Blog

In a performance-focused world, it’s very easy to fall into the trap of believing that our internal value is based on what we do…how we “perform.” In fact, this is probably one of the most common limiting beliefs I see in my coaching clients, and something I personally experience more often than I’d like. As common as it is, and as much as I’m aware that it’s something I experience, it can still creep in ever so quietly until its effect is wreaking havoc on me loud enough fo

“Leadership development sounds nice, but we’re doing pretty good.” I’ve heard this a few times in conversations with leaders. And honestly, it usually makes sense. If the team is delivering, deadlines are being met, and people generally get along, it can feel hard to justify stepping away from the work to focus on development. But “pretty good” is a funny place for a team to live. "Pretty good" usually means things are functioning. People complete tasks, the work moves forwar

Overcoming analysis paralysis in leadership teams is a common challenge I see when working with teams. One of my favorite engagements in working through this challenge was with a leadership team that was stuck in a loop of talking about potential opportunities and ideas to improve various aspects within their organization, but would get caught up in analysis paralysis, and the initiative wouldn’t go anywhere. When the leader reached out, frustration was beginning to rise acro

Self-Awareness in Leadership is what most teams are actually missing. Most often, high-performing teams don’t struggle because they lack talent, effort, or strategy. They struggle when there’s a lack of self-awareness across the team. Research highlighted in a 2024 Forbe’s article on self-awareness shows that teams perform better when individuals understand not only themselves, but how they impact one another. Being an effective team, then, doesn't mean more tools or another