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

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.