The Leadership Trap: Always Looking Ahead

What Do You Need Most Right Now?

I recently worked with a team navigating a significant shift—a key member of their leadership was departing. As expected, the conversation quickly turned to solutions. Leaders, by nature, are wired to problem-solve. They jumped straight into action: What stopgaps do we need? How do we take care of what’s most urgent right now?

But as their coach, I felt a deep responsibility to pull them out of that default mode and guide them through the emotional undercurrents of the change. Because before you can effectively solve problems, you need to pause and process.

This is where one of the core principles of leadership coaching comes in: stepping up to the balcony. Instead of staying stuck in the frantic details of the moment, it’s about gaining a broader view—what’s actually happening? What emotions, attitudes, and beliefs are driving my reactions right now?

I kept coming back to one simple yet powerful question for them:
What do I need most right now?

For two hours, I held them in that space. Not because they didn’t want to answer, but because it was hard to answer. High-achieving leaders—especially those who care deeply about their teams, their mission, and the people they serve—often struggle to slow down enough to check in with themselves.

And I get it. I do the same thing. In times of stress, my mind races ahead, thinking about everything I have to take care of. The future-focus turns into a spiral of catastrophic thinking—What if I miss something? What if I can’t handle it all? What if everything falls apart?

Does that sound familiar?

This is why the question isn’t what do I want? but what do I need? It forces clarity. It cuts through the noise and helps you see where your attention and energy should go. It’s the difference between being reactive and being intentional.

Urgency vs. Importance: The Eisenhower Matrix Approach

One way to think about this is through the Eisenhower Matrix, a simple yet powerful prioritization tool. It helps leaders differentiate between what’s urgent and what’s truly important. Many of us spend too much time in the urgent quadrant, putting out fires, but rarely step back to focus on the long-term, high-impact work that truly matters.

But before you even get to prioritization, you need to get clear on your needs.

What Does This Look Like in Practice?

For me, clarity came this morning. I’m at my family farm, it’s 9 a.m., and I’ve already tackled some emails and immediate tasks. Now, I’m taking a walk before spending the rest of the day helping my dad with farm work. And I know this is exactly what I need. A break. A reprieve. A chance to reset.

That realization only came because I asked myself: What do I need most right now?

Now It’s Your Turn

As a leader, as a parent, as a partner—what do you need most right now?

Not what the company needs. Not what your team needs. Not what your family needs. What do you need?

Can you give yourself permission to pause and answer that honestly?

Because here’s the truth: if you don’t, no one else will do it for you. And if you keep running on empty, your impact as a leader will suffer.

So, take a moment. Step back. Get up on the balcony. And ask yourself:

What do I need most right now?

If you’re struggling with that answer, I’m here. Reach out. You don’t have to figure it out alone. Rooting for you.

The Body Keeps the Score in Leadership Communication: Why You Freeze Under Pressure & How to Stay Present

If you’ve ever blacked out during a high-stakes meeting or felt like your words were slipping away while speaking, you’re not alone. Many leaders experience this, but few understand why it happens—or how to fix it.

Dr. Bessel van der Kolk’s The Body Keeps the Score provides profound insights into how our nervous system reacts to stress, and these insights are directly applicable to communication. Your ability to speak with confidence, connect with your audience, and remain present is not just about technique—it’s about how well you manage your body’s internal state.

The “Smoke Detector” in Your Brain: Why You Shut Down While Speaking

Van der Kolk explains that the amygdala, the brain’s alarm system, acts like a “smoke detector,” scanning for danger. In moments of real or perceived threat, it triggers the fight-flight-freeze response.

For many leaders, speaking in front of an audience—or even in an intense conversation—can activate this survival mechanism.

• If your body perceives public speaking as a “threat,” the amygdala hijacks your brain before your rational mind can intervene.

• This results in racing thoughts, a shaky voice, breathlessness, or even going completely blank—not because you lack skills, but because your body is protecting you from what it sees as danger.

• If this response is chronic, you may develop avoidance patterns, reinforcing the fear and making future speaking experiences even more stressful.

Understanding the Stress You Put on Yourself

Before diving into solutions, it's crucial to recognize the internal pressure you might be placing on yourself:

• Expecting yourself to remember every word perfectly instead of focusing on connection.

• Feeling like you need everyone to like you rather than focusing on delivering value.

• Seeing communication as a win/lose proposition rather than an opportunity for engagement.

• “White knuckling” your way through instead of finding ease in the moment.

This self-imposed stress can amplify the body's stress response and make communication feel like a battle instead of a conversation.

Know How Stress Manifests in Your Body

Every person reacts to stress differently. Understanding your unique physiological response is key to knowing what you need in the moment:

• Does your breath become shallow?

• Do your shoulders tense up?

• Does your voice tighten or speed up?

