About Judi Walsh

I’ve seen management development evolve significantly.

Fifteen years ago people were promoted on potential. They received a title and compensation and time to learn their way into a new role.

Ten years ago people were told to prove they could do the job, and then they would be considered. If they earned the role, they received a modified title and modest compensation increase.

Five years ago, it was less about promotions, titles and compensation and more about added responsibilities and accountabilities. Many had multiple roles and general title.

Today the price of entry is much higher. What one was reaching for then is now an entry level expectation. To keep up, let alone get ahead requires a learning mindset.

How does an exceptionally busy person find time to learn?

And not get caught in the trap of being everything to everybody?


When you are already a key player, you have a distinct foundation upon which you can build.

Perception Management skills can help you increase your ability to influence outcomes and outcomes are quantifiable.

Read this 3 min story – it explains more.

Me and perceptions have had an interesting journey.

My mother tongue is sign language, so perceptions and interpreting perceptions between the deaf and hearing had a significant influence on me during my formative years.

During the eighties, I delved into reflective practice as a self-improvement approach. I found journaling a very effective way to handle high levels of change and transition. I had started a speaking business in 1985 and used audio and video reflection as continuous improvement methods.

My management development business shifted from facilitation to coaching in 1989 with the widespread downsizing. I created processes using writing, audio and video into my coaching processes and still use them today. I am continually reading and reviewing research and updating my materials.

Many clients will attest to the fact that listening to their coaching session audio files helped them adapt their behaviors quickly in their rapidly changing environments.

Most clients describe their video experience as an ‘eye opening experience.’

As a coach, I find most people by mid-career have not seen themselves on video except when giving a presentation or in a personal video. They have very little idea how their everyday moments are fueling others perceptions of them.

How do you determine if someone has a perception management problem?

If a senior management person says, “I don’t like the sound of my voice” or “I don’t like seeing myself on video,” they have a development opportunity. I can guarantee that they have ‘a disconnect’ between how they see themselves and others see them.

At first glance this may appear to be a negative, it may not be. It is not uncommon for a person’s internal thinking and external expression to not be in synch. Most people with ‘a disconnect’ are putting themselves through internal stress about something that possibly is no longer an issue, and for which they could find a resolution.


Some people may underestimate the level of their skills. At one of the leadership programs I attended 25 years ago; they videoed our group involved in a team activity. In the feedback from each other, I was chastised for not carrying my weight during the activity. Then we watched the video together to check out our assumptions, everyone apologized to me when they realized that I played such a strong leadership role.

That was an eye opening experience for me. It made me realize that my role as interpreter between the deaf and hearing taught me how not to get in the way of the conversation. To this day I joke that I am a backstage person, someone behind the scenes helping the stars do what they need to do.

Unlearning behavior is more difficult than learning a new behavior. That’s why audio and video playback can help a key player change behaviors more quickly than being told what to do. Understanding doesn’t change behavior. It takes a compelling emotional event to adapt behavior and seeing how your thinking is being expressed is often the impetus for adapting.

“In our visual, very competitive, digital world, there’s little opportunity to fly under the radar.”

The time has come for perception management coaching.

 Click here to see my philosophy & perspectives on coaching leaders

Click here to see the process I use in coaching

You can learn more about my work helping leaders in transition, deal with difficult situations, or develop stronger perception management skills.

If you want to see who I’ve worked with in the past, you can see my client list here

If you are ready for us to talk about how we might work together, call me at 416.761.1533 or click here to email me judiwalsh@askcorporate.ca