Executive Coach | CEO Coach | Helping CEOs & Leadership Teams Scale | Culture Transformation Expert | Trusted by Forbes & High-Growth Founders

Great businesses don’t scale without great leaders. Over the past 20+ years, I’ve helped CEOs and executive teams align, evolve, and outperform through leadership and cultural transformation.

●	Partnered with a $12B+ Organisation carve-out to restructure leadership for post-deal growth
●	Coached 100+ execs across the globe on scaling cultures that retain top talent
●	Led $500M+ Successful Transformation Programs
●	Forbes Coaches Council member | Trusted voice on sustainable leadership

Drawing on my extensive practical experience in leading global companies (incl. Fortune 500), I possess firsthand understanding of the complex challenges inherent in fostering growth, driving successful initiatives, and building cohesive teams.

As a trusted advisor, CEOs and executive leaders turn to me to guide them and their teams in transforming their leadership practices. Through tailored individual and group coaching, bespoke leadership development programs, I facilitate meaningful change that drives leadership excellence and transforms teams.

What sets me apart is the seamless integration of my extensive practical experience with an unwavering passion for amplifying leadership impact through real time coaching. My expertise extends to evaluating team performance, fostering high-performing cohesive teams, and addressing the unique leadership challenges within organisations. As a coach and team advisor, I focus on enhancing trust, optimising network performance, driving strategic execution, prioritising effectively, and establishing robust governance practices.

My passion lies in assisting leaders like you to transform challenges into opportunities. As a Transformation Consultant, I leverage my proven 5Ds Transcending Leadership Consulting and Coaching Framework. This framework enables me to identify negative indicators impacting team performance and work friction by removing roadblocks, simplifying complexities, expediting time-to-market, and enhancing employee engagement and experiences.

Services offered:
•	Executive Leadership Coaching & Development
•	Individual and Team Coaching
•	Speaking
•	Corporate Retreats
•	Workshops

Let’s have a chat to see IF or HOW this can work for you and/or your organisation.

Contact me for a free discovery call or to learn more about my actionable resource guide and "The Leadership Shift" book on my website at www.stuartandrews.me.

Email: stuart@stuartandrews.me

Stuart Andrews

Most companies panic at the idea of giving employees too much freedom.
Ritz-Carlton did the exact opposite — and it changed everything.

Back in 1983, they told every employee — front desk, housekeeping, valet —
“You can spend up to $2,000 to take care of a guest. No approvals needed.”

Not to upgrade rooms.
Not to throw money around.
But to fix real problems, in real time, in ways that actually mattered to people.

The stories are insane:
• Flying across oceans to return a forgotten laptop
• Using metal detectors to find a lost wedding ring
• Turning a family vacation disaster into something they’d never forget

Here’s the key: most employees didn’t even need to spend that $2,000.
The point was trust. 
Ownership. 
Empowerment.

When you give people real responsibility, they rise to it — almost always in ways you couldn’t script.

The $2,000 rule wasn’t about money.
It was about belief in people.

Credits to @technology on Instagram for this carousel post.

Leaders: if you removed the approval layers tomorrow, would your team feel empowered to act — or afraid to make a mistake?

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The Leadership Capability Architect™ | I Build Leadership Systems That Scale Organisations | Trusted by CEOs, CHROs and CPOs Globally | Executive Leadership Coach | Creator of the Leadership Capability Architecture™​

Ritz Carlton

Ever notice how the biggest mistakes you make at work…
are the ones you’ve made before?

It’s not because you’re careless.
It’s because you stopped learning.

I’ve seen this play out in teams over and over again.

A MANAGER who avoids feedback because “I’ve been doing this for years.”
A HIGH PERFORMER who plateaus because they rely on what used to work.
A LEADER who keeps losing people and blames everything except their own blind spots.

And here’s the truth we don’t like admitting:
"The moment you stop learning is the moment you start repeating your old mistakes."

Not because you’re incapable.
But because the world changes…
your team changes…
your challenges change…
and you didn’t.

In leadership, learning isn’t a phase.
It’s maintenance.
Like brushing your teeth.
Skip it long enough and the damage shows.

The leaders who grow 
— and keep growing 
— are the ones who stay curious.

They ask better questions.
They seek feedback before things fall apart.
They don’t wait for a crisis to upgrade their thinking.

And that’s what separates “experienced” leaders…
from effective leaders.

So let me ask you:
What’s one lesson you KNOW you need to relearn before it becomes your next repeated mistake?

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Leadership will always come with storms.
But panic? That’s a choice.

The leaders who rise, influence, and elevate others aren’t the ones who shout the loudest or move the fastest…

They’re the ones who stay calm, clear, and grounded when everyone else is losing their footing.