By recognizing these cues, you can intervene early and redirect your energy in a productive way.

Three Simple Tools to Manage Stress & Stay Present

Once you identify your personal stress patterns, you can start integrating practical tools to stay engaged and in control while speaking:

1. Breathe (Don’t Hold Your Breath!)

One of the first things we unconsciously do under stress is stop breathing properly. When your breath becomes shallow, your brain gets the signal that danger is near, making you feel even more anxious.

• Consciously take deep belly breaths before and during your speech.

• A simple inhale for 4 seconds, hold for 4, exhale for 6 can help reset your nervous system.

2. Use the Power of the Pause

The pause is the Swiss Army knife of communication. It has so many benefits that it’s crazy not to use it:

• It interrupts the stress cycle, preventing panic from escalating.

• It gives you time to think of your next point.

• It allows your listeners to process what you just said.

• It gives your body a moment to reset and reconnect with the room.

• It helps you find your next listener with your eyes, increasing engagement.

Instead of fearing silence, learn to trust the pause as a tool for clarity and impact.

3. Channel “Leftover” Energy into the Room

Adrenaline and cortisol don’t just disappear instantly. Instead of fighting against them, redirect them outward into your expression and delivery.

• Use the extra energy to amplify your gestures and vocal variety.

• Let your energy expand into the room, rather than suppressing it.

• Think of your excitement as fuel rather than something to control.

By shifting from holding stress in to sending energy out, you’ll transform nervousness into dynamic presence.

Final Thoughts: Your Body & Voice Work Together

Leadership communication isn’t just about words—it’s about mastering your inner experience so your voice, body, and energy are fully aligned with your message. If your body is locked in fight-or-flight, your ability to influence, inspire, and connect will always be limited.

By understanding the neuroscience behind stress and communication, and integrating simple tools like breath, pause, and energy redirection, you can break free from old patterns, speak with confidence, and show up as the leader you’re meant to be.

Stop Running Ineffective Meetings

Last night, I hosted a very poorly-run meeting:

- No clear plan with any desired outcomes in mind
- Zero actions for anyone to take afterward
- Failure to have any assigned roles assigned
- No clear point of view from the leader (me)

The attendees each pushed their own agendas, didn’t attend to conversation with curiosity, quickly lost attention and had no respect for the meeting host (me). 

It was a failure on many accounts.

I asked my kids where they wanted to vacation this summer.

You can see how far we got in the picture.

My youngest wants to stay in a hotel. Awesome.

My oldest expects her younger siblings (5 and 3 years old) to enjoy being dragged around a big city (not going to happen) and does not realize just how big California is.

My middle child (isn’t it always the middle child?) was shooting his sisters with a Nerf gun during said “meeting.”

If getting them excited was the plan, I succeeded.

If getting clarity on what they wanted was the plan, I mostly failed. But I know it takes time to get buy-in, and this was a start.

I’ll rebound from my poor leadership, I just know it.


Joking aside, if you’re the one leading or planning a meeting, a few tips might go a long way:

1. Only invite people who have a necessary role in the meeting. Don’t waste people’s time or your organization’s money by inviting everyone. Please.

2. Clearly define the outcome you want for the meeting (i.e., what do you want the attendees to DO as a result of the meeting) For example: The family will agree on three options for summer vacation.

3. Know your point of view and frame it up for the participants, unless the meeting is for brainstorming and not decision-making (see the above point). For example, I want to go somewhere all the kids will enjoy and am not ready to schlep them around for 3 weeks in an RV visiting National Parks - my dream trip in a few years when they are older.

4. Don’t make the meeting longer than is necessary (note: the average sustained attention for adults is ONLY 8 seconds these days; you’d better know how to keep their attention).

5. End with a recap - ask participants what was useful for them and what actions they will take after the meeting, and by what date. As for me, I need to take my own medicine and go back to the drawing board. :)

PS: We’ve loved Emerald Isle, Outer Banks, Myrtle Beach, and Cape Cod for beaches, but I’m always open to new places and experiences. I’ll be using my influence to make sure we end up somewhere that is fun for all.

Leadership, whether at work or home, is a constant learning journey. Hosting a meeting—no matter the setting—requires preparation, clarity, and intentionality. This experience reminded me that while missteps happen, they’re also opportunities to grow, adapt, and try again. With a clearer plan and better facilitation, I’m confident our next 'vacation meeting' will be a success.

The Power of Unreasonable Hospitality in Corporate Leadership: Building a Culture that Transforms Teams

The world of corporate leadership can sometimes feel distant and impersonal, filled with metrics, strategies, and results. Yet the human element remains the heart of impactful leadership. In my new favorite book, Unreasonable Hospitality, by Will Guidara, we get a front-row seat to how radical kindness and genuine care transform not only guest experiences but also company cultures.

