You can’t lead an organization through change if you’re unwilling to change yourself. As Christine Deputy shared, every organization has its own culture, values & challenges. Experience matters—but leadership isn't about copying & pasting what worked somewhere else.

Teams work best from encouragement, not for it. When people spend their energy trying to prove their value, it's harder to ask for help, acknowledge a mistake or take risks that could help the team grow. People shouldn’t have to wait for a great performance to hear they matter.

What is the value of an Executive Intensive? 2 uninterrupted days to challenge assumptions, have the convos that matter & identify what to stop doing so leaders can focus on what matters. When leaders see differently, they lead differently. Learn more: thegamechangersinc.com/conta…

The danger isn't being right or wrong, but being "almost" right. "Almost” can leave us believing we’ve created clarity and alignment when there are still gaps. Leadership is in the seeing business. We have to see clearly together before we can help others do the same.

Mistakes are inevitable. How we respond to them is a choice. Acknowledging a mistake opens the door to repair. Following through helps rebuild trust. The greater the trust, the more our honest conversations. We can address what needs to change, receive feedback & grow together.

You can’t scale your impact by doing it all yourself. You scale your it by developing others. Develop the talent. Create clarity around the assignment. Equip people to make decisions & adapt when challenges arise. Then give them the opportunity to put that preparation to work.

Everyone wants the results. But are we willing to value the repetition required to earn them? Learning to enjoy the grind starts with seeing value in that work. Recognizing the daily repetition builds our capacity to lead. Learn to value the work that makes it all possible.

Leaders are in the seeing business. Our job isn’t just to explain where we’re going, but to help people see it, understand why it matters, & know how they fit into the bigger picture. Ask, “What did you hear me say?” If your pictures don’t match, alignment hasn’t happened yet.

Yesterday, I had the privilege of joining the @SoundExchange leadership team in Baltimore for Leadership Connect, where our focus was Fearless Leadership. Fearless leadership isn’t the absence of fear. It’s having the courage to act even when fear is present.

Strategic leadership starts with clarity. That’s why focused time as an executive team matters. It gives space to challenge perspectives, clarify priorities & align around a shared vision. Our responsibility is to clarify the what & why, then engage our team in shaping the how.

Be mindful of what you take in. Be generous with what you’ve learned. We need wisdom we can put into practice—& people willing to share it. There’s no need to compete over lessons that could help someone else grow. When we share what we’ve learned, the impact reaches beyond us.

The more you need others approval, the harder it becomes to lead them well. Healthy self-esteem isn’t about your title, accomplishments, or how others see you. It’s being comfortable enough in your skin to handle challenges, give freely, receive feedback & focus on what’s best.

Yesterday with the @AstellasUS Market Access team, our focus was The Power of Perspective. What you see influences how you feel. How you feel influences what you do. Leadership is the seeing business. Help people lift their eyes, see clearly and see what’s possible. #MAx

The best keep getting better. For years I’ve had the privilege of working with @MayoClinic’s DRIVE program & emerging execs. @MayoClinic is the epitome of the best getting better. Because the standard isn’t to be the best in the world, but to be at their best for the world.

It’s easier to just go with the herd. But 12 months from now, you’re going to arrive somewhere. The question is: Will you arrive at a destination you designed, or one you simply drifted into? You don’t get to avoid the decision & then complain about the outcome.

If everyone is recruiting from the same pool, what’s the differentiator? The habits we develop. We’re creatures of habit, not discipline. So, we need discipline to help us repeat the right behaviors long enough for them to stick. We must be intentional about what's reinforced.

There’s a difference between being content with who you are & settling for where you are. Contentment allows you to grow from a place of gratitude—not insecurity. Complacency convinces you that growth is no longer necessary. Stay committed to who you are capable of becoming.

What happens when you’re not in the room? If your team’s effectiveness depends on your constant presence, you may be leading work without fully developing the people. Strong leadership is measured by what continues to get accomplished through the people you’ve developed.

Talent may get someone in the room, but it won’t be the greatest competitive advantage. Talent matters. But without intention, consistency & execution, it leaves potential on the table. Don’t overlook what takes no talent. Those choices may determine how far talent takes you.

First, you form your habits. Then, your habits begin to form you. If the same behavior keeps producing the same result, that’s not a problem…it’s a pattern. Recognize the pattern, decide what needs to change, and practice the new behavior until it becomes your habit.