Replace those New Year’s resolutions with daily success!

I’m not a fan of New Year’s resolutions. Never have been – never will be. The reality is that very few people set attainable resolutions that they are able to maintain over an entire year. What happens? Life. Daily life provides the twists and turns that can make a day feel like a week or a lifetime feel like a brief moment. It’s meant to be that way. After all, if nothing ever happens…not much fun for Nemo (yes, I’m quoting Dory from Finding Nemo).

However when life happens, typically the first thing that gets chucked out the window are those nagging annual resolutions. Sure, you meant to get in shape, planned to be more understanding of others, or were going to save more “safety net” money in your account. But when life happens we revert back to the same thoughts and behaviors that we’re comfortable with – like that comfy old sweater you keep on your shelf despite the holes – and how it looks. Face it – we are truly creatures of habit.

A much more productive approach, however, is to wake up in the morning and focus on 3 truly achievable goals for the day. Three things that you know that no matter what happens you will find a way to complete. Some people like to write down their goals for the next day the night before. That’s fine. As long as your first act of a new day is to focus on your 3 achievable goals and visualize how you’re going to get them done. You may even want to close your eyes and do a little meditation on it. This should only take 5-10 minutes – and believe me – it will be the best spent 5-10 minutes of your day because it will set you up for being successful. Each time you do this – and follow through on your goals – you’ll be reinforcing new patterns in your life. Patterns that extend from your thoughts and behaviors through your emotions right down to your very physiological makeup.

Now, instead of worrying about what may happen throughout the week that may get in the way of your “resolutions,” you are focused on specific goals that you can begin to look back on – and take credit for. You are building confidence in your daily success and creating meaningful change in your life.

Give it a try, and let me know how it works for you!

Find mentorship and take another step towards success!

Mentors raise the tide for all boats, big and small.

What is a mentor? While there are many definitions of what exactly a mentor is, the general concept of a mentor is someone who shares their knowledge and experience with another in an effort to assist and expedite growth and development. Sometimes mentors are specifically sought for a purpose – such as mentoring a new business, a new employee, or a new board member. At other times mentors appear in the form of colleagues or associates who step into the role more informally based on their general experience.

What’s fascinating is that when you take a hard look at successful people, especially those who pursue personal and professional development, you consistently find they have mentors. Some people find an experienced mentor that has walked the path they themselves want to emulate. Others have a few mentors that specialize in certain areas of development. For example an investment mentor, a relationship mentor, a spiritual mentor, etc. Yet others participate in an organized forum of mentorship where the work is accomplished collectively – such as a Mastermind group.

The power of mentorship is undeniable. I would challenge you to find a single successful person who has not had one form of mentorship or another. Receiving guidance by someone who has been successful – as well as made mistakes – is invaluable to someone who is walking a similar path. That’s not to say that all of the hurdles and pitfalls will be avoided with the assistance of a mentor. Rather, an effective mentor demonstrates choices that lead to success, and ways to recover and rebound when missteps occur. They also tend to offer trusted, confidential support and encouragement with direct feedback that a mentee would find difficult to obtain from (arguably biased) friends and family.

On a personal note, I can attest to the fact that some of the biggest steps of growth and development I’ve had in my life and career have been when I’ve had mentors who took time to provide their insight and guidance. Likewise, periods in which my growth has plateaued or stagnated have been in the absence of good mentors.

While some people are blessed with mentors who step into their lives at just the right time and offer guidance as a form of altruism, others look to professional mentors – or mentoring groups – for what they need. My impression is that either may work as long as there is trust and a combination of valuable knowledge and experience to be shared.

What’s the takeaway? If you’re at a point in your life that you’re looking to make significant personal and professional strides – look for a mentor or mentoring group. Search out someone who has developed what it is you want to develop, has earned what you want to earn, or who has accomplished what you want to accomplish. A mentor (or group) will help keep you focused on your goals, will give you honest feedback, and will challenge you to consider opportunities or choices you otherwise wouldn’t even consider.

