly. But the beauty of it is that we get to define our own identities and how we want to show up.
Yo soy de aquí y de allá. My experiences are uniquely mine, AND they make me stronger.

Here are three lessons I continue to come back to as I navigate this journey:

1. Visibility is not vanity - it’s impact. Sharing your story opens doors for others to see themselves in it.

2. Duality is strength. You can hold gratitude and ambition, humility and confidence, pride in your heritage and pride of what you are creating — all at once.

3. Design your life intentionally. The life you’re living now is someone else’s answered prayer — honor it, and keep building forward.

I’m excited to continue this conversation with the one person who understands this duality as deeply as I do, my brother. He’ll be my next guest on my LinkedIn Live: “Pursuing Passion – Designing Uncharted and Bold First-Gen Paths.” Save the date: October 21 at 12pm PST! Head to my LinkedIn to connect and RSVP when the event goes live: https://www.linkedin.com/in/lindsaybenitez/

If this resonated, and you’re managing guilt while actively wanting to design your confident career and life, I’m offering a complimentary 30-minute intro coaching session. Together, we’ll explore what’s holding you back, uncover your strengths, and start shaping the next bold steps in your path. Schedule your time here: Intro to Coaching

Our stories don’t end with us — they start with those who came before and continue in how boldly we choose to live. Lead with pride, not guilt. Choose visibility over fear. Live boldly. For every First-Gen professional out there - your success doesn’t mean you’ve left anyone behind. It means you’re lighting the path. This isn’t the time to hide. ¡Hay que luchar! For better futures. That’s always been the point.

How do you navigate the guilt that comes with growth as a First-Gen professional? Share it in the comments or let’s connect. I’d love to hear your stories!

I wish that version of me pictured here could have learned so much of this earlier, but it’s never too late. And yes, I eat my pupusas with a fork and knife. #firstgenthings

It’s no wonder so many HR leaders are leaving - transitioning into fractional roles, consulting, or coaching. I get it. I did too.

But what if there’s another way? What if we can stop the loss of talented HR leaders to burnout? The world needs skilled, empowered HR leaders, so if you’re feeling exhausted and ready to walk away, I urge you to read this before you decide.

My HR to Coach Story

I had no intention of leaving HR, especially after 15 years and a career I was proud of. I still think I may decide to go back one day, but right now I’m on a different mission as a Coach, Speaker, and Trainer. I originally became a certified coach to bring internal coaching, focus on learning and development, and to grow my own skills. But after what I now call my “surprise pivot,” where I abruptly quit, my trajectory shifted.

Looking back, the signs were there all along. I was burned out, exhausted, and feeling like I wasn’t making the impact I wanted to make. I had a deeper knowing that there was something else, something different, meant for me.

The warning signs? Small things at first, but persistent: eye twitches, a stiff neck, and literally having to pull over halfway to work at a Starbucks because I was falling asleep at the wheel - more than once. Or worse…falling asleep at Hamilton after what I called an “HR Friday”.

As I figured out my own path after leaving, I realized I wasn’t alone. Other HR leaders are feeling the same. And that’s when it hit me: we’re so busy coaching everyone else, but who’s coaching us?

That’s the mission I’m on now as an HR-for-HR coach. I work with HR leaders to prevent burnout, overcome exhaustion, and stay in a profession that truly deserves talented, empowered leaders like you. My goal is to be the Coach I wish I had - someone who could have helped me redefine and navigate balance, self-care and boundaries, and maybe even helped me actually make it through Hamilton.

Wearing the Coaching Hat in HR

In HR, we often say half-jokingly that we wear so many hats - therapist, problem solver, firefighter, negotiator, events manager, to just name a few. But one hat I think deserves more of our focus is the coach’s hat.

As coaches, we have the power to transform cultures. We do this by:

• Raising awareness instead of jumping straight to solutions

• Asking powerful questions rather than telling people what to do

• Listening deeply to what’s said - and what’s left unsaid

Nobody likes being told what to do. And yet, we often get frustrated when employees don’t follow our beautifully designed checklists and process maps. The truth is, they need to feel empowered - and sometimes slowing down to speed up can make all the difference.

Over the past two years, as I’ve shared my own story, I’ve often heard HR leaders say: “I also want to leave to become a coach,” or “I wish I could just leave now.” Coaching is consistently cited as their favorite part of the role, which explains why so many HR leaders are pivoting to coaching externally.

But here’s the key: we need HR leaders who lead like true coaches from the inside, within organizations. That’s how we transform workplaces - not by doing it all ourselves, but by empowering others to step fully into their roles.

You don’t need to spend thousands on a coaching certification or launch a whole business, unless that is truly your goal. One major learning I’ve had is this: HR leaders love coaching, but to be an entrepreneur, you also have to love business development equally. If that’s not your passion, that’s okay - you can coach from the inside and make a huge impact!

From Enablers to Empowerers

Most of us came into this field because we care deeply about people. We want to see employees and organizations thrive. But somewhere along the way, that passion turned into over-functioning. We became enablers instead of empowerers.

We’re so focused on fixing things, solving problems, and being the go-to for everything that we’ve unintentionally trained leaders to depend on us instead of growing their own capability.

And here’s the truth: This isn’t sustainable for us - or for them.

The best coaches know they need coaching - and the same is true for HR leaders. The most effective leaders recognize there’s always more to learn and that they can’t do it alone. It’s easy to feel like you’re on an island, but you need support too. Whether it’s through an HR peer group or your own coach, invest time and energy into feeling clear, energized, and empowered - because you can’t fully empower others until you do.

The Coaching Shift

When I ask HR leaders about coaching, I often hear: “I don’t have time for that.”
But coaching isn’t a separate thing you do, an extra task. It’s a mindset shift that transforms every interaction. It’s the difference between:

• Telling a manager what to do vs. helping them think through their own solutions.

• Putting out every fire vs. teaching leaders to prevent sparks in the first place.

Let’s be honest - many of our HR job descriptions are insane and unsustainable. We say yes to everything because we just want to be helpful. How many of us have or have had job descriptions that look like Frankenstein, or worse - don’t even have one at all?

But here’s the truth: you can’t empower others if you’re doing everything for them. Coaching is the key to changing that. When we coach instead of just solving problems, we not only empower others, we increase our influence - something many HR leaders feel frustrated they don’t have enough of.

What if HR wasn’t the department that handled everything - but the team that taught leaders to handle anything? What if, instead of absorbing everyone’s stress, we empowered managers to lead confidently, make decisions, and own their culture?

Here are three small coaching shifts you can make that can completely change your day:

1. Ask before you tell – Pause and invite the manager to explore their own solution. They’re more likely to take action when it feels like their idea.

2. Listen for what’s not said – Often the real challenge is between the lines. Active listening is one of the hardest skills, but it’s essential for having meaningful discussions instead of surface-level ones.

