If there’s one thing that erodes trust faster than anything else, it’s self-preservation. We build walls—quietly, instinctively—trying to protect ourselves. And in doing so, we cut ourselves off from the very relationships we need to lead well. Recently, one of my XCore participants shared a story about broken trust between them and a team member. Both had retreated into self-preservation. Both were waiting for the other to make the first move. But when they had the courage t

I have two XCore groups that have completed a year together. As we approached the end of the first year, I started hearing the same question again and again: “What’s next?” I started building out a second year of the program, not as a marketing move, but as a response to real transformation. Because when you spend a year building trust, growing self-awareness, and strengthening leadership habits… You’re not ready to stop. You’re ready to go deeper. Most leadership programs gi

My oldest daughter just wrapped up her sophomore year by serving as the student director for her high school musical. It was a year of ups and downs, full of tears, late nights, scheduling chaos, and teenage drama (literally). She was responsible for helping shape the production, keeping the cast and crew moving, managing a budget, and delivering on a deadline. There were so many moments where I wanted to step in, to fix things, offer advice, or talk to the teacher. But I rem

Every team has something no one wants to talk about. It might be dysfunctional. Burnout. A person who isn’t pulling their weight. But over time, it becomes the thing that everyone feels… and no one says. The longer it stays unspoken, the more it shapes the culture. Great leaders don’t walk past what’s broken. They name it. Not with blame. Not with shame. But with clarity and care. Because once it’s named, it can be changed. Say the thing. Start the change. Lead with honesty,

Ever share a bold new vision and get… crickets? You left the meeting inspired. They left confused. Here’s the disconnect: not everyone processes change the way you do. Some people hear a big idea and think, “Let’s go!” Others think, “Will this work? Is it safe? Who’s thought this through?” It’s not resistance. It’s wiring. If you want your vision to land, you need to speak more than your own language. Anticipate the questions. Show the plan. Answer the doubts. Because the mor

It drifts — slowly, silently — every time communication breaks down. One unclear message. One unmet expectation. One silence when something should have been said. Before long, assumptions pile up. Resentments grow. And the culture you thought you had becomes something else entirely.  If your team doesn't have a shared language, they’ll default to whatever’s loudest or safest in the moment. That’s why leaders must be relentless about clarity. Not just clear goals. But clear fe

When someone on your team is struggling, the impulse is to jump in and fix it. You give advice. You offer shortcuts. You start doing the thinking for them. It feels helpful. But it creates dependency. And it keeps them stuck. Great leaders don’t rescue. They build ladders. They offer time. They help people see what’s possible. They give just enough support to keep things moving forward, but not so much that they remove responsibility. Development is a process. It takes time.

But when leaders avoid hard conversations, skip the feedback, or tiptoe around dysfunction, it’s not kindness, it’s comfort. Avoiding challenges feels supportive… until it isn’t. Because without challenge, clarity fades. Expectations drop. Performance stalls. The challenge is how people grow. It’s how trust deepens. And it’s how you build a culture that doesn’t settle. If you care about someone, you owe them the truth. Delivered with respect. Backed by your belief in their po

Most development models assume people move in a straight line. Learn. Apply. Improve. Done. But real growth doesn’t look like that. It looks like excitement, then struggle. It looks like confidence, then confusion. That’s the dip — the messy middle where competence hasn’t caught up with expectation. It’s frustrating, disorienting, and for many… it’s where they give up. That’s why your job as a leader isn’t just to train skills. It’s to guide people through the emotional weigh

You can’t lead in isolation. Every decision, tone, or moment of avoidance ripples outward. Most team dynamics aren’t shaped by policies, they’re shaped by presence. Did you follow through on what you said? Did you give credit? Did you show up calmly in the tough moment, or deflect blame and move on? It’s easy to underestimate how much your day-to-day posture sets the emotional temperature of the room. But it does. And over time, those little leadership moments add up. The goo