With a new year quickly approaching, there’s no better time for personal and professional development. Want to find a mentor, but don’t know where to begin? Let’s start the conversation today!



Tags: Mentor, Mentorship, business, business success, entrepreneur, success

It’s time to join Business Masterminds and step up your game!


  Business Masterminds

Who:       Executives, Business Owners (new and experienced), & Entrepreneurs

What:      A facilitated business advisory group.

Business leaders consistently find that they become like those with whom they regularly associate. So why not surround yourself with other leaders with whom your collective knowledge and power will grow exponentially? Business Masterminds is, by far, one of the most powerful tools available to assist business leaders in maximizing both personal and professional potential. Discuss, learn, guide, and grow by joining others who share your vision to take this business you’ve been building to the next level!

Features of the forum:

1. Discuss, learn, & plan alongside others with knowledge and experience to share

2. Designed by a Licensed Psychologist (Todd Helvig, PhD) who has extensive business

and organizational experience.

3. Includes planned reading and assignments to enhance learning

4. “Get out as much as you put in” model

5. Enhanced intuitive learning (Level 5 Listening) for business

6. Speakers on a variety of topics intended to enhance the collective experience

Group/Forum Parameters:

  • Closed group / confidential meetings
  • Active participation from all group/forum members
  • Commitment to attend, participate, and support peers
  • Get honest feedback, a broader perspective, and remain focused on your personal and professional goals!

The best part is that you don’t have to pay tens of thousands of dollars annually (as commercial corporations of “Mastermind” groups would have you do) to be a member. The Business Masterminds group is a reasonable, affordable opportunity to making those personal and professional gains that you’ve been ready for.

When: Group/Forum meets twice Monthly for 2 hours per meeting.

Where: Two Mastermind groups starting January, 2017 in Denver, Colorado (DTC area).

How: Contact Prosperity Consultation to see if a Business Mastermind group is right for you!



Phone: (720)612-0244

*Business Masterminds was designed by – and is affiliated solely with – Prosperity Coaching and Consultation, LLC.

Executive Development: The “What” and “How” of Masterminds


I have found Mastermind groups to be an amazing format to build executive excellence. In case you haven’t attended a Mastermind group, I’ll tell you how and why they work so well. It starts with the group leader or chair hand selecting executives who have the right mindset and motivation to work collaboratively. The leader is generally an executive mentor of some sort, and the best leader is someone who has years of experience working with executives both individually and collectively. After the leader selects 8 to 16 executives from various industries, the group begins to meet – either once a month for between 4 and 8 hours, or twice a month for 2 to 4 hours. The idea is to have each executive delve into some of their goals and challenges as they grow their organization. The members listen, and then assist in the problem-solving by sharing their own experience, providing referrals to other experts, and supporting each other as the discussion unfolds. I should also mention that the group is in a confidential, closed-door atmosphere where honesty and integrity are the foundation of candid, open discussion. What happens in mastermind group, stays in mastermind group.

Additional features of the Mastermind approach that depend highly on the leader include: 1) Specialized training or instruction by external professionals covering a range of topics – often based on the needs and requests of group members. 2) Prepared topical readings pertaining to relevant aspects of business such as leadership styles. 3) One-hour, Individual “intensive” meetings between the mastermind leader and each group member at least once per month for laser-focused support, guidance, and processing. 4) Possible social gatherings for group members outside of the mastermind setting to get to know each other and strengthen inter-group relationships. 5) Visits to each member’s place of business to get a firsthand look at the setting and dynamics of each member’s company. Other possible options to build the group, teach, train, and learn are at the discretion of the group leader. I will note that mastermind groups rarely include any/all of these features, however the Executive Excellence Accelerator (E2A) program I’ve developed does.  Check into it here:

Executive Development & Mentoring

As you can imagine, given the parameters I’ve outlined, over time this group of executives learns to rely quite heavily on one another and I’ve witnessed amazing insights and breakthroughs occur in such groups. The members build respectful, trusting relationships that they otherwise would not have found within a truly collegial environment. Not only are they building their own businesses, they are giving each other lessons from their experience to selflessly guide, advise, and support. It is incredibly powerful to have a group of peers holding each other accountable for both their participation, and for making progress towards their goals week in and week out. I cannot tell you how many times I’ve heard that the highlight of each member’s week or month is getting together with their group and tackling a new goal.