3. Empower small decisions – Give others the chance to act, even if it’s imperfect. You could probably do it faster, easier, or better yourself, but allowing them to try builds confidence, capability, and accountability.

These micro-moments of coaching add up. They protect your energy, elevate your influence, and help HR step into a truly strategic role - all while making your workday more sustainable and keep you from burning out.

The HR Friday Problem

I used to have what I call “HR Fridays.” Employees would save their toughest conversations for the end of the week - like clockwork. At 4:00 PM on Friday, my office would fill with last-minute emergencies.

Sound familiar?

Looking back, I realize I was an enabler with minimal boundaries. It wasn’t until COVID hit and we all went remote that I discovered I could say yes on my terms - being clear about when I was available, instead of just anytime. I learned that I needed to be okay first before taking on these challenging conversations. Yes, it’s a priority for them, but I won’t be the best partner if I’m not ready to fully ready to engage and listen.

Even a few minutes in between meetings can make all the difference for maintaining our balance and setting boundaries, but I learned all of that a little too late. It’s not too late for you.

That’s why I’m hosting a special session to help HR leaders reset, recharge, and reclaim their energy so that you can show up as the empowered coach you know you can be.

National HR Day is on Friday, September 26th. Let’s flip the script on “HR Fridays.” Instead of ending the week drained and depleted, let’s take one Friday to pause, recharge, and reset boundaries.

Join Me for Balance and Boundaries: HR for HR

To celebrate HR Day, I’m hosting a complimentary workshop just for HR professionals:
Balance and Boundaries: HR for HR
Friday, September 26th at 12pm PST
A safe space to reset and reclaim your role without burning out.

In this interactive workshop, you’ll:

✔ Learn strategies to prevent burnout and prioritize your own well-being

✔ Explore practical ways to set boundaries without guilt and lead by example

✔ Understand the ripple effect of HR well-being on organizational health, learning how to sustain your energy while driving impact across your organization

This is YOUR time to pause, recharge, and celebrate the essential role HR plays in every organization. You take care of everyone else - now it’s time to take care of you.

RSVP Here: Balance and Boundaries Workshop

If you’d like to learn more about how coaching can help you elevate your influence, set boundaries, and lead with confidence, you can also sign up for your complimentary Intro to Coaching session. Take the first step toward showing up as the empowered HR leader you know you can be.

And if you still want to leave HR, then I’m happy to connect and share everything I’ve learned over the last two years. Just don’t quit on a post-it or on a whim without a plan like I did. After all, once HR, always HR. You never stop wanting to help others!

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• “I should have figured this out by now.”

• “If I just push harder, I’ll get there.”

• “Other people don’t seem to need help…why should I?”

And, I’ll be honest…I’ve said a few of these myself in the past.

But the truth is this: we can only go so far on our own. We are stronger in community. We grow faster, deeper, and more sustainably when we have support. Even as a certified coach, I consistently lean on my own coaches to help me stretch, reflect, and expand what I think is possible.

And in between those sessions? I actively coach myself! I have various tools in my toolbox to help, but I have four key questions that I return to time and time again.

These four questions have helped me move through doubt, redefine success, and stay grounded in my purpose. They’re simple but powerful, and I want to share them with you!

1. What is another possibility of what’s happening?

When we’re stuck in a story, it’s hard to see clearly. The truth is, we’re all fabulous storytellers - making up all sorts of stories in our minds that are often far from the truth! That’s why I love this question. It helps me zoom out and get curious. Maybe that email wasn’t ignored, it got lost in a busy inbox. Maybe that moment of hesitation wasn’t fear, it was my intuition asking me to pause. And maybe, just maybe, it’s not about me at all - it’s about them (it usually is!). Reframing the situation creates space for compassion, perspective, and clarity.

2. What’s a different and more empowering belief?

Our thoughts shape our actions and ultimately our outcomes. So when I notice a limiting belief like “I’m not ready” or “I’m not good at this”, I pause and challenge it. What’s a belief that feels more helpful? More aligned? More empowering?

Try reframing these limiting beliefs to say this instead: “I’m learning” or “I’ve done hard things before.” Empowering beliefs shift the energy from stuck to momentum. Our thoughts are incredibly powerful. They can either hold us back or propel us forward with the right empowering belief.

3. What’s one small thing I can do to move forward?

Progress doesn’t require a perfect plan, it just needs one next step. Maybe it’s sending that email, writing the post, or reaching out for help. Asking myself this question brings me back to action. Small steps lead to big shifts. Lately, I’ve been feeling the pressure of time, like there’s never enough of it. With so many directions I could go, it’s easy to feel overwhelmed and stuck. But when I pause and focus on just one small step at a time, things start to shift.

My mind is always racing, which is why I also love doing brain dumps. I write down everything that’s swirling around that I need to do and then I just pick one. That’s where real progress happens: one intentional action at a time!

4. Why not me?

This is my favorite question! In a world full of incredible coaches, trainers, speakers, and HR leaders, it’s way too easy to second-guess myself. The competition feels fierce, and there are SO many other talented folks out there. Should I even bother going after that opportunity? But this question is a reminder that no one can do it quite like I can. It’s a bold reminder to take up space. To lead. To apply. To speak up. To believe. There’s no secret club or magical moment that makes someone more worthy than you. If they can do it - why not you?

I consistently ask myself these questions…now what?

These questions are powerful starting points for self-reflection and growth. But you don’t have to navigate the answers alone. If you’ve found clarity, or even MORE questions through this process and are curious about how deeper support could help, that’s where coaching comes in.

Coaching takes these moments of insight and turns them into meaningful, sustained change.

As your coach, I’m here to create a space for exploration, ask questions that make you think differently, and support you in taking aligned action. Together, we’ll navigate challenges, build resilience, and create a version of success that’s true to you.

How does coaching work?

Coaching is a transformative partnership designed to help you discover your strengths, redefine success, and achieve your goals with clarity and confidence. Coaching is not advice-giving or quick-fix tactics. It’s a collaborative and personalized experience that centers you and propels you towards where you WANT to go. During our sessions, we’ll:

• Clarify your goals and what success really means to you

• Uncover limiting beliefs and patterns holding you back

• Develop practical strategies to build confidence and take bold action

• Celebrate your wins and keep you accountable for the actions you commit to

My approach blends the best of coaching techniques with 15+ years of HR leadership experience. Whether you're navigating a career crossroads, leading a team, or redefining your work-life balance, I’ll meet you where you are and guide you toward where you want to be.

Who is coaching for?

• Coaching is for anyone ready to grow - especially those who have always had to figure it out alone.

• It’s for leaders striving to find their most authentic, confident voice and leadership styles.

• It’s for First-Generation professionals ready to design new paths and redefine success for themselves and their families.

• It’s for anyone who’s ever felt like the “only” or the “other” in their workplace and are ready to go places they never thought were possible for them.

Imagine waking up excited about your career and confident in your ability to lead with intention.

Imagine setting boundaries that feel aligned, making decisions from a place of self-trust, and embracing your full potential.