Calm isn’t passive.
Calm is power.
Calm is strategy.
Calm is what separates leaders who hold teams together from leaders who unintentionally tear them apart.

Here are the 10 habits calm leaders practice, especially when pressure is at its highest:

1. They Pause Before Reacting
↳ A two-second pause can turn a potential conflict into a smart decision. Calm leaders refuse to react on impulse.

2. They Do an Emotional Self-Check
↳ Strong leaders know what they’re feeling before they walk into a room. 
↳ Self-awareness is their first line of defense.

3. They Anchor in Purpose, Not Ego
↳ Ego creates tension. 
↳ Purpose creates clarity. 
↳ Calm leaders choose mission over validation every single time.

4. They Choose Structure Over Panic
↳ When chaos hits, they lean on process, frameworks, and logic. 
↳ Structure becomes the stabilizer.

5. They Listen Slowly, Respond Intentionally
↳ Calm leaders aren’t in a rush to speak. They’re in a rush to understand.

6. They Build Reset Rituals Into Their Day
↳ A walk. A breath. A moment of silence. Tiny resets prevent major breakdowns.

7. They Protect White Space on Their Calendar
↳ Overloaded schedules make overloaded leaders. ↳ Calm leaders leave room for thought, strategy, and presence.

8. They Lead With Empathy and EQ
↳ People feel safe around calm leaders because they feel understood—not judged or rushed.

9. They Choose Resilience Over Drama
↳ They don’t sugarcoat challenges—but they don’t explode under them either. 
↳ Their steadiness becomes the team’s confidence.

10. They Invest in Inner Work Consistently
↳ Calm leadership isn’t natural—it’s trained. Practiced. Strengthened behind the scenes long before it’s needed.

Why This Matters More Than Ever

Teams don’t need louder leaders.
They need steadier leaders.

When a leader is grounded, teams communicate better, think clearer, and execute with far more confidence.

Calm leadership reduces friction, lowers anxiety, and builds trust fast.

It turns pressure into progress instead of panic.

And honestly—calm is no longer optional at the leadership level.

It’s a competitive advantage.
A culture-builder.
A performance multiplier.

Companies rise when leaders stay steady.
Teams grow when leaders stay centered.
People thrive when leaders stay calm.

What habit of calm leadership resonates most with you right now? Or what’s one practice that helps you stay grounded when things get loud?

Drop it below—your insight might be exactly what someone else needs today.

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You can’t demand loyalty.
You can’t buy it.
You can’t shortcut it.

You earn it through tiny actions repeated consistently.
And when leaders miss those moments,
they lose the people who matter most — often without even realising it.

Because loyalty isn’t built in bonuses, titles, or flashy culture programs.
It’s built in the small, human moments your team feels every day.
The ones you think don’t matter… but matter the most.

And that’s where leadership breaks down.
Not with bad strategy.
But with quiet neglect.

Here are the tiny things that silently build loyalty stronger than any engagement initiative you could design:

10 Tiny Gestures That Build Massive Loyalty

1️⃣ Remember the small things
↳ Birthdays. Family moments. Life outside work.
↳ Being seen matters more than being managed.

2️⃣ Say “thank you” — properly
↳ Not generic. Not rushed.
↳ Specific, sincere recognition builds pride.

3️⃣ Ask “How are you… really?”
↳ Most leaders ask the question but never hold the space.
↳ Your team knows the difference.

4️⃣ Give credit loudly. Take blame quietly.
↳ Your people judge you faster by your behaviour under pressure than by any speech about culture.

5️⃣ Keep the small promises
↳ You can’t ask for trust while breaking tiny commitments.

6️⃣ Guard their time
↳ If everything is urgent, nothing is meaningful.
↳ Respecting time is respecting people.

7️⃣ Celebrate progress, not just wins
↳ Momentum builds performance.
↳ People stay when they feel momentum with you.

8️⃣ Admit when you’re wrong
↳ Humility is a leadership superpower.
↳ It earns loyalty instantly.

9️⃣ Make space for quiet voices
↳ Loud doesn’t equal valuable.
↳ Your best ideas often come from the ones who speak last.

🔟 Lead with consistency
↳ Predictability builds safety.
↳ Your team should never have to guess which version of you is walking in today.

Here’s what I’ve learned coaching leaders:

👉 Loyalty is never built in the big moments.
👉 It’s built in the tiny moments you think no one notices.
👉 And those moments determine who stays, who grows, and who gives you their best.

The small things aren’t small.
They’re the difference.

What’s one tiny gesture from a leader you still remember to this day?

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Some people don’t want clarity — they want confirmation.

No matter how you explain, they’ve already decided who you are.

That’s not your failure. 
That’s their filter.

Not everyone deserves a front-row seat to your growth.

