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“Creating Successful Leaders”

Tag Archives: Margaret Smith Minneapolis career coach

December 3, 2025 Thoughts on Retirement and Transitions

I have already retired once. In 2009, I officially left my position as a Business Director in 3M. But that wasn’t the end of my career. I knew I wasn’t yet done with teaching others, imparting leadership lessons, and providing guidance, so I set up UXL, an organization dedicated to helping people navigate transitions, improve leadership, and capitalize on opportunities. 

After over 16 years of running UXL, I have made the difficult decision to ease into retirement. I’m considering these next few months my “off ramp” and will be getting all my ducks in a row for stepping away from my career. It’s time to enjoy some travel, spend time with my kids and grandkids, and stay engaged in community activities and organizations. 

With this in mind, I put together a few thoughts about retirement (in general) and my plan going forward:

The word retirement carries many different emotions: fear, anxiety, excitement, enthusiasm, relief, and joy. Joy because you worked hard to be at this point and you are well-prepared, fear because of the wonderful relationships, support, friendships, and business associates that have been such an important part of your life, and the thought of not engaging with them on a regular basis is sad.

I wrestled with the whole idea and the right timing. But, like so many other life decisions, there is no perfect time. I just had to set a date and work toward it, keeping a positive attitude and looking for opportunities that exist in the next chapter of life. This whole transition is made more difficult by the fact that I love what I do and genuinely like the clients I work with. But every transition carries a whole series of emotions and thoughts.

In my situation, I have the luxury of being able to step away from UXL slowly. Over the next several months, I will wrap up contracts and stop taking on new clients and projects. As you may know, one of the cornerstones of my business is the Insights Discovery program. To ease out of this practice, I have helped Stephanie Elliston of The Steady Elevation (stephanie@thesteadyelevation.com) take over my work. She is a wonderfully skilled and savvy individual, and I know she will thrive as a Licensed Practitioner of Insights Discovery.

My other work on leadership development and career coaching will go to a variety of people that best fit the needs of particular individuals and organizations. I would be glad to give referrals if you need some help identifying the right person.

I will also be continuing my blog posts and newsletter for a few more months, since I believe I still have some wisdom to impart. So, stay tuned!

What will I be doing?

Spending time with family: With a son and his family living on the west coast and another son and his family living a few houses away from us, I am looking forward to having a relationship with my grandchildren that I have dreamed of. I spent a lot of time with my grandmothers and always envisioned the same for me. Now I get that chance.

Traveling: Not only will I be traveling to the west coast to visit my son and his family, I will also periodically visit the rest of my family, who lives on the east coast. So, I may not know what time zone I am in for a while! I am looking forward to reconnecting with my siblings and their families. Additionally, I plan to travel abroad from time to time, but that’s all TBD! 

Volunteering in my Community: There is so much to do to help make a community, and I plan on getting more involved with the Chamber, my church, and the causes that are important to me. When you work full-time there is not as much time or energy to give, but now I can. Watch out Stillwater!! I love bringing people together, as my neighbors can attest! Together, we have built a wonderful little section of town that cares for each other, celebrates, and knows how to have fun.

Have you thought about your retirement, or perhaps a “rewiring” or rejuvenation, if it is not yet time to fully retire? Who would you like to reconnect with, where are your strengths needed (many nonprofits need professional help), and what brings you joy?

Although I will no longer be officially coaching others, I always enjoy hearing about people’s plans and intentions. If you’d like to share yours, feel free to send me a note.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE.

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October 8, 2025 Why to Promote Positive Gossip

woman in teal t-shirt sitting beside woman in suit jacket
Photo by Amy Hirschi on Unsplash

Office gossip can be a problem. If people are constantly belittling or criticizing others behind their backs, that can lead to a toxic and unwelcoming environment. No one wants to feel as if they have to constantly be on guard around their co-workers, lest they become the next subject of the workplace rumor mill. As a leader, your first inclination might be to shut down office gossip entirely. But what if I told you that might not be the best approach?

It’s Tough to Battle Human Nature

Human beings are naturally social creatures, and it’s exceedingly difficult to fully shut down the gossip pipeline. Our tendency to talk about others is part of what makes us human. We like to be kept in the loop, hear the latest news, and be part of the circle that’s “in the know.”