While Guidara’s wisdom centers on hospitality and the fine dining industry, his principles apply directly to corporate America, offering people leaders a new approach to building trust, loyalty, and motivation within their teams.

The Essence of Unreasonable Hospitality

Guidara’s Unreasonable Hospitality highlights the extraordinary efforts he went to as a restaurateur to make his guests feel seen, valued, and delighted - I got to hear him share some of these amazing stories last month in Nashville . This approach went far beyond standard service; it was about creating memorable, joyful experiences.

In corporate America, leaders often underestimate the impact of going above and beyond for their teams. People may not need a five-star experience, but they do need to feel valued, heard, and cared for.

Unreasonable hospitality for leaders means making each person feel they truly matter, not as cogs in a machine but as individuals with unique strengths, challenges, and dreams.

Leadership Lessons from Unreasonable Hospitality

Here are some key takeaways and practical tips from Will Guidara’s Unreasonable Hospitality that can be applied to leadership and team management:

1. Create Memorable Experiences

• Takeaway: Guidara emphasizes that people remember experiences that make them feel uniquely valued and seen. He went out of his way to create personalized experiences for guests that left a lasting impression.

• Tip: Find ways to personalize interactions with your team or clients. Small, thoughtful gestures, like remembering personal milestones or celebrating small wins, can make a significant difference.

2. Be Generous with Your Attention

• Takeaway: True hospitality requires undivided attention. Guidara often focused intently on the needs of his guests, making them feel like the most important person in the room.

• Tip: Practice deep listening. In conversations with your team or clients, put distractions away and focus fully on what they’re saying. A simple but rare way to show respect and build trust.

3. Empower Your Team to Go the Extra Mile

• Takeaway: Guidara didn’t just practice hospitality himself; he empowered his staff to make exceptional gestures without needing approval for every action.

• Tip: Give your team the autonomy to make decisions and take actions that can improve customer or team member experiences. When people feel trusted, they’re more likely to give their best and step up for others.

4. Turn Moments of Stress into Moments of Connection

• Takeaway: High-pressure situations are inevitable, but Guidara showed how stressful moments can become opportunities to build rapport and create memorable experiences.

• Tip: In high-stress scenarios, take a beat to connect with people. Even a bit of humor, a calm comment, or acknowledging the stress can change the atmosphere and strengthen bonds.

5. Invest in Team Culture as Much as Customer Experience

• Takeaway: Guidara was intentional about creating a strong team culture, knowing that a team that feels valued will deliver exceptional service.

• Tip: Prioritize team well-being and encourage camaraderie. Celebrations, small rituals, or simply showing genuine care can help foster a supportive environment where people are motivated to go above and beyond.

6. Seek to Exceed Expectations Consistently

• Takeaway: The goal of unreasonable hospitality is to go beyond what’s expected, often surprising people with thoughtful gestures that show you truly care.

• Tip: Find opportunities to add a special touch. It might be something as simple as sending a thank-you note or remembering small details about a team member’s interests (HINT: start with the names of their kids and pets!).

7. Focus on Creating Joy

• Takeaway: Hospitality isn’t just about service; it’s about creating moments of joy. Guidara made it a point to make experiences joyful, fun, and meaningful.

• Tip: Inject moments of fun and joy into your team culture. Acknowledge achievements with a light-hearted celebration, or create opportunities to laugh and connect outside of work pressures.

8. Cultivate a Sense of Pride in Your Work

• Takeaway: Guidara taught his team to take pride in their work, making the effort feel less like a job and more like a calling.

• Tip: Recognize hard work, talk about the meaning behind what your team does, and encourage them to take pride in their contributions. When people see the impact they’re making, their commitment and engagement deepen.

9. Lead by Example

• Takeaway: Guidara didn’t just talk about hospitality—he modeled it daily, showing his team what exceptional care looked like.

• Tip: Set the standard by consistently showing up with the same level of care and attention you expect from your team. Leadership is contagious, and people will often mirror the energy you bring.

10. Cultivate Curiosity and Empathy

• Takeaway: Guidara constantly asked, “What would make this experience unforgettable?” This curiosity helped him see situations from the guest’s perspective, fostering empathy.

• Tip: Encourage curiosity about the people you lead or serve. Empathy doesn’t just help you relate—it lets you identify what truly matters to others, helping you craft more meaningful interactions.

Unreasonable Hospitality is ultimately about showing up in ways that make people feel deeply valued, creating experiences and a culture that make people want to stick around and give their best. Leaders who adopt this mindset bring heart to their teams, creating a ripple effect that enhances engagement, performance, and loyalty.

My suggestion - identify one of the takeaways above to focus on with your individual interactions at work between now and the end of the year. Secondly, discuss them with your team (print and share this article) and have the team identify one takeway to collectively focus on. You might just be surprised at what happens.