If you’d like to learn more, shoot us an email at: 


Executive Development, Executive Leadership, Organizational Development, Leadership training

Emotional intelligence during periods of organizational transition


I sat with a group of CEOs who were all commenting on the state of their respective organizations.  Interestingly, each of them discussed how their company was “in transition” as it applies to reorienting within the scope of the marketplace.  The upshot of which was that each company was looking at their leadership and employment structure in an effort to maximize efficiency while streamlining for performance.  As a result, some of their leadership was going to transition up into stronger roles within the organization, some were going to need to transition laterally within the company, and some were going to need to transition out of the company altogether.  A few of the CEOs took this period in stride; They’d seen their company go through this process of organizational transition during former times of growth and change.  Others were (to be honest) scared – and rightly so. How this period of transition takes place can either thrust the company ahead with increased organizational enthusiasm, or send it into a downward spiral leading to months of re-stabilization and recovery.  So what was going to make all the difference in the world?

If you’re familiar with our conceptualization of these processes, then you know that my response is going to be: Emotional Intelligence.  An executive’s approach, the executive team’s approach, and staff approach to transition will likely determine how effectively transition can be implemented.  It will determine how many staff members step up to the challenges ahead, and how many bail out.  It will determine how efficiently transition can be implemented across the organization, and how resilient teams within the organization can be in rolling with necessary changes.  And the outcome can be measured by what gets saved, what gets left behind, and what get’s lost – financially or otherwise.  When done right (with strong emotionally intelligent thoughts and behavior), the benefits of transition will strongly outweigh the costs.  When done poorly (without emotionally intelligent thinking and behavior), the costs can be so damaging that it will take months or years to regain stability within the organization.

This prompted a wonderful discussion among the executives at the table.  I’m fairly confident that if these 7 or 8 CEOs were feeling the process of transition occurring in their organizations, then there are many more dealing with similar circumstances.  Nicely, none of this needs to happen in a vacuum.  The skills for emotional intelligence can be learned, enhanced, maximized, and optimized so that any transition can be managed to increase the benefits and minimize costs to the organization.  Believe me, those CEOs who displayed emotionally intelligent thoughts around the processes were much more confident in the outcome than were those to whom emotional intelligence was a new conceptual framework.

We are here when you’re ready to move ahead confidently.


Until next time,



organizational transition, emotional intelligence, CEOs, leadership development, organizational development

Mindfulness Matters


My cell phone rings, and I look down to see 7 new voicemails. As I check to see who’s called I see 108 new email messages, 5 appointments on my calendar, and my bloated “to do” list. I can feel my stomach tighten as I consider where and when I’m going to fit in everything. All while I’m preparing for a meeting that will invariably lead to 5 or 6 new projects…

Sound familiar? Life in the info-tech age keeps getting faster and faster. Sure, you can choose to ignore it, but what opportunities (or problems) just popped up that ring of urgency and that you just can’t miss?

However, I’ve learned over the years that when I feel my stomach tighten, my temples throb, and my mind races while I prioritize and organize that it’s time to take a short break. It’s time to center myself. I turn off the devices, the tablet and laptop (yeah scary, right?), tap Pandora on my phone to find my favorite station, and find a comfortable sitting position. I close my eyes and step out of my thoughts. As each new stress-related thought pops into my head, I imagine putting it in the basket of a hot air balloon and watching it float away. I run through a tension-relaxation exercise while keeping my mind open and free. If I’m close to my belongings I’ll pull out a soothing scent and allow my mind to wander through all of the wonderful, calm memories that are prompted. I try not to focus on time, but rather recognize my level of relaxation. On a scale of 1 – 10 (10 meaning high stress, 1 meaning no stress) I may start out an 8 or 9, and I take the time to get myself to at least a 3. Sometimes that happens in 10 minutes and sometimes I need 20. Then I slowly bring myself out of the exercise noticing how I’m feeling and imagining my feet firmly planted back on the ground.