Every leader has blind spots, but not every leader wants to see them. We all leave a wake. You might be inspiring trust and clarity. Or you might be leaving confusion, frustration, or fear. The hard truth? You don’t get to decide what it’s like to be led by you. The people around you do. Great leadership begins when you’re brave enough to ask: What’s it like to be on the other side of me? That question takes guts. It requires humility. And it opens the door to the kind of fee

Most leaders aren’t losing influence because of a lack of skill. They’re losing it because they’re playing defense. Behind every leader who struggles to build trust, inspire action, or connect with others… there’s usually a wall. A wall built to protect, but that ends up isolating. We hide our fears. We overcompensate. We posture instead of connect. It makes sense. Influence requires vulnerability, and vulnerability feels risky. But when you self-protect instead of self-lead,

This last week I took a birthday trip to New York City for my oldest daughter. We share a deep love for all things Broadway, so we spent several days immersed in stories, music, and moments that we’ll carry for a long time. Aside from the incredible shows, one of the highlights was our visit to the Top of the Rock. At first, the clouds were low and heavy, beautiful in their own way, but blocking the tops of the buildings. As we stood there together, the sky began to clear. Sl

You’re the one others come to for clarity, culture, and leadership. But behind the scenes, it’s often lonely work. That’s why I created HR Leadership Lab—a 6-month experience designed for HR professionals. Starting June 12, you can choose: ▶️ Virtual cohort: connect from anywhere 🏙️ In-person cohort: meet monthly in Albuquerque This is more than a training. It’s a leadership lab—a space for growth, challenge, and alignment with peers who get it. ✅ Small group format ✅ 18.0 S

You spend your days coaching others, navigating change, and holding the people strategy together. But if you're like many HR pros I know, your own development gets pushed to the bottom of the list. That’s why I created the HR Leadership Lab—a 6-month, small-group experience designed exclusively for HR professionals who want to: ✅ Strengthen their leadership presence ✅ Increase their influence in the organization ✅ Build healthier, more productive workplace cultures ✅ Earn SHR

Leadership isn’t about having it all figured out, it’s about resilience, adaptability, and the willingness to keep going despite challenges. Watching my daughter navigate the adaptive ski program has been such an inspiring experience. Every time she falls, she gets back up. Every time she faces an obstacle, she finds a way around it. She doesn’t dwell on setbacks, she learns from them. As leaders, how often do we get stuck in frustration when things don’t go as planned? How o

For many leaders, stress reveals our blind spots. We may micromanage, avoid tough conversations, or lose sight of our team’s needs. These patterns don’t just affect us—they ripple out and impact everyone around us. Here’s a practical tip: the next time you’re feeling stressed, take a moment to pause and ask yourself: - What’s triggering me right now? - How is my response affecting those around me? This simple reflection can help you shift from reacting to responding thoughtfu

Research shows organizations that invest in their people see up to a 59% increase in performance and profitability. Strong leaders build high-performing teams, reduce turnover, and create cultures where people thrive. But here’s the thing: leadership growth isn’t a one-time event—it’s a process. It takes self-awareness, practical tools, and intentional effort to see lasting change. One simple step you can take right now: ask your leadership team to reflect on their top three

Here is a quick video introduction. XCore is a 12-month leadership experience designed to help senior leaders overcome challenges like high staff turnover, team dynamics, and strategic misalignment. Watch now to see how XCore can transform your leadership and organization. Ready to take the next step? Schedule a free 30-minute discovery session with me to discuss your goals. #Leadership   #XCore   #CrestLeaders   #ExecutiveCoaching   #LeadershipDevelopment

One of the biggest challenges in leadership is getting the best out of everyone—especially when people communicate, process, and contribute in different ways. Sometimes, what looks like disengagement is simply a missed opportunity to connect with someone’s natural strengths. Here’s a quick tip: during your next team meeting, take a moment to ask this question: What do you need from me or the team to perform at your best this week? This simple question encourages clarity, alig