INSIGHTS FOR GROWTH

Every leader has a reputation — a story that follows them. If you didn’t write it intentionally, someone else did.

Right now, somewhere in your organization, there’s a conversation happening about your future. You’re not in the room. The question is: who’s saying your name?

Leaders who get trusted with more aren’t the ones who never have problems. They’re the ones who never let problems become surprises.

She’d built the analytics practice from scratch. Exceeded every number. And her boss barely knew she existed. Not because he didn’t care — because she’d never given him the narrative.

There’s a difference between being a spotlight and being a lighthouse. One swings for attention. The other shines steadily so others can navigate.

At some point you stopped being evaluated on your work and started being evaluated on how people talk about your work. Nobody announces when the rules change.

There’s a kind of gardener who can’t resist pulling up plants to check the roots. The checking kills the growth. Leadership works the same way.

He went on vacation for two weeks. His team handled 90%. The 10% they couldn’t? That was the most useful data he’d gotten in months.

Here’s a simple diagnostic for your leadership: take two weeks completely off. What breaks? That’s not a badge of honor. That’s a gap.

Every time you say “here’s what I’d do,” you’re solving this problem AND guaranteeing they’ll bring you the next one.

A senior leader was about to launch a political campaign against a peer based entirely on a narrative. Her facts were three items. Her assumptions filled a page. Here’s the five-minute exercise that changed everything.

Leaders love to say “my door is always open.” But an always-open door can create a line, not a team.

You know what happens when you use GPS every day? You follow the blue line but never learn the route. That’s what happens when leaders jump in to fix everything.

A client said something that stopped me: “I think I’ve been afraid that if I stop being needed, I’ll stop mattering.” That’s the truth underneath everything this week. The dentist trap. The fixer identity. The rescue missions. The inability to build the bench. It’s not about delegation or time management. It’s about identity. Being the person who always has the answer is how a lot of leaders know they matter. But the leaders who matter most are the ones whose teams don’t n

A leader I coached was spending every Friday afternoon sitting down with her underperformers, going through their work, getting it back on track before the end of the week. Hours. Every single Friday. I told her: you’re training them that less effort is okay. They do the minimum. You bail them out. Next week, same thing. The week after that, same thing. The word I used was codependency. That hit different than “delegation problem.” Because delegation sounds like a skill gap

You can’t develop your team while you’re on the mound throwing every pitch. The day there’s an obvious answer to who would run your team — that’s the day your cage door opens.

She spent every Friday afternoon rescuing her underperformers’ work. I told her the word wasn’t delegation. It was codependency. That hit different.

He was the person who could fix anything. The firefighter. The fixer. Everyone depended on him. And he could not figure out why he kept getting passed over for VP. The answer was hiding in plain sight.

He was the person everyone depended on. The firefighter. The fixer. And he could not figure out why he kept getting passed over. The answer was hiding in plain sight.

How often do you think about your dentist? You think about them when you need them. Then you put them back on the shelf. That’s what happens when your credibility is anchored in one ability.