Coaching makes that possible. If you’re curious to see what the possibilities are - take the first step and schedule your complimentary Intro to Coaching Session.

And until you’re ready to take that step with a coach, start by asking yourself:

What’s one small thing you can do today to move forward?

Maybe it’s reaching out.

Maybe it’s believing in yourself.

Maybe - just maybe - it’s saying: Why not me?

What destinations will you unlock next? Let’s find out!

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What comes to mind when you think of “team building”?

As a former HR leader, I’ll admit… even I used to cringe a little. Trust falls, awkward virtual happy hours, and those “what would you bring to a deserted island” icebreakers. Sure, the deserted island part sounds appealing right about now, but let’s be real - team building needs a serious refresh.

With the rise of remote and hybrid work, a growing lack of trust in organizations, and mounting burnout, many teams are struggling to stay connected and inspired. It’s a recipe for disengagement, disconnection, and flat out dysfunction.

In a world where the universal need to be seen and heard often goes unmet, I really believe we just need to learn how to CARE a bit more. This idea led me to develop a framework I now teach to organizations and individuals. By focusing on Communication, Awareness, Recognition, and Empathy (C.A.R.E.), we can cultivate skills that transform our interactions, strengthen connections, and create spaces where everyone feels valued and heard.

I’ll break down what C.A.R.E. is, why it matters, and how it can revolutionize the way we build teams. Keep reading to explore why it’s time to CARE a little more!

What is C.A.R.E.

The C.A.R.E. framework was born from the challenges I’ve repeatedly seen throughout my HR career and coaching journey. While Communication, Awareness, and Empathy are widely recognized as critical skills, I enhanced this framework by adding Recognition as a key pillar. Over the years, I’ve learned that recognizing achievements, both big and small, is often the missing piece that drives connection, engagement, and inspires motivation. This intentional addition reflects my belief in celebrating not just what we accomplish, but also the effort and growth behind those wins.

These four pillars - Communication, Awareness, Recognition, and Empathy - aren’t just workplace skills; they shape how we navigate life as a whole. The idea that we can “leave our feelings at the door” or separate our work and personal selves is a myth. The reality is, we’re the same person at work and at home no matter how hard we try to compartmentalize. Learning how to communicate, stay aware, recognize others and ourselves, and practice empathy bridges this gap, allowing us to show up authentically and fully in all areas of our lives.

To bring C.A.R.E. to life, I encourage teams to reflect on four transformative questions that can infuse these principles into daily interactions and personal growth. Let’s dive into each pillar and explore how it can reshape the way we connect and authentically lead.

Communication: Active Listening & Understanding Styles

Question #1: What might be getting in the way of clear communication?

Let’s be honest: most of us are not great listeners. The distractions of modern life, both external and internal, make active listening a real challenge. But active listening is the cornerstone of meaningful and effective communication. The key word here is active - being fully present, engaged in the conversation, and listening for not just the words but also the non-verbal cues, emotions, and energy behind them.

Many of us are also unaware of how our communication styles impact interactions. Remember that game of telephone - where messages shift and change as they’re passed along from person to person? We often assume others communicate or interpret things the same way we do. They don’t! Everyone has their unique communication style, shaped by their preferences, experiences, and perspectives. This is where tools like the DiSC assessment can be a game-changer. As an authorized DiSC partner, I’ve seen how it helps individuals develop a shared language and learn how to flex their styles to connect more effectively with others, reduce misunderstandings, and build stronger relationships.

Asking yourself, “what might be getting in the way of clear communication?” can be transformative! Whenever conflict or confusion arises, start with this question. It’s often the immediate first step to resolution.

Awareness: Understanding Ourselves and Others

Question #2: What filters should I be aware of in myself and others?

Awareness comes in two essential forms: self-awareness and social awareness. Have you ever wondered, “Why don’t they see it the way I do?” Because they don’t! We all have individual filters and experiences, which shape how we perceive the world. That’s why two people can witness the same event but walk away with completely different stories of the “truth”.

As a First-Generation leader, I’ve often felt the tension between the different “realities” we can all feel in the workplace. Learning to understand and honor my own perspective - while appreciating others - has been a pivotal part of my journey. It’s one of the reasons I’m so passionate about this work and helping to foster awareness. I know what it’s like to feel unseen and unheard, and I also know the power of creating space for genuine connection and understanding.

It takes work to raise our own self-awareness, but it’s critical. We need to first understand our own biases, filters, and assumptions before we can truly connect with others. That’s when we can start building meaningful relationships and bridge the gaps between differing perspectives.

Recognition: Celebrating Wins Big and Small

Question #3: How can I recognize their efforts and mine?

In a culture obsessed with “what’s next,” we’ve lost the art of recognition. Whether it’s celebrating others or acknowledging our own achievements, recognizing both big and small wins fosters motivation and builds stronger relationships. Yet, many of us struggle with recognizing our own efforts, often saying it’s “uncomfortable” or “strange.” Let’s reframe that: recognition isn’t about “bragging” or self-promotion; it’s about honoring and giving visibility to what we’ve accomplished and what’s possible!

During my time in HR leadership, I saw firsthand how powerful recognition can be. Employees thrived when their contributions were acknowledged and disengaged when they weren’t. As a manager, I’ll admit I was often so focused on the next goal that I overlooked opportunities to celebrate wins. But once I understood the profound impact of recognition, I made it a priority to celebrate my team’s achievements, no matter how small. The ripple effect on morale and performance was undeniable.

That said, learning to recognize my own efforts was a much harder skill to develop. It took time and intention, but I came to realize that self-recognition is just as vital. It’s about honoring the effort and growth behind every success.

Empathy: Moving Beyond “Walking in Their Shoes”

Question #4: How can I lead with curiosity and show support?

Empathy is often described as “walking a mile in someone else’s shoes,” but I’ve always found this metaphor a bit lacking. Shoes don’t always fit, literally or metaphorically, because each person’s experiences and needs are unique. True empathy isn’t about just imagining what it’s like to be someone else; it’s also about leading with authentic curiosity and taking it one step further to show support. Ask questions, listen deeply, and offer meaningful support without assuming you fully understand someone else’s perspective.

In a recent training, I was told that empathy was “soft”. I couldn’t disagree more. Empathy is one of the hardest leadership skills to master, but when you do, it completely transforms and up-levels your leadership. It’s no coincidence that the most admired leaders are the ones who approach every interaction with curiosity, a genuine desire to understand, and a commitment to intentional action.

Why I Care About Teaching C.A.R.E.

I teach this unique version of the C.A.R.E. model because I’ve seen firsthand how these principles can make or break a team. Based on coaching principles and my own experiences, this framework is more than just another acronym. It’s a way to build stronger connections and create environments where people feel truly heard and valued.