Have I wasted valuable time that I could have been responding to emails, returning phone calls, or reorganizing my calendar? No, I have not. With renewed energy I’m much more efficient at organizing my thoughts. I’m more effective in responding to the messages I’ve been sent. I feel as if I have better control over my thoughts, feelings, and emotions – and with that control I can make better decisions. Even more impressive is that I’m calm and relaxed when I walk into meetings, and am better able to listen to others, and focus on what others are thinking and feeling. This means I’ll be even more mindful about how I interact and inspire others to action.

This IS mindfulness. And the nice thing about mindfulness, is that as you practice skills related to mindfulness your emotional intelligence peaks as well. You don’t have to follow the example illustrated above – but it’s a template for a few strategies you may use if you haven’t tried others you prefer. Take the opportunity today and give yourself those 10, 20, or 30 minutes you need. Then spend a little time throughout your day noticing anything that happens differently.

And if something amazing happens, don’t be shy. Shoot me an email – because I love amazing stories!

Until next time,
Dr. Todd

The nexus: Where organizational excellence and emotional intelligence meet.

Being a Psychologist… or as I was recently humorously coined a “Corporate Psychologist,” I have been asked a number of times what I focus on the most when working with executives and/or organizations. While I have used intelligence tests, personality inventories, general organizational scales and ability scales, the reality is that my intuition takes these smaller snapshots into account as I look towards the underlying emotional intelligence. So what is emotional intelligence? To begin with, let me clarify by saying that I have heard a variety of folks interpret the definition of emotional intelligence to fit whatever they believe an organization (or individual) would look like if he/she/it were emotionally intelligent… In other words the meaning has been diluted by its popularity as a catchy “coach” phrase. However, at it’s core, emotional intelligence is: a) the ability to be self-aware of your feelings/emotions, b) the ability to manage/control/use those feelings and emotions, c) the ability to read other’s feelings/emotions, and d) the ability to manage/use/lead by using emotionally intelligent strategies in assisting others with their feelings/emotions when it comes to thoughts and behavior – especially leadership.

Interestingly, these are skill sets that we in the psychological arena have explored in the footsteps of thinkers like Carl Rogers and Irving Yalom. And so it is that the foundations of business and psychology find a nexus. However, not surprisingly the nexus, if we consider the heart of any business being the configuration of people involved. Groups, teams, sections, divisions, departments, executives – call each part what you will – are not only dependent on their group emotional intelligence (and the emotional intelligence of each individual in their respective groups), but play a significant roll in the organization being something greater than simply the sum of its parts.

Which is why the art of targeting and tailoring emotional intelligence within an organization through a psychological lens is our mission here at Prosperity. This can include work with executives who are committed to increasing their emotional intelligence or work with an executive team who knows that their overall contribution to the organization will be greater with increased team emotional intelligence. The same applies to staff at any level, and the group or department irrespective of function (ie., HR, IT, Operations, Finance). Let’s not forget the Board of Directors! Yes, I know boards are many times composed of volunteer or appointed members, but they, too, benefit greatly from emotional intelligence that will lead to valuable decision making when hiring the next chief executive officer or while developing their strategic plan for the future of the organization.

Is your interest piqued yet? You don’t have to take my word for it. Forbes magazine online quoted Terry Bradberry of Talentsmart as saying their studies discovered, “alongside 33 other important workplace skills, emotional intelligence is the strongest predictor of performance, explaining 58% of success in all types of jobs.” Let’s put emotional intelligence to work for you and your organization!

Until next time,
Dr. Todd

Where it begins: emotional intelligence for leadership.