And the moment you stop defending your value,
you start directing your energy toward what actually matters —
your mission, your team, your impact.

That’s emotional intelligence in action.
It’s not about staying quiet — it’s about staying centered.

Knowing where your energy creates change
and where it just creates noise.

Strong leaders don’t chase validation.
They create environments where people feel seen, heard, and respected.

✨ Protect your peace.
✨ Lead with clarity.
✨ Build where you’re understood.

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You don’t lose good people 
— you lose the environment they needed.

Sit with that.

They didn’t quit the mission.
They quit the conditions.

I’ve seen it happen.
Maybe you have too.

It doesn’t start loud.
It starts quietly.

First, ideas stop flowing.
Then, voices get smaller.
Curiosity turns into caution.
Energy turns into exhaustion.
Ambition becomes survival mode.

Not because they’re weak.
Because the culture is.

Talented people don’t need perks.
They need trust.
They need safety.
They need room to grow.
They need leaders who listen.

Lose that — lose them.
Every. Single. Time.

People don’t leave opportunity.
They leave environments that shrink them.

Great culture grows people, not egos.
Great leaders build space, not fear.
Great teams rise together, not alone.

If great people are leaving?
It’s not them.
It’s the environment.

Ever watched someone incredible walk away not because they wanted to go — but because staying cost too much?

Drop a “yes” if you’ve been there.

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You don’t break from doing too much.
You break from doing too much alone.

This is the part of burnout we don’t talk about enough—especially in leadership.

Most leaders can handle pressure.
They can handle pace.
They can handle complexity.

What drains them isn’t the workload.
It’s the isolation that creeps in when they feel like they have to carry everything quietly.

Because:
• Leaders are expected to be the steady one.
• The strong one.
• The one who doesn’t “need” support.
• The one people go to… not the one who goes to others.

And that’s exactly where burnout grows.

Not in the work.
In the silence.

The truth?
High performers don’t crumble because they’re incapable.

They crumble because their environment rewards self-sacrifice and punishes vulnerability.

If you’re a leader reading this:
You’re not supposed to do it all alone.
You’re supposed to build systems, support, and space around you—so you don’t lose yourself in the role you’re trying to thrive in.

Strong leaders don’t “push through.”
Strong leaders resource themselves.

Because the moment you try to be everything for everyone…
you slowly become nothing for yourself.

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Most leaders think they’re doing great… until their team tells a different story.

Because leadership isn’t defined by your KPI, your tenure, or your job title.
It’s defined by how people experience you every single day.

The truth?
There are levels to leadership — and most leaders get stuck long before they realise it.

If you want to build a team that trusts you, grows with you, and actually performs at the level you expect… you need to know exactly where you stand.

Let’s break it down — with zero sugarcoating:

1️⃣ POSITION — The Leader Who Relies on the Title
↳ This is where everyone starts — but too many stay stuck. You lead because the role says you should… not because people feel you should.

Key Insight:
If your title is doing all the work, you’re not leading — you’re supervising.

2️⃣ PERMISSION — The Leader People Trust Instinctively
↳ This is where leadership becomes relational. People open up. They feel safe. They bring you the truth — not the PR version.

Key Insight:
People don’t follow leaders they fear. They follow leaders they trust.

3️⃣ PRODUCTION — The Leader Who Creates Real Momentum
↳ You deliver. You execute. You move the business forward. But momentum that depends on you… isn’t leadership. It’s survival mode.

Key Insight:
If things fall apart when you step back, you weren’t leading — you were holding everything together.

4️⃣ PEOPLE DEVELOPMENT — The Leader Who Builds Capability
↳ You stop being the firefighter and start growing people who can handle the flames. Your success shows up in their confidence, clarity, and decisions.

Key Insight:
A great leader isn’t measured by what they achieve… but by who they elevate.

5️⃣ PINNACLE — The Leader Who Shapes Culture
↳ Your presence raises the bar. Your standards become the norm. People follow because your leadership feels different — grounded, consistent, human.

Key Insight:
This is where leadership becomes legacy — and legacy doesn’t need a title.

Are you growing through these levels or are you repeating Level 1 with a nicer title and a bigger paycheck?

Leadership isn’t a badge.
It’s a responsibility.

And the teams who thrive?
They’re led by people who choose growth over ego — every single time.

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Success isn’t about titles or checklists.
It’s about people feeling seen, heard, and empowered — and creating systems that support them.

Dora Vanourek’s post really resonated with me because it captures what I see every day working with teams.

The biggest breakthroughs don’t come from tools or dashboards.
They come from how people experience the work and feel supported.

