Some of you have wondered over the last two years, “What does he do anyway?” This video, in general, pretty much summarizes it.
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.
The story of a pink rhododendron that took six years to bloom serves as a metaphor for personal growth. Despite consistent care, it initially showed no visible signs of progress. This spring, it burst into beautiful blossoms, prompting reflections on life’s invisible growth periods. Just as the rhododendron established its roots before blooming, we too can spend long periods working hard without immediate results. This emphasizes that patience and continued effort are essential, as many projects and goals develop quietly beneath the surface. The waiting time is not wasted, and eventually, each person’s ‘moment of blooming’ will arrive.
Feedback can feel personal and challenging, often seeming like a direct attack on one’s identity. However, understanding that feedback reflects behavior and perception, rather than core identity, is crucial. Acknowledging that others’ perceptions can differ from intentions allows an opportunity for growth. It’s essential to approach feedback with humility and clarity, asking questions to bridge misunderstandings. While not all feedback may be entirely valid, each piece can reveal insights about your influence and relationships. Ultimately, how you respond to feedback can transform it from a threat to a valuable tool for personal and professional development.
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