Be the Hero of Your Leadership Journey: Achieve Your Goals in Leading Self, Others, and Teams

In today’s fast-paced world, leadership isn’t just about managing tasks or meeting quarterly goals; it’s about inspiring others, fostering a positive workplace culture, and leaving a lasting impact. Many leaders find themselves at a pivotal moment—they know they’re capable of more, they want to feel aligned with their purpose, and they seek a deeper connection with those they lead. At Anchored Leadership, we understand that each leader’s journey is unique, yet the core goals are often the same: building self-confidence, empowering others, and creating teams that thrive. Our mission is simple: to help you step confidently into your role as the hero of your own leadership story.

The Hero’s Journey: Leading Self, Others, and Teams

Every leader has a vision—an inner drive to lead in a way that’s genuine, impactful, and inspiring. Here’s what most leaders aim to achieve:

1. Leading Self: Becoming self-aware, resilient, and emotionally intelligent. Leaders want to know their own values, act with integrity, and maintain composure under pressure.

2. Leading Others: Inspiring and supporting team members with empathy, curiosity, and a commitment to growth. Leaders want to build relationships that encourage performance and foster a positive, inclusive environment.

3. Leading Teams: Creating a shared vision, building cohesion, and enabling each team member to excel. Leaders aim to create collaborative, mission-driven teams where everyone feels a sense of purpose.

Achieving these goals takes more than just technical skills. It requires a commitment to personal growth, adaptability, and a willingness to step outside your comfort zone. You are the hero of this journey—and we’re here to guide you with the tools, insights, and strategies you need to succeed.

Anchored Leadership: Let Us Be Your Guide to Success

Our role is to walk beside you on this journey, providing the support and expertise to help you grow as a leader. We know that true, lasting change is challenging, and the stakes are high. With a trusted guide by your side, those first steps feel achievable—and meaningful progress becomes both possible and sustainable.

Empathy and Understanding

Having worked with thousands of leaders, we know the challenges you face. Whether you’re balancing demanding responsibilities, struggling to find your voice, or seeking to build a positive team culture, we get it. Our approach combines empathy with a practical focus on what you need to move forward. We create a safe space for exploration and growth, offering the right blend of encouragement and challenge to help you unlock your potential.

Experience and Authority

With over a decade of experience coaching leaders across diverse industries, we bring authority and credibility to every engagement. Anchored Leadership’s approach is rooted in proven frameworks and strategies from the best in the industry. Our guidance isn’t about quick fixes; we help you cultivate the kind of sustainable change that resonates throughout your career and organization. Our programs are designed to empower you not only to grow but also to keep evolving, making us a steadfast partner in your leadership journey.

Our Offerings: Tailored to Empower Your Growth

To help you achieve your leadership goals, we offer a range of solutions designed to meet your specific needs:

1. Executive Coaching for Individuals and Teams

For those seeking a more personalized experience, our executive coaching provides immersive, one-on-one or team-based sessions that foster self-discovery and strategic growth. Our coaching engagements center on actionable insights, real-time feedback, and goal setting that empowers leaders to overcome unique challenges and stay on track toward their vision.

For teams, our coaching brings leaders together to clarify goals, align values, and create strategies that boost collaboration, resilience, and impact. We help teams develop the mindset and skills they need to overcome obstacles together, building a unified approach to leadership.

2. Keynote Speeches and Interactive Talks

To inspire and energize, our keynote speeches and interactive talks bring powerful stories and insights that stick long after the session ends. Each talk is customized to address your organization’s unique goals and challenges, ensuring that your team leaves inspired and equipped with practical takeaways.

Our signature talks include:

• Create Messages That Drive Results: Learn how to communicate in ways that resonate and inspire action.

• The Customer is the Hero: Based on StoryBrand’s framework, this talk emphasizes empathy-driven communication that puts the customer at the heart of every decision.

• Storytelling for Leaders: Master the art of crafting stories that inspire, build credibility, and drive meaningful impact.

• Hero on a Mission: Build a mission for yourself and your team that aligns with goals and inspires growth.

• Unreasonable Hospitality: Drawing from *Unreasonable Hospitality*, this talk explores how to build a culture of pride, service, and inspiration.

Each talk engages audiences through real-life stories, interactive discussions, and memorable strategies that help them connect with their work, their teams, and their mission on a deeper level.

3. Targeted Leadership Workshops

For teams ready to dive deeper into specific skills, our workshops offer a focused, hands-on environment for leaders to refine key competencies and unlock new capabilities. Designed for immediate application, these workshops give leaders practical tools they can start using right away.

Our workshops cover essential leadership competencies:

• Emotional Intelligence: Develop self-awareness, empathy, and emotional regulation to lead effectively and build stronger relationships.

