After more than 25 years working with leaders across industries — from NASA and the U.S. Air Force to Yale University and Fortune 50 corporations — one pattern kept showing up. Leaders were well-trained. They were committed, capable, and genuinely trying. And yet under sustained pressure, something was missing. Not in their skills. Not in … Read more
Most leaders know intuitively that something beyond strategy and skill determines how their team performs on any given day. They have felt it — walking into a meeting off-balance and sensing the room shift. Or watching a colleague’s calm presence settle an entire team in minutes. That intuition turns out to be well-founded. And the … Read more
This is one of the most common leadership challenges right now. A manager asks, “How are you doing?” And the answer is, “Fine.” Maybe they add, “A little stressed, but fine.” So the leader moves on, because technically, they asked. But underneath that answer, there may be exhaustion, frustration, resentment, confusion, or a growing sense … Read more
Steadiness under pressure is not a personality trait. It is a learnable leadership skill. Discover why it matters and how to develop it intentionally.
Psychological safety has become a buzzword of late, yet it is practiced far less than most people realize. Obviously, to create a motivated and engaged team, people need to feel safe enough to speak up, ask questions, admit mistakes, and share ideas without fear of being judged, dismissed, or penalized. When that safety exists, teams … Read more
Healthy, high-performing teams don’t just focus on results—they pay attention to how those results are achieved. They understand that sustainable performance comes from people who feel grounded, supported, and able to contribute fully. Instead of operating in constant urgency, these teams create space for clarity, intentional decision-making, and thoughtful action. They also prioritize psychological safety. … Read more
Most organizations have well-being initiatives. Far fewer have well-being cultures. The difference isn’t whether something is offered — it’s whether it’s revisited over time. Well-being workshops can be powerful entry points for building awareness, developing new skills, and helping leaders and teams begin to shift how they work. Real impact happens when organizations revisit and … Read more
As organizations attempt to commit, some for the first time, to improving their policies and practices around race and racism, many are experiencing some common pitfalls. The positive intention of building more cultural inclusion is sometimes followed by problematic action. For example, in the hope of providing space for their Black, Indigenous, and other employees … Read more
I have spent my shelter-in-place time talking with dozens of people, many of whom have been suffering in one way or another. Some were dealing with layoffs, others were feeling the psychological strain of isolation, and others were tired from pulling double duty as workers/childcare, workers/teachers, or workers/caregivers to family members. I have heard many … Read more