Here’s how the “heart work” mindset shows up in practice:
1. Listen to understand — the best solutions come when you grasp the full picture.
2. Empower ownership — people commit when they’re involved in decisions.
3. Align everyone to the mission — clarity turns tasks into meaningful work.
4. Develop your people — a team grows as fast as its leader allows.
5. Engage every voice — innovation thrives when everyone matters.
6. Recognize effort — small wins build trust, confidence, and momentum.

From my experience, the organizations that succeed long-term are the ones that focus on people first.

Culture, collaboration, and results are built in micro-interactions and consistent support, not top-down directives.

That’s exactly what I help organizations do: translate people-first principles into measurable impact.

When systems serve people, performance, engagement, and retention all improve.

Credits to Dora Vanourek for this powerful reminder that heart work drives real impact.

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I see this pattern every week.

People feel tired without clear reasons.
It’s rarely workload causing the burnout.

Most times, it’s simple misalignment inside.

Your energy drops when purpose fades.
Your confidence falls when direction blurs.

But here’s the truth I share:
Energy is your strongest career signal.

When work fuels your strengths, momentum builds.
When tasks excite you, clarity returns.
When projects fit you, growth happens.
When alignment exists, everything moves forward.

I watch leaders shift instantly.
Small changes create massive internal lift.

Energized people make better decisions daily.
Energized cultures perform better long-term.
Energized teams shape stronger environments.

This is why my work matters:
→ I help leaders realign their energy.
→ I help teams rebuild meaningful engagement.
→ I help professionals reconnect with purpose.

Because aligned work creates real fulfillment.
Aligned work strengthens identity fast.
Aligned work shapes your entire future.

Choose the work that grows you.
Choose the environment that supports you.
Choose the path that energizes you.

Your future self will thank you.
Deeply. 
Honestly. 
Fully.

👉 What part of your work energizes you?


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Some leaders break potential without ever raising their voice.
Others build confidence with a single sentence.

That’s the quiet power of feedback — it’s never neutral.
It either builds someone up… or tears them down.

I’ve seen it — and I’ve felt it.

A few years ago, I got two very different kinds of feedback.

One was a cutting remark, wrapped in “honesty.”
It made me doubt everything I brought to the table.
I replayed it in my head for weeks —
wondering if I was really good enough to lead.

The other came months later, from a different leader.

After a presentation, she said:
“You made something complex sound simple — that’s leadership.”

It was one line.
Five seconds of her day.
But it changed how I showed up for years.

That’s when I learned something powerful:

Feedback is a mirror and a megaphone.
It reflects what you see — and amplifies what someone becomes.

You don’t just comment on performance.
You shape identity.

Here’s what we often forget as leaders:
 → People don’t remember every task you assigned.
 → They remember how you made them feel about themselves.
 → The tone of your feedback becomes their inner voice.
 → The words you choose become the words they tell themselves when they fail, when they grow, when they lead others.

So before you say,
“It’s just feedback,
pause and ask yourself:
💬 Will this make them shrink or stretch?
💬 Am I correcting behavior or crushing spirit?
💬 Am I helping them fly — or making them doubt their wings?

Because feedback isn’t just about improving results.
It’s about influencing who someone becomes after the meeting ends.

Tiny words. 
Massive impact.

Every sentence you speak as a leader sets something in motion —
confidence or fear, belief or hesitation, flight or fall.

So use your words wisely.
You might just be the reason someone finally learns to soar.

What’s one piece of feedback that changed you — for better or worse?

Share it below. You never know who might need to hear it today.

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Most leaders don’t fail from big mistakes.
They fail from tiny habits they ignore.

And here’s the twist—
the same tiny habits can completely
transform your leadership, your culture, and your team.

If you’ve been feeling stretched thin…
if your team feels a little disconnected…
if your days feel more reactive than intentional…

These micro-habits will help you reclaim control,
rebuild momentum, and lead with clarity again.

Let’s dive in 👇

✅ 20 Micro-Habits That Actually Shift Leadership

1. Pause daily to reset your mindset.
2. Greet people by name every morning.
3. Ask deeper questions that spark honesty.
4. Listen fully before offering your opinion.
5. Own mistakes quickly and transparently.
6. Reflect nightly on wins and misses.
7. Take micro-breaks to protect your energy.
8. Say “I don’t know” with confidence.
9. Give short, clear, actionable feedback daily.
10. Thank someone genuinely every single day.
11. Coach more, rescue people less often.
12. Check in without micromanaging the work.
13. Track decisions to sharpen your thinking.
14. Learn something small every single day.
15. Pause to read the emotional room.
16. Delegate tasks that unlock team growth.
17. Call out strengths you see in others.
18. Run quick weekly pulse conversations.
19. Celebrate progress, not just big wins.
20. Protect rest like a strategic priority.