• Productivity: Master goal setting, prioritization, and delegation to stay focused on what matters most.

• Communication: Gain skills for creating clarity, connection, and impact in every interaction.

• Executive Presence: Build the confidence, authenticity, and gravitas that inspire others to follow.

• Active Listening: Cultivate deep listening skills to create more meaningful and productive conversations.

• Coaching Skills for Leaders: Learn to empower your team, encourage growth, and foster self-leadership.

• Giving and Receiving Feedback: Build a culture of continuous improvement by mastering the art of feedback.

Whether delivered as half-day intensives, full-day sessions, or multi-day retreats, these workshops build the foundations for high-performing teams and create a path to sustained growth.

Take the Next Step on Your Leadership Journey

Imagine a work environment where you feel confident in your mission, connected to your team, and capable of driving results that matter. That vision is possible, and we’re here to help you reach it. Your journey as a leader is unique, but it doesn’t have to be traveled alone.

Ready to step into your full potential? Contact us today to learn how Anchored Leadership can support you and your team in achieving your goals. Together, we’ll create a leadership story that is both impactful and unforgettable.

What is Executive Coaching, and How Can It Help You Lead Better?

If you’re leading a team or growing your leadership capabilities, chances are you’ve heard about executive coaching. But what exactly is it? And more importantly, can it really help you become a better leader?

As the demand for strong leadership grows in today’s fast-paced business world, executive coaching has emerged as one of the most effective ways to unlock a leader’s potential. After over a decade of coaching leaders from global companies like Disney, ESPN, Nationwide and Accenture, I’ve seen firsthand the transformative power coaching can have.

In this article, I’ll break down what executive coaching is (and isn’t), why it matters, and how it could benefit you. I’ll also share some insights from the Hudson Institute of Coaching, one of the leading organizations in the field, to deepen our understanding of this impactful practice.

What Is Executive Coaching?

Simply put, executive coaching is a thought-provoking, creative partnership between a coach and a leader. Its purpose? To maximize your professional and personal potential. The International Coaching Federation (ICF), a leading authority in the field, defines coaching as a process that “inspires clients to maximize their personal and professional potential, which is particularly important in today’s uncertain and complex environment.”

Coaching is NOT about fixing you or telling you what to do. In fact, one of my favorite quotes that sums up coaching is from Galileo Galilei: “We cannot teach people anything; we can only help them discover it within themselves.” That’s the essence of coaching—it’s about guiding you to uncover the answers you already have, but perhaps haven’t yet realized.

The Hudson Institute of Coaching (who I received my coach training from) expands on this idea, emphasizing that effective coaching focuses on “building capacity” within individuals. Rather than solving immediate problems for clients, coaching encourages leaders to develop their own internal resources, so they can better handle challenges in the future. This aligns with Hudson’s belief that coaching is about sustainable leadership growth, rather than quick fixes or temporary improvements.

What Coaching Isn’t

Before we dive deeper into what coaching is, it’s important to distinguish it from other (useful) forms of professional development:

- Coaching is not consulting. A consultant gives you expert advice and solutions. A coach helps you uncover your own solutions through reflection and insight.

- Coaching is not therapy. Therapy often looks to the past to resolve emotional or psychological issues. Coaching is future-oriented, focusing on your goals and aspirations. I’m a fan of therapy and have relied on it throughout my adult life.

- Coaching is not mentoring. Mentors share their experience and knowledge to guide you. Coaches challenge your thinking and hold you accountable for your own progress.

- Coaching is not training. Training provides you with new skills or knowledge. Coaching helps you apply those skills effectively, but the process itself is about much more than skill-building.

The Hudson Institute of Coaching points out that coaching is fundamentally about “empowering leaders to take charge of their own growth.” This stands in contrast to mentoring or consulting, where the focus might be more on the transfer of knowledge or expertise. With coaching, the goal is to develop your ability to think critically, reflect deeply, and make meaningful changes on your own terms.

How Does Executive Coaching Work?

Executive coaching is highly individualized. Whether you're a C-suite executive or a rising star in your company, the coaching process is tailored to your specific challenges, goals, and aspirations. Here’s how it typically works:

1. Clarifying your goals – The first step is understanding where you want to go. Are you looking to improve your team’s performance? Enhance your communication skills? Prepare for a new leadership role? Together, we’ll get clear on what success looks like for you.

2. Exploring current challenges – We’ll dive into the specific challenges you're facing. Often, it’s not the external circumstances that need to change, but how you're approaching them. Through powerful questions, I help you see new perspectives and possibilities.

3. Developing self-awareness – One of the greatest gifts of coaching is enhanced self-awareness. As we work together, you’ll gain deeper insights into your leadership style, behaviors, and how others perceive you. This awareness is crucial for making meaningful changes.