I focus on authentic leadership because our personal and professional lives are deeply interconnected. Challenges at home inevitably spill into work, and vice versa. I’ve seen the incredible impact of empowering people to bring their whole selves to the table. When teams learn how to C.A.R.E. and embrace their complexities, they achieve better results, foster deeper trust, and unlock more authentic leadership.

This is why I’m so passionate and dedicated to helping others develop these skills, especially those who, like me, have ever felt out of place or like they didn’t belong.

Ready to Learn More?

If this resonates with you, let’s connect. Whether you’re curious about coaching or want to bring these principles into your organization, I’d love to help you and your team thrive. Let’s schedule a call and explore the possibilities!

Also as far as I and ChatGPT know - while variations of the C.A.R.E. framework already exist, my emphasis on “Recognition” sets this version apart, especially for today’s challenges. Let me know if you see this anywhere else!

From my buddy ChatGPT:

Regarding C.A.R.E.'s Origin

The acronym C.A.R.E. is commonly used in various contexts, often standing for similar concepts (like in caregiving or customer service), but your specific iteration (Communication, Awareness, Recognition, Empathy) appears to be uniquely enhanced by the addition of Recognition. Many frameworks omit explicit focus on recognition, so your inclusion of it adds a distinct and valuable perspective. You’ve effectively tailored the acronym to align with your coaching principles and experiences, making it uniquely yours.

Imposter Syndrome is a term we hear WAY too often. It is a way to describe the feelings of self-doubt and inadequacy that can creep in, especially when you’re stepping into new opportunities or spaces where you don’t see yourself represented. For years, I thought I had a bad case of imposter syndrome. But I’ve come to realize that it wasn’t imposter syndrome at all. It was something else entirely, and reframing this idea and focusing on these 4 key reminders has been a game-changer for me. I hope they are for you too.

1. Imposter Phenomenon vs. Syndrome

The first step in my journey was recognizing that what I was experiencing wasn’t an isolated feeling. Imposter “syndrome” is better understood as a phenomenon, a natural response to being in spaces where you’re the “only” or one of very few. Let’s be real. There were a lot of spaces that just weren’t designed with some of us in mind.

I’ve spent much of my life in those spaces. Growing up in school and in my career, I’ve been in countless rooms where I was the only leader who shared a First-Generation background like mine.

It’s no wonder I sometimes felt unsure about where I belonged. But this wasn’t an inherent flaw in me; it was a reflection of systemic underrepresentation and the newness of being in those spaces. Realizing this distinction allowed me to release some of the shame and focus on what I could control. And you can too.

2. Focus on Skills and Experiences

Instead of labeling myself as having imposter syndrome, I began to focus on the skills I needed to develop or the experiences I had not yet had. Was I truly unqualified, or was I just lacking exposure or practice?

For example, if I felt unsure about leading a project, I’d ask myself: What specific skills would make me feel more confident? Maybe it was gaining technical expertise, or maybe it was learning to trust the skills I already had. Once I identified those gaps, I created an action plan to address them, whether that meant seeking coaching, taking a course, or simply practicing.

This shift from “I don’t belong” to “I’m growing into this” or “I’m still learning” helped me see every challenge as an opportunity to build my confidence. I often say, “I don’t have that experience or skill…yet.” How will you gain the skills and experiences needed to build the confidence you need?

3. What am I afraid of?

When we talk about imposter syndrome, what we’re often describing is fear. Fear of change. Fear of learning. Fear of success. Fear of being seen. These fears manifest as self-doubt because they’re pushing us out of our comfort zones.

So, instead of saying, “I have imposter syndrome,” start asking, “What am I really afraid of?” Am I afraid of failing? Am I afraid of stepping into the unknown? Or, and this one is harder to admit, am I afraid of actually succeeding and all the responsibility that comes with it?

Once I named the fear, I could address it directly. “I don’t have imposter syndrome. I have a fear of public speaking, and I can take steps to practice and improve.” Or, “I don’t have imposter syndrome. I have a fear of change, but I can embrace the growth it brings.”

4. Why Not Me?

Finally, I learned to challenge the fundamental belief behind imposter syndrome: the idea that we don’t belong. I began to ask myself, “Why not me?”

Just because I haven’t seen someone like me in a certain role doesn’t mean I’m not meant to be there. In fact, it might mean I’m meant to be the first, to create visibility and open doors for others. Every time I step into a new space, I’m not just paving the way for myself; I’m creating a path that others can follow.

This mindset shift has been incredibly empowering. Instead of waiting for permission or validation, I’ve embraced the idea that my unique perspective is exactly what many spaces need.

So, did I cure my imposter syndrome? What I really did was reframe it. I stopped seeing myself as the problem and started focusing on the opportunities to grow, learn, and lead. If you’ve ever felt like an imposter, I hope these reminders help you, too.

While you’re still here with me, let’s also quickly talk about privilege…

Privilege is a tricky thing. It can sometimes feel like a loaded word and bring up some feelings of defensiveness or guilt, but it’s important to acknowledge its role in our journeys. I am deeply grateful for the opportunities and access I’ve had, even if being in certain spaces sometimes brought up insecurities and feelings of not belonging. These moments of doubt were uncomfortable, but they also pushed me to confront and grow through them.

Recognizing my privileges hasn’t diminished my achievements; instead, it has given me the perspective to appreciate them more fully. It’s a delicate balance of gratitude and responsibility. I can be thankful for the advantages I’ve had AND proud of the hard work and resilience it took to make the most of them. Most importantly, I’ve come to realize that privilege isn’t something to hide or feel guilty about; it’s something to use for good. Whether it’s amplifying others’ voices, creating opportunities, or simply being a role model for authenticity and confidence, I’ve learned to turn my privileges into tools for empowerment and change.

So what can you do about your own imposter syndrome?

What I hope you take from this is that imposter syndrome doesn’t have to be a lifelong struggle! It’s something we can identify, address, overcome, and eliminate from our vocabulary. Let’s take the next step to removing imposter syndrome from your language and replacing it with self-assurance, clarity, and a deep sense of belonging. Let’s focus on building confidence through your skills, experience, and managing fears. Because you deserve to not just occupy your space but OWN it.

If you’re ready to explore how coaching can help you reframe your mindset, align with your unique strengths, and build lasting confidence, I invite you to schedule an Intro to Coaching session here. Together, we’ll uncover the beliefs holding you back and replace them with tools and strategies to step into your authentic confidence. And just know that when we get an opportunity to talk, I won’t let you say those two words again without also reframing them!

If any of this resonated with you, I’d love to hear your thoughts in the comments. What stood out to you, or what have you experienced in your own journey? Your voice matters, and sharing your story could inspire someone else.

P.S. What has also personally helped me: I have had this picture of my pup as my desktop background since I started my journey with Lindsay B Coaching almost 2 years ago! Find something that reminds you of your own mission to reframe imposter syndrome because this is a journey. And never forget - you belong here, there, and wherever you want to go next.