Small habits build steady leaders.
Steady leaders build strong cultures.
Strong cultures build unstoppable teams.

This is the work I do every day—
helping leaders embed small actions
that create big trust, big clarity, big results.

If you’re tired of carrying everything yourself,
start with one micro-habit today.

The shift is bigger than you think.

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After coaching and speaking with hundreds of leaders, one thing always stands out:
It’s rarely skills that hold them back.
It’s the beliefs they quietly carry.

The ones that sound responsible.
The ones that look noble.
But over time — they build pressure, not growth.

I’ve seen this up close in boardrooms, workshops, and coaching sessions.

Brilliant leaders are exhausted, second-guessing, and wondering why leading feels heavier than it should.

Here are 10 silent beliefs that I see holding great leaders back:

1. “I have to have all the answers.”
↳ Leadership isn’t about knowing everything — it’s about creating space for better ideas.

2. “If I show doubt, they’ll lose confidence in me.”
↳ Authenticity builds more trust than perfection ever will.

3. “Being busy means being valuable.”
↳ Busy leaders burn out. Focused leaders move mountains.

4. “I can’t afford to slow down.”
↳ Reflection isn’t a luxury — it’s a leadership skill.

5. “I need everyone to like me.”
↳ People-pleasing kills clarity. True respect comes from consistency.

6. “It’s easier if I just do it myself.”
↳ Micromanagement feels efficient — until your team stops thinking.

7. “If I make mistakes, I’ll lose respect.”
↳ Owning mistakes doesn’t weaken you — it humanizes you.

8. “Vulnerability makes me weak.”
↳ It’s actually what makes you relatable — and magnetic.

9. “Results matter more than people.”
↳ Without people, there are no sustainable results.

10. “Once I’m in charge, I should have it all figured out.”
↳ Leadership isn’t a finish line — it’s a lifelong practice.

What I’ve learned is this:
Leadership growth doesn’t start with a strategy or a system —
it starts with awareness.

When leaders begin to question the beliefs that silently drive them,
everything changes — how they communicate, connect, and create impact.

Because leadership isn’t about control.
It’s about consciousness. 

Which of these beliefs have you had to unlearn in your own journey?

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Most leaders don’t realize they’re rewarding the wrong behaviors, and it’s killing their Culture

Your team isn’t following your mission statement.
They’re following what you actually reward, tolerate, and overlook.

And these silent signals are quietly shaping your culture — for better or worse.

Here’s a list of behaviors I see all the time, silently shaping team culture:

1️⃣ Speed over Accuracy
 ↳ Fast work praised, while mistakes quietly pile up everywhere.
Lesson: Quality and thoughtful work should always come first.

2️⃣ Hustle Over Health
 ↳ Burnout gets recognition, energy and engagement steadily decline.
Lesson: Reward results, not constant exhaustion or endless hours.

3️⃣ Long Hours Over Impact
 ↳ Working late praised, even when real outcomes are missing.
Lesson: Focus on measurable results, not simply time spent.

4️⃣ Loudest Voices Get Attention
 ↳ The most vocal get praise, quiet contributors go unnoticed.
Lesson: Listen actively to all team members equally.

5️⃣ High-Performing But Toxic Employees
 ↳ Talent gets celebrated, while trust and collaboration quietly erode.
Lesson: Protect culture before protecting individual high performers.

6️⃣ Rewarding Surviving Chaos
 ↳ Enduring messy situations praised, disorder slowly becomes normalized.
Lesson: Reward proactive solutions, not just surviving emergencies.

7️⃣ Fire-Fighting Over Foresight
 ↳ Fixing crises praised loudly, planners preventing them often ignored.
Lesson: Celebrate foresight and prevention as much as heroics.

8️⃣ Promoting Technical Experts Who Can’t Lead
 ↳ Being technically excellent rewarded, leadership ability often overlooked entirely.
Lesson: Promote capable leaders, not just technical stars.

9️⃣ Letting Complainers Influence Decisions
 ↳ Loud negativity shapes priorities, while problem-solvers silently disengage.
Lesson: Constructive input, not complaints, should guide strategy.

🔟 Ignoring Quiet Contributors
 ↳ Silent high-performers deliver consistently, yet remain invisible and overlooked.
Lesson: Recognize consistent performers, not only visible team members.

Culture isn’t defined by posters or mission statements.

It’s defined by what you reward, tolerate, and ignore every single day.

Are you quietly rewarding the wrong behaviors in your team right now?

Because that’s how the best talent leaves, engagement drops, and trust erodes… quietly, but relentlessly.

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If there’s one leadership truth most people overlook…
it’s this:

Your culture isn’t created during the meetings you plan —
it’s created in the moments you don’t.

