It starts with good intentions. You step into the big deal because you know the client. You review the proposal before it goes out because the details matter. You weigh in on the hire because you understand what “culture fit” really means. Getting involved in important decisions feels reasonable. You’re being thorough, and your intention is to be a good leader. But underneath that, something else is happening that you may not even realize.  Your team is learning not to make d

I remember the first time,  as a leader, I realized my team was filtering the feedback they were giving me - telling me how great things were going and how successful the program would be. I realized I would have to launch without full confidence—or reassurance from my team—that we’d be successful. I remember working really hard to make it safe to disagree, challenge me or give me feedback – and yet, I was still getting superficial, mostly positive feedback. A mentor was kind

Let’s be honest: growth discussions can get awkward fast. You set out to talk about development, and before long, the conversation has drifted to promotions. It’s understandable. When people think about growth, they often think about moving up: a new title, a pay bump, recognition. But promotions are just one expression of growth, and as a leader, your role isn’t to have all the answers about when or how they’ll happen. The Promotion Question Trap Few things make leaders swea

We’ve all seen it: the person who seems to be the VP’s golden child  gets the promotion, while the quiet, high-performer stays exactly where they are. I coached a Director of Engineering (let’s call him Tim) who was deeply frustrated after watching multiple promotion cycles pass him by. He had been asking for the next level for nearly two years, with no clear answer on when  or even if  it would happen. Over time, the uncertainty began to erode his satisfaction with a job he

You’ve checked all the boxes. You have the title, the respect of your peers, and the financial stability you once dreamed of. By every objective metric, you are "successful." And yet, you’re waking up with a sense of dread. The work that used to excite you now feels like a repetitive loop. You might even feel guilty—after all, shouldn't you be grateful? My first career was as a broadcast journalist — college intern, assistant assignment desk editor, field reporter, newscast p

As we ease into a new year, are you reflecting on what held you back in the last year? For many leaders, “office politics” almost always makes the list. For most professionals, the term triggers frustration: favoritism, hidden agendas, and the sense that only the loudest voices get ahead. For high performers, it creates a painful tension: Do I play the game… or stay quiet and watch my impact stall? But here’s the truth that often gets missed: What we call “office politics” is

As the year winds down, I find myself at a natural reflection point — what worked, what stalled, and how am I performing against my goals. If you’re a high performer and you didn’t move as far or as fast as you expected in your career this year, you’re not alone. Many talented professionals hit a plateau not because they lack capability, but because they’re missing the one factor that accelerates growth: strategic relationships. As you set your goals for 2026, this is the sh

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...