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April was always one of my busiest, most stressful months. It was the month when multiple parts of my role collided: planning for our summer intern program, preparing for open enrollment, busy season for the agency, and juggling everything else on my plate. I was constantly running on fumes.

The signs were hard to ignore: intense neck and shoulder pain, eye twitches, nonstop fatigue. I’d fall asleep at the worst times - while driving, during nice dinners, even at Hamilton. (Yes, I fell asleep at Hamilton!) There was a period of time where I really couldn’t go out anywhere on Friday nights because I would surely fall asleep wherever I was. My doctor prescribed physical therapy and muscle relaxers, but it wasn’t just my body that needed help. The real problem wasn’t just physical; it was mental, emotional, and spiritual.

In my HR role, I had access to a lot of sensitive information and a front-row seat to life’s toughest moments: loss, miscarriages, legal issues, failed adoptions, and so much more. As an empath, I couldn’t help but absorb the heavy emotions employees shared with me. People say you should leave work at work, but how do you do that when you genuinely care about helping others? The truth is, I didn’t know how to set boundaries or create balance. Self-care was a completely foreign concept to me.

Boundaries Didn’t Come Naturally

As a First-Generation Latina, the concept of boundaries felt completely foreign for much of my career. Growing up in a Latino, collectivist culture, I learned to put others first, family, friends, coworkers. Add to that my natural tendency to want to support everyone, and it’s no surprise I ended up saying “yes” to everything while ignoring my own needs.

It took me years to realize that helping others effectively starts with helping myself. At first, I saw asking for help as a weakness, something I had to figure out on my own. Over time, I rewrote that belief into something much healthier: asking for help is a sign of strength and self-awareness. It’s proof that you’re committed to growth and willing to invest in yourself.

I used to think self-care was selfish, too. Now, I see it for what it really is: an investment in my well-being, because I deserve it.

Redefining Balance

One of the biggest lessons I’ve learned is that balance doesn’t mean perfection. For a long time, I bought into the idea of work-life balance being this perfect 50/50 split. But let’s be real, life doesn’t work that way.

Instead, I’ve embraced work-life integration. Some days, work takes the spotlight. Other days, it’s family or self-care. The key is being intentional and flexible, making sure that over time, my energy aligns with what truly matters most to me.

Building My Self-Care Toolbox

Finding balance meant building a self-care toolbox or practices that support my physical, mental, emotional, and spiritual health. Here are a few of my go-to tools:

• Journaling: Helps me process my thoughts and emotions. I’ve been journaling for as long as I can remember, and I keep my journal on my bedside table as part of my routine.

• Walking and Exercise: Clears my mind and boosts my energy. I have a blend of favorites - Boxing when I need to get something out, yoga when I need to rest my body, or just walking when I need to think or focus on being present.

• Quality Time with Loved Ones: My relationships keep me grounded. Family Fridays are my favorite. I now know better than trying to go out on Friday nights!

• Mindfulness Practices: Meditation or just focusing on my breathing helps me stay present and centered.

It took time to figure out what works for me and I’m still continuously optimizing my toolbox. Self-care isn’t about doing what’s trendy or what people say you “should” do, it’s about finding what truly fills your cup.

Boundaries Are Essential

As a coach, one of my favorite things to do is help leaders set boundaries that align with their values and priorities. Boundaries aren’t just about saying “no.” They’re about saying “yes” to what matters most.

For First-Generation professionals, especially those from collectivist cultures, this can feel like an uphill battle. We’re taught to overdeliver, to support others, to prove ourselves. We’re taught that setting boundaries is selfish. How are you going to say no to your loved ones? But here’s the thing: you can’t pour from an empty cup. Prioritizing your well-being isn’t selfish, it’s essential. And when you do, you model what sustainable leadership looks like, inspiring others to do the same.

I created a group coaching program called Balance and Boundaries because I hope to help others redefine success on their own terms, balancing career, personal life, and self-care in a way that feels good to them. My first group was specifically for HR leaders because I know the unique challenges we face, but I look forward to also offering this for First-Gen leaders and beyond.

Finding Balance and Boundaries

Finding balance and setting boundaries is an ongoing journey, and it looks different for everyone. For me, it’s been about rewriting limiting beliefs, investing in self-care, and learning to ask for help. These lessons have changed my life, and they shape the way I support others today.

If there’s one thing I hope you take away from my story, it’s this: You deserve to invest in your own self-care and in yourself, because you are worth it. Don’t fall asleep at the wheel of your own life.

If you’re ready to create your own version of balance and set boundaries that truly work for you, join my upcoming Balance and Boundaries workshop on May 18th.

Sign up here: https://calendly.com/lindsaybcoaching/balance-and-boundaries-workshop

Balance and boundaries aren’t just about managing your time, they’re about honoring your energy and what matters most. The journey isn’t easy, but your self-care and preservation is the best investment you’ll make.

Rooting for you, your health, and your boundaries! With love and balance - Lindsay B.

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Women’s History Month is a time to reflect on our past, honor the progress we’ve made, and recognize the work that still lies ahead. But the truth is, celebrating and empowering women shouldn’t be confined to just one month, its a year-round commitment!

As this month comes to a close, I’m reminded that the reason we observe Women’s History Month is not just to acknowledge history but to use it as a guide for where we need to go next. Our journey is ongoing, and every step forward is built on the resilience and determination of those who came before us.

And for anyone who wants to cancel Women’s History Month…good luck. Women are and have always been resilient, powerful, and unstoppable.

A Month of Impact and Inspiration
This March was a whirlwind of meaningful and inspiring events, powerful conversations, and new beginnings. I had the privilege of attending several incredible spaces dedicated to empowering women, including:

• SFV Chamber of Commerce Women of Impact

• HOPE Conference honoring Latina History Day

• Femme! Confab & Retreat

Each of these events was filled with extraordinary founders, leaders, executives, and changemakers. One of the most unforgettable moments? Standing in a room with the legendary Dolores Huerta, chanting “Si se puede!”. Definitely a new core memory!

Beyond attending these events, I also launched my own workshops and group coaching program - Balance and Boundaries, furthering my mission to help women break through limiting beliefs and step into their power. A highlight was leading a workshop at an ad agency titled Redefining Success: Overcoming Limiting Beliefs for Women in the Workplace. Check out the video above

for a quick recap of the event!

Key Takeaways from This Month:

• Success is personal. It looks different for everyone, and that’s okay. For me, success means being intentional with my time and energy. Everything I created and participated in this month reinforced that belief.

• Imposter syndrome is a deeply ingrained limiting belief. It tricks us into thinking there’s something wrong with us, rather than acknowledging the systemic biases and external pressures we face, especially as women.

• Self-care isn’t a luxury; it’s a necessity. If we want to create an impact and stay empowered, we have to prioritize our well-being.

• Community is everything. While I attended many of these events solo, I never felt alone. The power of connection and and community is strong.

• Attempts to erase Women’s History Month will fail. Our story and fight are too powerful!