The real culture happens in the tiny signals your team feels every day:

🔥 The way you respond when someone disagrees
🔥 The emotion behind your voice when pressure hits
🔥 The message you answer immediately vs. the one you ignore
🔥 The accountability you enforce — or avoid
🔥 The respect you give when no one else is watching

These “small things” aren’t actually small.
They’re the building blocks of trust, safety, and performance.

Teams don’t remember your agenda.
They remember your energy.

They remember how you reacted.
How you listened.
How you handled tension.
How you treated them when no one needed to know.

Because culture isn’t a meeting.
Culture is a pattern.

A pattern of micro-moments that tell your people:

“This is who we are here.”
“This is how we lead here.”
“This is what we allow here.”
“This is what we protect here.”

If you want a stronger culture, don’t start with another meeting.
Start with the moments —
because that’s where culture is actually built.

What culture did your moments create today?

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Most leaders focus on authority.
Magnetic leaders focus on influence.

And that difference changes everything.

In today’s workplace, people no longer respond to pressure, titles, or rigid command.

They respond to presence, purpose, and connection 
— the things that make leadership feel different, not just look different.

This breaks down the 5 shifts that move leaders from being followed out of obligation…
to being followed with commitment, trust, and genuine buy-in.

Teams don’t disengage because they’re incapable.
They disengage because leadership energy shapes the entire environment.

If meetings feel heavy…
If execution is careful, not creative…
If the vision is clear but the team isn’t emotionally connected…
These aren’t performance issues — they’re leadership shifts waiting to happen.

When leaders trade:
• Authority → Presence
• Transactional → Relational
• Problem-focus → Growth-focus
• Logic → Emotional intelligence
• Vision → Purpose

Everything changes.

Trust deepens.
Engagement rises.
Alignment becomes natural.
Influence grows without force.

Magnetic leadership isn’t louder — it’s deeper.

If you’re a leader, CEO, or HR professional aiming to elevate how people respond to you…
start with one shift.

Apply it consistently.

Watch the difference in how your team shows up.

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How leaders become magnetic

I made a decision nobody liked.

I had to let someone go.
It was painful. 
Uncomfortable. 
Messy.

At first, the team was upset.
I felt like I failed. 
Alone.

Then something unexpected happened.
Weeks later, respect grew quietly.
Trust started to take root.

Leadership isn’t about being liked.
It’s about making the hard calls.
Even when they sting.

Hard decisions show honesty.
They show you lead for others.
They build loyalty that lasts.

Stop avoiding discomfort.
Face it. 
Own it. 
Communicate it.

Your team will trust you forever.

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You’re not a controlling leader.
You’re just accidentally shrinking your team.

And the scary part?
Most diminishing behaviors don’t look toxic.
They look… helpful.

They look like “I just want it done right.”
They look like “Let me jump in real quick.”
They look like “I’ll fix it quickly.”

But here’s the truth no one tells leaders:

You can have the best intentions and still hold people back.

Inspired by Liz Wiseman’s work on Multipliers, here are:

12 Signs You’re Accidentally Diminishing Your Team

1️⃣ You talk more than you ask
2️⃣ You jump in too early
3️⃣ You rescue instead of coach
4️⃣ You solve problems that aren’t yours
5️⃣ You give answers before context
6️⃣ You think speed matters more than learning
7️⃣ Your team waits for your go-signal
8️⃣ You repeat yourself too often
9️⃣ You hold onto work out of fear of mistakes
🔟 You celebrate outcomes but not growth
1️⃣1️⃣ You take over during conflict
1️⃣2️⃣ You create dependency instead of capability

Here’s the punchline:

Teams don’t grow when leaders do more.
Teams grow when leaders do less.

Less rescuing.
Less controlling.
Less answering.
Less rushing.

And more coaching.
More context.
More patience.
More trust.

Because leadership isn’t about being the smartest in the room.
It’s about creating a room where everyone gets smarter because of you.

♻ Share this with your network if it resonates.
☝ And follow Stuart Andrews for more insights like this.

“Just be authentic.”

It’s the most common advice I hear leaders give — and the one that often backfires.

Because here’s the truth:
Authenticity isn’t always easy.
And it’s definitely not always rewarded.

In my years coaching CEOs and leadership teams across fast-growing companies,
I’ve seen authenticity build cultures that thrive —
and I’ve also seen it quietly derail trust, performance, and momentum.

It’s not because leaders stop caring.
It’s because authentic leadership comes with real tradeoffs —
and most people aren’t taught how to navigate them.

Here are 8 I see most often 👇

1️⃣ Transparency vs. Team Stability
How open should you really be?

Honesty builds trust —
but oversharing uncertainty can create panic and drain morale.
Leaders don’t just tell the truth; they frame it to keep people grounded.

