Most leaders I coach aren’t struggling because they don’t know how to manage a calendar. They’re struggling because too many things are competing for their attention.

Most people avoid feedback and hard conversations for the same reason. They don't have a structure to fall back on once the moment gets uncomfortable. A framework doesn't make the conversation easy. It gives you somewhere to stand while you have it.

Growth begins with awareness. Connection grows through curiosity. And the strongest relationships, whether at home or at work, are built one intentional conversation at a time.

The first gives you seven questions that can transform how you lead conversations. The second goes deeper — it asks why we're so addicted to advice in the first place, and what it actually takes to change. Together, they make one of the most practical arguments I've encountered for what it means to lead like a coach

The meeting load in most organizations has become genuinely unsustainable. Research consistently shows that executives spend upwards of 60% of their time in meetings, and a significant portion of that time is experienced as unproductive, unclear, or simply unnecessary.

What I've found, both personally and in my coaching work, is that podcasts are especially good at two things: exposure to real conversations between smart people thinking through complex ideas, and the kind of regular, low-friction reinforcement that keeps you growing between bigger learning moments.

Books have shaped how I think, how I coach, and how I lead. But reading alone doesn't change behavior — and that's worth understanding, not just accepting.

If you are navigating post-divorce parenting, here is an important truth: You can love your kids deeply without losing leadership.

The teams and leaders who move forward fastest are not the ones with the most certainty. They are the ones willing to move with less of it.

Used well, the 9-box grid creates clarity around talent, development, and succession planning. Used poorly, it can reduce people to labels or overly subjective judgments.

Most of us don’t struggle because we lack skill, intelligence, or experience.We struggle because of the internal voices that quietly run the show under pressure. In Positive Intelligence (PQ), these voices are called saboteurs. Saboteurs are not flaws.They’re survival strategies you developed early in life to stay safe, successful, or accepted. They once helped you. But over time, they can limit how you lead, relate, and live.

Leaders today are under more pressure than ever—balancing vision, execution, and the human side of leadership in fast-changing environments. AI can be a powerful thought partner, but the questions you ask matter just as much as the answers you receive.

Saying “no” at work can feel risky, but it’s often necessary to protect your focus, wellbeing, and professional reputation. The key is in how you say it—using BOTH boundaries AND collaboration.

Whether you're leading a team, advocating for yourself or navigating high-stakes conversations, these 12 practical communication swaps will help you speak with more confidence, presence, and emotional intelligence.

Assertiveness often gets a bad rap. It’s commonly misinterpreted as being pushy, aggressive, or domineering. But in reality, true assertiveness is one of the most respectful, emotionally intelligent forms of self-expression. At its core, assertiveness means we honor our own needs, values and boundaries—without diminishing or overpowering others in the process.

Here’s a simple 6-step framework to build a strategy rooted in purpose and powered by execution—blending principles from EOS (Traction by Gino Wickman) with the practical lens of emotional intelligence and sustainable leadership.

AI can accelerate work—but people create meaning. Executives who lead with clarity, empathy and strategic vision will set the pace for teams that don’t just perform—they thrive.

If you're craving a space where you can speak candidly, think more strategically, and be supported by leaders who truly get it—I'd love to invite you into a peer coaching group I’m currently forming. As a certified executive coach and facilitator, I’ll guide our sessions with structure, empathy, and depth. This is for leaders who are serious about growth—not just for their teams, but for themselves.

Living from your best self is a journey — a commitment to self-awareness, growth, and authenticity.

What they discovered was a blueprint for emotionally intelligent leadership that continues to resonate across industries. Here are the key traits Google uncovered — and how to ask the right questions in interviews to find leaders who embody them.