4. Creating actionable strategies – It’s not enough to just talk about change. A good coach holds you accountable to take action. Together, we’ll develop clear, actionable steps to help you move toward your goals.

5. Ongoing reflection and adjustment – Leadership growth is a journey, not a destination. As you implement changes, we’ll regularly reflect on what’s working and where adjustments are needed. This iterative process keeps you on track and continuously growing.

The Hudson Institute’s coaching model includes a strong emphasis on “reflection and growth over time.”. They argue that successful leaders don’t just gain quick insights—they continuously practice reflection and recalibration to stay aligned with their goals. Hudson coaches encourage leaders to embrace “transformational moments,” where deep awareness leads to sustained behavioral change. This is where long-term success lies, not just in quick wins.

Does Executive Coaching Work?

The simple answer is yes—if you’re willing to do the work. According to the ICF, 80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills. But coaching isn’t a quick fix. It’s a process that requires commitment and openness.

Here’s what makes coaching so powerful:

- Accountability: A coach holds you accountable to your goals. It’s easy to let self-improvement slip down the priority list, but with a coach, you have someone making sure you follow through.

- Clarity: Coaching provides clarity around your challenges and goals. Many leaders feel stuck because they don’t know how to get from where they are to where they want to be. Coaching helps you bridge that gap.

- Perspective: Sometimes we’re too close to a problem to see it clearly. A coach provides an outside perspective, helping you see challenges from new angles and uncover solutions you may not have considered.

- Support and Challenge: A coach is both your biggest supporter and your toughest challenger. I’ll champion your growth while also calling you out when necessary. That balance is what drives true progress.

Hudson adds that coaching has the power to create “transformative, sustainable change”, particularly when the leader commits to regular reflection and conscious action. Rather than short-term results, effective coaching produces long-term shifts in how you lead, communicate, and influence others.

Who Needs Executive Coaching?

Here’s the reality—no one “needs” coaching in the same way they might need therapy or a consultant for a specific problem. But if you’re a high-performing leader who’s committed to your growth, coaching can be the key that unlocks the next level of your leadership.

You might benefit from coaching if:

- You’re feeling stuck in your career and unsure of your next steps

- You’re transitioning into a higher-level role with new responsibilities

- You’re looking to improve your communication and decision-making skills

- You want to develop more self-awareness and emotional intelligence

- You’re managing a team and want to become a more effective leader

- You’re ready to move from good to great—or even great to exceptional

Hudson Institute’s perspective aligns with this, as they emphasize that coaching is ideal for “high-functioning leaders” who want to move from good to exceptional, not just “fix” problems. If you’re committed to pushing yourself beyond your comfort zone and reaching new heights, coaching is a valuable investment in your future.

Choosing the Right Coach

If you’re ready to explore executive coaching, it’s important to choose the right coach. Coaching is a deeply personal relationship, and the best results come when you work with someone you trust and feel comfortable with. Look for a coach who:

- Is certified by a professional body, such as the ICF

- Has real experience coaching leaders at your level

- Challenges you while also supporting your growth

- Aligns with your values and leadership style

Remember, coaching isn’t a one-size-fits-all solution. It’s about finding someone who can meet you where you are and help you grow into the leader you want to be.

Final Thoughts

Executive coaching is one of the most powerful tools available to leaders today. It’s a process that can help you grow in ways you didn’t know were possible—both personally and professionally.

The Hudson Institute of Coaching often states that coaching creates “leaders for life,” empowering them to take charge of their own growth long after the coaching engagement ends. With this mindset, coaching isn’t just about solving today’s problems, but about building the capacity to lead for years to come.

So, are you ready to take your leadership to the next level? If you’re curious about how coaching could work for you, let’s connect. Whether you’re aiming for a promotion, looking to improve your team’s performance, or simply want to lead with more confidence and clarity, I’d love to explore how we can work together to help you become the leader you were meant to be.

Shifting Gears: The Leadership Power of Pausing, Reflecting, and Realigning

When I was learning to drive at 16, mastering a stick shift was a rite of passage. Back then, manual transmission was common—you had to learn to control the gears yourself, balancing power and speed through the delicate dance of clutch and gas.

Today, less than 3% of cars on the road have manual transmissions. But for those of us who grew up driving them, there’s an important lesson here: leadership, like driving, isn’t about mindlessly pressing on the gas pedal and hoping for the best. It’s about mastering when to push forward and, just as importantly, when to shift gears.

Understanding how a transmission works sheds light on an essential principle for effective leadership and personal growth. A transmission ensures that your engine—your power source—operates within its limits. Push it too hard without shifting, and you'll burn out. Shifting gears is how a car adapts to different speeds and conditions. The clutch provides that brief moment to disengage, creating the space for a smooth shift to happen.

But what about you? As a leader, when was the last time you pressed the clutch to shift gears?