2️⃣ Vulnerability vs. Authority
How human can you be before it shakes your credibility?

Sharing your struggles builds connection —
but oversharing can shift focus from leadership to sympathy.
Your people need to feel your strength through your honesty.

3️⃣ Empathy vs. Accountability
How do you care deeply without losing edge?

Empathy inspires loyalty —
but without accountability, culture softens and standards slide.
Leaders must care enough to challenge.

4️⃣ Consistency vs. Adaptability
How do you stay true without staying stuck?

Your values shouldn’t change —
but your methods must.
Authenticity is the anchor. Adaptability is the sail.

5️⃣ Honesty vs. Diplomacy
How do you tell the truth without breaking trust?

Radical honesty earns respect — 
but without tact, it becomes radical damage.
Great leaders don’t choose between honesty and kindness — they master both.

6️⃣ Authenticity vs. Perception
What’s real to you might be misread by others.

Your tone, energy, and intent go through filters — culture, emotion, ego.
That’s why self-awareness is the real skill behind authenticity.

7️⃣ Connection vs. Professional Distance
How close is too close?

Being approachable builds safety —
but too much closeness blurs boundaries when hard calls come.
You can be warm — and still firm.

8️⃣ Purpose vs. Performance Pressure
How do you stay mission-driven when results dip?

Purpose gives direction —
but pressure demands proof.
The best leaders translate purpose into performance.

Here’s what I’ve learned after coaching hundreds of leaders:
Authentic leadership isn’t just about being real.
It’s about being real with awareness.

It’s knowing when to open up — and when to hold the line.
When to lead with heart — and when to steady the room.
When to stay true — and when to evolve.

Because if authenticity is your strength…
awareness is your safeguard.

And the leaders who master both —
build cultures that last.

Which of these tradeoffs do you feel most in your leadership right now?

Inspired by: Muriel M. Wilkins
Published by: HBR.org

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LEADERSHIP

New to leadership? 
Your first 90 days will define you — but not in the way you think.

It’s not about learning new skills.
It’s not about impressing your boss or hitting early targets.

The hardest part? 
Unlearning the habits that made you a star as an individual contributor.

Everything that got you promoted can actually hold you back from being the leader your team needs.

Here are the 10 mindset shifts new leaders can’t ignore in their first 90 days:

1️⃣ Doing the Work → Enabling the Work
↳ Your output isn’t the point anymore — your team’s output is.

2️⃣ Having Answers → Asking Better Questions
↳ Curiosity builds trust faster than expertise.

3️⃣ Me → We
↳ Individual wins matter less; collective wins matter more.

4️⃣ Speed → Clarity First
↳ Rushing confuses people. Clarity accelerates everything.

5️⃣ Control → Ownership
↳ People rise when you let them rise.

6️⃣ Avoiding Tough Talks → Leading Through Them
↳ Real leadership starts where comfort ends.

7️⃣ Proving Yourself → Understanding Your People
↳ Stop trying to impress. Start trying to understand.

8️⃣ Managing Tasks → Managing Energy & Expectations
↳ Your real job is removing friction, not adding pressure.

9️⃣ Pleasing Everyone → Setting Boundaries
↳ You can’t create stability if you’re always trying to be liked.

🔟 Being the Hero → Building a System That Wins Without You
↳ Your success is how well your team performs when you’re not in the room.

Here’s the reality most new leaders learn the hard way:
↳ Your first 90 days aren’t about showing off your skills.
↳ They’re about shifting how you think, act, and show up for your team.

Which of these mindset shifts will be the hardest to make in your first 90 days — and which one will define your leadership? 

Share below 👇

♻ Share this with your network if it resonates.
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McLean & Company

McLean & Company partner with organizations to create a workplace that meets today’s needs and prepares organizations for the unknown future.​

Everything we do is backed by data and best practices, so you can make informed decisions and know exactly what to do next. Our memberships are designed to provide what you need to drive the organization forward – from full-service assessments to practical action plans, impactful training, and more. ​

Visit our website to learn how we can help you create a workplace where everyone thrives.

Executive Counselor

Lambton College

As Director People and Organizational Development I was responsible for the delivery of the following corporate services: Organizational Development, Employee Relations and Strategic Workforce Planning in support of the College’s strategic directions and operational priorities.

Director - People & Organization Development (CHRO)

London Health Sciences Centre (LHSC)

As Transformation Lead for the Continuous Improvement Initiatives across LHSC – I was responsible for supporting the startup and long term success of the Continuous Quality Improvement (CQI) Centre of Excellence. In this role I led the Centre of Excellence Team responsible for the the following outcomes:

1. Culture Transformation Leadership: Overall CQI transformation program management,  culture change leadership strategy, monitoring progress and sustaining the corporate improvement initiatives and the CQI management system.
2.     Knowledge Development: Maintain and evolve CQI approach and infrastructure  ensuring consistency.
3.     Leading Corporate Improvements & Coaching Support: Lead corporate CQI initiatives and develop organizational improvement capability through training & coaching. In addition, manage and support projects and provide coaching for project events and the CQI Management System.
4.     Training and Development: Develop and deliver training to all staff and support train the trainer initiatives.