This can be especially true for those who are more social and extroverted. Their dynamics with other people are part of their core identity, and it’s important to be part of the office “connective tissue.” Looking at this through an Insights® Discovery lens, these individuals may lead with yellow or red energy. These two personality types are defined by extroversion, overt communication, and relationships with others (often more collaborative for “yellow energy” folks and more hierarchal for “red energy” folks).

For many offices, with their wide array of personalities and tendencies, stopping gossip and chitchat is like trying to dam a roaring river with only a few sticks. Rather than fight human nature, it is a good idea to try a different approach.

Promoting Positive Gossip

Rather than prohibit gossip, full stop, it’s possible to approach gossip differently. If people are going to talk about each other no matter what, why not put a positive spin on it? Encourage the good kind of gossip—the kind that compliments and uplifts others, and praises their actions.

The easiest and most natural way to promote this type of gossip is to model it. When you encounter a team member in the hallway or are having a one-on-one conversation on Zoom, throw in a compliment or two about other teammates:

“It’s a good thing Marissa is so on top of deadlines. That’s really helping us reach our client goals this quarter.”

“Ari is so creative. Did you hear his ideas in the last brainstorming session?”

“Juana is working so hard lately, even though I know she’s juggling work with childcare.”

When you bring up these types of compliments, make sure they naturally fit the flow of the conversation and come across as sincere. Make them part of your everyday discussions, and soon they will become second nature.

The other part of this effort is flipping negative gossip into positive statements. If, for example, someone complains about Juana missing the last deadline, you might say, “That is frustrating. However, I’ve talked with her and I know she’s juggling childcare with work. Because of that, she is working harder than ever lately, which is pretty admirable.” It’s possible to turn an office that engages in negative gossip into one that emphasizes the positive. Take it one conversation at a time, making sure you’re modeling the type of behavior you want your team to embody. After all, the river of gossip may want to keep flowing, but you can direct it into more positive territory, rather than attempting to stop it completely.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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September 10, 2025 When Inviting Disagreement is a Good Thing

hands gesturing over a wooden table with a laptop and notebook on it that blurs into the distance
Photo by Headway on Unsplash

Leaders are taught to be confident and in charge. These can be great attributes, and it certainly doesn’t serve to be timid or self-conscious, but it’s possible to take these traits to an extreme. When that happens, the leader can inadvertently shut down others, which can stifle innovation and creativity, as well as decrease morale. 

It may seem strange to welcome disagreement as a leader. After all, who likes to argue? But this is really just another way of saying that discussion, input, and alternative perspectives are welcome. A leader might think they’re being strong and efficient by putting forth a single plan and instructing their team on how to follow it. But in truth, they are closing the door on collaboration. 

When teams collaborate to create a solution or come up with a plan, a few things happen. First, more voices are heard right away, which increases the chance of greater innovation and ingenuity. Additionally, when groups can have open discussions, they’re more likely to troubleshoot and catch potential problems before they even occur. And once a plan is agreed on, the team has more buy-in than they would if they simply had been handed a plan by the team leader. 

  • How can you facilitate discussion and encourage productive disagreement? Open the floor by using statements that welcome collaborative planning. 
  • Our annual budget is due next week. I was ready to make the same suggestions as last year, but I’d like your input on this. What haven’t I considered? 
  • The holiday party is coming up. What would your ideal event look like? 
  • We’re trying to tap into new customer markets. Instead of using the same methods, I’d love to hear your perspectives and ideas on what we could be doing. 

Additionally, if you do decide to state your opinion or perspective, make it clear that you’re open to other options. Use phrases like:

  • I welcome your input
  • What do others think?
  • What haven’t I thought of?
  • Is there any aspect of this that doesn’t make sense?
  • What improvements or alternatives would you suggest?

Then, make sure you are truly listening to suggestions and open to other viewpoints and ideas.

Leadership involves a certain amount of confidence, but that doesn’t mean bulldozing your team with set ideas and rigid agendas. The most effective leaders open the floor for discussion and respect all ideas, even allowing room for disagreement. 

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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