EI flowchart

When I started out in one of my first positions in an organization as a Psychologist, it wasn’t long before the chief exec asked me for a favor.  “I have two people on my management team who I’m concerned about.  They joined my team about a year ago – and their enthusiasm for the job seems to have changed.  Dr. Helvig – I’m not sure what it is, but I was wondering if you could just spend some time with them figuring out what’s going on?”  Of course I agreed.  Without going into detail, both team members were having some personal issues that complicated their involvement on the job.  After some discussion – meeting with each of them individually a few times – things improved significantly both on and off the job.  The exec who called me in pulled me aside sometime later and thanked me.  She said, “You know how you just get that feeling when something’s not quite right?  I just didn’t know what to say to them, and it didn’t even feel like it was my place.  It was so much easier to leave it up to you!”

Kudos aside, what I heard the chief exec saying was that in management it can be very difficult to help people navigate their work and personal lives.  However, the two go hand in hand.  Whether you’re the boss or a colleague, you likely need your staff and peers to be on top of their game for things to run smoothly.  In the case above, personal and emotional issues were impacting leaders’  behavior – and when 2 out of 6 leaders at the top of an organization are not on their “A” game there can be some damaging turbulence in the environment.

Now, you’re probably wondering what worked with those 2 leaders who had fallen off track?  A few of my posts in the coming months will provide more insight, but the short answer is that we developed their skill set in the area of Emotional Intelligence.  Yes, you read that correctly.  Leading business thinkers have spent decades examining factors that impact leadership:   Overall IQ (intelligence quotient), cognitive processing, cognitive flexibility & adaptability, ability to navigate new and/or complex situations, managing ambiguity, personality traits, etc.  And while we know that pieces of all of these factors affect leadership and the ability to lead, emotional intelligence has emerged in recent years as an essential aspect of effective leadership.  Not to be a spoiler, but emotional intelligence (unlike other traits that are more static) can be be learned and significantly improved with willingness and commitment to skill development.

Let’s talk more about emotional intelligence and leadership.  It can be the one thing that boosts you (or someone on your leadership team) from being an average leader to becoming an outstanding executive!

Whether you are a board of directors hiring a new chief exec – or a chief exec hiring new leadership – know your candidate’s skill set in the area of emotional intelligence.  It’s essential.  Remember how costly a poorly-fit new hire can be (see earlier posts)?


Until next time,

Dr. Todd

5 Steps to Help You Find Your Passion and Identify Your Dream Job

As a Ph.D. licensed clinical psychologist and certified professional coach, one of the favorite services I provide in my practice is career coaching. Some clients come to me because their job is no longer a fit for them, and common phrases I hear are “I can’t stand one more day of corporate” or some variation of “this job is sucking the life out of me.” Reasons for staying in the job are often due to stability, financial gain, and many times, fear of the unknown. There’s something to the saying, “The devil you know is better than the one you don’t,” so people sometimes stay in unsatisfying jobs, relationships, etc. due to the belief that “it could always be worse.” That is surviving, rather than thriving, and my goal is for people to thrive in every aspect of their life.


Medium Career Compass

Some clients who see me already know exactly what they want, which ranges from starting their own business to getting into real estate. I’d estimate those clients are about 40% of my clientele. More often than not, I hear some variation of “Help, I’m [insert age] and I still don’t know what I want to be when I grow up.”  They know they want to do something different, but aren’t sure what exactly that is. Some fell into jobs based on opportunity, parental or familial expectations, or preconceived notions rather than identifying what they wanted to do with their life. They operated more from a “should” versus “want” mindset.

In terms of our generation, we’re very fortunate that we have more freedom to explore what we want versus the survival mode of generations past. As I’ve worked with people from ages 20 through 70, I can say with certainty that it’s never too late to find your dream job. However, most people carry fears and blocks of what they think is possible for them, and part of coaching is to explore and challenge these limiting beliefs. One of my favorite quotes is courtesy of Henry Ford:

 “Whether you think that you can or think that you cannot,

you are right.”

