If you lead people, there’s a good chance you’ve had this experience:
You start your day with good energy. Your mind feels clear. You’re making smart calls, moving things forward, and communicating with confidence.
But by mid-afternoon?
Every question feels heavier.
Every choice takes longer.
It was Monday morning, and the quarterly results had just been released. The numbers were strong, but the atmosphere in the office was tense. Sarah, the CEO of a mid-sized tech company, noticed her team members exchanging weary glances. One engineer had been working late nights for weeks, another had quietly withdrawn from meetings, and a project manager looked visibly burned out.
Instead of launching into a celebratory speech about revenue growth, Sarah paused. She asked everyone to share how they were feeling, not just about the work but about themselves. What followed was a candid conversation about stress, balance, and the need for more support. That moment shifted the culture of the company: Sarah’s choice to lead with empathy and curiosity marked the beginning of a human-centered leadership approach.
Read MoreNot long ago, I coached a leader who kept getting the same feedback from her team and peers:
“You’re too rigid.”
“You don’t leave room for flexibility.
“You’re always so structured.”
At first, she took it to heart. She worried that she was stifling creativity or coming across as controlling. But as we unpacked what “rigidity” meant in her context, something interesting emerged.
Read More“Do you know the difference between debate and argument?” asked the teacher of the students.
Most of the class shrugged.
The teacher continued: “Debate is about learning. Argument is about winning.”
Read MoreWe often confuse perception and perspective, using them as if they mean the same thing. But they’re not. And recognizing the difference can be the turning point in how we understand others—and ourselves.
Perception is personal. Perspective is relational.
Read MoreIf you’ve ever delegated a task and felt like you either had to do it yourself or redo it later, you’re not alone. Delegation can be one of the most powerful tools in leadership — but only if done well. That’s where the 10-80-10 rule comes in. This simple yet powerful framework helps leaders strike the perfect balance between providing direction and empowering their team. It’s not just a management strategy; it’s a mindset shift.
Read MoreIt’s 9:00 AM on a typical Monday morning. The office is already buzzing. Susan, the regional director of a fast-growing marketing agency, has back-to-back meetings scheduled, a report due by noon, and three urgent emails marked “high priority” waiting in her inbox. Just as she begins her day, her phone pings. It’s her team lead asking whether they should move forward with a campaign they discussed last week. Five minutes later, another team member pops in asking for approval on a minor budget decision. An hour into her day, Susan hasn’t tackled any of her high-priority work.
Read MoreIn a study by Gallup, only 36% of employees reported feeling engaged at work, while disengaged employees cost businesses an estimated $450-550 billion annually in lost productivity. Why? Because too many workplaces fail to provide the trust, ownership, and recognition employees need to perform at their best.
Take Sarah, a manager at a mid-sized marketing firm. She used to micromanage her team, giving step-by-step instructions and reviewing every detail. Her employees felt stifled, hesitant to share ideas, and disengaged. When she shifted her approach—giving her team more ownership, encouraging feedback, and recognizing small wins—productivity skyrocketed. Employees became more proactive, innovative, and invested in their work.
Read MoreThink about the best environments you’ve ever been a part of. Was it a workplace where people felt safe to speak up? A team where ideas flowed freely? A space where growth and collaboration thrived?
That didn’t happen by chance. It was created.
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