What’s Next?
Women’s History Month may be over, but the work continues. If you’re ready to redefine success on your terms, break through limiting beliefs, and step into your most confident self, let’s connect. Whether through coaching, workshops, or events, I’d love to support you on your journey. Visit my website for more information on my services.

Let’s keep the momentum going—because we’re just getting started.

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Years ago, as a Director of Talent Management, I volunteered to be the HR Business Partner for our HR team because I saw a glaring gap in resources and support for our group. While I was able to make some impact internally, the limitations were clear. That’s why now as a Certified Coach and HR Consultant, I’m so passionate about providing true HR support from the outside—support that goes beyond the confines of internal politics and resource constraints.

As HR leaders, we are often the first to offer support and guidance to others, yet we rarely extend that same level of care to ourselves. It’s easy to fall into the trap of believing we should have all the answers and carry the weight of our organizations without breaking a sweat. But who supports HR? That exact question drove me to make sure that one of my areas of focus was on HR for HR coaching. My mission is to create a space where HR professionals can receive the same care and guidance they tirelessly provide to others.

HR leaders are natural problem solvers, empathetic listeners, and strategic thinkers. These traits make us compassionate leaders, but they also set us up to prioritize everyone else’s needs above our own. Over time, this imbalance can lead to burnout, frustration, and feeling like you’re always pouring from an empty cup.

The HR Paradox

One of the greatest challenges HR professionals faces is what I call the "HR Paradox." We are expected to be endlessly available for others while simultaneously managing our own well-being—which often feels impossible. Here are just a few examples of the paradox in action:

• Holding space for others’ emotions while struggling to maintain our own boundaries

• Managing emotionally charged situations while remaining composed and professional

• Being on call for employee crises, including those late-night or weekend calls from leaders

• Navigating conflicting priorities between employees and leadership

• Feeling the pressure to be a role model even when we’re stressed, tired, or overwhelmed

HR Leaders Need Coaching Too

Coaching HR leaders is such a joy because I understand what it’s like to feel stretched thin with minimal support. HR professionals rarely invest in their own development—not because we don’t want to, but because we’re so focused on helping others and tend to believe there is no time for self-care. My mission is to change that.

When HR leaders invest in their own growth and well-being, the benefits extend far beyond themselves. By modeling balance and boundaries, we inspire our teams to do the same. When we lead from a place of clarity and purpose, we create a workplace culture that values authenticity and sustainability.

I’ve created a program exclusively for HR leaders that acknowledges these unique challenges. It’s designed to help HR professionals thrive, not just survive. This isn’t just about learning new skills; it’s about redefining how we show up for ourselves so that we can lead with authenticity and balance.

Balance and Boundaries - A group coaching program exclusively for HR leaders:

My coaching program combines individual and group sessions to provide the tools and community HR leaders need to thrive.

What You’ll Gain:

• Energy Leadership™ Assessment & Debrief Understand your energy patterns and their impact on your leadership and decision-making.

• 2 Individual Coaching Sessions Receive personalized strategies tailored to your specific challenges and goals.

• 4 Group Coaching Sessions Join a supportive community of HR leaders to explore:

  • Guided Self-Awareness Practices - Align your values, habits, and goals to lead with clarity and intention.

  • Boundary-Setting Strategies - Learn proven techniques to protect your time and energy.

  • Practical Self-Care Frameworks - Build routines that support resilience and prevent burnout.

  • Redefining Authentic Leadership - Model balance and boundaries to foster a healthier workplace culture.

One of the first thoughts you might have is, “This sounds great, but I just don’t have time for this.” And that’s exactly why this program was created. We make time for what’s important, and nothing is more important than your well-being. Let’s redefine what it means to thrive as an HR leader—with balance, boundaries, and confidence.

Let’s jump on a call to see if this program might be for you: https://calendly.com/lindsaybcoaching/balance-and-boundaries-info-session

There’s a reason they tell us to put our oxygen mask on first before we can care for others. It’s time to invest in YOU!

The start of a new year is a time when we imagine new possibilities, set ambitious resolutions, and tell ourselves, “This will be our best year yet!” Yet, many of us abandon these goals before the first quarter—and sometimes even before January is over. It’s not because we lack the capability or determination, but likely because of deeply ingrained limiting beliefs we need to uncover and reframe.

Limiting beliefs are those sneaky, subconscious thoughts that whisper, "You're not enough." They shake our confidence, cause us to create self-imposed barriers, fuel doubt and fear, and hold us back from creating the lives we want and deserve. But here's the thing—there's both good and not-so-good news:

The good news: Once you recognize these beliefs, you have the power to reframe them and create a more empowering narrative to help you move from limiting beliefs to limitless potential!

The not-so-good news: Overcoming them takes effort, and ignoring them keeps you feeling stuck. And let’s be honest—feeling stuck is no fun.

Below are four common New Year’s goals and the limiting beliefs that might stop you from going after them:

1. Negotiating a Salary Increase or Promotion

Limiting Belief: “I’ll seem ungrateful if I ask for more.”

This belief can stem from a fear of rejection or being perceived as “difficult”. It’s especially common among First Generation professionals who may feel they need to prove themselves constantly or worry about losing opportunities they’ve worked hard to secure.

Mindset Shift: Understand your value. Take stock of your accomplishments, quantify your contributions, and frame your request as a business case—not a personal favor. Practicing these conversations with a career coach or mentor can boost your confidence and prepare you for success.

** If this resonates, join my upcoming workshop on mastering salary negotiations and building career confidence here: https://www.speakupmujer.com/charting-new-paths

2. Prioritizing Your Health and Wellness

Limiting Belief: “I’m too busy to take care of myself” or “Taking time for myself is selfish.”

There’s a reason they tell us to put our oxygen mask on first. We have to take care of ourselves before we can take care of our teams, families, or loved ones around us. We always find time for the things that are most important to us, and your well-being is of utmost importance!

Mindset Shift: View wellness as an investment, not an indulgence. Start small: schedule daily 10-minute walks, prioritize sleep, or prep meals ahead of time. These small shifts create momentum that fosters sustainable habits.

** Still think you’re short on time? Message me to request my list of 10-minute self-care ideas.

3. Building Financial Security

Limiting Belief: “I’ll never understand money management.”

Money can feel overwhelming, especially if you weren’t taught financial literacy growing up. The belief that you’re inherently “bad” with money can keep you from taking control of your finances. Money can also be such a taboo subject that we don’t talk about, especially amongst First-Gen.

Mindset Shift: Commit to learning, one step at a time. Start with resources like books, podcasts, or workshops tailored to financial literacy. Celebrate small wins, like setting up a savings plan or paying off a small debt.

** Some of my favorite finance books are The Psychology of Money, Overcoming Underearning, and I Will Teach You to Be Rich. And if you’re into podcasts: Rich Habits and Girls that Invest

4. Pursuing a Passion Project or Starting a New Hobby

Limiting Belief: “I’m not talented enough.”