Transformational Change Strategy Executive Lead - Continuous Improvement of Care

Responsible for building and leading the team of HR professionals who provided solutions-based talent management consulting services including, leadership strategy development, change management, organizational design, leadership recruitment & compensation, succession management and performance management. 

-Guided the consulting team that redesigned and implemented a standardized set of staff competencies and a new performance development process for 12,000 employees in a workplace with multiple collective agreements 

-Executed an organization-wide talent management strategy – 350 leaders are systematically evaluated and development/succession plans were created for each individual on an annual basis

-Directed the process and systems redesign to generate “Talent Management Metrics” enabling senior management to have line of sight on the necessary analytics to support the continuous improve the talent management strategy  

-Coached a team of consultants, specialists and project leaders to successfully deliver performance development and talent management programs, recruitment and management compensation services for our 350 leadership clients. 

- Trusted Advisor to the CHRO &  members of the senior leadership team on matters related to talent strategy

Senior Manager -  Talent Strategy & Organization Development

I was responsible for orchestrating the execution of a comprehensive culture change strategy designed to significantly change the patient and family experience.

In 2014, I was honoured to receive the London Health Science Centre President’s Award for Leadership for successfully leading the change management strategy.

Change Strategy Executive Lead, Patient Experience London Regional Cancer Program

GetKeepGrow inc.

Chief Talent Officer

GoodLife Fitness

Provided strategic leadership to a team of HR/OD professionals to execute the re-alignment of HR and organizational effectiveness services and programs in support of the business strategy and emerging talent requirements. (6,000 employees across Canada) Developed and directed the execution of a comprehensive human resource strategy. Provided strategic HR council to the CEO/COO/CFO and senior leadership teams. Transformed the HR function into a consultative, results-driven, customer centric service delivery team.

Director - Human Resources & Organization Effectiveness (CHRO)

Fanshawe College

Adjunct Professor Human Resources

Ontario Government

Recognized with the Ontario Public Service Award for Human Resource Management Innovation.

Senior Consultant, Organization Development/HR Strategy, Attorney General of Ontario

Mayne Nickless North America

Regional Senior Manager

Mayne Nickless North America 

Major Account Manager

National Operations Manager

A strategic human resources leader & leadership coach with over 25 years of bringing people-focused solutions to the most niggly business challenges to achieve results. With experience across the spectrum of HR practices, David’s specialities include:  talent management, executive coaching, process improvement, organizational change and transformation and leadership development.

Dave cofounded “get keep grow inc” a  Canadian employee engagement and retention professional services corporation.




Please note views and opinions expressed are my own and do not represent the views of my employer

David McLean

The most essential skills for 2030?:
They’re not just technical. They’re strategic.

 Jeroen Kraaijenbrink shared this helpful original post and infographic:

This chart from the World Economic Forum shows what employers expect to matter most by 2030.

In the upper-right quadrant—skills that are both core today and expected to grow in importance—we see:

-> Analytical thinking
-> Resilience, flexibility & agility
-> Leadership & social influence
-> Motivation & self-awareness
-> Creative thinking
-> Systems thinking
-> Curiosity & lifelong learning

These aren’t niche capabilities. They’re the core drivers of strategy in action.

Yes, technological literacy, AI and data skills matter too. But the bulk of what’s rising isn’t just technical—it’s about how people think, adapt, lead, and execute in a changing world.





Acknowledgment: original post reposted here and infographic by Jeroen Kraaijenbrink  



#chro #hr #ceo

Is your organization a “learning organization”?
“An organization's ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage”— Jack Welch

In 1997, Harvard Business Review named the “learning organization” as one of the seminal business ideas of the prior 75 years and to me it seems even more relevant as we face the next decade!

What organizations have been successful in transforming themselves into learning organization’s?

Microsoft is on a cultural journey right now from being a company of “know it all’s” to a company of “learn it all’s”

When I started out in organizational development (OD) Peter Senge’s work was instrumental in shaping my thinking and his book was one of the big OD book’s of the decade.

What disciplines of a learning organization are still as relevant today as they were 20 years ago?



***full article from MIT Sloan School of Management in comments below 



Acknowledgment: infographic by Tanmay Vora  & original work by Peter Senge



#learningorganization #organizationallearning #organisationaldevelopment #chro

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