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The Leadership Clutch: Why Pausing is Critical

Leaders are often taught to keep pushing—to drive forward, no matter the obstacles. The "gas pedal" of your career can be rewarding, but relentless acceleration without reflection leads to fatigue, burnout, and eventually, poor decision-making.

Adam Grant often speaks about the value of rethinking, reframing, and reevaluating. In leadership, those "clutch" moments allow you to reassess whether your current approach still aligns with your goals and values. Without pausing to reflect, you risk driving down a path that no longer serves you or your team.

Tony Robbins emphasizes the concept of “pattern recognition”—the ability to spot when you're stuck in the same unproductive cycles. A shift requires first recognizing that pattern. Too often, leaders maintain the status quo because they haven’t created the space to pause and ask themselves the deeper questions that lead to transformation.

Marshall Goldsmith famously reminds us: "What got you here won’t get you there." The habits, mindsets, and strategies that have served you so far in your leadership journey are unlikely to be the ones that propel you into your next chapter. To truly evolve as a leader, you must regularly shift gears, consciously transitioning from what you’ve always done to what’s required to move forward.

The Power of Intentional Shifts

When leaders don't take the time to shift, the result can be disastrous. Decision fatigue sets in. You keep pressing harder, expecting more results, but the outcome is a breakdown—much like a car engine that has exceeded its redline.

Shifting gears doesn’t mean stopping. It’s about staying agile. When you press the clutch, you’re making an intentional decision to change—be it to speed up or slow down—based on the road ahead.

As leaders, the road ahead is constantly changing. Whether it's navigating the complexities of a global market, managing diverse teams, or adapting to new technologies, your ability to pause and realign determines your capacity to lead effectively.

Marshall Goldsmith calls this the "what to stop" framework. Sometimes, shifting gears means stopping behaviors, thought patterns, or processes that no longer serve you or your organization.

So, the question isn’t just about when to shift, but about what you’re shifting away from and toward.

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Pausing for Reflection: Key Questions to Ask Yourself

These "clutch moments"—the intentional pauses for reflection—are where the real work happens. This isn’t about quick fixes or minor tweaks; it’s about deep, transformative shifts. The following questions can help you guide this reflection:

• What am I shifting toward?
  Vision drives leadership. What does your ultimate destination look like? Without a clear direction, even the most powerful engine will eventually run in circles.

• What must I shift away from?
  As Tony Robbins says, “Success leaves clues.” But so does failure. What patterns, habits, or mindsets are you clinging to that no longer serve your highest potential?

• Am I shifting into a higher gear or a lower gear?
  Every phase of leadership demands a different pace. Sometimes, it’s about accelerating—taking bold, decisive action. Other times, it’s about downshifting—slowing down to conserve energy and reassess your path.

• What needs to happen before I can shift?
  Adam Grant talks about creating psychological safety in teams—this applies to yourself as well. Are you in a space where you feel safe enough to make bold moves? What support, resources, or clarity do you need before you can shift effectively?

• Am I ready and willing to shift?
  Perhaps the hardest question of all: are you ready to let go of what’s comfortable and known? True growth requires discomfort, and shifting gears often means leaving behind the familiar.

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Leadership is a Dynamic Process, Not a Destinationn

The most effective leaders understand that leadership is dynamic, not static. Like a vehicle on a journey, your leadership must evolve as the terrain changes. Sometimes that means speeding up and pushing forward. Other times, it means downshifting, reassessing, and making intentional decisions about your next move.

Leadership coaching offers a structured space for this kind of intentional reflection. It’s not about tips and tricks, though you may pick some up along the way. It’s about creating the time and space to ask the hard questions, pause for reflection, and make intentional shifts that are aligned with who you are and where you want to go.

Because, in life, just as in driving, continuing to grind the gears only damages the engine.

By making the conscious choice to press pause, reassess, and shift gears, you ensure that your leadership remains agile, aligned, and effective. Just as a car can’t operate at its best in the wrong gear, neither can you.

🌳 **Roots Before Fruits: The Parallels Between Trees and Personal Growth** 🌳

In a recent coaching session, a client and I reflected on how trees grow, and it struck me how similar their journey is to our own growth as leaders.

Before a tree reaches upward to the sky, producing fruit and towering above, it spends significant time establishing a deep, resilient root system. Without strong roots, the tree can’t stand tall, weather storms, or sustain growth.

🌱 **Just like us**—we must develop our own "roots" first. These roots come in the form of self-awareness, emotional intelligence, values, and habits that anchor us in times of uncertainty.

Many of us want to grow taller in our careers or achieve bigger goals, but true, sustainable growth happens when we:

- 🌿 Invest in building solid foundations—internally and externally.

- 🌿 Cultivate patience, allowing growth to occur at its natural pace.