Perfectionism and fear of failure often hold people back from pursuing what truly lights them up. But the truth is, passion projects and hobbies are as much about the journey as they are about the outcome.

Mindset Shift: Embrace a growth mindset. Allow yourself to experiment, learn, and evolve without attaching success to external validation. Practicing the idea of “progress over perfection” can be such a game changer. And honestly, it’s ok to not have a hobby if it feels forced. I can’t tell you how many times I wrote “find a hobby” as a resolution in the past. I’m much happier now that I know that my “hobby” is just trying new things that I actually WANT to do.

Take Action to Break Free in 2025:

Breaking free from limiting beliefs requires awareness, intentionality, and action. It’s not about overnight transformation but about consistent, small steps toward a limitless mindset.

If any of these goals resonate with you, consider joining a supportive community or working with a coach who can help you challenge those beliefs, reframe your perspective, and step into your full potential.

As you step into 2025, remember that you have the power to rewrite your story, break free from limiting beliefs, and create a life you want and deserve. The only thing standing in your way is the story you’re telling yourself—and you have the power to rewrite it!

Cheers to making 2025 a year filled with growth, confidence, and limitless possibilities! 🎉

Ready to learn how partnering with a coach can help you move from limiting beliefs to limitless potential? Schedule a complementary “Intro to Coaching” session with me here: https://calendly.com/lindsaybcoaching/coaching-30-minutes-intro

You can have the best-laid plans, and then realize life has other, better plans for you.

For all I knew, I was meant to keep climbing the corporate ladder. I’d done well by what I believed success was: I was a high-earning, senior HR leader with conversations in the works for my next step up. And yet, every bone in my body told me I wasn’t meant to be there. I am an avid journaler, and I kept writing about feeling like I was meant for something different, something bigger.

A few months before I went out on my own, my team brought in an art therapist as a team-building activity. One of the assignments was to draw how we see ourselves. I drew myself presenting on a stage, even though I wasn’t doing any of that in my role. That vision stuck with me because I couldn’t understand why it kept popping up.

It was now August of 2023, and I wasn’t myself. I could feel it in the way I showed up at work, with family, with friends, and for myself. I’ve always been driven, accountable, and seemingly confident to others, but I knew I had lost that. My physical, mental, and emotional health was declining—and fast.

I flew to New York for in-person work meetings, which usually energizes me because I love to travel. Yet, I felt even more depleted. I went in with a strategic plan to help build the team, expand my role, and further my contributions, but it wasn’t in alignment with what the company needed from me. I realized then and there that this strategic plan was inspiration for my own roadmap, so I decided to create one for myself, for my own business.

I quit…with nothing lined up?!

In all honesty, I used to hold a bit (or a lot) of judgment toward people who quit with little to no plans for what was next. My first thoughts would be things like, “must be nice” or “there’s no loyalty.” I now realize that they had uncovered something incredibly valuable for themselves. Would my financial health be in question? Of course! But who would I be if I continued to let my mental, emotional, and physical health deteriorate? Sometimes, you have to go through the things you judge most to release judgment and learn the biggest lessons in your life.

It was an out-of-body experience. I watched myself quit and realized I couldn’t stop it. Everyone was in shock—my coworkers, family, friends, even me.

As I reflect on that time now, one year later, I realize I spent a long time ignoring my intuition, my gut, my deeper knowing. That art therapy event, the journaling, the feelings in my stomach when I drove to work—they were all pointing me in a different direction. I kept actively ignoring my inner knowing until I physically couldn’t ignore it anymore.

And we tend to do that, don’t we? We ignore what we know to be right, true, and better for us. We spend years thinking about what might light us up, yet still find excuses not to pursue it. Fear, limiting beliefs, and outside voices all get in the way. It’s up to us to recognize what’s blocking our path to our most ideal and authentic lives—or risk always wondering, “What if?”

One year ago, I couldn’t even dream of what this year would look like. I was just creating as I went, trying new things, saying yes to things I’d never said yes to before. What did I have to lose…well, besides everything?

One year later, I’ve had a total dream of a year. I’ve spoken on multiple stages, partnered with incredible clients who have re-energized and inspired me more than they know, spent over 100 hours training leaders on key leadership and coaching skills, traveled a lot, and, most importantly, come back to an all-around healthier version of myself. I’ve surprised myself with what I’ve been able to do, create, and experience—all because I said yes to choosing a new path. Was it scary, terrifying, challenging, and uncertain? 100%! Would I do it again? In a heartbeat.

“I don’t know what the next chapter holds, but I do know the author.”

Happy 1st birthday, Lindsay B Coaching, LLC! Cheers to many more years to come.

With all of my birthdays, I travel. Stay tuned for how I celebrated this birthday!

And if you’d like to learn more about how I partner with my clients to help them create their ideal lives and careers - let’s talk! Schedule a complementary intro call here: https://calendly.com/lindsaybcoaching/connect-lindsay-b-coaching

Lindsay B Coaching, LLC
Est. October 2023

Listen to the full episode here:

I had a personal experience recently where I was explaining what I do for work. I excitedly shared that as a Human Resources professional my work includes an emphasis on DEI.

Someone turned to me and asked, “What is DEI?”

My immediate reaction was confusion. How could they not be aware? Where have they been? I paused and immediately realized that they were not in the corporate world, they were not a person of color, but more importantly that this could be such a valuable teaching moment. I was getting ready to share my answer and was working on the right thing to say. Suddenly, someone else jumped in and replied “It’s just a buzzword.”

A buzzword. It’s just a buzzword.

I couldn't exactly define what I was feeling at the moment, but I knew that I couldn’t respond with my own definition at that moment anymore. I just moved on with the rest of the conversation and changed the subject. I knew it would need to be addressed but not quite yet. Something had been unlocked in me and I needed a minute to process, understand, and work to respond accordingly.

I’m passionate about the work, have helped raise so much awareness, and have spent so much of myself personally and professionally for years. I just wasn't able to jump in and provide that learning opportunity at the moment. Why not?

As someone who identifies as diverse in more ways than one, this wasn’t just about what I do for work anymore. It was personal. I felt so vulnerable. Worse, I felt invisible.

After lots of reflection (and many emotions), I realized I was so upset because they unfortunately are right. It is just a buzzword. A term thrown around so frequently I feel it has lost its true meaning. We rushed to hire for it, we made commitments and pledges, and yet recent layoffs are affecting DEI roles hard.

If it remains just a buzzword, then I and many others remain invisible. I know we won’t be able to solve this very multilayered and complex issue anytime soon. What I can do is continue to help raise awareness, even if it is one person at a time.

We’ve been treating DEI like it’s a noun. Just a thing we say. It’s not. It’s a verb. It’s a call to action. In fact, there are three calls to action.

I needed to write my own definition of these separate and unique verbs in hopes to be ready the next time this situation happens…because it will.

