Years ago, I worked for a leader who used shame and blame on a regular basis, putting immense amounts of pressure on everyone around her. I recognized the impact it was having on one of my direct reports and shared that with our leader. “It’s worked well for me for years,” this leader told me. I tried to reason with her, sharing how distressed the employee was and that I didn’t want to lose her – she was conscientious, hard-working, and had incredible presence in her interact

I have a huge amount of respect and admiration for Brené Brown . Her work is grounded in research, and she is unapologetically herself. I've been devouring her new book, Strong Ground , and as I read it, I keep connecting her insights to my work as an executive coach. We’re seeing huge shifts in political and corporate culture. With 20+ years of experience helping leaders navigate organizational change, I’ve seen one truth hold steady: how we lead determines how well we adapt

After more than two decades in corporate communications and leadership development , I’ve coached leaders at every level—from executives guiding large-scale change to managers navigating difficult one-on-one conversations. What separates effective leaders from exceptional ones isn’t what they say when things are going well—it’s how they communicate when things get hard. Whether it’s announcing a budget cut, realigning a team, or delivering feedback that stings, these moments

Every leader faces it—budget cuts, layoffs, canceled projects, missed targets, or strategic pivots. How  you deliver bad news often matters more than the news itself. Poor delivery erodes trust, fuels anxiety, and can derail performance for months. Most employees would rather hear bad news directly from their leader than through HR or the rumor mill. Yet too many leaders delay the conversation—or deliver it so poorly that they create more problems than they solve. Delivering

Leaders who deliver bad news with clarity and empathy build trust. Avoid 4 common mistakes and learn strategies to communicate effectively.

Ambiguity is expensive. Use context and the 5W+How to cut delays, rework, and meetings—and build a trusted, aligned team.

We’ve all been there. You give what you think is helpful feedback, and suddenly the room goes cold. Their face changes. The energy...

Build a feedback culture where truth flows freely, problems get solved faster, and trust strengthens across your team.

Giving feedback shouldn’t feel like stepping into a minefield—but for many leaders, it does. We’ve all been on both sides of the feedback equation. Maybe you’ve worked up the courage to give someone feedback only to be met with folded arms, excuses, or a complete shutdown. Or maybe you’ve been on the receiving end of vague, critical feedback that left you feeling discouraged instead of motivated.

Change is inevitable. But when disruption hits hard—like being laid off, laying off team members, or navigating major upheaval at work—it...

When trust takes a hit—whether through a layoff, a leadership change, a difficult business decision, or another disruptive...

Team Communication Trust isn't just a nice-to-have in the workplace—it's the foundation that makes everything else possible. But here's...

A business professional interacts with a digital network interface, symbolizing strategic connections and communication. Strong...

One hesitation I often hear from my coaching clients when we talk about expanding their curiosity is: "Won’t it feel weird if I suddenly...

Have you ever worked with someone who turned you off so much that you struggled to take them seriously? Maybe they were technically...

I was recently working in a coffee shop and overheard someone give a piece of advice to a friend who was struggling in the dating world....

Let's get real—nobody likes people who only talk to you when they need something. You know the type - they swoop in with fake smiles and...