- 🌿 Ensure we’re nourished with the right habits, mentors, and self-reflection.

The result? Strong roots allow us to rise, adapt, and eventually, bear the fruit of our hard work. 🌟
How are you developing your "root system" to sustain your growth as a leader?

Here are 5 reflective questions you can ask yourself to ensure you are growing your “roots":

1. **What are the core values that ground me as a leader, and how am I living them out daily?**

   - Understanding and staying true to your values helps create a strong foundation for decision-making and leadership.

2. **How well do I understand my emotional triggers, and how do I manage them in high-pressure situations?**

   - Emotional intelligence is key to leading effectively and creating a calm, stable environment for your team.

3. **Am I investing time in building relationships with mentors, peers, and my team, or am I only focusing on results?**

   - Relationships provide nourishment and support, much like water and nutrients for a tree’s roots.

4. **How do I handle setbacks and challenges—do I view them as opportunities to strengthen my foundation, or do I rush to find quick fixes?**

   - Patience and resilience help ensure that growth is sustainable and long-lasting.

5. **What personal development habits am I consistently practicing to grow my self-awareness and leadership capabilities?**

   - Just like roots grow with consistent care, leadership development requires intentional daily habits like reflection, learning, and feedback.

These questions can guide in deepening your self-awareness and reinforcing the core aspects of your leadership growth. What will you commit to today to start getting your roots established?

#Leadership #PersonalGrowth #ExecutiveCoaching #EmotionalIntelligence #AnchoredLeadership #GrowthMindset

Stop Data Dumping Onto Your Listeners and Start MOVING Them Instead

Before figuring out what to say, figure out what you want!

What you end up saying in a meeting, presentation or sales pitch will be much less impactful if you don't have a plan.

The best plan starts with determining what you want to happen as a result of the interaction. This serves as your GPS.

It's about action, not information.

Moving your listeners, not filling them up.

Here's the most powerful question you can use before planning your first words:

💡 What do I want my listeners to do as a result of this communication?

Once you've answered this, now you're ready to play the guide for them along the journey.

Only because you've first entered the coordinates of the destination you are taking them to.

#communication #planning #leadershipdevelopment

REPLAY: 5 Habits Hurting Your Executive Presence Webinar

Even the most engaging communicators have habits that keep them from looking and sounding comfortable and confident while speaking. However, most of us know we are giving away our power and gravitas in meetings and presentations, but aren't sure how to get it back. In this 60-minute webinar, we will cover some key ways you might be hurting your executive presence, and what you can do about it.

Shift: Why "If You Can't Find 'Em, Grind 'Em" is a Terrible Way to Lead

When I was turning 16, it was a rite of passage to learn how to drive a stick shift (manual transmission) before getting my license. Some of you are reading this and thinking about how you couldn’t drive a car without knowing how to operate a manual transmission – it was the only option! Today, you and I would be hard pressed to find a vehicle with a manual transmission (unless you’re driving a high-end sports car). That’s right, less than 3% of vehicles on the road have manual transmissions.

Have you ever stopped to think about the modern miracle of how a transmission works? Well, if not, then here’s a rudimentary lesson, courtesy of “How Stuff Works”:

“Cars need transmissions because of the physics of the gasoline engine. First, any engine has a redline — a maximum rpm value above which the engine cannot go without exploding. You shift gears so the engine can stay below the redline and near the rpm band of its best performance.” 

The clutch is the mechanism that disengages the powered engine from the moving wheels. If you want to shift gears, you’ll need the clutch, which provides a momentary break in action, so to speak.

Much like a vehicle, if we continue press the gas pedal, our bodies will keep going. But push it too much for too long, we will overheat.

Our bodies, minds and spirits require the “pushing in of the clutch” to disengage. It’s an intentional action to shift. A break in the movement of different pieces and parts of our jobs and lives.

When the momentum is great, the stopping power needs to be ever greater. I’d think of this as our ability to stop, press pause and reflect and make meaning of what is happening in our lives.

This is what working with a leadership/executive coach can offer you - An invitation for you to push in the clutch and make intentional decisions for your life. It’s not meant to be tips and tricks, although you might find some along the way. Rather, it’s meant to be a chance to find your resolve, tune into what matters most to you, and then take control over the decisions you are making on a day to day basis. 

Ask yourself: 

·      What am I shifting toward? 

·      What must I shift away from? 

·      Am I shifting into a higher gear or a lower gear? 

·      In order to shift, what must happen first? 

·      Am I willing to shift?

Because in life, “if you can’t find ‘em, grind ‘em” is not the best way to operate.

EPISODE 4: 4-Part Series on the Enneagram in Life and Leadership

EPISODE 3: 4-Part Series on the Enneagram in Life and Leadership

EPISODE 2: 4-Part Series on the Enneagram in Life and Leadership