Some of you have wondered over the last two years, “What does he do anyway?” This video, in general, pretty much summarizes it.
Psychological safety is having a moment. Gen Z is going no-contact with parents because they don’t feel safe. Employees are disengaging — or quietly quitting — because speaking up feels too risky. The phrase is everywhere: in leadership podcasts, culture decks,...
Why most organizational conflict stays stuck — and the harder, more honest path to resolution. There is a conversation that needs to happen in your organization right now. You probably already know what it is. You’ve been circling it for weeks, maybe months. You’ve...
There’s a particular kind of weight that follows you around — and it’s not the weight of what you’ve done. It’s the weight of what you haven’t started yet. The project sitting in the corner of your mind. The plan you need to build. The certification you’ve been...
In all my years of coaching leaders — executives, pastors, ministry professionals, and marketplace leaders — I've noticed a pattern that never changes. It doesn't matter what industry you're in, what size your organization is, or how long you've been in leadership....
High-capacity, high-care leaders often risk tying their identity too closely to outcomes and other people’s reactions. When ownership increases, so does emotional exposure, causing feedback to land on your identity instead of just your role. This post shares a framework to build durable internal boundaries, allowing you to keep listening deeply without absorbing criticism as a personal verdict. The core practice is a crucial mental reframe: treating feedback as shared insight about the system we’re all in, not a critique of your worth. Learn how to set internal boundary rules, use cognitive defusion to create distance from sharp thoughts, and implement a repeatable process for transforming tough conversations into raw material for shared learning.
The Calm One Wins: What The Traitors Teaches Us About Regulated Leadership I don't usually turn to reality TV for leadership insights. But when a therapist's Instagram post about NBC's The Traitors started going viral just after the Season 4 finale dropped on Peacock,...
In navigating the complexities of leadership, one must recognize that the true essence of influence lies not just in decision-making but in the energy we radiate; the most impactful leaders harness a thoughtful stillness that invites connection and collaboration, ensuring their teams feel supported rather than strained, inspiring a collective resilience that transcends mere survival and fosters an environment where creativity flourishes and potential is fully realized, highlighting that the ultimate goal of leadership is not to command but to cultivate an atmosphere where every voice can rise, contributing to a symphony of shared success.
This week, I celebrated my 57th birthday. I have to say—birthdays have grown on me. I enjoy them now more than ever. My 50s have easily been my favorite decade, and each year seems to get a little better than the one before. For this birthday, I told my wife all I...
Yesterday, I attended a customer meeting with one of our customer success managers, and it turned into a real eye-opener about what leadership should be. My colleague shared on LinkedIn that instead of needing more oversight, Individual Contributors just want ownership and support. When leaders show up, they’re not just a title; they create trust and momentum. It’s key for leaders to champion decisions and support their teams without judgment. Leaders should empower rather than evaluate. The goal is to fuse the roles of leaders and ICs, promoting shared ownership and respect, so everyone wins together. It’s all about partnership, not hierarchy.
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