So many of our challenges in life are mental, rather than physical, and it’s so rewarding to see people move out of their comfort zones by changing how they think, and then experience personal growth. Coaching in these cases starts with clarifying the individuals’ strengths and passions. I often use a combination of personality and career inventory assessments with clients, as they help to identify potential ideal jobs based on a combination of personality traits (e.g. introvert versus extrovert), and job skills and interests. However, even if you’re not working with a career coach, there are still steps you can take to help you clarify your next career move.  I recommend starting with what you’re passionate about, but what if you’re not sure where your passion lies?

Finding your Passion

Here are a few ways to unlock your potential dream job or career. Take a pen or pencil and answer the following questions honestly. This is important, rather than doing it by computer or tablet, as handwriting has been shown to activate different parts of the brain than typing. There are no right or wrong answers, so write as much as you like, and in any form you like (bullet points, sentences, phrases, etc.)

1. What are your hobbies? When do you feel so involved in something that you lose track of time? The definition of a hobby is: an activity done regularly in one’s leisure time for pleasure. It’s something done due to the love of doing it, rather than a secondary gain. Some potential responses might be: when I’m gardening, skiing, rock climbing, reading, woodworking, playing with my children, or fixing a car. You get the idea but feel free to brainstorm here – you will probably come up with more than one answer, which is great.

I’ll share my own personal story here too: I write sci-fi and fantasy novels for fun. When I started several years ago, it was purely for the love of doing it and I had no idea anything would come of it. Fast forward several years, and I have several published sci-fi novels through a New York publisher and am a regular speaker at Comic Con. My novel writing is different now, because it’s part of my business, which I love, but turning a hobby into a business isn’t for everyone.

2. What skills do you have that you feel set you apart from others? This could be having an amazing aptitude with numbers or being someone who easily makes new friends. If this question is hard for you, think about the last time you got a compliment. Has someone told you that you’re an outside the box thinker, creative, a great cook or that they admire your homemade curtains? Did someone ask you where you got that awesome table or bookcase only to find out that you made it? NOTE: Don’t discount a skill based on not liking an aspect of it. For instance, if you are great with numbers, but didn’t enjoy being an accountant, it doesn’t mean there isn’t another great fit for you involving numbers.

3. Write down your ideal work day. Don’t focus on what the actual job involves (seriously). First, just close your eyes and visualize what your perfect day would look like, and most importantly, feel like. What type of co-workers do you have (motivated, excited, creative, etc.)? What is the relationship of your boss like (or are you the boss?) If you prefer autonomy and don’t like to be micro-managed, then visualize a supportive and accessible boss who encourages your independence. What does the environment look like (bright open space, cubicles, office with door, outside, frequent traveling to different cities, etc.)

When you feel really happy like it almost feels real to you (and you’re smiling), then you’ve succeeded and have tricked your brain, so now you can open your eyes. Jot down everything you loved about this visualization. I’ll do another post soon about the power of visualization exercises and research about how they impact the brain. One powerful exercise I do as a follow-up with my clients is to examine how close or how far this ideal day is from their current work experience.

4. When you surf the internet, read books, or browse magazines, what are you drawn toward? Do you love going to travel sites, or do you prefer reading current news or the latest thriller, romance, or military novel? Clarifying your interests helps you to identify your passions.

 5. What would you be doing right now if money were no object? What would you be doing if money did not matter at all to you? Even if your first inclination is to say “nothing,” think past that honeymoon period of sitting on the couch playing PS4 or binge-watching Game of Thrones. People thrive when they feel they are living up to their full potential. Would you start your own charitable foundation? Your own business? Would you travel the world and experience new cultures? Move closer to family or loved ones?


Now, go back through all of your responses and read them again. Highlight or circle any common themes, words, or ideas. These repetitions give clues as to potential career ideas. Keep in mind that there is usually not one perfect job out there for you (just like there’s not one perfect partner), so you’re just opening yourself up to possibilities at this point. Hopefully, this has given you some food for thought in your journey toward a new career.

Next time, I will go over some of the incredible power of visualization exercises in your career (whether you want to change careers or simply move to the next level in your current career).

Until then…:)  Kristi