DEI = Diversity, Equity, and Inclusion

Diversity - the act of bringing in people from all backgrounds and abilities and providing them with positions of influence and authority to affect change.

Equity - With the understanding that everyone is coming in with different abilities, experiences and privileges, actively providing everyone with the opportunities and resources needed to succeed.

Inclusion - actively and continuously building a safe space so everyone can show up as their full authentic selves.

So the next time someone asks me, “What is DEI?”...I'll be ready. I’m not invisible and neither are you. They’re just not yet aware of your power and potential if you’re able to show up authentically.

I offer up my own definition for you to share or use to create your own. Let’s continue to help raise awareness, even if it is just one person at a time.

I unexpectedly quit my job a couple of months ago. I know you might not know me yet but that is NOT something I would ever normally do especially without something lined up.

I’m Lindsay Benitez, and I’m a First-Generation Latina Millennial with Gen X tendencies, which altogether means I’m the most loyal. So why would I quit If I’m so loyal? More on that later.

Loyalty has been a big topic lately, and companies are saying 'employees are just not loyal anymore'. Talent is saying 'why would I be loyal to a company who doesn’t value me'?

There used to be a definition of work that said you work 9 - 5, you did what you were told and you were grateful to do it. Talent has moved away from that definition and CEO’s are upset. Google the guy who said, “we need to kill the attitude where employees feel the employer is lucky to have them”.

As Dolly Parton so wisely sang 40 years ago in her song 9 to 5, "we know there’s a better life and we dream about it." Except now we don’t just dream about it, we make it our reality.

We are in an Era of Disengagement. Gallup estimates that 77% of our workforce is disengaged. 77%! Attention spans are shorter than ever and there’s a major lack of trust in businesses and governments. We now have the most multi-generational and cross-cultural workforce. Let’s be honest, we’re not really doing a good job of actively understanding and engaging this evolving workforce.

Millennials, Gen Z, and most likely Gen Alpha coming soon after them know how valuable life is and have seen firsthand what burnout and a chaotic world can do to us. Now if they don’t like what they see in a workplace, they will go find it or create it themselves.

I wrote a piece a couple of months ago, where I also share my belief that DEI is just a buzzword being thrown around with little to no action behind it. So, it’s time to re-engage and understand our workforce, act on the learnings, or plan to get left behind.

On top of all of that, we had a little something that happened in 2020 that completely rewrote where, when, and how we work. Now companies are trying to go back to what was and having some trouble doing it without a real understanding that our definition of work has already changed.

From my own experience as an employee, an HR Leader for ~14 years, and many other peoples' reasons for taking a step like I just did - I have 4 pillars that I believe are key in re-engaging your talent.

1. Transparency

The big scary T word! in this age where information is at our fingertips, if there is even a whiff of your company not being transparent, your talent will wonder what you are hiding. The stories, skepticism, and disengagement grow from there. Our government is even telling us to be transparent through the pay transparency law and many companies are still struggling with that! Of course I understand you can’t be transparent in all sides of your business, but you can be transparent in many sides of your business in order to build trust and relationships. The more your teams see that you value transparency the more they will value you.

Here are areas of your organization where you can infuse transparency:

• Hiring practices - be upfront about open positions, where you are sourcing candidates, what key factors are in your hiring decisions, and obviously salary

• Promotion criteria - promotion timing, open positions, salary bands, and expectations in order to receive that promotion

• Performance management process and expectations - feedback should never be a surprise! We need to be clear about what success looks like and lean into feedback being the gift it is.

• Company goals - your team should know what your company goals and priorities are for the year. If they don't, how will they know where they need to focus their efforts?

• Communication around business decisions - employees understand that sometimes hard decisions need to be made. Bring them into the conversation early or be open about why you landed on a certain decision. They can handle it because they know it's ultimately your decision to make.

2. Choice

Everything is a choice and your talent knows it. They are in charge of their own careers and need to know we recognize that too. Remember if they don’t like what they see, they will go find it or create it themselves. So treat your talent like the entrepreneurs they are and empower them with choices around their own careers within your organization. Yes, you still need to set your expectations, but you also need to figure out what choices lie with your talent. Make it a win-win all around.

Here are a few ways you can empower your employees with Choice:

• Transfers/rotations/internal mobility – encourage reskilling/upskilling to move people within your organization instead of out of it

• Where, when, or how they work - I know you most likely can’t do all three, but empower your employees with ways they can be most productive.

• How they engage with your culture – when employees have ideas or want to lead an initiative, celebrate it and empower them to do so! Similarly, if there’s something that doesn’t align, don’t force it. Not everyone wants to engage in that weekly happy hour for a variety of reasons, so don’t make them.

• Wellness and benefits – allow your employees to customize a package that suits their individual/family needs

• Professional development – variety of resources and support to reflect various learning styles

3. Redefining success

We have such narrow definitions of success in organizations and that needs to change. For example, you’re successful when you become a manager. I know we all know, that not everyone should be a manager. So don’t make them! It's important to understand what your talent’s definition of success is, what motivates them, and how they want to be engaged. If you don’t already know that, you need to find out and quickly. Here are a few ways you can do find out how your employees define success and work together to build new paths:

• Regular and consistent manager check-ins

• Engagement surveys

• Career pathing conversations

• Professional development and coaching

4. Coach Your Coaches

I have a theory that if it's well known that people leave companies because of their managers, then we need to rewrite the role of a manager. What if we moved them from managers to think, act, and speak like coaches? Coaches are curious, supportive, empathetic, goal-oriented, and empower accountability. This is an area I’m currently working with HR leaders and company executives to help coach their coaches. Let’s test out this theory, because I do believe they’d be less likely to leave those they see as their coaches!

These were some of my own reasons for leaving, and I know many others are doing the same. We value transparency, we know we have a choice, we are actively redefining what success looks like, and we need coaches that will help us grow.

So, if you’re ready to disrupt, help rewrite the definition of work, and re-engage your multi-generational and cross-cultural workforce, let’s talk!

If you’re a manager, HR leader, or employee navigating these workplace challenges and are interested in learning more, message me to chat or click on my calendar below:

https://calendly.com/lindsaybcoaching/introduction

About me:

I am a Certified Professional Coach (CPC) through the Institute of Professional Excellence in Coaching (iPEC) and a certified Energy Leadership Index Master Practitioner (ELI-MP). I earned my BA of Business Administration from Loyola Marymount University.

I have over 15 years of HR leadership experience with various Marketing and Advertising organizations. I specialize in all aspects of Talent Management including Recruiting, Learning & Development, DEI, Employee Engagement and more.

I recently started Lindsay B Coaching to help coach, consult, and train managers and executives at all levels of their careers, anyone who identifies as First Generation or has ever felt like “other”, and anyone who is looking to develop their skills and grow. My goal is to bring together my HR, coaching, and life experience to help you have the internal and external tools to be able to unlock your potential, raise your awareness around the life you truly want, and help you live your most authentic life and thrive.